Key Question:

Should a psychologist include detailed information about an applicant’s gender identity and associated medical treatment (e.g., hormone therapy for gender dysphoria) in a psychological evaluation report, particularly when the information is already disclosed on the F-3?

Answer:

This question arose regarding the inclusion of gender identity and medical treatment for gender dysphoria in a psychological report. The applicant self-identified as a transgender male and disclosed this information on the F-3 form. The original draft of the report included clinical details such as the year of diagnosis, the treatment received (hormone replacement therapy), and an explanatory paragraph defining gender dysphoria.

Given that the applicant already disclosed this matter on the F-3 and is considered a medical—not psychological—issue, the detailed clinical history should not be included in the report. Instead, the information should be summarized factually and succinctly, with no elaboration on diagnosis or treatment specifics. This approach maintains relevance to the psychological purpose of the report, avoids unnecessary detail, and respects the applicant’s privacy.

The recommended language is:
"Applicant reported identifying as a transgender male, born biologically female. As a result, he receives ongoing medical maintenance for this matter but no mental health treatment."

Summary:

Do not include diagnostic labels or treatment details related to gender identity if the applicant has disclosed this on the F-3 and it is not tied to current mental health concerns. Use brief, factual language to acknowledge the disclosure while keeping the focus on psychological relevance.

Key Question:
How should clinicians address cases in which an applicant has a mental health diagnosis, recent medication use, and past trauma—particularly when those factors may be linked to terminations from law enforcement roles?

Answer:
When evaluating an applicant with current or recent psychiatric medication use or therapy, clinicians must always request medical records using either a signed ROI or the FMRT Med Release form. This is essential for verifying the applicant’s reported treatment, confirming stability, and identifying any red flags (e.g., medication non-compliance, hospitalization, or undisclosed diagnoses). Even if a Not Suitable (NS) decision is anticipated, documentation from a treatment provider protects FMRT’s liability and supports a well-founded conclusion.

In cases involving prior terminations from law enforcement, especially if mental health was cited as a contributing factor, it is critical to provide additional context in the report. This ensures alignment with what the applicant disclosed to the employer and informs the department of the potential risk. If claims about terminations involve alleged bias or interpersonal dynamics, the language should be objective and attributed to the applicant’s perspective (e.g., “according to the applicant”), avoiding unintended validation of one-sided accounts.

Finally, when applicants disclose past trauma (e.g., exposure to domestic violence or sexual abuse), clinicians should thoughtfully explore how these experiences may impact future performance. Specifically, consider whether unresolved trauma could be triggered during calls for service and whether the applicant has processed the events through treatment, reported them to law enforcement, or still holds strong emotional responses that may compromise objectivity or judgment.

Summary:
Always request records when psychiatric treatment is reported within the past year. Clarify and contextualize prior law enforcement terminations, and thoughtfully explore how trauma history might affect future performance. These steps improve report accuracy and protect FMRT and the hiring agency.