No.

Prior employment issues, disciplinary actions, or misconduct do not automatically support a Not Suitable (NS) recommendation.

FMRT's role is to determine whether the applicant demonstrates psychological characteristics that impair their ability to safely and effectively perform the essential functions of the position.

The hiring agency remains responsible for determining whether prior misconduct is acceptable from an employment perspective.

Clinicians should evaluate:

• Nature and severity of the misconduct

• Frequency or pattern of behavior

• Time since the incident(s)

• Applicant's insight and accountability

• Evidence of behavioral change

• Whether the behavior reflects an underlying psychological condition

• Current psychological functioning

In the absence of clinically significant psychological concerns, prior misconduct generally falls within the scope of the agency's background investigation rather than the psychological evaluation.

Prior employment issues become clinically significant when they suggest an underlying pattern of psychological dysfunction rather than isolated misconduct.

Examples include:

• Chronic poor judgment

• Persistent dishonesty

• Significant emotional dysregulation

• Poor impulse control

• Repeated interpersonal conflict

• Maladaptive personality traits

• Lack of insight or accountability

• Behavioral patterns consistent with psychological impairment

The recommendation should be based on the psychological characteristics underlying the behavior—not simply the disciplinary action itself.

When prior employment issues are identified:

• Clearly summarize the reported concerns.

• Distinguish verified information from applicant self-report.

• Note the applicant's explanation and level of accountability.

• Document any psychological factors contributing to the behavior.

• Encourage the hiring agency to complete a thorough background investigation when appropriate.

• Avoid making employment recommendations outside the scope of the psychological evaluation.

If psychological impairment is not clearly established, clinicians should document the concerns while allowing the hiring agency to determine their significance.

Employment separation alone should not determine psychological suitability.

Clinicians should consider:

• Why the individual resigned or was terminated

• Whether allegations have been substantiated

• Whether an investigation was completed

• Applicant's consistency across records and interview

• Evidence of insight and accountability

• Presence or absence of underlying psychological concerns

Resignation during an investigation, termination for misconduct, or forced resignation may raise important questions for the hiring agency, but these circumstances should only support a Not Suitable recommendation when accompanied by clinically significant psychological findings.

• Prior employment issues are not automatic psychological disqualifiers.

• Distinguish employment decisions from psychological suitability.

• Focus on behavioral patterns rather than isolated incidents.

• Evaluate insight, accountability, judgment, and psychological functioning.

• Encourage thorough background investigations whenever employment concerns are identified.

• The hiring agency determines whether prior misconduct is acceptable; FMRT determines whether psychological factors impair occupational suitability.