Psychological Dimensions

The firm is the nation's premier provider of psychological risk management services for:

• Law enforcement agencies
• Public safety and emergency service organizations
• Private security firms
• Corporate employers and other high‑trust workplaces

What the practice does

Psychological Dimensions helps agencies and employers:

• Assess psychological suitability for safety‑sensitive and high‑trust roles
• Identify behavioral risk factors (such as bias, aggression, or psychological instability) before they compromise safety or credibility
• Evaluate and support employees when concerns about conduct, stability, or judgment arise
• Respond appropriately to critical incidents and emerging threats in the workplace

Their work is grounded in:

• Evidence‑based assessment tools and structured clinical interviews
• National screening protocols and evolving best practices in police and public safety psychology
• Active leadership and participation in organizations such as the International Association of Chiefs of Police (IACP) and the American Psychological Association (APA)

Who they serve

Psychological Dimensions works with agencies and employers across the United States. Typical partners include:

• Municipal, county, state, and federal law enforcement agencies
• Fire and emergency medical services
• Dispatch and communications centers
• Corrections and other justice‑system agencies
• Private security and corporate employers with safety‑sensitive or high‑exposure roles

The practice's mission is to help clients hire wisely, manage risk proactively, and safeguard their people, their reputation, and their mission.

Relationship to Stone, McElroy and Associates

Stone, McElroy and Associates now operates under the updated organizational name and brand Psychological Dimensions. It is the same clinical team, same providers, and same services, continuing under the Psychological Dimensions name.

Fitness‑for‑duty evaluations are used when an employee's behavior is regarded as creating risk for the employer and that behavior is suspected to be related to a psychological issue.

Purpose

A Fitness‑for‑Duty Evaluation aims to:

• Determine whether an employee is psychologically fit to perform essential job duties safely and effectively
• Clarify whether observed behavior is linked to a psychological condition
• Identify whether support, treatment, or modified duty may be indicated
• Help agencies address safety, performance, and liability concerns before they escalate

Approach

• Evaluations are conducted by psychologists with specialized training in public safety and forensic assessment.
• Methods are grounded in research, national guidelines, and legal and ethical standards for fitness‑for‑duty work.
• Reports are written to be clear, evidence‑based, and legally defensible.

Specialty Placement Assignment Evaluations

Psychological Dimensions provides tailored evaluations for candidates being considered for high‑risk or specialized assignments, such as:

• SWAT and tactical teams
• K9 units
• Undercover assignments
• Crisis response and crisis negotiation teams
• Other mission‑critical or high‑stress roles

These evaluations focus on:

• Stress tolerance and resilience
• Judgment and decision‑making under pressure
• Ability to operate independently while still adhering to policy and supervision
• Interpersonal style and team fit
• Behavioral risk factors that could impact specialized assignments

The goal is to reduce the risk of misplacement into roles where psychological demands are exceptionally high and to support safe, effective placement in mission‑critical positions.

How agencies use these services

Agencies typically request fitness‑for‑duty or specialty placement evaluations when:

• Serious performance, conduct, or wellness concerns have arisen
• There has been a critical incident or pattern of behavior that raises safety or liability questions
• Personnel are being considered for assignments that carry elevated psychological and operational demands

Reports from Psychological Dimensions provide clear, practical guidance to support personnel decisions while balancing organizational risk, employee well‑being, and due process.

Pre-employment Psychological Evaluations

Psychological Dimensions provides pre‑employment psychological evaluations for public safety and other high‑trust roles.

These evaluations help agencies and employers make defensible, well‑informed hiring decisions by assessing whether candidates are psychologically equipped to perform safely, ethically, and effectively.

Who these evaluations are for

Pre‑employment evaluations are typically used for:

• Police officers and deputy sheriffs
• Firefighters and fire service personnel
• Emergency medical technicians (EMTs) and paramedics
• 911 dispatchers and communications personnel
• Corrections staff and other justice‑system roles
• Other safety‑sensitive or high‑exposure positions

What the evaluations assess

Using validated tools and structured clinical interviews, Psychological Dimensions evaluates factors such as:

• Overall psychological suitability for the role
• Stress tolerance and emotional stability
• Integrity, ethics, and rule‑consistent behavior
• Interpersonal functioning and teamwork
• Adaptability and decision‑making under pressure
• Behavioral risk factors that could impact safety, performance, or credibility

Evaluations are designed to meet or exceed national legal and professional standards and to support confident, defensible hiring decisions.

Candidate experience

• Candidates complete supervised, remote psychological testing using the practice's secure ProctorPRO and Psiware® systems.
• Testing is conducted on a computer with a webcam; the testing materials are not compatible with mobile phones.
• Candidates should plan for approximately 2–3 hours for the testing session, depending on their agency's process.
• A video interview with a psychologist is conducted via Zoom videoconferencing after the testing materials are completed, using the practice's proprietary testing platform to connect.

Candidates receive detailed instructions, links, and any required pre‑test materials in their confirmation email from Psychological Dimensions' systems.

How agencies use the results

• The final report is provided directly to the commissioning agency.
• The report is the property of that agency and is used according to its hiring process and policies.
• For privacy and test‑security reasons, candidates do not receive copies of their report or detailed feedback from Psychological Dimensions.

Psychological Dimensions supports agencies not only at hiring and during formal evaluations, but throughout the lifecycle of the workforce.

Wellness Services

Psychological Dimensions offers wellness‑focused services designed to strengthen resilience and sustain performance over time.

Key elements include:

• Confidential wellness visits and consultation for public safety personnel
• Skills‑based workshops on stress management, communication, and resilience
• Support for early intervention before concerns escalate
• Integrating mental wellness into agency culture for long‑term sustainability

Wellness visits are used to check in on officers' mental health and well‑being, promote access to psychological resources, reduce burnout, and decrease stigma around seeking support.

Post-Critical Incident and Officer-Involved Shooting (OIS) Debriefings

Following traumatic or high‑impact events, such as officer‑involved shootings or deaths by suicide, Psychological Dimensions provides structured debriefings.

These services:

• Are led by culturally competent public safety clinicians
• Help agencies and personnel navigate the aftermath of critical incidents
• Support emotional recovery and team cohesion
• Reinforce a culture that prioritizes mental wellness
• Aid in restoring and maintaining operational readiness after significant events

Debriefings can be conducted on scene, at the department, or in the practice's offices, depending on agency needs and prior arrangements.

Threat Assessment and Consulting Services

Psychological Dimensions also assists agencies and employers in assessing and managing potential threats and disruptive behavior.

Threat assessment services:

• Use structured clinical models and risk frameworks to evaluate potential threats
• Support early intervention and violence prevention
• Help agencies respond to disruptive conduct, stalking, harassment, or similar concerns
• Emphasize safety, due diligence, and clear, actionable next steps

More broadly, Psychological Dimensions can provide consultation in areas such as:

• Performance appraisal and organizational improvement/development
• Supervisor, management, and executive consultation
• Operational support for specialized functions (for example, threat assessments, criminal profiling, tactical support, hostage negotiation, or psychological autopsies)

These services are tailored to the needs of each agency or employer and are aimed at strengthening organizational stability and safety from the inside out.

Atlanta Headquarters

• Address: 2300 Lake Park Dr., Suite 150

Smyrna, GA 30080

• Phone: 770-431-6858

Denver Office

• Address: 6595 S. Dayton St., Suite 2300

Greenwood Village, CO 80111

Chicago Office

• Address: 30 N. Michigan Ave., Suite 1909

Chicago, IL 60602

Service area

• Psychological Dimensions serves clients nationwide, using virtual capabilities to support agencies and employers throughout the United States.

Legacy name and domain

• Stone, McElroy and Associates now operates under the updated organizational name and brand Psychological Dimensions.
• The legacy domain StoneMcElroy.com redirects to Psychological Dimensions and reflects the same clinical team, providers, and services under the new name.

For evaluation scheduling or status questions, candidates should follow the instructions in their agency referral and in their confirmation emails, as scheduling is initiated through the referring agency.

Lists Atlanta, Smyrna, Dayton, Staunton, Chicago, Denver, and Greenwood Village as a location. Names Michigan, United States, Atlanta, Chicago, and Denver as a service area. Areas beyond these are not published.

• All testing is conducted remotely via the practice's ProctorPRO® system.
• The testing session is supervised and requires a computer with a webcam.
• Testing materials are not compatible with mobile phones. A phone or tablet may be used only as the video source if needed, but the actual tests must be completed on a computer.

How long testing takes

• You should plan for at least 2–3 hours for your testing session.
• The exact duration can vary depending on your agency's process and the materials assigned to you.
• Completing any required pre‑test materials in advance will shorten the supervised testing time.

Pre-test materials

• After you are registered, pre‑test materials (such as Life History or Personal History Questionnaires) are made available, typically within 24 hours.
• These materials must be completed before your supervised testing session; some cannot be completed during the test itself.
• Incomplete pre‑test materials can delay or prevent your testing or interview and may be reported to your agency as non‑compliance with instructions.

Zoom interview with a psychologist

• Your interview is conducted via Zoom videoconferencing.
• You must have the Zoom application installed in advance; the web‑browser version is not sufficient.
• You will connect to the Zoom interview through the same proprietary software you used for testing; instructions and links are provided in your confirmation and reminder emails.

Scheduling your appointment

• Scheduling is arranged through your agency.
• Agencies are given self‑scheduling links for the evaluation types they require.
• You should receive this link from your agency and use it to view available testing sessions and schedule your appointment.
• If you do not receive a scheduling link, you should contact your agency representative directly; do not contact Psychological Dimensions to initiate scheduling.

Changing or cancelling an appointment

• To modify an upcoming appointment, use the "Cancel/Change Appointment" button at the bottom of your confirmation email.
• Appointments can normally be changed up to 24 hours before the scheduled start time.
• Changes inside 24 hours are considered only in emergencies and must be approved by your agency; your agency will need to contact Psychological Dimensions if a late change is required.

Results and communication

• The evaluation report is the sole property of the agency that commissioned it.
• By agreeing to participate, candidates waive their right to access the report or detailed evaluation information from Psychological Dimensions.
• For test‑security and privacy reasons, Psychological Dimensions does not provide copies of reports to candidates and cannot send a report to a different agency.
• All decisions and follow‑up communication about your status come directly from your agency, not from Psychological Dimensions.

Using an evaluation for multiple agencies

• Because each agency has its own policies and requirements, evaluation results and reports are specific to the individual agency that commissioned them.
• Previous reports generally cannot be reused for a different agency.
• Candidates who are in process with multiple agencies should follow the instructions provided by their agencies and may contact ProctorPRO® using the phone extension or email listed in their materials for procedural questions.

Common issues to avoid

• Not completing pre‑test materials before the testing session.
• Providing incomplete job history or missing required information on questionnaires.
• Entering incorrect identifying information (for example, social security number or agency name), which can delay or block access to testing.
• Not carefully reading confirmation and reminder emails, especially regarding time zones and connection instructions.

Candidates should always follow the most recent instructions in their confirmation emails and any guidance provided by their agency, as those govern the specific process for their evaluation.

Ask anyway — the agent will say plainly that it is not published rather than guess.