Project Report

On
Psychometric Evaluation in Police Recruitment

(Project No.06/MM:01)

Prepared by
Micro Mission-01 (Human Resource Development)
National Police Mission
2024

Bureau of Police Research and Development

Ministry of Home Affairs
Govt. of India

‘Promoting Good Practices and Standards’

 DOCUMENT INFORMATION

Project Psychometric Evaluation in Police Recruitment

Project No. 06/MM:01

Project Leader Shri Rajesh Nirwan, IPS, ADG, BSF

Project Team ❖ Shri Abhinav Kumar, ADGP, Uttarakhand

❖ Shri Jagbir Singh, ADG, CISF, New Delhi
❖ Dr. Prashant Mishra, CMO (SG), ITBP, New Delhi
❖ Dr. Pragyendu Yaduvanshi, Deptt of App. Psychology,
University of Delhi
❖ Shri Umesh Kumar Thapliyal, Comdt., SSB
❖ Shri Ajay Sharma, 21C, BSF

Version No. 1.2

Approved on 17.01.2024
 Table of Contents

S/No Particulars Pages

1.0 Introduction/background 4-7

2.0 The Project 8

8
2.1 Project Title: - Psychometric Evaluation in
Police Recruitment

2.2 Vision 8
2.3 Project Objectives 8
3.0 3.1- Overview 9 to 22
3.9
4.0 4.1- The Present Study and Situational 23 to 42
4.9 Assessment
5.0 5.1- Conclusion 43 to 46
5.6
6.0 Implementation Strategy 47
6.1 Roadmap for Police Forces 47
6.2 Recommendations/ Way Ahead 47 to 51
7.0 7.1 Why CAPFs Considered for Sampling / Pilot 52
Project
8.0 8.1- Listing of Psychological Tests for Indian 53
8.4 Police Forces
9.0 9.1- Financial Implications 54
9.3
10.0 List of Acronyms 55
 4

1. Introduction/Background: -

1.1 The 21st century has seen a rapid expansion of Police Forces in
India. This expansion has been necessitated by a combination of factors.
Independent India has faced a variety of challenges pertaining to Internal
Security and Law and Order and the late 80s have presented some new
challenges which, because of their potential to disrupt the unity and
integrity of India as well as the fabric of social life, have resulted in the
Government of India and the State Governments gradually increasing
the number of Police personnel. If we look at the available data of the
year 2006 and compare it with the available data of the year 2020 this
trend is striking, in a space of 15 years India’s Police Forces (sanctioned)
have gone up from a total of about 2.3 million to a total close to 3.7
million in absolute terms. This period has seen a large expansion of
Police in India and in percentage terms too this expansion has been
dramatic. However, despite this increase in the numbers of Police
personnel, in an environment which has been marked by the constant
pressure of Internal Security challenges, both old and new, there is
greater workload for police. This has led to a situation in which
occupational stress across all Police organizations has the potential to
increase. To give the example of the largest Central Armed Paramilitary
Force in the country the CRPF, if one sees their deployment pattern from
2001 to 2021, it is sometimes at short notice and often unpredictable.
Despite best efforts, the living accommodation might not match
permanent barracks and duty in new areas throws up challenges and
stress.

1.2 Given the challenges faced by police personnel on a day-to-day

basis and the constant pressure to match the expectations of different
stakeholders, it is necessary that they possess the capacity to withstand
 5

pressures while performing their duties. The dynamic environment in

which they work throws up situations which they have not faced before.
In the context of paramilitary forces which are guarding the borders or
are on other important duties, the absence of family support, loneliness
and boredom can add to the problems.

1.3 Sometimes, the pressure is continuous, for days together without a

break, and sometimes it is intense and short-lived. In this context, some
people may have the capacity to face such pressures for long periods
while others may have the same capacity for shorter periods. It is when
such people with low thresholds, are involved in high-pressure situations
that it develops into an explosive mix in which either the
policeman/woman causes harm to himself/herself or to others. In both
conditions the outcomes are bad.

1.4 The group deliberated on the options for addressing/studying this

subject. One option could be to provide continuous training and tools to
all those who have been recruited so that it is possible for them to
develop and maintain the capacity to work in dynamic and stressful
environments in teams that are sometimes new. Another option could be
to identify such personnel after recruitment who require such inputs and
put them through appropriate training. There could be multiple options of
doing this from one-time intervention to continuous training. A third
option could be to do a screening at the recruitment stage so that
candidates who are psychologically better suited for police work are
identified at the initial stage and recruited. Different forces would have
some common requirements and some requirements specific to them.
The pertinent goal of psychological selection is to analyze the applicant’s
potential on various domains such as motivational level, social aspects,
and intellectual performance so as to draw certain conclusions about the
candidate (Devriendt,2013). The information inferred from the
 6

assessment can also be further used to understand the client’s suitability

and comfort level for the prospective organization. There are various
instruments or tools that can be used to gather data about the participant
such as observation, case-study method, psychological tests, interview
and other specifically designed equipment. For being a part of the
selection board, there is a general consensus on the effectiveness of
trained psychologists’ officers, military specialists or other experienced
personnel in accepting/rejecting the candidate. The tools for evaluation
are generally made by integrating both formats: uniform & diversified
contents. [Psychological testing and assessment in the military: Nwafor
Chidozie Edwin]

1.5 Literature review and interactions with professionals also suggest

that psychological testing does not stop at the recruitment stage but is a
continuous process. This means that such tests could be used at
different stages of a person’s career for role assignments, transfers to
certain units and for promotions. The test could be long or short
depending on job requirements. For such tests to be successful it is
important that the competencies that a recruit/person possesses must be
identified correctly. Some of the illustrative competencies for police
personnel could be:-
(i) Ability to withstand the stress of unknown threats.
(ii) Comfort level in dynamic and new environments.
(iii) Capacity to work in teams.
(iv) Ability to take orders.
(v) Decision-making capacity.
(vi) Displaying physical and psychological confidence.
vii) Gender Sensitivity
 7

1.6 The benefits of having psychologically better-adjusted personnel

are many. Some of them could be:
(i) Preventing potential harm to citizens and colleagues.
(ii) Better and consistent work performance.
(iii) Poor publicity and litigation could be avoided which are a
result of indiscreet acts.
(iv) Reduction in indiscipline.
 8

2. The Project :-

2.1 Project Title:- Psychometric Evaluation in Police Recruitment.

2.2 Aim:- To prepare a compressive document encompassing various

elements pertaining to assessment and critical analysis of the
imminent need of psychometric evaluation in Police Recruitment
for the selection of suitable and adaptive Human Resources in the
field of Policing and Security.

2.3 Project Objectives:-

(a) To assess the relevance of psychological aspects of human
resources in the performance of policing and security duties.
(i.e. State Police and CAPFs)

(b) To study the psychometric evaluation methods implemented by

different organizations and the conclusion thereof.

(c) To assess and document the need of psychometrical

evaluation in Recruitment of Police forces and CAPF personnel
performing in dynamic and challenging security environments.

(d) To suggest and recommend ways & means for implementation

of psychometrical evaluation in the Recruitment of Police &
CAPFs, if required.
 9

3.0 Overview:-

3.1 Role of Psychometric Assessment in Western Context; -

Around 1973, it became decisive for every police organization to

go through a formal selection process that inculcated psychophysical
assessment of the applicants and the same thing was well articulated by
the National Advisory Commission on Criminal Justice Standards and
Goals (USA).

3.2 Psychological testing for military duties in foreign countries; -

3.2.1 Survey of psychological screening practices for military

services abroad reveals that it is being used in many countries. Presently
in the Armed Forces in US, there are following screening procedures,
which are used to screen military service applicants only,

(i) Vocational Aptitude Battery;

(ii) Educational achievement and medical screening;
(iii) Psychiatric evaluation along with physical examination.

3.2.2 This is done at the recruitment stage and for special

assignments. The Armed Forces in Israel have been using psychological
screening for the selection of pilots using psychological tests developed
in US and UK.

3.2.3 The Defence Forces in Belgium also use some form of

personality inventory as part of their basic selection process. Some form
of group activity is also observed during tests of leadership in the United
Kingdom, Belgium, Denmark, Switzerland and Germany. The forces in
Turkey also use tests for pilot selection and personality while the
Austrian Armed Forces use tests for humanitarian assistance operations.
 10

3.2.4 In 2003, Robert E. Cochrane, Robert P. Tett and Leon

Vandecreek conducted a survey related to psychological testing and the
selection of police officers.155 Municipal Police Departments of the
United States completed the surveys. It was found that as far back as in
2003, psychological assessment was used in the selection procedure in
98.1% of the departments. The different tests used by them at that time
along with the percentage of departments that used them were:

Psychological test Percentage

Minnesota Multiphasic Personality Inventory - 2 71.6

Clinical Interview 51.4

Personal History Questionnaire 52.9

California Psychological Inventory 24.5

Others 21.9

16 Personality Factor Questionnaire 18.7

Inwald Personality Inventory 11.6

Mental status exam 10.3

Rorschach/inkblot 05.8

Hilson safety/security 04.5

Eysenck Personality Questionnaire 01.9

3.2.5 This gives a glimpse of the methodology followed by the

Police departments then, it also shows that rather than one test, they
were using multiple tests. Moreover, these tests were administered after
making conditional offers of employment.
 11

3.2.6 It is also to be noted that recruitment testing is much more

difficult than testing for promotions as past performance and behaviour
are not known at the recruitment stage.

3.2.7 In order that selections are made as per requirements year

after year it is important that the psychological tests need to be designed
after great research and they need to be

(i) Standardised.
(ii) Objective.
(iii) Repeatable – to give the same results repeatedly.
(iv) Accurate/valid.

3.2.8 In this regard, some of the popular Psychometric tests used

by various Police organizations for the diagnosis of personality and other
Maladaptive Behaviour are as under:

S. NAME NATURE NUMBER OF TIME TAKEN

No. ITEMS TO
COMPLETE
THE TEST

1. Sixteen Personality Non-Projective 164 35-50 minutes

Factor Questionnaire
(16 PF)

2. Minnesota Multiphasic Non-Projective 241 60-90 minutes

Personality Inventory
(MMPI)

3. SHL Occupational Non-Projective 32 30-45 minutes

 12

Personality
Questionnaire (OPQ)

4. DISC personality test Non-Projective 80 15-20 minutes

5. The Rorschach Inkblot Projective 10 images 2 hours

Test

6. Thematic Apperception Projective 31 cards 2 hours

Test

7. Draw-a-Person Test Projective 3 drawings (64 10-15 minutes

scoring items
in each)

8. Sentence Completion Projective 50 10-40 minutes

Test

9. Myers-Briggs Type Non-Projective 93 10 minutes –

Indicator (MBTI) 1 hour

10. Senior Aptitude Tests Projective 10 images 2 hours

(SAT)

11. Royal Navy Aptitude Test 30 5-9 minutes

Recruitment Test - UK
Royal Air

12. Force Aptitude Test Aptitude Test 225 2.5 hours

13. UK Admiralty Interview Aptitude Test Multiple Test --

Board Stages

14. UK British Army Recruit Aptitude Test Multiple Tests --

 13

British Army Numeracy

and Literacy Tests

15. UK Armed Forces Aptitude Test 20 4 minutes

Vocational Aptitude

3.3 Psychometric Assessment in Indian Context:-

3.3.1 As per the Website of DIPR which has done pioneering work
in this field, “The history of the Defence Institute of Psychological
Research (DIPR) goes back to the pre-independence era of 1943 when it
was established as an Experimental Board at Dehradun for selection of
Indian Officers in Armed Forces through psychological techniques. Post-
independence, on August 29, 1949, the Psychological Research Wing
(PRW) was established in Delhi under the Defence Science
Organization. PRW made a significant contribution in various areas
related to armed forces and earned appreciation from the services
headquarters and the Defence Ministry. Consequent to this PRW was
expanded with a scope and designated as Directorate of Psychological
Research (DPR) on June 28, 1962. In 1962, the sanctioned strength of
civil and military establishment came into effect. During the same year,
the Applied Psychological Laboratory (APL) was established as its lower
formation. Naval Psychological Research Unit (NPRU) at Kochi which
had been established in December 1956 under the Defence Science
Laboratory (DSL) was made a part of APL in 1962. APL and NPRU were
merged into the Directorate of Psychological Research (DPR) on 26th
August 1967. Directorate of Psychological Research (DPR) grew into a
full-fledged independent Institute and was designated as the Defence
Institute of Psychological Research (DIPR) in October 1982.”
 14

3.3.2 It has come up with many technologies and products. Some

of them are as under: -

(i) Test for selection of sharpshooters

(ii) Screening test for Territorial Army
(iii) Selection battery for Personnel Below Officers’ Rank
(iv) Development of psychological test for induction of Airman in
Indian Air Force
(v) Psychological battery for screening of troops for their
induction as Commandos in the National Security Guards
(NSG)
(vi) Screening for selection of ITBP personnel
(vii) Test battery to identify potential officer candidates among
recruits undergoing training

3.3.3 The field manuals developed include:-

(i) Suicide and fratricide: Dynamics and management

(ii) Combat stress Behaviours in LIC environment
(iii) The psychological well-being of soldiers at High Altitude
(iv) Assessment and Management of Combat Stress Behaviours
in Soldier
(v) Suicidal behaviour: Prevention and management

3.3.4 The above indicates the volume of work that has been done
in this regard in India and also that it is in extensive use in the Armed
Forces.

3.3.5 Review of literature provides insights into the common

problems faced by police forces in different geographies.
 15

3.4 Prominent Studies in Indian Context:-

Occupational stress among police personnel of Wardha city, India

(20130) , D Selokar, S Nimbarte, S Ahana, A Gaidhane, and V Wagh

3.4.1 Background:-

Police work tends to impose a high degree of stress and a

multiplicity of stressful situations which can affect the physical, mental
and interpersonal relationships of police personnel. The objective of the
present study was to assess the level of stress among police personnel
and to find the association of various factors with the level of stress
among police personnel.

3.4.2 Method:-

A cross-sectional study was conducted among 102 police

personnel of Wardha City. A structured questionnaire based on The
Professional Life Stress Test by Fontana was given to all participants. A
grading scale was used to link participants' verbal descriptions of
perceived stress to a numerical scoring system being given scores
between zero and five. The total score obtained for each respondent was
considered as a measure of stress level.

3.4.3 Results:-

Different stressors that were identified among the police personnel

included criticism by superiors, excess work, no rewards, inadequate
value given to abilities and commitments and no satisfaction from work.
Seventy participants scored >15 which indicated that stress in the
workplace was a problem, while 32 participants scored ≤15, indicating
stress in the workplace was not a problem. A significant association was
 16

found between age group, marital status, education and working hours
and the level of stress among police personnel.

3.4.4 Conclusion:-

The study found that there are various stressors at the workplace
and therefore many police personnel who were part of the study were
found to be undergoing through stress at the workplace. So, it becomes
crucial to alter the organizational climate within the police departments.

3.5 Study:- A Psychological Study of Stress, Personality and Coping in

Police Personnel (2013) Ravneet Kaur, Vamsi K.
Chodagiri,1 and Narasimha K. Reddi

3.5.1 Conclusions: -

a) The study found a positive correlation between neuroticism/psychoticism

traits and psychological stress. It has been found that police personnel
with high neuroticism/psychoticism were found to be more prone to high
levels of stress.
b) The study also found a positive correlation between maladaptive coping
methods and psychological stress at the workplace. It has been found
that police personnel who use maladaptive coping methods such as
denial/blame and negative distraction were more vulnerable to stress at
the workplace.
c) The study also showed a correlation between personality traits and
coping methods.
 17

3.5.2 Limitations;-

The main limitation of this study is that the study was carried out on a
small sample and due to the smaller sample size, there are chances of type II
error and also the data was collected from the particular area. So, the
generalization of the results of the study is the main problem.

3.5.3 Implications;-

a) The study indicated a correlation between certain personality traits

and high levels of stress. So, on the basis of the findings of the study,
we can suggest that personality assessment should be inculcated
within the recruitment tests.
b) The study is also beneficial for understanding various facets of an
individual such as stress level, personality factors, and coping
strategies at different times for diagnosing maladaptive behaviour thus
helpful for taking preventive actions.
c) Awareness sessions can be organized to teach different ancient
coping techniques like yoga and meditation so as to enhance the well-
being of the police.

3.6 Sources of occupational stress in the police personnel of North India: An

exploratory study (2016) Shweta Singh and Sujita Kumar Kar

3.6.1 Background:-

There are various kinds of occupational stressors that police personnel in

India have to suffer from and these occupational stressors tend to negatively
impact their mental health and work performance.
 18

3.6.2 Aim:-

The study aimed to explore various sources of stress among police

personnel.
[

3.6.3 Method:-

The sample was collected from Uttar Pradesh and it included a

total of 300 participants among these participants 100 were
constables,100 inspectors and 100 police officers. The tool which was
used for data collection was an occupational stress questionnaire. For
the analysis of data mixed method approach was used and within the
mixed method approach, the method of triangulation was used.

3.6.4 Result:-

All the police personnel were found to be suffering from

occupational stress but the reason for stress was different in various
groups.

3.7 Impact of occupational and psychological stress on police health in

South India (2017) Manaswitha Boyanagari, Vamsi Krishna
Boyanagari, Mehul Shankar, Ravishankar Ayyanar

3.7.1 Background:-

The working environment of the police personnel is generally very

stressful. However, there are still very limited studies investigating the
relationship between occupational stress and the mental health of police
officers.
 19

3.7.2 Materials and Methods:-

The demographic details of male police constables (n=123)

working in the Bellampalli subdivision of Adilabad district of erstwhile
Andhra Pradesh were gathered which included details such as
educational qualifications, age, no. of children etc. Other physiological
details such as blood pressure (BP), body mass index (BMI, kg/m2),
weight, height, pulse, and type of illness were also gathered. For the
data analysis, Statistical Package of Social Science (SPSS) version 16
was used.

3.7.3 Results:-

Analysis of the data indicated that 72% of the constables were

addicted to smoking, chewing tobacco, alcohol and pan. Around 20.3%
were suffering from tobacco and pan addiction and 14.6% were suffering
from alcohol addiction. The results also showed a strong association
between an increase in age and prevalence of hypertension. The results
also indicated a strong association between higher body mass index and
increased number of service years and higher prevalence of
hypertension.

3.7.4 Conclusion:-

There may be a requirement to develop metrics to understand the

relationship between chronic disease and mortality among police
officers.

3.8 A study from abroad:

Stress in police officers: a study of the origins, prevalence and severity of

stress-related symptoms within a county police force. (UK)
 20

Collins PA, Gibbs AC.Occup Med (Lond). 2003 Jun;53(4):256-64. doi:

10.1093/occmed/kqg061.PMID: 12815123

3.8.1 Background: -

Many studies have indicated that illnesses that are caused by high
levels of stress are a major concern among organizations. In order to
improve this scenario, it is important to identify the work-related stressors
and develop techniques to control them. Police personnel tend to work in
stressful environments which involve encountering situations which can
risk their life and also involve confronting violent incidents in their daily
work routine.

3.8.2 Objective: -

To examine the sources of stress-related symptoms within police

officers and measure the prevalence of significant associated mental ill-
health.

3.8.3 Method: -

The sample from which data was collected included 1206 police
officers and the tool used for data collection was the General Health
Questionnaire (GHQ). A cross-sectional questionnaire survey was
conducted and on the basis of their score in GHQ, participants were
divided into low and high-scoring groups.

3.8.4 Results:-

The main occupational stressors within the police personnel were

lack of communication, excessive workload, and demands of workload
affecting their family life. More intriguingly, females' score was found to
 21

be high on GHQ as compared to males, which indicated a significant

association between gender and mental ill-health. 41% of the population
comprises high-scoring groups which tend to differ significantly from the
low-scoring population in their perception of stressors.

The study supports the previous findings related to organizational

culture and excessive workload as the main reasons for stress among
police officers. So, in order to control the stress level of police officers,
necessary action is required. The study also indicated susceptibility to
stress among female officers.

3.9 Summary:-

(a) Psychometric testing has a huge potential and its

performance in recruitment spheres is promising. However, its
mainstream adoption is a gradual process and its theoretical
assumptions and practical demonstrations are areas that need
more research before it can be relied on as an independent
recruitment tool. Moreover, in its present form, it can be used as a
recruitment aid, provided that it is used in tandem with interviews
or other methods.

(b) The application of psychometric testing in the recruitment of

Indian armed forces or military personnel is gradually covering
various government organisations and their selection processes.
The National Security Guard (NSG) has introduced a
comprehensive psychology test for screening. Screening
procedures for submariners in the Indian Navy include
psychometric testing. This is followed by a personality assessment
test (NEO-FFI). The Defence Research and Development
Organisation (DRDO) has also developed a method to assess the
 22

intelligence of the officers of the Armed Forces. The computerized

Pilot Selection System Test (CPSS) is now in full effect and will be
used to screen pilots for all flying branches of the IAF, Army, Navy
and Coast Guard.

(c) During the process of selection at the Services Selection

Boards (SSB) for the Indian Defence Service, all candidates are
put through four psychological tests including WAT, TAT, self-
description test and SRT apart from various group and individual
tasks performed under the supervision of one GTO and detailed
interview is conducted by another professionally qualified
interviewing officer to judge the psychology of a candidate.

(d) In the Indian context militaries are not alone in using

psychometric testing; it is also being used in multiple industries/
Organisations like SPG, NSG, IOCL, GAIL, NTPC, TCS, HCL,
INFOSYS etc.
 23

4.0 The Present Study and Situational Assessment:-

4.1 The Present Study:-

4.1.1 Stress is inculcated deeply within the life of police

personnel and therefore it is considered as an inescapable part of
the service. Stressful and threatening situations are not new for
security forces, but due to the dynamic nature of the security
context, the intensity and frequency of these stressors have
increased. Stressors create an imbalance between body and mind
which may provide a fertile ground for other psychological
problems such as depression, anxiety, frustration, anger, post-
traumatic stress disorder (PTSD) and alcohol addiction. These
problems are manifested at physical, social, and psychological
levels, resulting in the impairment of overall health.

4.1.2 In addition, police forces are likely to be exposed to

stressors that are combat related also, including deployment in
high-risk areas, stress-prone conflict environments and other
duties like protection of vulnerable persons and places etc.
Stressed members exhibit decreased productivity, more accidents,
lower morale, and greater interpersonal conflict with colleagues
and supervisors. Security forces’ environment is characterized by
jobs with high stress, limited control over the workplace, long
working hours, and/or deployment in unknown territories.

4.1.3 The environment which produces the stressors can be

controlled to a limited extent only but the response to stressors can
be controlled. So, learning to control reactions will be more
beneficial than trying to control the stressors. Hence, this study
 24

attempted also to make a preliminary assessment of the symptoms

that are being exhibited by personnel of certain police forces by
way of psychological issues. Such symptoms are possibly
manifestations of underlying problems which require to be
addressed. This would provide an understanding of the need for
psychometric assessment at the recruitment stage.

4.1.4 The group considered the different ways by which this

could be approached;

(i) Conduct interviews with personnel to assess the extent

of the problem
(ii) Circulating questionnaire for this purpose.
(iii) Collection of data relating to personnel under
psychological categories to assess the extent of the
problem and basing the findings on the same.

4.1.5 The group decided on option (iii) keeping in mind

privacy issues and the need for expertise for following (i) and (ii).

4.1.6 This study will help in the identification of various types

of mental disorders prevalent in paramilitary forces. If these issues
are not tackled promptly, then personnel may adopt some
unhealthy ways to cope with stress (which people generally use),
and if these are avoided, one can actually reduce the stress level.

4.2 Methodology adopted for the study:-

4.2.1 A review of the literature national and international

research articles and published reports related to the prevalence of
stress in some forces was undertaken. The utility of psychometric
tests in general and Police Forces/Armed Forces specifically was
also explored.
 25

4.2.2 Data obtained for this study was analysed and an

assessment of the extent of use of tests was done by visiting
institutions such as DRDO Timarpur Delhi headquarters, SPG
Centre Dwarka & IOCL, New Delhi.

4.2.3 The team discussed primary data thoroughly with

experts and received their observations, feedback and insights.

4.2.4 Triangulation of data analysis was done.

4.3 Data Collection:-

4.3.1 For the study data was collected from CAPFs and this
data of CAPFs (BSF, CRPF, ITBP, CISF, SSB, NSG) was used to
analyse. Data was provided by respective forces. This data was
pertaining to the period 2014 to 2019 and data collected for each
year related to the number of personnel who were categorized
under ‘S’ factor i.e. suffering from various psychological disorders.
The data was also collected pertaining to various variables as
mentioned in para 4.4. The data received from various Forces has
different labelling and methods for categorization. This has had to
be individually studied and labelled to provide uniformity for
comparability.

4.4 Variables Used in the study:-

(a) Personnel categorised under “S” Factor during the last 5

years.

(b) Personnel boarded out from service due to Psychiatric

illness.
 26

(c) Number of Suicidal cases/ Suicidal Attempts/ Deliberate

Self-harm reported during last 5 years.
(d) Number of Fratricide cases reported during last 5 years.

4.5 Demographic Variables (Obtained with the data):-

(a) Recruitment year

(b) Age

(c) Diagnosis made by respective force doctors

(d) Category level given by respective force doctors

4.6 Interpretation of Results

Attempts were made to analyse the data by various methods.

Finally, it was seen that in some cases the data might have some
repetitions as such analysis has been undertaken in respect of 2019.
Based on this some basic analysis has been done to assess the extent
of psychological disorders in the forces. The analysis has been done on
the data provided by the respective forces and has not been correlated
with the strength of the force. These are reflected subsequently.
Table 1: Participant’s description of the total sample.

Force Frequency Percent

BSF 149 20.4
CRPF 404 55.2
ITBP 59 08.1
SSB 120 16.4
Total 732 100.0
 27

In this analysis, the total sample size was N=732 out of which 149 that is
20.4 % from BSF, 404 that is 55.2 % from CRPF, 59 that is 8.1% from ITBP,
120 that is 16.4% from SSB.

 Nil for CISF & NSG for 2019.

BSF CRPF ITBP SSB

CRPF
55.2
Percentage

BSF
SSB
20.4
ITBP 16.4

8.1

Force

Graphical Representation of Sample Size

 28

Table 2: Prominent psychological disorders present in different forces

Disorder Frequency Percent

ADS – Alcohol dependence syndrome
ADS 287 39.2
Anxiety 69 9.4 BPAD - Bipolar affective disorder

BPAD 51 7.0 OCD - Obsessive-compulsive disorder

Depression 107 14.6

Psychosis 58 7.9

OCD 9 1.2
Misc 94 12.8
Schizophrenia 57 7.8

Total 732 100.0

Table 2 indicates the Prevalence rate of various psychological disorders

among samples: Alcohol contributed 39.2%, anxiety disorder contributed 9.4%,

Bipolar Disorder contributed to 7%, Depression contributed to 14.6%,

Psychosis contributed to 7.9%, obsessive-compulsive disorder contributed to
1.2%, Miscellaneous contributed to 12.8% and Schizophrenia contributed to
7.8%
 29

PERCENTAGE Various Disorder sample size in 2019

38.4%

15.7%
13.4%
8.9% 8.3% 7.4%
6.8%
1.1%

DISORDER

Graphical Representation of various disorders.

Table 3: Prevalence of psychological disorders among different forces

Force
BSF CRPF ITBP SSB
Disorder f % f % f % f %
ADS 47 31.5% 170 42.1% 19 32.2% 51 42.5%
Anxiety 18 12.1% 33 8.2% 10 16.9% 8 6.7%
BPAD 9 6.0% 31 7.7% 4 6.8% 7 5.8%
26 17.4% 47 11.6% 13 22.0% 21 17.5%
Depression
16 10.7% 33 8.2% 0 0.0% 9 7.5%
Psychosis
OCD 2 1.3% 5 1.2% 2 3.4% 0 0.0%
Misc 27 18.1% 47 11.6% 4 6.8% 16 13.3%
4 2.7% 38 9.4% 7 11.9% 8 6.7%
Schizophrenia
Table 3 indicates that prevalence of different types of psychological disorders among
different forces.
 30

% of Disoder among BSF

2.70%

18.10%
31.50%

1.30% ADS
Anxiety
10.70% BPAD
Depression
Psychosis
12.10% OCD
17.40%
Misc
6.00%
Schizophrenia
 31

Common Disorders among CRPF

% of Disoder among CRPF

9.40%

11.60%

42.10% ADS
1.20%
Anxiety
8.20%
BPAD
Depression

11.60% Psychosis
OCD

7.70% 8.20% Misc

Schizophrenia
 32

Common Disorder among ITBP

% of Disoder among ITBP

11.90%

6.80% 32.20%
3.40% ADS
0.00%
Anxiety
BPAD
Depression
22.00%
Psychosis
OCD
16.90%
Misc
6.80%
Schizophrenia
 33

Common Disorders among SSB

% of Disoder among SSB

6.70%

13.30%

0.00% ADS
42.50%
7.50% Anxiety
BPAD
Depression

17.50% Psychosis
OCD

6.70% Misc
5.80%
Schizophrenia
 34

Disorder wise Graph

350

300
287

250

Ads
Number of Disease case

Anxiety
200 Bpad
Depression
Psychosis
150 Ocd
Misc
107 Schizophrenia
100
94
69
50
58,57
51

9
0
2014 2015 2016 2017 2018 2019
Years
 35

Disorder wise Chart Disorders -2019

180

160

140

120

100 BSF
CRPF
80
ITBP
60 SSB

40 CISF&NSG

20

102 175
Total S Factor
450
CRPF 404
400

350
335 BSF
300
CISF &
250 248 NSG
CRPF
198 180
200 183 175
153 ITBP
150 132 BSF-149
SSB 120 SSB
100
74 59 68 102
70 ITBP-59
50 66 35 30 59
0 0 0 0 0 CISF&NSG-0
0 0 0
2014 2015 2016 2017 2018 2019
 36

Personnel Boarded out from service due to psychiatric disease

60

50
50
CRPF-49
BSF
40
CISF &
NSG
30 CRPF

ITBP
20
15
14 19 14 SSB
11
10 9 BSF-10
6 11 ITBP-8
4
6 6
0 0 0 0 0 5 0 SSB-2
0 0 0 C ISF & NSG-0
02015 02016 0 0
2014 2017 2018 2019

4.7 Alcohol Abuse

Relative to other substance use, heavy drinking appears to be a

persistent problem in the police forces. It is also a perception that alcohol is a
part of the culture of police forces, which still persists. Management of alcohol
abuse is an immediate requirement and steps are required to mitigate the
negative consequences of alcohol abuse.

4.8 Suicides:-

In response to a Rajya Sabha Question the Government presented the

following information regarding the number of deaths in CAPFs for the period
2015-2020 (along with some specific causes). The figures reveal the number
of suicides in the forces. Importantly, they reveal that all forces are losing
substantial personnel to suicides and often more than the number of personnel
lost in encounters.
 37

Force wise and year wise details of deaths, Suicides, accidents and
encounters (R.S.US.Q.NO.1792 FOR 04.08.2021)

Name of Year Details of Suicides Accidents Encounters

force deaths
AR 2015 155 11 23 18
2016 125 05 20 11
2017 128 10 26 08
2018 119 05 13 06
2019 133 12 12 02
2020 125 09 10 08
Total 785 52 104 53
BSF 2015 441 27 112 08
2016 457 24 107 13
2017 416 38 84 04
2018 381 32 61 09
2019 397 31 103 05
2020 517 28 76 04
Total 2609 180 543 43
CRPF 2015 365 38 88 09
2016 415 29 145 43
2017 448 39 145 52
2018 325 36 101 28
2019 326 40 125 60
2020 450 54 34 26
Total 2329 236 638 218
CISF 2015 204 16 34 00
2016 230 20 40 00
2017 259 20 48 00
2018 175 09 24 00
2019 237 17 38 00
2020 286 18 28 00
Total 1391 100 212 00
ITBP 2015 122 09 26 00
 38

2016 115 03 22 00
2017 128 06 23 00
2018 126 05 31 00
2019 161 13 28 00
2020 150 10 18 00
Total 802 46 148 00
SSB 2015 60 06 16 01
2016 81 11 25 01
2017 83 07 27 02
2018 78 09 20 02
2019 72 15 14 02
2020 86 18 17 01
Total 460 66 119 09

AR
20
18
18

16

14
12
12 11
10
10 11 Suicides
9 Encounters
8
8 6 8
6

4 5 5

2
2
0
2015 2016 2017 2018 2019 2020
 39

BSF
40 38

35
31
2
30
24 32
28
25

24
20 Suicides
Encounters
15
13

10 9

8 4
5
4
4
0
2015 2016 2017 2018 2019 2020

CRPF
70

60

50

38
40
Suicides
30 Encounters

20

10
9
0
2015 2016 2017 2018 2019 2020
 40

CISF
25

20 20
20
17 18

16
15

Suicides
Encounters
10

0
2015 2016 2017 2018 2019 2020

ITBP
50
46
45

40

35

30

25 Suicides
Encounters
20

15 13

10
9
6
3 10
5
6
5
46
0
2015 2016 2017 2018 2019 2020
 41

SSB
20

18 18

16 15
14

12 11
10 Suicides
Encounters
8 9
6 7
6
4
1 2 2
2
1 1
2
0
2015 2016 2017 2018 2019 2020
 42

4.9 Fratricides:-

Further, Fratricide incidents in CAPFs for the period 2019 to June 2021
showed the following figures. (Extracted from L.S.US.Q.NO.3843 FOR
21.12.2021)

LS.US.Q.No.3843 FOR 21.12.2021

State-wise details of fratricide incidents in CAPFs during last 3 years

FORCE STATE YEARS

2019 2020 2021

AR ASSAM - - 01
MANIPUR - - 01
BSF J&K 01 01 -
RAJASTHAN 01 01 -
TRIPURA 01 - 01
WEST BENGAL 01 01 -
CHHATTISGARH 01 - -
CISF J&K - 01 -

CRPF ASSAM - 01 02
CHHATTISGARH - - 02

J&K 02 01 -

JHARKHAND 01 - -
NEW DELHI - 01 01

ITBP CHATTISGARH 01 - -
SSB J&K - 01 -
 43

5.0 Conclusion:-

5.1 The present study was different and unique in nature from
previous ones because it captures and presents the prevalence of
various types of psychological disorders in Central Armed Police
Forces and tries to draw conclusions from the same in the light of
studies in this regard.

5.2 While psychometric evaluation at the recruitment stage is obviously

going to be an extremely important tool in ensuring that the mental
health issues faced by Police personnel are brought down, it
cannot be the sole method of reducing the prevalence of mental
stress in these organizations. If we take the CAPFs, a
Comprehensive strategy of reducing stress and reducing the loss
of personnel to various mental health issues, suicides, fratricides
etc. will require interventions at the workplace as well as a re-
assessment of the daily regimentation in all these organizations.
Better sensitization, of the cutting-edge leadership in these
organizations to mental health issues, would also be essential,
because as we are well aware more than 90% of the strength of
these organizations is deployed in Platoon and Company Level
formations in the field, led by young leaders in very high-stress
environments. What kind of interventions can be made at that
level for reducing stress levels and improving mental health levels
can be assessed. The role of nutrition will also have to be looked at
very carefully in assessing how nutrition or food intake of the
personnel in the field aids to health, but those are areas outside
the scope of this particular study, in this study, we have drawn
examples both from the professional literature as well as from the
 44

professional practices of various private or public sector

organizations from around the world to show that psychometric
evaluation at the recruitment stage is an idea, whose time has
come. India’s Police Organizations simply cannot afford to ignore
the prevalence of physical and mental stress in their organizations
and the immense toll it is taking not just on the brave and
dedicated personnel, who have been serving these organizations,
but also on their families and on the organizations themselves and
ultimately to the cause of India’s internal security.

5.3 In India, the Armed Forces have been using some

system of psychometric evaluation for entry to their officer cadre
for a while now as part of their extensive process through the
Services Selection Board. However, in the Police Organizations,
both at the Central and State levels (since the police leadership is
either recruited by the Union Public Service Commission or by the
respective Public Service Commission of the States) so far the only
kind of personality evaluation that is done in the recruitment
process is by way of interview. While an interview can assess
some very basic interpersonal skills of communication, it still
remains an unsatisfactory method for assessing the deeper
psychological profile of the candidates. Specifically, how they
would work in a team of diverse individuals and secondly how their
personality would react to prolonged exposure to high-stress
environments which is increasingly becoming a requirement for
police personnel at all levels of responsibilities. In the course of
this study, we have looked at the available literature about the
stress in Police forces' use of psychometric testing both in India
and abroad and we have also collected data from various police
 45

organizations (Central forces) regarding the prevalence of primary

Psychological disorders. With this data, we can clearly discern the
high cost, both human and economic, of stress, in these
organizations. In just four organizations with a total strength of
about 7 lakhs, there are almost 800 personnel who are subject to
psychological stress. Similarly, if we look at the data for a low
medical category of physical kind that data again suggests that the
mental health to physical health LMC ratio is many multiples. So
we can see that added together this level of stress and its impact
causes unacceptable costs for these organizations and society at
large. So, it is imperative that at least all these organizations go in
for well-thought-out interventions at all levels to reduce this
incidence of stress, as reducing occupational stress is also an
extremely desirable goal. However, because this stress is largely
created by factors external to Police organizations over which, they
have very little control it is all the more essential that at the
recruitment stage, they are able to screen individuals and induct
only those individuals who are proven through such testing to be
more adaptable or more resilient to occupational stress.

5.4 Screening tests could be designed in ways which are

suitable for the Indian population and are comprehensive but not
cumbersome. Some of the issues that could be considered while
designing the test are that a stringent test would reduce intake but
a very lenient test might allow non-suitable persons to join the
forces. It should be conducted in strict confidence so that no
individual is later ostracised. At the same time, the benefits
associated with such screening are that it facilitates the selection of
suitable individuals and also facilitates early detection to enable
 46

timely intervention and minimize treatment costs. Best-suited

personnel would be able to perform duties better.

5.5 On the basis of the present study it can be concluded

that a large number of Police personnel are suffering from different
types of psychiatric illnesses. Therefore, It is important to develop
some timely interventions to control the mental health
consequences of trauma that cause persistent distress. It also
become very pertinent to invent methods that can easily diagnose
and treat psychiatric cases. Recent studies have indicated that
police personnel suffer from various kinds of mental health
problems and therefore better and more accessible mental health
services must be available for them. Interventions which are
evidence-based are required in diverse settings.

5.6 Triangulation of data analysis was done and it was

stated by each expert that there is a dearth of Psychometric
evaluation in Police forces.

5.7 Thus, experts unanimously suggested that

Psychometric Evaluation in Police Forces is the need of the hour.
Consequently, psychological problems/disorders can be tackled
and intervention programs can be designed and implemented for
the primary stakeholders.
 47

6.0 Implementation strategy

6.1 Roadmap for Police Forces:-

(a) To create awareness about psychological problems and their impact
on mental and physical health.
(b) To design group interventions to help the police forces to cope up with
daily stressors.
(c) To impart training to the selected police officers to identify the
personnel who are prone to mental health issues.
(d) To train the selected police officers to impart life skills coaching for
physical, mental and spiritual growth.
(e) To move to a system for introducing psychometric testing at the
recruitment stage.

6.2 Recommendations/ Way Ahead;-

6.2.1 As substantiated in previous paragraphs, the process of

psychological Evaluation is fast becoming an important tool for exploring
and selecting the best human resources world over, befitting the
requisite Job roles. Due to its wide applicability, it can also become an
important constituent of the recruitment process in the Indian Police
Forces.

6.2.2 Generally, some or all of the below-mentioned stages are

applied for recruitment/selection in CAPFs and State Police Forces.
a) Calling applications.
b) Scrutiny of applications for eligibility.
c) Written test.
d) Physical Efficiency Test/ Physical Standard Tests
e) Interviews (Recruitment of GOs)
f) Medical Examination
g) Publication of Merit List and Issue of Appointment Orders.
 48

6.2.3 Police Forces (State as well as CAPFs) have to execute their

arduous responsibility facing diverse day-to-day challenges in the trying
circumstances. Therefore, long working hours, higher accountability,
difficult working environment, reduced time for families, night duties,
difficult living and working conditions, and sluggish career progression
lead to lower levels of Job satisfaction which impacts the mental as well
as physical health of an individual negatively. The Police Force Job
requires a high level of physical fitness, mental strength and the ability to
work in a variety of stressful conditions. This needs a minimum required
level of aptitude and capabilities as per job requirements.

6.2.4 Many such stressful situations have brought negative fallouts

such as suicides and fratricides leading to disrepute to the Police Forces.
Publication and broadcast of such incidents through print or social media
negatively impact the image of the Police Forces in the public mind. This
also impacts heavily on the morale and motivation of men and officers of
the Forces.

6.2.5 The above-mentioned situation and

 49

analysis have brought out the need for examination of the introduction of
psychometric evaluation at the time of recruitment in Police Forces. Such
psychometric evaluation methods may be in addition to the current
recruitment process regime, to augment and strengthen it.

6.2.6 As the sanctioned strength of the Police Forces is more than

three and a half million, there is a need to take into account the huge
intake/recruitment numbers on an annual basis. Police organizations
have various levels/ranks, generally ranging from Constable to Gazetted
Officer, where the recruitment age is between 18-30 years for different
levels. Superannuation/retirement age ranges from 58 to 60 years.

6.2.7 Therefore, the study group proposes the following steps for
the implementation of psychometric evaluation at the recruitment stage
in the CAPFs & Police Forces.
(a) There is an inescapable need to examine the introduction of
psychometric evaluation in the recruitment of Police Forces. The
evaluation method/ tests should be balanced, objective, widely
applicable and non-discriminatory in nature. They should be suited
for the specific job roles of the Police Force personnel.

(b) Based on the Job roles, a specific psychometric evaluation

structure may be evolved and introduced at the recruitment stage.
Two major subdivisions can be as under:-
i) Psychometric Evaluation for Recruitment in CAPFs.
ii) Psychometric Evaluation for Recruitment State Police
Forces.

(c) The design of Tests should include appropriate factors at

each level of entry viz. Constables (other ranks), Sub- Inspectors
 50

and Officers (GOs). There is a need to devise psychometric tests

for various ranks and trade personnel keeping in view their
educational/ technical background and Job Profile in Police Forces.

(d) The task of designing the evaluation test methodology may

be assigned to experts in this field from a reputed Institute/ DIPR/
University. Police Officers having sufficient exposure and
experience in the field may be associated to finalize the test
regime.

(e) During the course of the study, it has been seen that Forces
are maintaining different aspects of this data in different divisions.
A uniform system for identification of such personnel in all Forces
is desirable and data related to all such cases and incidents should
be compiled and handled by one office in every Force. Moreover, a
system should also be devised to identify all such cases which are
related to psychological disorders. In practice, it has been seen
that some cases may not be identified.

(f) As the Introduction/ Implementation of this project cannot be

expected to be applied in one go, a phase-wise introduction would
be a better option as mentioned under:-

i) Phase-1 (Pilot Project)- Selection of any one Police

Force, preferably a CAPF, for introduction/implementation of
Pilot Project at different entry levels. The test should be
conducted in tandem with the Medical Examination of the
candidates or before the publication of the final merit list so
that only qualified candidates are listed in the final merit list.
 51

ii) Phase- II. The feedback from the field

officers/supervisors of the personnel selected after
psychometric tests should be obtained for making suitable
amendments in the design and conduct of the psychometric
tests.

iii) Phase –III Once the feedback is obtained, adoption of

standard and Force specific Psychometric Evaluation Tests
at all recruitment levels (Group- ‘A’, ‘B’ and ‘C’) be
implemented first for group ‘A’ and ‘B’ and thereafter for the
largest number of group ‘C’. By the end of the last Phase, all
such Police Forces which have adopted psychometric
evaluation tests in their recruitment process should be able to
conduct these tests for all entry levels smoothly and
effectively.
 52

7.0 Why CAPFs Considered for Sampling / Pilot Project

7.1 The details of CAPFs have been taken as sample/standard in the report
as it was easier to obtain such details being readily available to them. Further,
the following important aspects have been considered when taking CAPFs’
data as a sample in the report:-
(a) Officers and under command in CAPFs have comparatively
wider exposure to varied service conditions and security scenarios
as they get employed in a variety of tasks across the country.

(b) The training mechanism contains a variety of performance

goals and is comparatively better streamlined in the CAPFs.

(c) CAPFs have physical availability of manpower across the

country surpassing any state on regional boundaries making them
more relevant in the sampling process.

(d) The induction/recruitment in CAPFs is all India based having

representation of all regions and ethnic groups of the country,
thereby making them heterogeneous groups and resultantly more
relevant for study.

(e) CAPFs have their own medical setups which function to cater
for their needs. Hence, data sampling as well as obtaining
feedback after the implementation of the Pilot project would be
easier.
 53

8.0 Listing of Psychological Tests for Indian Police Forces

8.1 Details pertaining to the psychological assessment tests being

undertaken by various Indian and foreign organisations at the time of
recruitment, have been mentioned under different paras of the report.

8.2 These tests have been invariably undertaken by these organisations to

cater for their specific needs based on the specific requirements, and
accordingly, several customizations have been made by such organizations to
meet their requirements. The details and nomenclature of a variety of tests
have been cited in the report based on the contention that these tests are
integral parts of the framework of psychological testing before someone is
inducted/recruited in that particular organization.

8.3 Now, when psychological testing for recruitment in Police forces is to be

finalized, there is a need for comprehensive analyses and customization based
on the Qualitative Requirements (QRs) and Recruitment Rules (RRs), and
every minute and specific detail in this regard for each and every Police
organization needs to be assessed before suggesting/finalizing any such
testing.

8.4 Therefore, any such suggestion of specific tests at this stage will not be
of any big utility. However, each Force / Organization which decides to
undertake the inclusion of the system of psychological testing needs to
prepare comprehensive and finer details regarding their requirements which
can be framed into the appropriate testing methods. Specialist
institutions/agencies such as the Defence Institute of Psychological Research
(DIPR) or Universities may be approached by the respective organizations
accordingly, once a decision on psychological assessment has been taken.
 54

9.0 Financial Implications:-

9.1 Any Force Personnel with compromised psychological capabilities, once

recruited, will be a liability to the Force in the long run. There are defined
physical and medical parameters for recruitment at all levels in the Police
Forces. These are time-tested parameters which have evolved after due
consideration of the socio-economic, cultural and geographical aspects of the
Indian population as per the Job requirements of the Forces.

9.2 With the changing dynamics in security spheres, multiple roles are being
played by the Police Forces and service conditions demand physically robust
and mentally tough personnel to be recruited in the Police Forces. It must be
understood that Force Personnel mostly function in groups/sections/teams on
the ground and it is generally very difficult to identify all those personnel who
have lower levels of psychological endurance. They generally degrade the
overall performance of the whole team in an intangible manner. Many of these
personnel may not be categorized as Low Medical Category and the number
of such personnel could be more than the identified ones.

9.3 Therefore, any Force personnel having requisite physical robustness,

medical fitness and mental strength would be a big asset to the country and
his recruitment/availability in the Police Force would be practically the best
utilization of the exchequer, thus, negating any financial implications.
 55

10.0 List of Acronyms

01 CAPF’S CENTRAL ARMED POLICE FORCE

02 BSF BORDER SECURITY FORCE
03 CRPF CENTRAL RESERVE POLICE FORCE
04 ITBP INDO TIBETAN BORDER POLICE
05 CISF CENTRAL INDUSTRIAL SECURITY FORCE
06 SSB SASHASTRA SEEMA BAL
07 NSG NATIONAL SECURITY GUARDS
08 AR ASSAM RIFLES
09 S FACTOR PSYCHOLOGICAL FACTOR
10 LMC LOW MEDICAL CATEGORY
11 DIPR DEFENCE INSTITUTE OF PSYCHOLOGICAL RESEARCH
12 MMPI MINNESOTA MULTIPHASIC PERSONALITY INVENTORY
13 CI CLINICAL INTERVIEW
14 PHQ PERSONAL HISTORY QUESTIONNAIRE
15 CPI CALIFORNIA PSYCHOLOGICAL INVENTORY
16 PFQ PERSONALITY FACTOR QUESTIONNAIRE
17 IPI INWARD PERSONALITY INVENTORY
18 MSE MENTAL STATE EXAM
19 EPQ EYSENCK PERSONALITY QUESTIONNAIRE
20 OPQ OCCUPATIONAL PERSONALITY QUESTIONNAIRE
21 TAT THEMATIC APPERCEPTION TEST
22 DAPT DRAW-A- PERSON TEST
23 SCT SENTENCE COMPLETION TEST
24 MBTI MYERS – BRIGGS TYPE INDICATOR
25 SAT SENIOR APTITUDE TEST
26 ADS ALCOHOL DEPENDENCE SYNDROME
27 BPAD BIPOLAR AFFECTIVE DISORDER
28 OCD OBSESSIVE COMPULSIVE DISORDER
29 MISC MISCELLANEOUS