Internal Consistency and Concurrent Validity for the Critical Hire-Personality Assessment: A Replication Study with Correctional Officers

Tony Tatman


The Critical Hire – Personality Assessment (CH-PA) is a pre-employment personality assessment developed for law enforcement and correctional officer applicants. This study replicated findings provided by Tatman (2019) regarding the CH-PA's internal consistency and concurrent validity when compared to the NEO Personality Inventory-Revised. Results obtained in this study are consistent with findings obtained by Tatman (2019) and provide supporting evidence for the reliability and concurrent validity for the CH-PA when used with a sample of correctional officer applicants.

Full Text:



American Probation and Parole Association (2006). Peace officer status of probation and parole officers. Retrieved from

Barrick, M. R., & Mount, M. K. & Judge, T. A. (2001). The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment, 9, 9-30.

Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Black, J. (2000). Personality testing and police selection: Utility of the “Big Five.” New Zealand Journal of Psychology, 29, 2-9.

Corey, D. M., & Borum, R. (2013). Forensic assessment for high-risk occupations. In R. K. Otto & I. B. Weiner (Eds.), Forensic psychology (pp. 246-270). Hoboken, NJ: John Wiley & Sons, Inc.

Costa, P. T., Jr., & McCrae, R. R. (1992) NEO PI-R professional manual. Odessa, FL: Psychological Assessment Resources.

Detrick, P., & Chibnall, J. T. (2006). NEO PI-R personality characteristics of high-performing entry-level police officers. Psychological Services, 3(4), 274-285.

Detrick, P., & Chibnall, J. T. (2013). Revised NEO Personality Inventory normative data for police officer selection. Psychological Services, 10(4), 372-377.

Detrick, P., Chibnall, J. T., & Luebbert, M. C. (2004). The Revised NEO Personality Inventory as predictor of police academy performance. Criminal Justice and Behavior, 31(6), 676-694.

Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417-440.

Furnham, A., & Fudge, C. (2008). The Five Factor Model of Personality and sales performance. Journal of Individual Differences, 29, 11-16.

Garbarino, S., Chiorri, C., & Magnavita, N. (2014). Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers. International Archives of Occupational and Environmental Health, 87(3), 295-306.

Goldberg, L. R. (1993). The structure of phenotypic personality traits. American Psychologist, 48, 26-34.

Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85(6), 869-879.

Louw, G. J. (2014). Burnout, vigour, big five personality traits and social support in a sample of police officers. SA Journal of Industrial Psychology, 40(1).

Mount, M. K., Barrick, M. R., & Stewart, G. L. (1998). Five-factor model of personality and performance in jobs involving interpersonal interactions. Human Performance, 11(2-3), 145-165.

Oh, I.-S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the Five Factor Model of Personality traits: A meta-analysis. Journal of Applied Psychology, 96(4), 762-773.

Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027.

Reaves, B. A. (2010). Local police departments, 2007. (NCJ Publication No. 231174). Retrieved from US Department of Justice, Office of Justice Programs, Bureau of Justice Statistics website:

Rothmann, S., & Coetzer, E. P. (2003). The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1).

Salgado, J. F. (2002). The Big Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1/2), 117-125.

Tatman, A. W. (2019). Initial Reliability and Validity of the Critical Hire-Personality Assessment. Corrections: Policy, Practice and Research.

Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytical review. Personnel Psychology, 44(4), 703-742.

Tippins, N., Sackett, P., & Oswald, F. L. (2018). Principles for the Validation and Use of Personnel Selection Procedures. Industrial and Organizational Psychology, 11(S1), 1-97.

Uniform Guidelines on Employee Selection Procedure (1978); 43 FR 38295 (August 25, 1978). Retrieved from

Wiggins, J. S. (1996). The five-factor model of personality: Theoretical Perspectives. New York, NY: The Guilford Press.


To make sure that you can receive messages from us, please add the '' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

Copyright © Macrothink Institute   ISSN 2162-3058

'Macrothink Institute' is a trademark of Macrothink Institute, Inc.