This study reports the relation between scores on psychological tests and subsequent law enforcement officer performance. Sixty-nine officers were administered the Inwald Personality Inventory (IPI; R. Inwald, H. Knatz, & L. Shusman, 1983) and the Minnesota Multiphasic Personality Inventory (MMPI; W. G. Dahlstrom, G. S. Welsh, & L. E. Dahlstrom, 1972) while in training. One year later, subjective and objective job performance data were collected. Analyses indicated that the subjective and some of the objective indicators of performance were related to both MMPI and IPI subscales; the IPI subscales generally exhibited stronger relations. These results suggest that psychological functioning as measured by these personality inventories may be useful for identifying potential officers who will evidence poorer job performance.

Purpose: Neurodevelopmental disorders (NDDs) encompass a spectrum of genetically heterogeneous disorders with features that commonly include developmental delay, intellectual disability, and autism spectrum disorders. We sought to delineate the molecular and phenotypic spectrum of a novel neurodevelopmental disorder caused by variants in the GNAI1 gene. Methods: Through large cohort trio-based exome sequencing and international data-sharing, we identified 24 unrelated individuals with NDD phenotypes and a variant in GNAI1, which encodes the inhibitory Gαi1 subunit of heterotrimeric G-proteins. We collected detailed genotype and phenotype information for each affected individual. Results: We identified 16 unique variants in GNAI1 in 24 affected individuals; 23 occurred de novo and one was inherited from a mosaic parent. Most affected individuals have a severe neurodevelopmental disorder. Core features include global developmental delay, intellectual disability, hypotonia, and epilepsy. Conclusion: This collaboration establishes GNAI1 variants as a cause of NDDs. GNAI1 -related NDD is most often characterized by severe to profound delays, hypotonia, epilepsy that ranges from self-limiting to intractable, behavior problems, and variable mild dysmorphic features.

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This study examined the relations between peer assessment and long‐term law enforcement/job performance. Sixty‐nine law enforcement cadets completed peer rankings of likelihood of success in job performance. These peer rankings were significantly correlated with supervisor ratings, as well as absenteeism and retention, after 1 year of employment. In the present study, both subjective and objective job performance data were collected from a variety of employing job performance agencies after 6 years of employment. Peer rankings were still significantly correlated (r=.40, p<.05) with retention after 6 years, but were not significantly correlated to any job performance index. These results support the potential usefulness of peer assessment data even after several years have passed. © 1998 John Wiley & Sons, Ltd.

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