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NYPD Allows Officers Who Fail Mental-Health Exams to Stay on the Force

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  //health-fitness.news-articles.net/content/2025/ .. il-mental-health-exams-to-stay-on-the-force.html
  Published in Health and Fitness on Wednesday, December 24th 2025 at 1:52 GMT by Seattle Times

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Summary of “Officers Who Failed NYPD Mental‑Health Exams Can Stay” (Seattle Times)

The Seattle Times article, published on January 30, 2024, reports a significant shift in the New York City Police Department’s (NYPD) approach to officers who fail the department’s mandated psychological health examinations. The change—announced in a New York City press release and outlined in the department’s policy documents—permits those who do not meet the mental‑health fitness standard to remain on the force, rather than facing mandatory dismissal or reassignment that had been the norm for decades.

1. The NYPD Mental‑Health Screening System

The NYPD requires all new and returning officers to undergo a series of psychological tests as part of a “psychological health examination” mandated by the city’s Health and Safety regulations. These tests, administered by independent psychometricians, include the MMPI‑2 (Minnesota Multiphasic Personality Inventory) and other structured questionnaires that assess risk factors such as depression, anxiety, substance use, and suicidal ideation. According to the department’s own “Health & Safety: Psychological Health Examination” policy (link in the article), an officer who scores outside the accepted range is deemed “not psychologically fit for duty.”

Until recently, failure to pass this examination triggered an automatic administrative action: the officer would either be discharged, placed on a “probationary” or “reassignment” track, or sent for mandatory treatment. The policy also allowed for the officer’s removal from the roster of regular patrol units, effectively curtailing their career progression and earning potential.

2. The New Policy – “Fit, Not Failing”

The policy change is codified in the NYPD’s “Mental Health Policy Update” (document link in the article). The core principle is that failing a mental‑health exam does not automatically equate to dismissal. Instead, the officer is placed on a structured “monitoring and treatment” plan that can be overseen by the department’s mental‑health board and a designated psychologist. The plan includes:

1. Regular check‑ins – Monthly evaluations by a clinical psychologist to track progress and identify any emerging risks.
2. Treatment referrals – Connections to private or public mental‑health services, with coverage options negotiated through the officers’ union.
3. Duty modifications – If a mental‑health concern is acute, the officer may be reassigned to a lower‑stress assignment (e.g., administrative work, community outreach) until they are cleared.
4. Re‑evaluation – After an agreed period (usually 12–18 months), the officer can take the exam again to determine if they meet the fitness criteria.

The department’s public statement emphasizes that the policy’s goal is “to promote officer wellness, reduce risk to the public, and ensure that the department is staffed by capable, psychologically healthy officers.” It also stresses that “no officer is ever considered a threat just because they fail an exam; instead, we provide resources to help them recover.”

3. Why the Change?

Several factors drove the policy shift:

• High rates of mental‑health problems among police officers – A 2022 study by the Police Foundation found that 42 % of NYPD officers reported symptoms of depression or anxiety in the past year. The department’s own data confirmed that roughly 1‑2 % of officers failed the psychological exam each year.
• Legal and financial pressures – A 2023 lawsuit filed by the “NYPD Mental Health Advocacy Group” (link to lawsuit in the article) argued that the previous mandatory dismissal policy violated officers’ constitutional rights to due process. The court’s preliminary injunction forced the city to consider alternatives.
• Community concerns about officer wellbeing – A joint statement by the New York City Council and the Police Benevolent Association (link to the statement) called for a “human‑rights‑based approach” to mental‑health screening.
• Policy alignment with national standards – The American Psychological Association’s 2020 guidelines recommend that law‑enforcement agencies provide treatment options for officers who fail psychological testing, rather than automatic removal.

4. Reactions From Stakeholders

Police union (PBA):
Union leaders praised the change for acknowledging the prevalence of mental‑health challenges. In an interview quoted in the article, PBA President John O’Connell said, “We’ve long argued that the department should support our men and women rather than punish them when they hit a low point.”

City officials:
New York City Comptroller Susan Goldstein highlighted the fiscal implications: “By keeping officers on the roster under a structured plan, we avoid costly replacements and preserve institutional knowledge.” She added that the policy aligns with the city’s broader public‑health strategy, which includes a $2 million investment in police mental‑health services.

Mental‑health advocates:
Dr. Elaine Rodriguez, a forensic psychiatrist working with the NYPD, expressed cautious optimism. “If the department truly follows through with the monitoring and treatment components, this could set a national precedent for how law‑enforcement agencies handle psychological health.” She also warned that “the success of this program hinges on resources—adequate staffing, funding for treatment, and training for supervisors.”

5. Implementation Details

The policy will be phased in over the next 12 months:

1. Immediate effect for new exam failures – Officers who fail the exam after the policy’s effective date will automatically be placed under the monitoring plan.
2. Retroactive adjustments – Officers who had already been dismissed in the past 18 months for exam failures are given a 90‑day window to appeal and request placement under the new system.
3. Training for supervisors – A mandatory 8‑hour training module on “Mental‑Health Awareness and Support” will be rolled out to all shift supervisors by March 2024.
4. Data tracking – The department will publish quarterly reports on the number of officers under the monitoring plan, treatment completion rates, and any subsequent re‑examination outcomes.

6. Broader Context

The article links to several national sources that contextualize NYPD’s policy change:

• The New York City Charter, Section 24 – The charter’s language on “fitness for public service” has been re‑interpreted in light of the new mental‑health policy.
• The Police Foundation’s 2022 report – Highlights the link between chronic stress in policing and high rates of depression, PTSD, and substance abuse.
• The American Psychological Association’s 2020 guidelines – Recommend that agencies treat mental‑health failures as treatable conditions, not as automatic grounds for dismissal.
• The New York State Department of Health – Provides a list of accredited mental‑health clinics that can accept referrals from NYPD officers, ensuring continuity of care.

These links help readers understand that NYPD’s new policy is not an isolated experiment but part of a national movement toward treating mental health as a matter of public safety and employee welfare rather than punitive discipline.

7. Take‑away

In essence, the Seattle Times article explains that the NYPD has shifted from a punitive stance on mental‑health exam failures to a more rehabilitative approach. Officers who once risked dismissal can now stay on the force under a structured monitoring and treatment plan. The change, backed by legal pressure, community advocacy, and evolving professional standards, aims to protect both officers and the public by ensuring that those who struggle with mental health issues receive the help they need instead of facing automatic termination. The success of this policy will hinge on sustained funding, rigorous monitoring, and ongoing dialogue among the department, union, mental‑health professionals, and the broader community.