You have completed your assessment of the employee and have the required information about the employee. You also have the information about three other predictors you reported in Assignment.

You have also administered a risk assessment instrument, and the employee has been classified to be at moderate risk for assaultive behavior in the next five years.

On the basis of the results of your investigation, in a mock report format based on the module readings and vignette data for the assignment tasks of the previous modules, create a 10- to 12-page report addressing the following:

The results of the interview with the employee (a description of your mock interaction with and the mental status examination of the employee)

A specific review of the employee's predictors of violence factors

An analysis of the validity and reliability of risk assessment instruments for making predictions of violence appropriate for the employee's assessment

The mock conclusions you arrived at about the employee's potential for showing violence, while explaining reasons for such conclusions

Some cautionary statements about the tenuousness of your conclusions, given the low base rate of violence in the employee

In addition, in your report, identify at least one potential victim of the employee. Make a recommendation for action by the company to protect that victim. Prepare your findings and recommendations in such a way that the employee cannot effectively sue the company for slander.

An axiom of law is that negative statements do not constitute slander if they can be supported. Your job is to write the report in such a way (with supportable conclusions) that the company can establish that its actions were prudent.

Case Scenario:

You work for a large corporate business. One of the managers at the company receives an anonymous e-mail message claiming that a certain employee, Bob, has been acting strangely and muttering threats to get even with others. The manager calls the police, who, after obtaining Bob's permission, search his car and workstation but find no evidence of any weapons. Bob denies ever making any sort of threat and says he was just having a bad day.

The manager asks you to conduct a threat assessment on Bob. The manager says that the company has the right to conduct a threat assessment, but Bob is liable to sue if he is fired as a consequence of your findings, so the threat assessment has to stand up to scrutiny in court.

In addition, Bob must be determined by you to have "fully cooperated" with the assessment in order to avoid termination. Therefore, you can expect him to participate in any form of assessment you choose even though he may lie or misrepresent his answers. If you state Bob lied during the assessment, he will be fired. This, too, must stand up to scrutiny in court.

You review Bob's personnel record. He has been late to work several times and has even come to work drunk. He missed one week of work three years ago while jailed on a drunk and disorderly charge. He took personal leave to cover the missed time, and the arrest was discovered only by a report in the newspaper.

At the time of his arrest, he had a gun in his possession, for which he had a permit and which he could carry as a concealed weapon. Bob has been divorced twice and has no children. He currently lives alone.

He has completed the eleventh grade but not his General Educational Development (GED). School records reveal he was often truant and was suspended three times for fighting. He served two years in the military and was honorably discharged after being found to have a "severe personality disorder that made him unsuitable for duty."

Part 1: Planning

Tasks:

On the basis of the case scenario, create a 3- to 5-page plan in a Microsoft Word document addressing the following questions:

• What is the purpose of the specialized interview?

• How will you plan the assessment?

• Whom will you interview and why?

• What will you tell Bob about the nature and purpose of the evaluation and its potential consequences? Why?

• What are the advantages and disadvantages of a telephone interview?

In addition, answer the following:

• What assessment instruments will you administer to Bob? Why?

• How will you evaluate the truthfulness of his responses?

• What methods will you use to deal with Bob's defensive posture in interviews?

Written Report Three predictors

You have completed your assessment of the employee and have the required information about the employee. You also have the information about three other predictors you reported in M4 Assignment 1. You have also administered a risk assessment instrument, and the employee has been classified to be at moderate risk for assaultive behavior in the next five years.

On the basis of the results of your investigation, in a mock report format based on the module readings and vignette data for the assignment tasks of the previous modules, create a 10- to 12-page report addressing the following:

• The results of the interview with the employee (a description of your mock interaction with and the mental status examination of the employee)

• A specific review of the employee's predictors of violence factors

• An analysis of the validity and reliability of risk assessment instruments for making predictions of violence appropriate for the employee's assessment

• The mock conclusions you arrived at about the employee's potential for showing violence, while explaining reasons for such conclusions

• Some cautionary statements about the tenuousness of your conclusions, given the low base rate of violence in the employee

In addition, in your report, identify at least one potential victim of the employee. Make a recommendation for action by the company to protect that victim.

Prepare your findings and recommendations in such a way that the employee cannot effectively sue the company for slander. An axiom of law is that negative statements do not constitute slander if they can be supported.

Your job is to write the report in such a way (with supportable conclusions) that the company can establish that its actions were prudent.

Attachment:- training_program.rar