Psychological assessments are required by ATMTF CAP.  See following for salient characteristics.

The selected psychological assessment, which may consist of a package of sub-assessments, must meet several criteria developed by senior psychologists advising the Command Assessment Program Director, who is tasked to run CAP on behalf of the Chief of Staff of the Army:

1. It cannot be an assessment already administered to LTC/GS-14 candidates when they attend the Battalion Commander Assessment Program (BCAP) for program integrity (candidates are not allowed to know the assessments they are taking before arrival) to prevent redundant information collection. These assessments are the MMPI, MAB, NEO, PAI, and 16PF.
2. The assessment must have a history of being previously used in other DOD contexts, such as personnel selection programs with a psychological component (e.g., Special Operations), to demonstrate evidence-based utility (comparable to existing military performance data).
3. The assessment must be reputation-based, designed to distinguish high performers from low performers, validated to predict on-the-job performance.
4. The assessment battery needs to include a measure of normal personality, an evidenced-based set of behavioral risk patterns, a validated set of items that survey the individual’s motivations and drive as well as the ability to score, if the candidate elects, a measure of emotional intelligence.
5. The assessment should have a comprehensive data set demonstrating no adverse impacts on minority populations and be Americans with Disabilities Act (ADA) compliant.
6. The psychology profession must consider the assessment a “C-Suite” assessment.
7. The assessment must be based on the five-factor model of personality.
8. The assessment must measure normal personality in general.
9. The assessment must measure normal personality functioning under stress or adversity.
10. The assessment must be widely considered to have strong reliability and validity research.
11. The assessment must measure motivation, values, and interests.
12. The assessment must be administered over a digital platform.
13. The assessment must have predictive performance data on various occupational specialties.
14. The assessment must have demonstrated, through research, no adverse impact.
15. The assessment must be accessible over the Internet.
16. The assessment must measure an individual’s:
    1. Normal personality that is reputation based and utilizes the Five-Factor Model (FFM) as a foundational underpinning.
    2. Career-derailing tendencies that may impede interpersonal relationships, impact productivity, and/or limit career potential in the workplace.
    3. Core values and motivations in the workplace.
17. The assessment must identify performance risk patterns that offer behavioral tendencies of the individual when under high stress, multi-tasking, task saturation, poor job fit, or just general difficulty masking their public image.
18. The assessment must assess, if elected, a follow-on measure of emotional intelligence (EQ) and provide an overall EQ score along with a feedback report on the assessed individual for the six emotional intelligence competencies. This feedback report must also incorporate the measurements described in item #16.
19. The assessment must provide a graphical summary of results to assist psychologists in quickly obtaining feedback.