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FFD Evaluation

Fitness-for-Duty Psychological Evaluations in Houston

Psychologist conducting a psychological fitness for duty evaluation in Houston with a male client during a clinical interview session

When Workplace Safety and Mental Health Intersect, You Need Clarity

When an employee’s behavior, safety incident, or mental health concern raises legitimate questions about their ability to perform essential job functions, speculation is not a strategy. Houston employers, HR departments, and legal teams need an objective, job-related psychological assessment that answers the specific referral question and withstands the scrutiny of real employment decisions.

We provide fitness-for-duty (also known as FFDE, FFD, or fit-for-duty) psychological evaluations for organizations and legal professionals throughout the Houston area. The work is built case by case, with attention to the standards and practical realities that shape these decisions.

What Is a Fitness-for-Duty Evaluation?

A fitness-for-duty evaluation is an objective, job-related psychological assessment designed to determine whether an employee can safely perform their essential functions. It isn’t therapy. It is not advocacy for the employer or the employee. It is a structured, impartial review of psychological status in relation to specific work responsibilities, safety requirements, and return-to-work readiness.

​The goal isn’t a label. It’s clarity.

​These evaluations are typically requested after a safety incident, concerning behavioral change, medical leave, or a reasonable accommodation discussion that requires external psychological input.

When Is a Fitness-for-Duty Evaluation Appropriate?

  • After a safety incident or near-miss, when psychological fitness is in question
  • During or after a medical or behavioral health leave where return-to-work status is unclear
  • When observable behavior changes cause concern regarding an employee’s ability to meet essential functions
  • When complex accommodation discussions require an independent psychological perspective
  • When legal or risk management requires documented, third-party, objective findings

If you are unsure whether a referral is appropriate, we can review the specifics of the situation before scheduling. Part of the value is knowing when an evaluation helps, and when it does not.

Why Experience Matters

These evaluations sit at the intersection of employment law, clinical psychology, and workplace safety. They demand experience with psychological testing, occupational mental health, workplace documentation, and the judgment to understand how findings may be used in real employment decisions.

​A poorly constructed evaluation creates more risk than it solves. The instruments need to fit the referral question. The report must speak the language of employment decisions, not just clinical diagnosis. And the evaluator must understand that their findings often reach HR directors, legal counsel, or safety managers who need actionable clarity, not ambiguity.

The Local Difference

These evaluations are built on a case-by-case basis because no two referral questions are the same. A warehouse safety-sensitive role requires different thinking than a complex accommodation case in a corporate environment: local context, industry knowledge, and a customized assessment approach change how useful the findings actually are. Workplace context, local industry risks, and the practical realities of the job itself shape what decision-makers need from the report.

For Employers, HR Teams & Attorneys

If you’re responsible for making a decision that affects someone’s livelihood and your organization’s legal exposure, you need a report that is credible, specific, and professionally defensible.

​We work directly with employers, in-house HR teams, third-party administrators, and attorneys who need an outside psychological opinion. Reports are written for the decision-makers who must act on them. Findings are tied to the role’s essential functions, the referral question, and relevant employment-related assessment considerations.

​We also understand turnaround pressure. While thoroughness is never compromised, we communicate timeframes clearly so you can manage stakeholder expectations.

For Employees

Being referred for an evaluation can feel stressful. That’s normal, and because this evaluation can affect work decisions, it’s reasonable to have questions before beginning. Employees may participate after being referred, or they may seek an evaluation to better understand their readiness before returning to work.

​The evaluation is conducted in a straightforward, respectful, and confidential manner, within the limits of the process. You’ll be told in advance what to expect, how long it will take, and how findings will be shared. You aren’t entering an ongoing treatment relationship; you are participating in an objective, one-time assessment designed to answer a particular work-related question.

What to Expect

1
Initial Consultation
We review the referral question, incident history, and essential job functions with the referring party to confirm that a fitness-for-duty evaluation is the right tool for the situation.
2
Scheduling
The employee is contacted directly to schedule. Timing and logistics are handled professionally and transparently.
3
Clinical Interview
A focused, job-related clinical interview exploring psychological status, history, and functional capacity as they relate to the specific role.
4
Psychological Testing
Testing is selected for your specific case, not a generic battery. Instruments are chosen based on the referral question, the nature of the job, and the particular concerns raised.
5
Written Report
A comprehensive report addressing the referral question with findings relevant to employment decisions. Reports are written for clarity as well as practical use.
6
Follow-Up Clarification
When appropriate and authorized, Shannon can clarify report findings with the referring party.

 

Fitness-for-Duty Pricing in Houston

Our flat-rate pricing ranges from $1,500 to $3,000, depending on the case’s complexity and the scope of testing required. In most cases, services are billed to the employer or referring party. We discuss pricing transparently before scheduling, so there are no surprises.

About the Evaluator

Shannon Khan, M.A., LPC-S, LPA, is a Licensed Professional Counselor and Licensed Psychological Associate with Independent Practice Authority in Texas. She earned her graduate degree from Houston Baptist University and has more than 20 years of experience in psychological assessment, private practice, Employee Assistance Programs, social services, and public-sector settings.

Her background in Employee Assistance Programs is especially relevant to fitness-for-duty work. She’s seen how workplace concerns, psychological functioning, documentation, and employment decisions intersect in practice, not just in theory.

Shannon’s current practice is dedicated exclusively to psychological assessment and evaluation. Fitness-for-duty work isn’t a side service added onto a therapy practice. Her role is to provide objective findings that employers, HR teams, attorneys, and agencies can use when they need a clear, job-related psychological opinion.

Fit-for-Duty Frequently Asked Questions

Typically, employers, HR departments, legal counsel, or agencies with appropriate authority refer employees. In some cases, employees seek an evaluation independently to clarify their own readiness to return to work.
No. A fitness-for-duty evaluation is an objective, one-time assessment. It does not establish an ongoing treatment relationship. The evaluator’s role is to provide impartial findings, not treatment.
Employees should bring a government ID, a list of current medications, and any applicable medical or psychological records they wish to provide. Specific instructions are provided when the appointment is scheduled.
FFD evaluations are completed in a single 3-5 hour visit in most cases. ill go longer on that timeframe. Sometimes, a follow-up session is needed.
In most cases, the report is delivered to the referring employer, attorney, or agency. The employee is usually informed by their employer in advance who will receive the FFD report and under what circumstances.
They're both third-party assessments, but they serve different purposes. An IME reviews general medical or psychiatric status. A fitness-for-duty evaluation focuses on whether this employee can perform this job safely, given the documented concerns.
Refusal may have workplace implications depending on the employer’s policies and the reason for the referral. Employees should ask the referring party or their own advisor about those implications.
Report turnaround usually ranges from 5 to 10 business days following completion of testing and record review. Urgent timelines can sometimes be accommodated. Feel free to ask during the initial consultation.
Expert testimony is available when arranged in advance and governed by applicable statutory standards. This should be discussed during the initial referral conversation if litigation is anticipated.
Some components may be conducted via secure video, depending on the case requirements and the referring party's needs. However, psychological testing often requires in-person administration to maintain validity and standardization.

Scope & Standards

Evaluations are performed within Shannon’s licensure and scope of practice, with attention to relevant employment, privacy, and professional practice considerations. The evaluator maintains objectivity and does not establish an ongoing treatment relationship with the employee.

Contact

To discuss a specific case, confirm the appropriateness of the referral, or schedule a fitness-for-duty evaluation in Houston, contact us directly. We will walk through the referral question, timeline, and pricing.