INTERPRETATION GUIDE- PROFESSIONAL and TECHNICAL

This guide defines the values, attitudes and abilities being evaluated.

Note: In "Below Average, Average and Above Average"scores ........"Below average" is greater risk. " Above average" is least risk.

...1. CONSISTENCY
Indicates truthfulness in answering questionnaire, attempts at distortion, manipulation.
High Risk = Tries to appear better-or- isn’t truthful or withholds critical information-or- tendency to manipulate others-or- total inconsistency in responding. Question “performance” and “ diagnostic” measures. OFTEN- this is a person who wants to please, and therefore answers in the manner they think they should. A score in this range should not be an automatic disqualifier. You need to review all the measures as a whole to identify whether it constitutes a problem.
Low Risk = Excellent consistency. No obvious attempts to distort answers or manipulate others.


2. HONESTY

Indicator of theft potential as an indicator of risk.
High risk = Doesn’t guarantee individual WILL take anything, but 85% of individuals fired for theft scored in this range so it is considered high risk potential." What's mine is yours” and “just a fringe benefit of employment.”
Low Risk = Only 1% of people terminated scored here. Severe changed circumstances caused this, per analysis.


3. HONESTY BACKUP
A deceptive theft potential, as in collusion with another.
High risk = Better than 50% of those fired for theft were in this range. Of individuals scoring high risk in this and or measure #2, more than 94% were terminated for theft. This is the only score range with significance.


4. VIOLATIONS
Predicts probability of violations of company policy.
High risk = Almost 75% of persons terminated for “violations” scored in this range. If only 1 star is the score, this individual is the highest risk of violating serious, dischargeable policies. Eg.Drug/alcohol, theft, falsifying records. If the other risk measures are acceptable, and especially if this is a person who has been in the military- a high risk score indicates over zealousness for following rules, which results in a score in this range.
Low Risk = Fewer than 1% of those dismissed for violations had scored in this range.


5. SUBSTANCE ABUSE
Predicts potential and correlated to confirmed incidents of substance abuse.
High risk = The higher the stars in this range, the more likely use was one time or is casual or a recently quit. Less than 12 stars indicates regular use or involvement in drugs or alcohol. Poor scores in measures # 22,35,39 and 40 tend to confirm potential abuse. There are some exceptions: Children of alcoholic parents are examples of those who have an extremely high sensitivity towards substance abuse. They could well score in this range even though they are not users or abusers. This also often applies to ministers and social workers.
Low Risk = 100% of those scoring here were confirmed to not be involved with drugs or alcohol. Please note this measure is designed to measure “tendency.”


6. PROMPTNESS/ATTENDANCE
Tendency for tardiness or absenteeism. Legitimate vs. illegitimate reasons not considered.
High risk = 60% probability of late or absent more than 8 days per year
Low Risk = 10% likely late or absent 8 days per year, 30%- 4-8 days and 60% probable less than 4days.


7. DISCIPLINARY ACTION
Probability of verbal warning/ temporary suspension. Actions less than warranting dismissal.
High risk = 65% of those on payroll for one year will receive some action and of those, 70% will be disciplined more than once. 35% scoring in this range won’t receive disciplinary action but more than 60% of those will be terminated or voluntary quit before any such action takes place.
Low Risk = Almost 70% of those scoring here will likely not receive any disciplinary action.


8. INTENDED RETENTION
Likelihood of remaining in present position, or with present employer.
High risk = Indicates person’s intentions if employed. Need to question how new position differs from previous circumstances to have comfort that same lack of satisfaction or accomplishment won’t again be the case.
Low Risk = Good to excellent retention. Likely no change unless some critical factor changes.


9. LENGTH OF TENURE
Expected length of time person can be expected to stay.
High risk = Likely to remain between 1 and 15 months. Each star in score represents one month. Management can affect the outcome through promotion, demotion or appropriate job description to suit individual’s needs.
Low Risk = Will tend to remain on the job for 31 to 45 months or longer.


10. NOTICE OF VOLUNTARY QUIT
Predicts whether a voluntary quit individual will give proper notice.
Moderate risk = 45% in this range will not give notice. If “high risk,” 70% will not give notice.
Low Risk = Of those in this range who leave, 85% will provide notice.


11. VOLUNTARY TURNOVER
Those who will be dismissed for cause rather than voluntary quit, if and when they leave.
High risk = Within first 12 months, 60% probability of dismissal for cause. Another 20% will quit without notice. These are people who tend to not quit, even when they know they should.
Low Risk = Only 15% will be terminated for cause.


12. PROPERTY DAMAGE ACCIDENTS
People most likely to consciously/subconsciously cause accident or damage.
High risk = 40% in this range can be expected to have an “accident.” Over a 4 year period, almost 85% in this score range will be the cause of at least one such incident. Often a result of desire to “get back” at management.
Low Risk = 85% likely to be free of accidents. Only 5% will be the cause.


13. WORKERS’ COMPENSATION MEDICAL CLAIMS
Those with a predisposition, consciously or subconsciously, to cause injury to them self.
High risk = More than 15% will have a claim in a given year. Between 60% and 65% will have one or more
claims over a 4 year period. Often a need for attention.
Low Risk = Will account for 10% of claims , 90% of which claims not their cause or control.


14. WORKERS’ COMPENSATION LOST TIME CLAIMS
Those most likely to have claims resulting in paid lost time, for which they are the cause.
High risk = 10% of those in this range are likely to have such incident in a given year.If the scores in # 12 and #13 are low risk, there becomes a small possibility of this actually becoming an issue.
Low Risk = During a 4 year period, this group was involved in no lost time claims.


15. EXTENDED WORKERS’ COMPENSATION CLAIMS
Defines those who will “malinger,” taking longer than normal to return to work .
High risk = 1/3 of the population score in this range. 99.6% of these who did file claims , wound up with extended recovery times, ie:longer time to recover than normally necessary or believed by adjustors. Research revealed that screening out those with poor scores on measures #2,3 and 4 would eliminate 99.2% of malingerers. Again, if scores in #12 and #13 are low risk, this item becomes a low probability.
Low Risk = No suspected, extended claims for any in this range.

NOTE: The above "risk section" should be viewed as a "whole." For example, a high risk score in "substance abuse" with no other high risk scores in this category would signify tolerance or intolerance to substances, rather than indicating the individual has an actual problem with substance abuse. Similarly, a poor score in "consistency," accompanied by high risk in "honesty backup" and "violations" would more likely indicate a person who has difficulty being straightforward as opposed to someone who merely wants to give you the answer they think you're looking for.

SPECIFICALLY VALIDATED MEASURES FOR IN-STORE AND INDUSTRIAL PERSONNEL.

16. PART TIME SUITABILITY PERFORMANCE MEASURE
Reflects standards of performance established for this organization
Below average = The lower 20% of performers are in this group. . Over 60% of this group will quit or be terminated within the first year.
Above Average = Less than 2% in this range will be terminated for performance.

17. FULL TIME SUITABILITY PERFORMANCE MEASURE
Reflects standards of performance established for this organization.
Below average = Includes lower 15% of performers. More than 50% in this group will wind up demoted, terminated or quit within the first year.
Above Average = Less than 4% in this range will be terminated for performance.


18. SUPERVISORY POTENTIAL
Indicates potential as first line supervisor.
Below average = Includes lower 10% of performers. More than 50% will be demoted, terminated or quit within first year.
Above Average = Less than 2% terminated for performance and mostly due to exceedingly high performance standards.

The above, 16, 17 and 18 were validated for specific retail and industrial organizations. If you reasonably believe your work standards would be similar to job demands in such organizations, these measures provide insight.


19. MENTAL ABILITY
Indicates general learning ability, math skills, problem solving and communication skills.
Below average = Generally lower or slower ability to learn.
Above Average = A higher ability to learn with stronger verbal and mathematical skills.


20. WORK PERFORMANCE
Indicates likelihood of success, excluding technical skills or physical attributes.
Below average = Poor to fair likelihood of success. A review of diagnostic measures (22-40) can help identify which critical factors are below average.
Above Average = Good to excellent probability of success.


21. SUPERVISORY ADVANCEMENT
Potential for advancement. Work performance is not a critical factor in this measure.
Below average = Poor to fair potential for advancement
Above Average = Good to excellent probability. Strong interpersonal skills and motivation.


22. ACHIEVEMENT MOTIVATION
Level of self confidence and desire to successfully compete.
Below average = Fewer than 12 stars indicates serious problem. This group lacks motivation to succeed.
Above Average = Good to excellent. #33 should also be a strength, to not interfere.


23. WORK CHALLENGE
Measures desire for challenging work vs. more routine work.
Below average = Prefers to not have to apply mental processes about their work, so routine work suits them best.
Above Average = Seek out and thrive on challenge.


24. ERRORS/MISTAKES ON-THE-JOB
Attitude towards and tendency to make errors and mistakes on the job.
Below average = High probability of more errors and mistakes than reasonably expected of average employee.
Above Average = Less mistakes, more willing to admit and correct. More conscientious.


25. QUALITY OF WORK
The value placed on quality, by the individual.
Below average = A poor to fair attitude towards quality of their work. Not sufficiently proud of their part.
Above Average = Good work value requires then to do quality work.


26. LISTENING AND UNDERSTANDING
Basic ability to listen, understand and learn from what is said and heard.
Below average = Poor to fair willingness although it is a skill which can be developed.
Above Average = They listen and understand what’s being said.


27.RECEIVING AND GIVING PRAISE
One’s self worth affects comfort level in giving or receiving praise.
Below average = Difficulty believing they deserve praise for anything and equally difficult to give praise.
Above Average = Comfortable in situations requiring giving or receiving praise.


28. ATTITUDE TOWARD CO-WORKERS
Reflects one’s attitude towards co-workers and indicates level of self-centeredness.
Below average = Generally low regard for others they work with. Usually also moody and feel sorry for themselves. Those who prefer to work alone also generally fall into this group
Above Average = Not moody, tend to accept themselves and others.


29. ATTITUDE TOWARD SUPERIORS
Towards management in general and one’s supervisor in particular.
Below average = Usually has a low regard for management and supervision. Different than “respect for authority.”
Above Average = Realistic expectations of supervisors. Build good work relationships.


30. ATTENTION TO DETAIL
How much one enjoys and pays attention to critical details of the job.
Below average = Generally little interest in details of the job and prefer to be uninvolved in them.
Above Average = They like working with and monitoring details.


31. PRESENT JOB SATISFACTION
General job satisfaction and confidence in future of their job.
Below average = Understandable if unemployed. If employed and dissatisfied, what’s different about this job?
Above Average = Fairly satisfied with what they are doing.


32. RESPECT FOR AUTHORITY.
One’s balance between regard for authority and anxiety/guilt feelings.
Below average with “R” code = Tends to disregard people in authority. Frequently caused by thinking he/she is more qualified than the superior. Often, an independent thinker who doesn’t wish to be told what to do.
Above Average = Good balance between anxiety levels and respect for those in authority.

Below average with “L” code = A fear of authority. Generally results in overly obedient, afraid to think independently, people who “jump” when authority figure is present.


33. GUILT/ANXIETY FEELINGS
One’s differential between potential and actual effectiveness. The greater the anxiety/guilt, the less effective.
Below average = The levels are such as to seriously compromise their ability to perform well.
Above Average = Not much fear of failure. Free of job or personal related anxieties.


34. SITUATIONAL CONSISTENCY
How consistently one responds to situations requiring ethical judgments.
Below average = Inconsistent response to ethical situations and including behavior towards other people. With this range scoring, one might tend to manipulate whomever or whatever rather than acting per certain codes or standards.
Above Average = Ethically consistent in their dealings with other people.


35. SELF ACCEPTANCE
How well one accepts their accomplishments in relation to others’ opinions.
Below average with “R” code = People in this range tend to self depreciate their capabilities. Sometimes a result of not measuring up to their own “perfectionist” standards. Generally more capable than they believe.
Above Average with “R” code = Good balance and perception of how they see themselves and others see them.

“L” code –any range= Indicates over self-appreciating. They think more of themselves than others do. Generally they think they do better than reality but sometimes it’s thinking they “should” be doing better than actual.


36. REGARD FOR SELF/OTHERS
How well one thinks of others and in relation to them self.
Below average with “R” code = If #35 is average or below average, they think “ I’m not OK but neither are you.” If above average range or “L” coded in # 35, they think “I’m OK but you’re not,” an extremely low regard for others.”
Above Average with “R” code = “I’m OK and you’re OK.”

“L” code in any range = Generally indicates questionnaire responses were distorted and individual is compensating for real or imagined inadequacies.


37. OVER-ALL STRESS TOLERANCE
A composite of personal, family and health stress.
Below average = Poor to fair tolerance for stress. Accumulated stress interferes with performance.
Above Average = Good to excellent tolerance for stress.


38. JOB RELATED STRESS
The amount of stress from present job or work situation.
Below average = considerable stress. Interferes with handling job easily and comfortably. If presently unemployed, more normal to have a high stress reading.
Above Average = Little stress or excellent stress coping skills.


39. PERSONAL/ FAMILY STRESS
The amount of stress one feels from personal or family situations.
Below average = Indicates excessive stress from personal or family. Interferes with workplace performance.
Above Average = Little or no stress from family/personal situations.


40. HEALTH RELATED STRESS
The amount of stress one feels from health related issues.
Below average = Their perception is they have a health problem whether or not they actually do.
Above Average = They believe they are in good health.


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