Disparate TreatmentBack To Products

The PTI protects both male and female distinctiveness by not using separate scoring scales for the two genders. This means that all of the questions and responses show no statistical significant variance for either gender. This protection means that the PTI does not adversely affect the hiring process. The PTI has been in use since 1988 with no challenges being brought against its use under strict employment situations.

The Core Competency module allows for an employer to validate benchmarks used in creating a job template. Concurrent validity which is another form of Criterion Validity is achieved in the formation of job templates by incorporating the relevant Behavioural Traits of known top performers within the organization. This process ensures both the reliability and the requirement for each of the Behavioural Traits used in the construction of the job template.

There is no pass or fail requirements within the PTI Survey and therefore there can be no disparate impact on any of the protected employment groups. All of the PTI reports are made available in the exact same format to both the employer and the participating individual since ownership of the responses remains with the individual. There is no secondary evaluation available to the employer that is required beyond the information provided on each of the reports.

Test AdministrationBack To Products

The testing process maybe conducted either with paper forms or electronic computerized forms to achieve the results. The resulting reports must be reviewed by the participating individual for clarity and accuracy. The Personality Profile allows for an Adaption Style Percentage factor as an indicator of the reliability of the Personality Profile. In addition the PTI Scales recommendation allows for warranted retesting if and when the Personality Profile is considered to be unreliable due to lower Differential Scores. These assessment safeguards provide an excellent protection for the employer under hiring situations.

There are no aptitude questions contained in the PTI Survey and no forced choice questions. Participating individuals may opt out from answering any questions in the PTI Survey without encountering any adverse affects. The vocabulary used in the construction of the PTI Survey is intended to reflect a reading level consistent with a Junior academic standard. It is not intended that the participating individual be given any vocabulary assistance. In situations where there is a requirement to translate the PTI Survey for the purposes of testing persons with reading difficulties a Vocabulary Guide containing equivalencies will be provided.

Test InterpretationBack To Products

Standard best practices for using Behavioural Assessments requires that no more than 1/3 of the employment decision be based on the report. Following this procedure is recommended for use when interpreting the PTI Survey. In the case of the Core Competency report there is a scorecard provided to ensure that the report is roundly supported by other means to ensure that any employment decisions are based on information that reduces the reliance on the Core Competency report to less than 1/3 of the employment decision. The very nature of this report is intended to draw intention of the behaviour fit of the individual and the therefore this information can be further substantiated by the interview process. It is recommended that the initial interview of the participating individual be conducted prior to viewing this report and that the report results be used primarily to confirm any employment decisions. Following this procedure will ensure the greatest amount of protection to the employer in the event of a legality challenge.

There remains the issue of "participating individual stress" which has been shown as a criterion for disavowing behavioural testing. This means that participating individuals have successfully challenged the process of behavioural testing on the basis on having to achieve a certain mark of excellence in order to be considered for a job. The PTI Survey does not measure performance abilities or aptitudes, neither does it score a participating individual`s proficiency. Therefore, under these conditions the PTI Survey cannot be considered as a "stress inducing assessment" whereby a mark of excellence is required. The questions used in the PTI Survey are also non invasive, meaning that they do not invade the privacy of the participating individual.