Everett Decision Systems only utilizes assessment instruments that have met the highest standards of psychometric discrimination, specifically validity and reliability studies. Validity in plain language means that the assessment measures what it is supposed to. Reliability is the consistency of your measurement, or the degree to which an instrument measures the same way each time it is used under the same condition with the same subjects. In short, it is the repeatability of the measurement. Characteristics of a good assessment is found here.
The Thinking Pattern Profile is built on a methodology that directly measures actual talent. It measures competency quickly and easily and accurately. And it is quietly being used by some of the best companies to close the performance gap. It shows what a person pays attention to as they make decisions — and also what they don’t pay attention to. Therefore it provides a helpful indicator of the sources of a person’s strengths and vulnerabilities.
A pre-conditional & post-conditional offer screening instrument designed for law enforcement officer selection.. The M-PULSE Inventory is an effective pre-conditional and post-conditional offer screening instrument designed for law enforcement officer selection. It can be used either pre-offer to identify a candidate’s liability potential or post-offer as part of a total assessment battery that includes historical, interview, and observational data.
The M-PULSE Inventory produces results for 18 Liability Scales that help predict officer misconduct; 16 Empirical Scales that gauge attitudes, values, and beliefs; and 10 California POST Scales that measure facets of personality that are of prime importance to police work. There are also 2 Validity Scales to assess response bias and a Supplementary Scale that assesses potential for substance abuse problems. Read the study comparing the M-PULSE Inventory and the MMPI-2
The MMPI-2-RF Police Candidate Interpretive Report is designed to help you confidently evaluate candidates accurately and efficiently. Developed by internationally recognized police psychologist David M. Corey and MMPI-2-RF expert Yossef S. Ben-Porath, this new report will help you identify behavioral and personality characteristics that are inconsistent with effective police officer performance. Compares the individual's results to those of more than 2,000 police candidates.
Identifies potential problems in 10 job-relevant domains:
Assess emotional intelligence with an intuitive model, custom reports, and easy online administration. The Emotional Quotient Inventory 2.0 (EQ-i 2.0) measures an individual’s emotional intelligence. Science and professional feedback from the EQ-i® strengthened the direction of this second generation assessment. Now, it’s a complete experience with a new and intuitive model, customizable reports, and an online platform for easy administration. Also available in a EQ 360® that allows leaders to receive feedback from peers, managers, direct reports, and others on how they leverage their emotional intelligence.