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20/20 Insight GOLD

People Need Feedback


Most people do not see themselves as others see them. For this reason, they often do not understand the impact their actions have on others. Although well intentioned and hard-working, they may be the only ones who do not know they are causing problems. Feedback is essential for them to improve their performance. People who take a professional attitude toward their work want feedback. They want to know what is working and what is not. They want to be part of solutions, not the cause of problems. People Rarely Give and Receive Feedback Most people do not know how to affirm each other's strengths and find it uncomfortable to confront others directly about issues. They often find it easier to discuss these issues with others or internalize them. Thus, the individual who should receive the feedback never hears it. In addition, when someone gets feedback from only one person, there is the tendency to discount the feedback as just a single opinion -- whether the feedback is positive or constructive. 20/20 Insight GOLD Empowers the Feedback Process Individuals need an efficient, confidential, and anonymous vehicle for giving feedback to each other. 20/20 Insight GOLD is a state-of-the-art software can simplify the process of collecting multi-source (360 degree) feedback for anyone / everyone in your organization. View Features and Benefits With this versatile feedback system, you can set up projects to collect virtually any type of feedback: (more applicatons / uses) evaluations ideas impressions opinions ratings Complete: A Total Feedback System Save time and money, because you will not have to create or purchase support materials. 20/20 Insight GOLD is the first fully integrated family of feedback and individual development planning software. Every step of the process and all the resources you need are included in the purchase of the program. The 360 Smart Kit This CD-ROM contains valuable resources for asking the right questions up-front and implementing successful feedback projects. more information Administrative Software Set up projects quickly and easily. You can manage multiple projects simultaneously and aggregate report data from as many projects as desired. more information

Survey Sets Two standard survey sets are included with the purchase of the system and "snap on" to the administration software. more information Survey Library This resource contains more than 1,000 survey items in over 140 categories. Create the right survey for a specific project by selecting standard items, customizing them or adding your own. more information Respondent Software Gather feedback from respondents using any combination of these five media options: more information 1. Local area network 4. Paper 2. Web server 5. Internet / inter-office email 3. diskettes WebResponse for 20/20 Insight Report Designer Select from dozens of standard report formats or design your own individual or aggregate reports by using on-screen wizards. Report Options Individual Development Planning (IDP) software You can give IDP to everyone in your organization to analyze feedback, create a plan, and track programs. At NO extra cost. more information Administrative Tutorial Administrative is easy to learn with this CD-ROM program. It presents an overview of the entire system and guides the user through each step of the set-up process. Help System The Administrative Software contains a comprehensive online Help reference with instructions for all aspects of the program. Technical Support is FREE Use the toll-free number anytime you have questions or problems. Software Upgrades are FREE You will receive all upgrades to 20/20 Insight GOLD free. System Requirements and Technical Requirements

Flexible: Can Be Used For Multiple Applications You no longer need to invest in separate systems for individual 360-feedback, organizational surveys, customer feedback, training evaluation, and market research. 20/20 Insight GOLD is so flexible that it can perform all these functions. User Friendly: Easy Use for Administrators and Respondents Reduce learning time for the administrator 20/20 Insight GOLD takes only a few minutes to install. The software is intuitive and easy to use, so the administrator can begin setting up projects almost immediately. Reduce Learning time for respondents 20/20 Insight GOLD Administration Software crates respondent software for each person who gives feedback. The program is so easy to use that no

instruction is required. Customizable: A Program That Can Change With Your Growing Needs 20/20 Insight GOLD gies you an easy, no-cost way to structure feedback projects the way you want them. Many other 360 programs charge fees for customization. You can tailor almost any aspect of a feedback project -- at no extra charge. With simple point and click commands, you set up feedback projects according to your specifications. Affordable: A Very Cost-Effective Investment 20/20 Insight GOLD, you get software for both assessment and development. This unprecedented combination of software programs is the best value in the industry. View more information about pricing and purchasing 20/20 Insight GOLD.

Selection & Assessment Tools Introduction


We offer a range of selection and assessment systems. These systems include pre-employment testing, workplace attitudinal, management and professional selection and development, sales professional selection, and DISC-based profiling / assessing.

SELECT Pre-Employment Testing System The SELECT Associate Screening System is a family of related preemployment tests designed to measure important, work-related, personality characteristics in applicants for entry-level jobs.
Each of the SELECT tests has been designed to be used early in the employment selection process, after initial screening, but before the employment interview. Test results include interview probe suggestions and indications of unusual responses that should be probed during the interview. Available for: Call Centers, Help Desk Agents, Call Center Suite, Customer Service, Health Care, Hospitality, Leasing Agents, Receptionist, Administrative Support, Retail Store Management, Retail Clerks / Cashiers, Retail Sales Associates, Staffing Retail Combination, Office / Light Industrial Combination, Light Production and Distribution, Convenience Store Management, Convenience Store Associates, and Personal Services. Available in English, Spanish, and French Canadian. More information about the SELECT Associate Screening System.

ASSESS Assessment System for Management & Professionals ASSESS is a state-of-the-art, Internet- and Windows-based expert system. This system administers, scores and evaluates the results of an assessment battery and produces work-related assessment reports to assist in the selection of outside candidates, and in the promotion, placement or development of internal managers, supervisors and professional.

Available in English, Spanish, and French Canadian, and offers over 70 job / industry-specific templates. More information about the ASSESS Assessment System for Supervisors, Managers, and Professionals .

SalesMax for Selecting & Developing Salespeople This Web-based testing system is designed to evaluate whether your professional sales candidates have the underlying personality to be effective in a consultative sales job. It provides immediate testing, evaluation and reporting at your site.
Use SalesMax to determine your candidates' probability of success and to make more informed hiring decisions. Also use this system to determine the development needs for current salespeople. Available in English only. More information about the SalesMax for Selecting & Developing Salespeople.

ORION Pre-Employment Testing System This pre-employment assessment system is for entry-level and hourly employees. Identify Superior Job Candidates for: Retail Clerks, Store Stocking Staff, Warehouse Staff, Bank Staff, Restaurant Staff, and Production Workers. Computer, TeleScore, and FaxServ scoring options. A Webbased scoring option is in development. More information about the Orion Pre-Employment Testing System

Proception 2 Profiling System and Business Motivators


Proception2 is an online, DISC-based assessment designed to meet a variety of needs and applications necessary for increased personal productivity and effectiveness. This profiling system is for Executives, Staff / Manager, Sales, Marketing, Team Relationships, and Telesales. Available in 4 report options: Interview Assistant, Individual, Manager, and Sales. Available online in English; also available in paper/online input for Mexican Spanish, German, Portuguese, Serbian, and Mandarin. The Business Motivators assessment is often used with Proception2. More information about the Proception2 Profiling System. Business Motivators is an online assessment designed to meet a variety of needs and applications necessary for increased productivity and effectiveness. Available online in English; also available in paper/online input for Mexican Spanish, German, Portuguese, Serbian, and Mandarin. This assessment is often used with Proception2. More information about the Business Motivators.

E-Net Hire Workplace Attitudinal Assessment This is a comprehensive Workplace Attitudinal Assessment System for the

hourly, entry level, office and general laborer groups. It is not intended as assessment tool for executive or professional level hiring. This Workplace Attitudinal Assessment System enables any hiring authority, from any location, to administer an overt integrity assessment that has been custom-tailored for that particular position, and to receive the results instantly. Available online in English and available via telephone in English and Spanish. More information about the E-Net Hire Workplace Attitudinal Assessment.

Perception 360 Multi-Raters Feedback Perception 360 is a Web-based assessment designed to meet a variety of needs and applications necessary for increased personal productivity and effectiveness. Develop your own skill sets, use the Perception 360 skill sets, or select from both yours and the Perception 360. For more information about the Perception 360 Multi-Raters Feedback

More Information: SELECT Pre-Employment Testing System ASSESS Assessment System for Supervisors, Managers & Professionals SalesMax for Selecting Salespeople E-Net Hire Workplace Attitudinal Assessment System Orion Pre-Employment Testing System Proception 2 Profiling System Perception 360 Multi Raters Assessment Please contact us for more information about these Selection and Assessment systems.

Selection & Assessment Tools


Perception 360 360 Degree Feedback - Multi Raters Assessment (MRA)

Perception 360 is a Web-based assessment designed to meet a variety of needs and applications necessary for increased personal productivity and effectiveness. Practical Applications Training Need Analysis Career Development Executive and Individual Counseling Organizational Change Team Building Identify High Potential Performance Complementing Performance Appraisal

Diversity Awareness Develop your own skill sets, use the Perception 360 skill sets, or select from both yours and the Perception 360 Benefits of Using Perception 360 Multi-rater Assessments: Provides cost effective feedback on a continues basis Fosters greater individual and work group performance Reduces the barriers that inhabit creativity and innovation Creates better cooperation between functions and among operating units Measures individual and organizational improvements over time MEASURES Key Leadership Skills and Abilities Including: An overview of how a person prefers to operate in a work environment Communication Coaching Conflict resolution Planning and goal setting Problem solving Creativity Technical competence And many more Perception 360 is... Easy to administer and process Customizable - create your own 360 questionnaires PC-based reports produced immediately on-site

Perception 360 Sample Report (.PDF file format - see below) Perception 360 Starter Kit Includes software, keytag manual, Feedback How To Book, and 140 units. Number: B-2 Call or email us for price Perception 360 - Additional Report Units Number: B-1 Call or email us for price Please contact us for more information about 360 Degree Feedback / MRA assessment systems.

Selection & Assessment Tools

Introduction

Cost effective tests to help you select and hire the best... The SELECT Associate Screening System is a family of related preemployment tests designed to measure important, work-related, personality characteristics in applicants for entry-level jobs. This is a online application that only requires an Internet / Web connection and browser software in order to use. It is also available in a paper and pencil format (requires online input to process report). Available in English, Spanish, and French Canadian. High quality screening tools
Validated for specific jobs and industries Predictive of Job Success Developed by organizational psychologists Concise reports with Interview Suggestions EEOC / ADA compliant

State-of-the-art technology
PC-based, Internet, Intranet ready Immediate results at your site Easy database management Off-the-shelf, tailored or totally custom solutions

Helps you hire the best people Improved Service Increased Sales Better Retention
Greater Productivity

When should SELECT tests be used? Each of the SELECT tests have been designed to be used early in the employment selection process, after initial screening, but before the employment interview. Test results include interview probe suggestions and indications of unusual responses that should be probed during the interview. What do the SELECT tests measure? Each of the tests has been specially developed and validated for a specific job type or a group of jobs in a specific industry. Each measures key dimensions of job Personality and job abilities competencies. Each measures important underlying personality attributes in somewhat different ways, but each produces overall predictor indices of Performance and Integrity appropriate to the job or industry type. Performance Index A measure of traits associated with successful performance in the job Energy Activity level and stamina Productive Attitude A positive expectation about people, the company and work-related outcomes Frustration Tolerance Emotional resilience

Acceptance of Diversity Tolerance of others different from self Integrity Index A measure of attitudes about personal integrity and work ethic

Reports Offer These Options: Job Task Measures willingness to do a variety of related job duties. Counter Productive Behaviors This module includes assessment of Counter Productive Behaviors. Caution: Counter Productive Behaviors includes questions related to drug use and theft which are prohibited in some states. This module is now available with or without items relating to use of illegal drugs. Structured Interview Report format contains structured interview questions. Each test takes approximately 20 minutes to complete. To learn more about using SELECT in your hiring process, click on any of the job categories below.

Selection & Assessment Tools ORION Pre- Employment Assessment System

Reliable. Valid. Cost-effective. Versatile. Hiring the Right People depends on what is known about them. This preemployment assessment system is for entry-level and hourly employees. Currently it available in Computer (CD-ROM and hardlock), TeleScore , and FaxServ Scoring Options. A Web-based version is in development. Identify Superior Job Candidates for: Retail Clerk Store Stocking Staff Warehouse Staff Bank Staff| Restaurant Staff Production Workers This Pre-Employment Assessment is: Well validated Free from adverse impact Able to minimize interviewer bias Easy to use Designed to deliver results

PC compatible and Windows ready

THE PROFILE An applicant's Orion Profile includes four sections. Each section includes information vital to hiring the best applicant. Validity Level How do ou know if the applicant answered the survey questions in a consistent, forthright way? The Validity Level tells you to what extent the applicant tried to tell you what he or she thought you wanted to hear. This is the first piece of information on the Profile because it tells you about the reliability of the remaining information. Self-Assessments Certain questions on the Survey ask the applicant to describe past behavior along with work activities the applicant likes and dislikes. The Self-Assessments hightlight potential problems or positives. Attitude Scales Depending on which version of the survey iis used, the Orion Profile provides a combination of work-related attitude scales. Every Profile includes: Supervisory Work Drug Use Theft Attitude Prospect for Long-Term Employment The remaining scales appear in various combinations on different survey versions. View more information about ORION Attitude Scales and Report Options Post-Survey Interview Questons Because the Orion Survey is not a "pass / fail test," this final section can be an important element in the hiring decision. Each Profile lists applicant-specific Post-Survey Interview Questions. The questions help managers explore areas of concern with the applicant so that they can make more informed hiring decisions. They also allow managers to counsel the applicant on what is expected should he / she be hired. The Post-Survey Interview Questions help novice interviews conduct more meaningful interviews. more efficiently. Orion Assessments support positive employee-management relationships at this early point of contact. SAMPLE REPORTS - ORION Pre-employment Assessment Good Long Bad Long PE3 - CS Good Medium Bad Medium Good Short Bad Short Good Long Bad Long PE3 - Safe Good Medium Bad Medium

PE3 - Safe-CS

Good Short Good Long Good Medium Good Short

Bad Short Bad Long Bad Medium Bad Short

Profile Style: Short Profile Medium Profile -

1 page with Post-Survey Interview Questions listed by number multiple pages including the text of the Post-Survey Interview Questions multiple pages including the text of the Post-Survey Interview Questions space provided for interviewers notes

Long Profile -

More Information ORION Scoring Options ORION Attitude Scales & Report Options ORION Validity ORION - EEOC Information ORION Statistics Contact us for more information regarding the ORION Pre-employment Assessment.

THE ORION SYSTEM PROFILE OF


PE-3 CS Good Profile
Return to ORION System main page

VALIDITY INDEX
PE-3 CS Good Profile has a validity index located in Level 1 and is within acceptable limits. Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 CS Good Profile Workplace Drug Use Attitudes ....Believes any drug use reflects negatively upon an employer. ....Disapproves of the use of marijuana. Organizational Attitudes ....Won't criticize the company to others. ....Believes an employee is an important part of a big company.

Supervisory Attitudes ....Follows superior's orders closely. ....Believes management should admit mistakes to employees. ....Follows rules consistently. ....Offers no excuses for underachievement. ....Tends to accept supervision well. ....Takes orders well. ....Shows patience with people. ....Won't over-supervise. Work Attitudes ....Views tardiness to work negatively. ....Is attentive to details. ....Is not averse to working long hours. ....Feels strongly that an employee should never call in sick when he is not.

Negative Areas
PE-3 CS Good Profile Workplace Drug Use Attitudes ....Has tendencies toward a permissive attitude regarding marijuana. Organizational Attitudes ....May not follow company policies and procedures closely. Supervisory Attitudes ....Believes that seniority is more important than merit when promoting. ....Tends to believe that one gets to the top by means other than hard work. Work Attitudes ....May have permissive attitude toward unexplained absences.

Comparative Analysis
When the responses of PE-3 CS Good Profile are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Above Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Above Average Low Risk Low Risk Above Average

Customer Service ...None

Below Average FOLLOW-UP SUGGESTIONS

Post-Survey Interview
PE-3 CS Good Profile should be asked the following questions: Workplace Drug Use Attitudes Why did you answer the following question with Totally Disagree? 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired. EXPLANATION:

ACCEPTABLE Why shouldn't he be fired? EXPLANATION:

MARGINAL

UNACCEPTABLE

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 4. A good employee should always support the organization when outsiders criticize it. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 24. A company's policies and procedures should be followed without deviation.

EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

When should you not follow company policies and procedures? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 8. When promoting, merit (good job performance) should be given more weight than seniority. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 21. A majority of individuals succeed in business by performing their job in a superior manner. EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 16. An employee who steals should be exposed in public.

EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Why shouldn't a thief be exposed in public? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 44. A person who takes $5.00 a year from his/her employer is a thief. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Are there different degrees of thievery? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 15. John is absent from a day of work and gives no explanation to his supervisor. He should be fired. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Wednesday, November 20, 2002


The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2002 Orion Systems. All rights reserved.

HE ORION SYSTEM PROFILE OF


PE-3 CS Good Profile
VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 CS Good Profile has made no problematic SELF-ASSESSMENTS. SUMMARY OF ATTITUDES Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Customer Service POST-SURVEY INTERVIEW QUESTIONS Response Question Totally Disagree 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired. Follow-up: Why shouldn't he be fired? Totally Disagree 4. A good employee should always support the organization when outsiders criticize it. Above Average Low Risk Low Risk Above Average Below Average Return to ORION System main page

Totally Disagree

24. A company's policies and procedures should be followed without deviation. Follow-up: When should you not follow company policies and procedures?

Totally Disagree Totally Disagree Totally Disagree

8. When promoting, merit (good job performance) should be given more weight than seniority. 21. A majority of individuals succeed in business by performing their job in a superior manner. 16. An employee who steals should be exposed in public. Follow-up: Why shouldn't a thief be exposed in public?

Totally Disagree

44. A person who takes $5.00 a year from his/her employer is a thief. Follow-up: Are there different degrees of thievery?

Totally Disagree

15. John is absent from a day of work and gives no explanation to his supervisor. He should be fired. Wednesday, November 20, 2002

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2002 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 CS Good Profile
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey.

PE-3 CS Good Profile has made no problematic SELF-ASSESSMENTS. Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Customer Service Above Average Low Risk Low Risk Above Average Below Average

Questions for the POST-SURVEY INTERVIEW are: 4, 8, 15, 16, 19, 21, 24, 44 Wednesday, November 20, 2002

THE ORION SYSTEM PROFILE OF


PE-3 SAFE GOOD PROFILE
Return to ORION System main page

VALIDITY INDEX
PE-3 SAFE GOOD PROFILE has a validity index located in Level 1 and is within acceptable limits. Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 SAFE GOOD PROFILE Workplace Drug Use Attitudes ....Believes any drug use reflects negatively upon an employer. ....Disapproves of the use of marijuana. Organizational Attitudes ....Won't criticize the company to others. ....Believes an employee is an important part of a big company. Supervisory Attitudes ....Follows superior's orders closely. ....Believes management should admit mistakes to employees. ....Follows rules consistently. ....Offers no excuses for underachievement. ....Tends to accept supervision well.

....Takes orders well. ....Shows patience with people. ....Won't over-supervise. Work Attitudes ....Views tardiness to work negatively. ....Is attentive to details. ....Is not averse to working long hours. ....Feels strongly that an employee should never call in sick when he is not.

Negative Areas
PE-3 SAFE GOOD PROFILE Workplace Drug Use Attitudes ....Has tendencies toward a permissive attitude regarding marijuana. Organizational Attitudes ....May not follow company policies and procedures closely. Supervisory Attitudes ....Believes that seniority is more important than merit when promoting. ....Tends to believe that one gets to the top by means other than hard work. Work Attitudes ....May have permissive attitude toward unexplained absences.

Comparative Analysis
When the responses of PE-3 SAFE GOOD PROFILE are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Above Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Safety & Risk Avoidance Average Low Risk Low Risk Above Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. FOLLOW-UP SUGGESTIONS

...None

Post-Survey Interview
PE-3 SAFE GOOD PROFILE should be asked the following questions: Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Disagree? 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired. EXPLANATION:

ACCEPTABLE Why shouldn't he be fired? EXPLANATION:

MARGINAL

UNACCEPTABLE

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 4. A good employee should always support the organization when outsiders criticize it. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 24. A company's policies and procedures should be followed without deviation. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

When should you not follow company policies and procedures? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 8. When promoting, merit (good job performance) should be given more weight than seniority. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 21. A majority of individuals succeed in business by performing their job in a superior manner. EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 16. An employee who steals should be exposed in public. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Why shouldn't a thief be exposed in public? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 44. A person who takes $5.00 a year from his/her employer is a thief. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Are there different degrees of thievery? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 15. John is absent from a day of work and gives no explanation to his supervisor. He should be fired. EXPLANATION:

ACCEPTABLE

MARGINAL Tuesday, May 06, 2003

UNACCEPTABLE

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE GOOD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE GOOD PROFILE has made no problematic SELFASSESSMENTS. SUMMARY OF ATTITUDES Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Safety & Risk Avoidance Average Low Risk Low Risk Above Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. POST-SURVEY INTERVIEW QUESTIONS Response Question Very Strongly Disagree 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired.

Follow-up: Why shouldn't he be fired? Totally Disagree Totally Disagree 4. A good employee should always support the organization when outsiders criticize it. 24. A company's policies and procedures should be followed without deviation. Follow-up: When should you not follow company policies and procedures? Totally Disagree Very Strongly Disagree Totally Disagree 8. When promoting, merit (good job performance) should be given more weight than seniority. 21. A majority of individuals succeed in business by performing their job in a superior manner. 16. An employee who steals should be exposed in public. Follow-up: Why shouldn't a thief be exposed in public? Totally Disagree 44. A person who takes $5.00 a year from his/her employer is a thief. Follow-up: Are there different degrees of thievery? Very Strongly Disagree 15. John is absent from a day of work and gives no explanation to his supervisor. He should be fired. Tuesday, May 06, 2003
The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF

PE-3 SAFE GOOD PROFILE


Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE GOOD PROFILE has made no problematic SELFASSESSMENTS. Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Safety & Risk Avoidance Average Low Risk Low Risk Above Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. Questions for the POST-SURVEY INTERVIEW are: 4, 8, 15, 16, 19, 21, 24, 44

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS GOOD PROFILE
Return to ORION System main page

VALIDITY INDEX
PE-3 SAFE-CS GOOD PROFILE has a validity index located in Level 1 and is within acceptable limits. Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 SAFE-CS GOOD PROFILE Workplace Drug Use Attitudes ....Believes any drug use reflects negatively upon an employer. ....Disapproves of the use of marijuana.

Organizational Attitudes ....Won't criticize the company to others. ....Believes an employee is an important part of a big company. Supervisory Attitudes ....Follows superior's orders closely. ....Believes management should admit mistakes to employees. ....Follows rules consistently. ....Offers no excuses for underachievement. ....Tends to accept supervision well. ....Takes orders well. ....Shows patience with people. ....Won't over-supervise. Work Attitudes ....Views tardiness to work negatively. ....Is attentive to details. ....Is not averse to working long hours. ....Feels strongly that an employee should never call in sick when he is not.

Negative Areas
PE-3 SAFE-CS GOOD PROFILE Workplace Drug Use Attitudes ....Has tendencies toward a permissive attitude regarding marijuana. Organizational Attitudes ....May not follow company policies and procedures closely. Supervisory Attitudes ....Believes that seniority is more important than merit when promoting. ....Tends to believe that one gets to the top by means other than hard work. Work Attitudes ....May have permissive attitude toward unexplained absences.

Comparative Analysis
When the responses of PE-3 SAFE-CS GOOD PROFILE are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Above Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes Average Low Risk

Workplace Theft Attitudes Prospects for Long-Term Employment Customer Service Safety & Risk Avoidance

Low Risk Above Average Below Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. FOLLOW-UP SUGGESTIONS ...None

Post-Survey Interview
PE-3 SAFE-CS GOOD PROFILE should be asked the following questions: Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Disagree? 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired. EXPLANATION:

ACCEPTABLE Why shouldn't he be fired? EXPLANATION:

MARGINAL

UNACCEPTABLE

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 4. A good employee should always support the organization when outsiders criticize it. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 24. A company's policies and procedures should be followed without deviation. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

When should you not follow company policies and procedures? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 8. When promoting, merit (good job performance) should be given more weight than seniority. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 21. A majority of individuals succeed in business by performing their job in a superior manner.

EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 16. An employee who steals should be exposed in public. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Why shouldn't a thief be exposed in public? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Disagree? 44. A person who takes $5.00 a year from his/her employer is a thief. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Are there different degrees of thievery? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Disagree? 15. John is absent from a day of work and gives no explanation to his supervisor. He should be fired. EXPLANATION:

ACCEPTABLE

MARGINAL Tuesday, May 06, 2003

UNACCEPTABLE

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS GOOD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE-CS GOOD PROFILE has made no problematic SELFASSESSMENTS. SUMMARY OF ATTITUDES Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Average Low Risk Low Risk

Prospects for Long-Term Employment Customer Service Safety & Risk Avoidance

Above Average Below Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. POST-SURVEY INTERVIEW QUESTIONS Response Question Very Strongly Disagree 19. Tom is an excellent employee. One day, away from his work, he and a friend smoke a marijuana cigarette. He returns to work only a little high, but able to perform his job satisfactorily. He should be fired. Follow-up: Why shouldn't he be fired? Very Strongly Disagree Totally Disagree 4. A good employee should always support the organization when outsiders criticize it. 24. A company's policies and procedures should be followed without deviation. Follow-up: When should you not follow company policies and procedures? Very Strongly Disagree Very Strongly Disagree Totally Disagree 8. When promoting, merit (good job performance) should be given more weight than seniority. 21. A majority of individuals succeed in business by performing their job in a superior manner. 16. An employee who steals should be exposed in public. Follow-up: Why shouldn't a thief be exposed in public? Totally Disagree 44. A person who takes $5.00 a year from his/her employer is a thief. Follow-up: Are there different degrees of thievery? Very Strongly Disagree 15. John is absent from a day of work and gives no

explanation to his supervisor. He should be fired. Tuesday, May 06, 2003


The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS GOOD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE-CS GOOD PROFILE has made no problematic SELFASSESSMENTS. Supervisory Attitudes Above Average Work Attitudes Workplace Drug Use Attitudes Workplace Theft Attitudes Prospects for Long-Term Employment Customer Service Safety & Risk Avoidance Average Low Risk Low Risk Above Average Below Average Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and risk avoidance. Continue with pre-hire procedures. Questions for the POST-SURVEY INTERVIEW are: 4, 8, 15, 16, 19, 21, 24, 44 Tuesday, May 06, 2003

THE ORION SYSTEM PROFILE OF

PE-3 CS Bad Profile


Return to ORION System main page

VALIDITY INDEX
PE-3 CS Bad Profile has a validity index located in Level 1 and is within acceptable limits. Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 CS Bad Profile Organizational Attitudes ....Doesn't believe rank should be given special privileges. Supervisory Attitudes ....Believes that when promoting, merit is more important than longevity. Work Attitudes ....Believes in strong action against unexplained absences.

Negative Areas
PE-3 CS Bad Profile Workplace Drug Use Attitudes ....Believes most people get high on the job at one time or another. ....Believes that drug use away from work is no business of his/her employer. ....May have a permissive attitude toward the use of drugs on the job. ....Experiments with drugs. ....Is inclined to rationalize the use of marijuana. Organizational Attitudes ....May criticize his/her employer to outsiders. ....Tends to believe that an employee is an insignificant part of a large company. ....Is not a joiner. Supervisory Attitudes ....May tend to disregard superior's orders. ....Doesn't believe management should admit mistakes to employees. ....Believes a majority of individuals succeed in business by 'who they know.' ....May break rules to fit specific situations. ....May offer excuses for his/her underachievement. ....Tends to believe a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....May question ability of supervisor. ....Doesn't like to be told what to do.

....Is inclined to be impatient with people. ....May over-supervise. Workplace Theft Attitudes ....Has stolen small items in previous jobs. Work Attitudes ....Has had problems getting to work on time in previous jobs. ....Tends to offer excuses for tardiness. ....May be inattentive to details. ....May have problems with long work hours. ....Has had four or more jobs in the last two years. ....Has a permissive attitude toward employees who call in sick when they are not. ....Has had problems with absences in previous jobs.

Comparative Analysis
When the responses of PE-3 CS Bad Profile are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Below Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service Below Average High Risk High Risk Below Average Below Average

FOLLOW-UP SUGGESTIONS Counsel the subject on company's policies regarding drug use in the workplace. Counsel the subject on company's policies regarding theft in the workplace.

Post-Survey Interview
PE-3 CS Bad Profile should be asked the following questions: Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree?

14. Most employees get high on the job at one time or another. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that an employee's conduct outside his job reflects on his employer? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 30. Some people work as well slightly high as they do sober. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

How do you feel about drug use in the workplace? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you feel that a person's job performance can suffer as a result of drug use? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you wish to work in a drug free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it reasonable for your co-workers to expect to work in a drug-free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 35. I experiment with drugs, but it never affects my job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 41. Smoking a marijuana cigarette is the same as having a drink. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 49. These days almost everyone experiments with marijuana. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 23. An employee should criticize his/her company when he/she believes it to be wrong. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has

personal problems that soon will be worked out. Instead of firing the employee, Jack transfers him to a position where he cannot be detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 2. Management should never admit mistakes to their employees. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 3. A majority of individuals succeed in business by 'who they know'. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 31. Cheating is the way a majority of individuals succeed in business. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 34. In previous jobs I have been difficult to supervise, but that is behind me now. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that rank has its privileges? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 43. I consider myself a difficult person to supervise. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 45. Many employees could do a better job than their supervisors. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that most supervisors deserve their jobs? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 6. If a person is caught stealing from a company, in some instances he/she should be given another chance. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Aren't you just asking for trouble? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Theft Attitudes Why did you answer the following question with Totally Agree? 20. In previous jobs I've stolen small items, but I will never do it again. EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

In what instances should theft be overlooked? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 51. Low pay sometimes causes honest employees to steal. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it sometimes an employer's fault when an employee steals? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 5. In previous jobs I've had problems getting to work on time, but that's behind me now. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 13. Long hours at work cause problems with my family. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 22. I have had four or more jobs in the last two years. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Work Attitudes Why did you answer the following question with Totally Agree? 50. In other jobs I've had problems with absences, but that is behind me now. EXPLANATION:

ACCEPTABLE Competition

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 58. Most good salespersons are sometimes rude when they discover a customer probably won't purchase anything. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 59. Lisa spends 15 minutes with a customer but fails to make a sale. Her time was wasted. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 60. The days of 'the customer is always right' are over. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 61. I am not a very courteous person, but I have my reasons. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 62. Most salespersons are too busy to be polite and courteous. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 67. I'm usually too busy to be courteous to customers. EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 56. It is difficult to get along with most people.

EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 63. In previous jobs I have had difficulty communicating with my supervisors. EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 64. I have difficulty communicating with others. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Wednesday, November 20, 2002


The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2002 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF

PE-3 CS Bad Profile


Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 CS Bad Profile has made the following SELF-ASSESSMENTS: ....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs. ....Finds it difficult to get along with most people. ....Is not a very courteous person. ....Is usually too busy to be courteous to customers. SUMMARY OF ATTITUDES Supervisory Attitudes Below Average Work Attitudes Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service POST-SURVEY INTERVIEW QUESTIONS Response Question Totally Agree Very Strongly Agree 14. Most employees get high on the job at one time or another. 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. Follow-up: Do you believe that an employee's conduct outside his job Below Average High Risk High Risk Below Average Below Average

reflects on his employer? Totally Agree 30. Some people work as well slightly high as they do sober. Follow-up: How do you feel about drug use in the workplace? Follow-up: Do you feel that a person's job performance can suffer as a result of drug use? Follow-up: Do you wish to work in a drug free environment? Follow-up: Is it reasonable for your co-workers to expect to work in a drug-free environment? Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree 35. I experiment with drugs, but it never affects my job. 41. Smoking a marijuana cigarette is the same as having a drink. 49. These days almost everyone experiments with marijuana. 23. An employee should criticize his/her company when he/she believes it to be wrong. 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has personal problems that soon will be worked out. Instead of firing the employee, Jack transfers him to a position where he cannot be detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. 2. Management should never admit mistakes to their employees. 3. A majority of individuals succeed in business by 'who they know'. 31. Cheating is the way a majority of individuals succeed in business.

Totally Agree Very Strongly Agree Very Strongly Agree

Totally Agree Totally Agree

34. In previous jobs I have been difficult to supervise, but that is behind me now. 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. Follow-up: Do you believe that rank has its privileges?

Very Strongly Agree Very Strongly Agree

43. I consider myself a difficult person to supervise. 45. Many employees could do a better job than their supervisors. Follow-up: Do you believe that most supervisors deserve their jobs?

Totally Agree

6. If a person is caught stealing from a company, in some instances he/she should be given another chance. Follow-up: Aren't you just asking for trouble?

Totally Agree Totally Agree

20. In previous jobs I've stolen small items, but I will never do it again. 32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. Follow-up: In what instances should theft be overlooked?

Very Strongly Agree

51. Low pay sometimes causes honest employees to steal. Follow-up: Is it sometimes an employer's fault when an employee steals?

Very Strongly Agree Very Strongly Agree Totally Agree

5. In previous jobs I've had problems getting to work on time, but that's behind me now. 13. Long hours at work cause problems with my family. 22. I have had four or more jobs in the last two years.

Totally Agree Totally Agree Very Strongly Agree Totally Agree Very Strongly Agree Totally Agree Very Strongly Agree Totally Agree Very Strongly Agree Totally Agree

50. In other jobs I've had problems with absences, but that is behind me now. 58. Most good salespersons are sometimes rude when they discover a customer probably won't purchase anything. 59. Lisa spends 15 minutes with a customer but fails to make a sale. Her time was wasted. 60. The days of 'the customer is always right' are over. 61. I am not a very courteous person, but I have my reasons. 62. Most salespersons are too busy to be polite and courteous. 67. I'm usually too busy to be courteous to customers. 56. It is difficult to get along with most people. 63. In previous jobs I have had difficulty communicating with my supervisors. 64. I have difficulty communicating with others. Wednesday, November 20, 2002

THE ORION SYSTEM PROFILE OF


PE-3 CS Bad Profile
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 CS Bad Profile has made the following SELF-ASSESSMENTS: ....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs.

....Finds it difficult to get along with most people. ....Is not a very courteous person. ....Is usually too busy to be courteous to customers. Supervisory Attitudes Below Average Work Attitudes Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service Below Average High Risk High Risk Below Average Below Average

Questions for the POST-SURVEY INTERVIEW are: 1, 2, 3, 5, 6, 13, 14, 20, 22, 23, 27, 30, 31, 32, 34, 35, 36, 41, 43, 45, 49, 50, 51, 56, 58, 59, 60, 61, 62, 63, 64, 67 Wednesday, November 20, 2002
The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2002 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE BAD PROFILE
Return to ORION System main page

VALIDITY INDEX
PE-3 SAFE BAD PROFILE has a validity index located in Level 1 and is within acceptable limits. Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 SAFE BAD PROFILE Organizational Attitudes ....Doesn't believe rank should be given special privileges.

Supervisory Attitudes ....Believes that when promoting, merit is more important than longevity. Work Attitudes ....Believes in strong action against unexplained absences.

Negative Areas
PE-3 SAFE BAD PROFILE Workplace Drug Use Attitudes ....Believes most people get high on the job at one time or another. ....Believes that drug use away from work is no business of his/her employer. ....May have a permissive attitude toward the use of drugs on the job. ....Experiments with drugs. ....Is inclined to rationalize the use of marijuana. Organizational Attitudes ....May criticize his/her employer to outsiders. ....Tends to believe that an employee is an insignificant part of a large company. ....Is not a joiner. Supervisory Attitudes ....May tend to disregard superior's orders. ....Doesn't believe management should admit mistakes to employees. ....Believes a majority of individuals succeed in business by 'who they know.' ....May break rules to fit specific situations. ....May offer excuses for his/her underachievement. ....Tends to believe a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....May question ability of supervisor. ....Doesn't like to be told what to do. ....Is inclined to be impatient with people. ....May over-supervise. Workplace Theft Attitudes ....Has stolen small items in previous jobs. Work Attitudes ....Has had problems getting to work on time in previous jobs. ....Tends to offer excuses for tardiness. ....May be inattentive to details. ....May have problems with long work hours. ....Has had four or more jobs in the last two years. ....Has a permissive attitude toward employees who call in sick when they are not. ....Has had problems with absences in previous jobs.

Comparative Analysis

When the responses of PE-3 SAFE BAD PROFILE are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Below Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Safety & Risk Avoidance Below Average High Risk High Risk Below Average Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority. FOLLOW-UP SUGGESTIONS Counsel the subject on company's policies regarding drug use in the workplace. Counsel the subject on company's policies regarding theft in the workplace.

Post-Survey Interview
PE-3 SAFE BAD PROFILE should be asked the following questions: Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 14. Most employees get high on the job at one time or another. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that an employee's conduct outside his job reflects on his employer? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 30. Some people work as well slightly high as they do sober. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

How do you feel about drug use in the workplace? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you feel that a person's job performance can suffer as a result of drug use? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you wish to work in a drug free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it reasonable for your co-workers to expect to work in a drug-free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 35. I experiment with drugs, but it never affects my job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes

Why did you answer the following question with Very Strongly Agree? 41. Smoking a marijuana cigarette is the same as having a drink. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Very Strongly Agree? 49. These days almost everyone experiments with marijuana. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 23. An employee should criticize his/her company when he/she believes it to be wrong. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has personal problems that soon will be worked out. Instead of firing the employee, Jack transfers him to a position where he cannot be

detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 2. Management should never admit mistakes to their employees. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 3. A majority of individuals succeed in business by 'who they know'. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 31. Cheating is the way a majority of individuals succeed in business. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 34. In previous jobs I have been difficult to supervise, but that is behind me now. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that rank has its privileges? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 43. I consider myself a difficult person to supervise. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 45. Many employees could do a better job than their supervisors. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that most supervisors deserve their jobs? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 6. If a person is caught stealing from a company, in some instances he/she should be given another chance. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Aren't you just asking for trouble? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 20. In previous jobs I've stolen small items, but I will never do it again. EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

In what instances should theft be overlooked? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 51. Low pay sometimes causes honest employees to steal. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it sometimes an employer's fault when an employee steals? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 5. In previous jobs I've had problems getting to work on time, but that's behind me now. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 13. Long hours at work cause problems with my family. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 22. I have had four or more jobs in the last two years. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Very Strongly Agree? 50. In other jobs I've had problems with absences, but that is behind me now. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 56. I believe many work place safety rules exist merely to satisfy government regulations. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 57. In previous jobs I have taken physical risks, as long as it did not endanger anyone else. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 58. In previous jobs I gave up some safety considerations in order to work faster. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 59. In previous jobs I have sometimes ignored workplace safety rules in order to complete a project on time. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 60. In previous jobs I took safety risks at work, but I usually knew what I was doing. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 61. I've been involved in unsafe workplace incidents, but it was only

carelessness. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 62. In previous jobs I've been cautioned about safety violations. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 63. In previous jobs I have violated safety rules at work, but I always had a good reason. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 64. In previous jobs I have violated safety rules at work, but no one was ever hurt. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 65. In previous jobs I have been forced to take safety risks to meet my deadlines. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 66. While at work I can best be described as a risk taker. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Very Strongly Agree? 67. I have been involved in careless workplace conduct in the last two years. EXPLANATION:

ACCEPTABLE

MARGINAL Tuesday, May 06, 2003

UNACCEPTABLE

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE BAD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE BAD PROFILE has made the following SELFASSESSMENTS: ....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs. ....Believes many work place safety rules exist merely to satisfy government regulations. ....Has taken physical risks in previous jobs. ....Gave up some safety considerations in order to work faster in previous jobs. ....Takes unnecessary safety risks. ....Took safety risks at work in previous jobs. ....Was careless in the workplace in previous jobs. ....Has been cautioned about safety violations in previous jobs. ....Has violated safety rules at work in previous jobs. ....Is a risk taker. ....Has been involved in careless workplace conduct in the last two years. SUMMARY OF ATTITUDES Supervisory Attitudes Below Average Work Attitudes Below Average

Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Safety & Risk Avoidance

High Risk High Risk Below Average Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority. POST-SURVEY INTERVIEW QUESTIONS Response Question Very Strongly Agree Very Strongly Agree 14. Most employees get high on the job at one time or another. 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. Follow-up: Do you believe that an employee's conduct outside his job reflects on his employer? Very Strongly Agree 30. Some people work as well slightly high as they do sober. Follow-up: How do you feel about drug use in the workplace? Follow-up: Do you feel that a person's job performance can suffer as a result of drug use? Follow-up: Do you wish to work in a drug free environment? Follow-up: Is it reasonable for your co-workers to expect to work in a drug-free environment?

Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree

35. I experiment with drugs, but it never affects my job. 41. Smoking a marijuana cigarette is the same as having a drink. 49. These days almost everyone experiments with marijuana. 23. An employee should criticize his/her company when he/she believes it to be wrong. 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has personal problems that soon will be worked out. Instead of firing the employee, Jack transfers him to a position where he cannot be detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. 2. Management should never admit mistakes to their employees. 3. A majority of individuals succeed in business by 'who they know'. 31. Cheating is the way a majority of individuals succeed in business. 34. In previous jobs I have been difficult to supervise, but that is behind me now. 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. Follow-up: Do you believe that rank has its privileges?

Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree

Very Strongly Agree Very Strongly Agree

43. I consider myself a difficult person to supervise. 45. Many employees could do a better job than their supervisors. Follow-up: Do you believe that most supervisors deserve their jobs?

Very Strongly Agree

6. If a person is caught stealing from a company, in some instances he/she should be given another chance. Follow-up: Aren't you just asking for trouble?

Very Strongly Agree Very Strongly Agree

20. In previous jobs I've stolen small items, but I will never do it again. 32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. Follow-up: In what instances should theft be overlooked?

Very Strongly Agree

51. Low pay sometimes causes honest employees to steal. Follow-up: Is it sometimes an employer's fault when an employee steals?

Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree

5. In previous jobs I've had problems getting to work on time, but that's behind me now. 13. Long hours at work cause problems with my family. 22. I have had four or more jobs in the last two years. 50. In other jobs I've had problems with absences, but that is behind me now. 56. I believe many work place safety rules exist merely to satisfy government regulations. 57. In previous jobs I have taken physical risks, as long as it did not endanger anyone else. 58. In previous jobs I gave up some safety considerations in order to work faster. 59. In previous jobs I have sometimes ignored workplace safety rules in order to complete a project on time. 60. In previous jobs I took safety risks at work, but I usually knew what I was doing. 61. I've been involved in unsafe workplace incidents, but it was only carelessness.

Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree Very Strongly Agree

62. In previous jobs I've been cautioned about safety violations. 63. In previous jobs I have violated safety rules at work, but I always had a good reason. 64. In previous jobs I have violated safety rules at work, but no one was ever hurt. 65. In previous jobs I have been forced to take safety risks to meet my deadlines. 66. While at work I can best be described as a risk taker. 67. I have been involved in careless workplace conduct in the last two years. Tuesday, May 06, 2003

THE ORION SYSTEM PROFILE OF


PE-3 SAFE BAD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE BAD PROFILE has made the following SELFASSESSMENTS: ....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs. ....Believes many work place safety rules exist merely to satisfy government regulations. ....Has taken physical risks in previous jobs. ....Gave up some safety considerations in order to work faster in

previous jobs. ....Takes unnecessary safety risks. ....Took safety risks at work in previous jobs. ....Was careless in the workplace in previous jobs. ....Has been cautioned about safety violations in previous jobs. ....Has violated safety rules at work in previous jobs. ....Is a risk taker. ....Has been involved in careless workplace conduct in the last two years. Supervisory Attitudes Below Average Work Attitudes Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Safety & Risk Avoidance Below Average High Risk High Risk Below Average Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority. Questions for the POST-SURVEY INTERVIEW are: 1, 2, 3, 5, 6, 13, 14, 20, 22, 23, 27, 30, 31, 32, 34, 35, 36, 41, 43, 45, 49, 50, 51, 56, 57, 58, 59, 60, 61, 62, 63, 64, 65, 66, 67 Tuesday, May 06, 2003

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS BAD PROFILE
Return to ORION System main page

VALIDITY INDEX
PE-3 SAFE-CS BAD PROFILE has a validity index located in Level 1 and is within acceptable limits.

Occasionally a 'positive' and 'negative' area may appear contradictory. However, a closer reading of these finely defined statements will reveal a distinct difference.

Positive Areas
PE-3 SAFE-CS BAD PROFILE Organizational Attitudes ....Doesn't believe rank should be given special privileges. Supervisory Attitudes ....Believes that when promoting, merit is more important than longevity. Work Attitudes ....Believes in strong action against unexplained absences.

Negative Areas
PE-3 SAFE-CS BAD PROFILE Workplace Drug Use Attitudes ....Believes most people get high on the job at one time or another. ....Believes that drug use away from work is no business of his/her employer. ....May have a permissive attitude toward the use of drugs on the job. ....Experiments with drugs. ....Is inclined to rationalize the use of marijuana. Organizational Attitudes ....May criticize his/her employer to outsiders. ....Tends to believe that an employee is an insignificant part of a large company. ....Is not a joiner. Supervisory Attitudes ....May tend to disregard superior's orders. ....Doesn't believe management should admit mistakes to employees. ....Believes a majority of individuals succeed in business by 'who they know.' ....May break rules to fit specific situations. ....May offer excuses for his/her underachievement. ....Tends to believe a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....May question ability of supervisor. ....Doesn't like to be told what to do. ....Is inclined to be impatient with people. ....May over-supervise. Workplace Theft Attitudes ....Has stolen small items in previous jobs. Work Attitudes ....Has had problems getting to work on time in previous jobs. ....Tends to offer excuses for tardiness.

....May be inattentive to details. ....May have problems with long work hours. ....Has had four or more jobs in the last two years. ....Has a permissive attitude toward employees who call in sick when they are not. ....Has had problems with absences in previous jobs.

Comparative Analysis
When the responses of PE-3 SAFE-CS BAD PROFILE are analyzed and/or compared with other subjects with like or similar responses, the following general observations can be made: Supervisory Attitudes Below Average (Does the subject accept supervision well?) (Does the subject have acceptable supervisory potential?) Work Attitudes (Views on tardiness and absenteeism.) Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service Safety & Risk Avoidance Below Average High Risk High Risk Below Average Below Average Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority. FOLLOW-UP SUGGESTIONS Counsel the subject on company's policies regarding drug use in the workplace. Counsel the subject on company's policies regarding theft in the workplace.

Post-Survey Interview
PE-3 SAFE-CS BAD PROFILE should be asked the following questions:

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 14. Most employees get high on the job at one time or another. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that an employee's conduct outside his job reflects on his employer? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 30. Some people work as well slightly high as they do sober. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

How do you feel about drug use in the workplace? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you feel that a person's job performance can suffer as a result of drug use? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you wish to work in a drug free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it reasonable for your co-workers to expect to work in a drug-free environment? EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 35. I experiment with drugs, but it never affects my job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 41. Smoking a marijuana cigarette is the same as having a drink. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Drug Use Attitudes Why did you answer the following question with Totally Agree? 49. These days almost everyone experiments with marijuana. EXPLANATION:

ACCEPTABLE Organizational Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 23. An employee should criticize his/her company when he/she believes it to be wrong. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has personal problems that soon will be worked out. Instead of firing the

employee, Jack transfers him to a position where he cannot be detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 2. Management should never admit mistakes to their employees. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 3. A majority of individuals succeed in business by 'who they know'. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 31. Cheating is the way a majority of individuals succeed in business. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Supervisory Attitudes Why did you answer the following question with Totally Agree? 34. In previous jobs I have been difficult to supervise, but that is behind me now. EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that rank has its privileges? EXPLANATION:

ACCEPTABLE Supervisory Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 43. I consider myself a difficult person to supervise. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Supervisory Attitudes Why did you answer the following question with Totally Agree? 45. Many employees could do a better job than their supervisors. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Do you believe that most supervisors deserve their jobs? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 6. If a person is caught stealing from a company, in some instances he/she should be given another chance. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Aren't you just asking for trouble? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 20. In previous jobs I've stolen small items, but I will never do it again.

EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

In what instances should theft be overlooked? EXPLANATION:

ACCEPTABLE Workplace Theft Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 51. Low pay sometimes causes honest employees to steal. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Is it sometimes an employer's fault when an employee steals? EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 5. In previous jobs I've had problems getting to work on time, but that's behind me now. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 13. Long hours at work cause problems with my family. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 22. I have had four or more jobs in the last two years. EXPLANATION:

ACCEPTABLE Work Attitudes

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 50. In other jobs I've had problems with absences, but that is behind me now. EXPLANATION:

ACCEPTABLE Competition

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 70. Most good salespersons are sometimes rude when they discover a customer probably won't purchase anything. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 71. Lisa spends 15 minutes with a customer but fails to make a sale. Her time was wasted. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 72. The days of 'the customer is always right' are over. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 73. I am not a very courteous person, but I have my reasons.

EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 74. Most salespersons are too busy to be polite and courteous. EXPLANATION:

ACCEPTABLE Customer Service

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 79. I'm usually too busy to be courteous to customers. EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 68. It is difficult to get along with most people. EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 75. In previous jobs I have had difficulty communicating with my

supervisors. EXPLANATION:

ACCEPTABLE Communication

MARGINAL

UNACCEPTABLE

Why did you answer the following question with Totally Agree? 76. I have difficulty communicating with others. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 56. I believe many work place safety rules exist merely to satisfy government regulations. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 57. In previous jobs I have taken physical risks, as long as it did not endanger anyone else. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 58. In previous jobs I gave up some safety considerations in order to work faster. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 59. In previous jobs I have sometimes ignored workplace safety rules in order to complete a project on time. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 60. In previous jobs I took safety risks at work, but I usually knew what I was doing. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 61. I've been involved in unsafe workplace incidents, but it was only carelessness. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 62. In previous jobs I've been cautioned about safety violations. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 63. In previous jobs I have violated safety rules at work, but I always had a good reason. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 64. In previous jobs I have violated safety rules at work, but no one was ever hurt. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 65. In previous jobs I have been forced to take safety risks to meet my deadlines.

EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 66. While at work I can best be described as a risk taker. EXPLANATION:

ACCEPTABLE

MARGINAL

UNACCEPTABLE

Workplace Safety Attitudes Why did you answer the following question with Totally Agree? 67. I have been involved in careless workplace conduct in the last two years. EXPLANATION:

ACCEPTABLE

MARGINAL Tuesday, May 06, 2003

UNACCEPTABLE

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS BAD PROFILE

Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE-CS BAD PROFILE has made the following SELFASSESSMENTS: ....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs. ....Believes many work place safety rules exist merely to satisfy government regulations. ....Has taken physical risks in previous jobs. ....Gave up some safety considerations in order to work faster in previous jobs. ....Takes unnecessary safety risks. ....Took safety risks at work in previous jobs. ....Was careless in the workplace in previous jobs. ....Has been cautioned about safety violations in previous jobs. ....Has violated safety rules at work in previous jobs. ....Is a risk taker. ....Has been involved in careless workplace conduct in the last two years. ....Finds it difficult to get along with most people. ....Is not a very courteous person. ....Is usually too busy to be courteous to customers. SUMMARY OF ATTITUDES Supervisory Attitudes Below Average Work Attitudes Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service Below Average High Risk High Risk Below Average Below Average

Safety & Risk Avoidance

Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority. POST-SURVEY INTERVIEW QUESTIONS Response Question Totally Agree Totally Agree 14. Most employees get high on the job at one time or another. 27. An organization has no right to inquire about an employee's use of social drugs, as long as it doesn't affect his/her job. Follow-up: Do you believe that an employee's conduct outside his job reflects on his employer? Totally Agree 30. Some people work as well slightly high as they do sober. Follow-up: How do you feel about drug use in the workplace? Follow-up: Do you feel that a person's job performance can suffer as a result of drug use? Follow-up: Do you wish to work in a drug free environment? Follow-up: Is it reasonable for your co-workers to expect to work in a drug-free environment? Totally Agree Totally Agree Totally Agree Totally Agree 35. I experiment with drugs, but it never affects my job. 41. Smoking a marijuana cigarette is the same as having a drink. 49. These days almost everyone experiments with marijuana. 23. An employee should criticize his/her company when

he/she believes it to be wrong. Totally Agree 1. Jack is a supervisor in charge of several hundred people. His boss orders him to fire one of his employees whose work has been less than satisfactory. However, Jack believes that the employee merely has personal problems that soon will be worked out. Instead of firing the employee, Jack transfers him to a position where he cannot be detected by his boss. The employee does get his problems worked out and now does a good job. Jack's conduct was acceptable considering the circumstances. 2. Management should never admit mistakes to their employees. 3. A majority of individuals succeed in business by 'who they know'. 31. Cheating is the way a majority of individuals succeed in business. 34. In previous jobs I have been difficult to supervise, but that is behind me now. 36. Special privileges should be given to supervisory personnel because they have worked the hardest to attain their position. Follow-up: Do you believe that rank has its privileges? Totally Agree Totally Agree 43. I consider myself a difficult person to supervise. 45. Many employees could do a better job than their supervisors. Follow-up: Do you believe that most supervisors deserve their jobs? Totally Agree 6. If a person is caught stealing from a company, in some instances he/she should be given another chance. Follow-up: Aren't you just asking for trouble? Totally Agree 20. In previous jobs I've stolen small items, but I will never do it again.

Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree

Totally Agree

32. In some instances an employee who steals small items should be overlooked if he/she otherwise does an outstanding job. Follow-up: In what instances should theft be overlooked?

Totally Agree

51. Low pay sometimes causes honest employees to steal. Follow-up: Is it sometimes an employer's fault when an employee steals?

Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree

5. In previous jobs I've had problems getting to work on time, but that's behind me now. 13. Long hours at work cause problems with my family. 22. I have had four or more jobs in the last two years. 50. In other jobs I've had problems with absences, but that is behind me now. 70. Most good salespersons are sometimes rude when they discover a customer probably won't purchase anything. 71. Lisa spends 15 minutes with a customer but fails to make a sale. Her time was wasted. 72. The days of 'the customer is always right' are over. 73. I am not a very courteous person, but I have my reasons. 74. Most salespersons are too busy to be polite and courteous. 79. I'm usually too busy to be courteous to customers. 68. It is difficult to get along with most people. 75. In previous jobs I have had difficulty communicating with my supervisors. 76. I have difficulty communicating with others. 56. I believe many work place safety rules exist merely to satisfy government regulations. 57. In previous jobs I have taken physical risks, as long as it

did not endanger anyone else. Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree Totally Agree 58. In previous jobs I gave up some safety considerations in order to work faster. 59. In previous jobs I have sometimes ignored workplace safety rules in order to complete a project on time. 60. In previous jobs I took safety risks at work, but I usually knew what I was doing. 61. I've been involved in unsafe workplace incidents, but it was only carelessness. 62. In previous jobs I've been cautioned about safety violations. 63. In previous jobs I have violated safety rules at work, but I always had a good reason. 64. In previous jobs I have violated safety rules at work, but no one was ever hurt. 65. In previous jobs I have been forced to take safety risks to meet my deadlines. 66. While at work I can best be described as a risk taker. 67. I have been involved in careless workplace conduct in the last two years. Tuesday, May 06, 2003

THE ORION SYSTEM PROFILE OF


PE-3 SAFE-CS BAD PROFILE
Return to ORION System main page VALIDITY INDEX: LEVEL 1 - Low Risk The subject does not appear to be attempting to alter the results of the survey. PE-3 SAFE-CS BAD PROFILE has made the following SELFASSESSMENTS:

....Believes a majority of individuals succeed in business by 'who they know.' ....Has had problems getting to work on time in previous jobs. ....Has stolen small items in previous jobs. ....Has had four or more jobs in the last two years. ....Believes a majority of individuals succeed in business by cheating. ....Has been difficult to supervise in previous jobs. ....Experiments with drugs. ....Has had problems with absences in previous jobs. ....Believes many work place safety rules exist merely to satisfy government regulations. ....Has taken physical risks in previous jobs. ....Gave up some safety considerations in order to work faster in previous jobs. ....Takes unnecessary safety risks. ....Took safety risks at work in previous jobs. ....Was careless in the workplace in previous jobs. ....Has been cautioned about safety violations in previous jobs. ....Has violated safety rules at work in previous jobs. ....Is a risk taker. ....Has been involved in careless workplace conduct in the last two years. ....Finds it difficult to get along with most people. ....Is not a very courteous person. ....Is usually too busy to be courteous to customers. Supervisory Attitudes Below Average Work Attitudes Workplace Drug Use Attitudes (see Drug Self-Assessment) Workplace Theft Attitudes (see Theft Self-Assessment) Prospects for Long-Term Employment Customer Service Safety & Risk Avoidance Below Average High Risk High Risk Below Average Below Average Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, this applicant should be thoroughly counseled to the absolute satisfaction of the hiring authority regarding potential problematic attitudes toward workplace safety. Focus specifically on the applicant's responses to questions identified for post-survey interview in the safety and risk avoidance area. Document the applicant's responses to the postsurvey interview when required by the hiring authority.

Questions for the POST-SURVEY INTERVIEW are: 1, 2, 3, 5, 6, 13, 14, 20, 22, 23, 27, 30, 31, 32, 34, 35, 36, 41, 43, 45, 49, 50, 51, 56, 57, 58, 59, 60, 61, 62, 63, 64, 65, 66, 67, 68, 70, 71, 72, 73, 74, 75, 76, 79 Tuesday, May 06, 2003
The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. The Orion System is not intended, nor should it ever be used, as the sole determining factor in hiring the most qualified applicant. Copyright 2003 Orion Systems. All rights reserved.

Selection & Assessment Tools ORION Pre- Employment Assessment System Scoring Options
Orion Pre-Employment Assessment options include the following three methods: PERSONAL COMPUTER SCORING Orion Software Choose either Computer Administered Scoring -orRemote Entry Scoring Scoring Time Computer Administered - Instant Remote Entry About 2 minutes System Requirements Windows 95 or above Main Frame Computer Orion can easily load the PE scoring system directly onto your main frame or equivalent system. An ideal choice for those organizations that wish to maintain internal control of the entire screening process. No specialized software required. Includes statistical reporting and programmed hiring guidelines capabilities Profile Style: Short Profile - 1 page with Post-Survey Interview Questions listed by number Medium Profile - multiple pages including the text of the Post-Survey Interview Questions Long Profile - multiple pages including the text of the Post-Survey Interview Questions space provided for interviewers notes

TeleScore SCORING Scoring Time 2 to 3 minutes - Automated service available 24 hours per day, 7 days a week System Requirements Touch tone, desktop telephone Statical Reporting Standard monthly report detailing all applicants Capabilities Profile results by social security number and location number along with a statistical summary by location number. Csutomized reporting is available for an additional fee. Profile Style TeleScore Worksheet customized for each client. Applicant's results along with the PostSurvey Interview Questions are circled on the TeleScore Worksheet as the system reports them. Program Hiring System concludes the annoucement of an Guidelines applicant's results by indicating whether the applicant may be considered further for employment based on your company's customized, specific hiring guidelines.

FaxServ SCORING Scoring Time 2 to 4 minutes - Automated service available 24 hours per day, 7 days a week System Requirements A late model fax machine Statical Reporting Standard monthly report detailing all applicants Capabilities Profile results by social security number and location number along with a statistical summary by location number. Csutomized reporting is available for an additional fee. Profile Style 1 page Profile including Post-Survey Interview Questions listed by number Program Hiring FaxServ prints a message on the applicant's Guidelines profile indicating whether or not the applicant may be considered further for employment based on your company's customized, specific hiring guidelines.

Selection & Assessment Tools ORION Pre- Employment Assessment System Validation
All system development and validation procedures are based upon, and

subscribe to, the guidelines and procedures of the American Psychological Association and the Federal Uniform Guidelines on Employee Selection Procedures. All survey items included in any Orion assessment instrument are developed, reviewed, and validated to meet the Equal Employment Opportunity concerns of the above-mentioned Guidelines, as well as legislation such as the Americans with Disability Act (ADA), and other related requirements. All Orion assessment surveys are demonstrably valid as evidenced by the extensive validation studies we perform. This large volume of validation can be found in our Validation Manual for Orion Systems. This detailed information manual covers the development, validation and adverse impact analysis for all Orion assessments. All users of Orion Systems assessment are urged to conduct periodic age, sex and race analysis to ensure the survey, as well as any other aspect of their selection process, is free from adverse impact. All Orion Systems assessments are designed to allow organizations to collect the information necessary to conduct such analyses.

Selection & Assessment Tools ORION Pre- Employment Assessment System EEOC Information
Selection system design and validation is a primary, on-going activity at Orion Systems. The two principals of the this company (both of whom are attorneys), as well as associated professionals in the fields of psychology and statistical analysis have many years of experience in the development and validation of job-related, applicant assessment systems. All system development and validation procedures are based upon, and subscribe to, the guidelines and procedures of the American Psychological Association and the Federal Uniform Guidelines on Employee Selection Procedures. All survey items included in any Orion assessment instrument are developed, reviewed, and validated to meet the Equal Employment Opportunity concerns of the above-mentioned Guidelines, as well as legislation such as the Americans with Disability Act (ADA), and other related requirements. All Orion assessment surveys are demonstrably valid as evidenced by the extensive validation studies we perform. This large volume of validation can be found in our Validation Manual for Orion Systems. This detailed information manual covers the development, validation and adverse impact analysis for all Orion assessments. All users of Orion Systems assessment are urged to conduct periodic age, sex and race analysis to ensure the survey, as well as any other

aspect of their selection process, is free from adverse impact. All Orion Systems assessments are designed to allow organizations to collect the information necessary to conduct such analyses.

Selection & Assessment Tools ORION Pre- Employment Assessment System Statistics
Distribution of Applicants into Risk Zones Nationwide Sampling 230,000 cases Workplace Theft Attitudes Low Risk Marginal Risk High Risk Workplace Drug Use Attitudes Low Risk Marginal Risk High Risk Work Attitudes Above Average Average Below Average Supervisory Attitudes Above Average Average Below Average Validity Index Low Risk Marginal Risk High Risk Comparative Analysis Drug Admissions vs. Physical Drug Screen 579 Cases Before being given the Orion PE, 579 applicants were given a separate, independent drug screen.

54.0% 20.7% 25.3%

54.8% 15.6% 29.6%

53.2% 23.6% 23.2%

13.6% 72.1% 14.3%

75.6% 14.8% 9.6%

Twenty six test positive. Of those 26, the Orion Workplace Drug Use Attitude Scale and admission questions, correctly predicted 25 of the 26 tested, an accuracy rate of 96%. Of those 25: 30.0% admitted injuries on a previous job 52.9% admitted either health problems or injuries on the job admitted they had problems getting to work on time in previous jobs were either High or Marginal Risk in Workplace Theft 71.4% Attitudes 27.1%

ORION Pre- Employment Assessment System

Reliable. Valid. Cost-effective. Versatile. REPORT OPTIONS: PE3-CS - 68 Questions Use this version when priorities include: lowering turnover lowering workplace theft lowering workplace drug use lowering absenteeism selecting applicants who will work well with supervision selecting applicants who provide excellent customer services

PE3-Safe - 67 Questions Use this version when priorities include: increasing workplace safety lowering workplace accidents lowering turnover lowering workplace theft lowering workplace drug use lowering absenteeism selecting applicants who will work well with supervision

PE3-Safe-CS - 80 Questions Use this version when priorities include: increasing workplace safety lowering workplace accidents lowering turnover lowering workplace theft lowering workplace drug use lowering absenteeism

selecting applicants who will work well with supervision selecting applicants who provide excellent customer services REPORT PE3-CS PE3-Safe PE3-Safe-CS
yes yes yes

ATTITUDE SCALES: Supervisory Attitudes How the candidate accepts supervision Work Attitudes Attitudes towards absenteeism & tardiness in the workplace
Workplace Drug Use Attitudes Applicants attitudes concerning drug use in the workplace

yes

yes

yes

yes

yes

yes

Workplace Theft Attitudes Applicants attitudes towards theft in the workplace Prospect for Long Term Employment Will the applicant stay with your company? Customer Service Will customer satisfaction be a high priority? Safety and Risk Avoidance Attitudes Will the applicant help create a safe workplace? Validity Level Self Assessment Statements Post-Survey Interview Questions

yes

yes

yes

yes

yes

yes

yes

yes

yes

yes

yes yes yes

yes yes yes

yes yes yes

SAMPLE REPORTS - ORION Pre-employment Assessment Good Long Bad Long PE3 - CS Good Medium Bad Medium Good Short Bad Short Good Long Bad Long PE3 - Safe Good Medium Bad Medium Good Short Bad Short Good Long Bad Long PE3 - Safe-CS Good Medium Bad Medium Bad Short Good Short Profile Style: Short Profile Medium Profile -

1 page with Post-Survey Interview Questions listed by number multiple pages including the text of the Post-Survey Interview Questions multiple pages including the text of the Post-Survey Interview Questions space provided for interviewers

Long Profile -