The Profile XT Technical Manual - LMI-CEO

1 The Profile XT. Technical Manual September 2006. Assessments USA & Canada 800-808-6311 805-934-5956. The ProfileXT Technical Manual Table of Contents Chapter 1: 1-1. Using Job Match Patterns ..1-2. Illustrations of The ProfileXT in Use ..1-4. The First Example ..1-4. The Second Example ..1-5. A Summary of the The Sales Organization ..1-6. The Government Chapter 2: DEVELOPMENT of the PXT ..2-1. The Behavioral Traits Section ..2-1. PS-I and PS-II ..2-1. Revision of PS-I ..2-1. Addition of the Decisiveness and Manageability Scales ..2-3. Development of the Distortion The ProfileXT.

2 2-5. Occupational Interests Factor Analysis ..2-7. ProfileXT: Occupational Interests Section A Focus on Common Activities ..2-9. Interest Theme Coding ..2-10. Item The Thinking Style Changing the Timing Aspect in Test Administration ..2-12. Government Guidelines ..2-13. Administration Problems with Timed Tests ..2-13. Utilizing Resources for On-line Testing Administration ..2-14. Chapter 3: BEHAVIORAL Descriptive Statistics ..3-1. Reliability Analysis ..3-1. Coefficient Alpha Reliability Test-Retest Reliability Analysis ..3-3. Validity ..3-3. The Construct Validity Approach.

3 3-4. Intercorrelation of PXT Scales ..3-4. Energy Level and Decisiveness Scales ..3-5. Assertiveness and Decisiveness Manageability and Attitude Independence and Manageability Scales ..3-7. Correlation of PXT Scales with Other The Guilford-Zimmerman Temperament Survey ( Gordon Personal Profile -Inventory ( -1- The ProfileXT Technical Manual California Psychological Inventory ( The Criterion-Related Validity Research Designs Used For Criterion-Related Validation3-14. Concurrent Validity ..3-14. Predicting Sales Performance ..3-15. Predicting Customer Service Performance.)))

4 3-18. Predicting Management Performance ..3-19. Predicting Predicting Employee Predicting Organization Status ..3-25. Validation of the Distortion Adverse Impact ..3-29. Differences in Mean Raw Score ..3-30. Differences in Job Match Percent ..3-31. Summary and Conclusions ..3-33. Chapter 4: OCCUPATIONAL INTERESTS ..4-1. Descriptive Statistics ..4-1. Reliability Analysis ..4-1. Coefficient Alpha Reliability Test-Retest Reliability Analysis ..4-2. Validity ..4-2. The Construct Validity Approach ..4-2. Intercorrelation of PXT Scales ..4-3. Correlation Matrix-Six Occupational Scales: SDS & PXT.

5 4-4. Correlation Matrix-Six Occupational Scales: PTP & PXT ..4-5. Concurrent Validity ..4-6. Summary of Concurrent Validity Analysis ..4-10. Predictive Validity ..4-11. Adverse Impact Raw Score Differences ..4-12. Differences in Job Match Percent ..4-14. Summary and Conclusions ..4-16. Chapter 5: THINKING Descriptive Statistics ..5-1. Reliability Analysis ..5-1. Test-Retest Reliability Analysis ..5-2. Validity ..5-3. Validity in the Educational Environment ..5-3. Validity in the Industrial Adverse Impact ..5-5. Raw Score Differences in Job Match Summary and Conclusions.

6 5-8. -2- The ProfileXT Technical Manual Appendix A: A BRIEF REVIEW of the Profile Appendix A-1. Behavioral Traits .. Appendix A-1. Thinking Style Scales .. Appendix A-4. Occupational Interests .. Appendix A-4. The Distortion Scale .. Appendix A-6. Appendix B: ADVERSE IMPACT PXT and the 4/5ths Appendix B-1. Appendix B-1. Test Appendix B-1. Understanding the Job Match Percent .. Appendix B-3. Job Classification and Appendix B-3. Utilizing Job Patterns-Their Effect Upon Adverse Appendix B-12. Subsequent Salesperson Study .. Appendix B-16. Appendix C: ADVERSE IMPACT and RAW Appendix C-1.

7 Raw Score Differences Behavioral Appendix C-1. Raw Score Differences Interest Appendix C-20. Raw Score Differences Thinking Style Section .. Appendix C-32. Appendix D: ADVERSE IMPACT and JOB MATCH Appendix D-1. Appendix E: CASE Appendix E-1. The ProfileXT in use by a Credit Union .. Appendix E-1. The ProfileXT in use by a Psychiatric Appendix E-2. The ProfileXT in use by a Travel Agency .. Appendix E-3. The ProfileXT in use by a Retail Appendix E-5. The ProfileXT in use by a Hospital .. Appendix E-6. The ProfileXT in use by an Oil Field Service Appendix E-7.

8 Appendix F: EXAMPLES of the ProfileXT REPORTS ..Appendix F-1. Bibliography -3- THE Profile XT Technical Manual . Chapter 1: INTRODUCTION. This Technical document was revised in 2005 to reflect the latest information available concerning our ongoing analysis of the Profile XT. Further statistical and Technical review will continue, as required, in our effort to keep the assessment and its Technical documentation current. Changes to this document include slight reorganization of the chapters, updates to the statistical studies with current data, and editorial content improvements.

9 In the business world, where it is so easy to duplicate products and undercut prices, the key strategic advantage for most companies is the performance of their employees. Employees who are well matched to their position have higher attendance records, less turnover, higher job satisfaction, and superior job performance. Both the employee and the employer share the benefits of enhanced person-job fit. As part of the Profiles International, Inc. line of products for employers, The Profile XT . is designed to facilitate achieving the best possible job fit.

10 Our clients use The Profile XT to develop effective work teams, design optimal training programs based on the trainees' style of learning, help supervisors determine which approach will work best when working with a particular employee, and help develop succession plans, etc. The Profile XT is a psychometric instrument whose roots extend over the last twenty- five years. More than two hundred thousand job applicants and incumbents have participated in its development. These sample groups represent a diverse cross section of ages, ethnic groups, income levels, educational levels, job titles, companies, and industries.