Pro.file Performance System FAQ’s
1. What does Pro.file Performance System do?
2. How can PPS help me hire top performers for my company?
3. Can PPS help me get more out of an interview or reference checking process?
4. How will PPS help me develop my staff?
5. I have an employee who's struggling . . .
6. What is an Organizational Performance Pro.file?
7. Can PPS help me to understand what motivates my staff?
8. What is a Job Performance Pro.file?
9. What is a Communication Style Pro.file?
10. How long does it take to complete an OPP?
11. Are the results really accurate?
12. How much weight should be placed on the OPP results?
13. How do I determine which applicants should take the OPP Survey?
14. How should I approach an applicant about taking the OPP Survey?
15. Can PPS help our teams work together more effectively?
16. Should I share the Profile results with applicants?
17. Are there any legal issues associated with PPS assessments?
Answers
1. What does Pro.file Performance System do?
Pro.file Performance System is a suite of behavioral assessment tools that help organizations and managers to objectively - and scientifically - identify and measure job characteristics, personality traits, employee's motivations, predictable behaviors, and potential for success in a specific position. Clients who utilize PPS confirm it is a cornerstone in creating high performance organizations.
2. How can PPS help me hire top performers for my company?
Every position in an organization has a specific combination of characteristics/behaviors that are necessary for "high performance". The closer a candidate's characteristics/behaviors are to the high performance job behaviors, the greater the potential for an individual to be a "top performer". Pro.file Performance System enables organizations and managers to use objective and scientific processes to quickly - and accurately - compare candidates' behavioral characteristics to job characteristics and identify "best fit".
3. Can PPS help me get more out of an interview or reference checking process?
Pro.file Performance System's JPP (Job Performance Pro.file) translates job descriptions into job behavioral models. A JPP Model outlines the key behaviors, motivations, and competencies necessary for high performance. The JPP job assessment tool also provides a comprehensive set of Behavorial Interviewing Questions to probe and confirm a candidate's experience, skills, abilities, behaviors, motivation, and competencies. Reference Checking Questions are also provided to guide you through an effective referencing conversation.
4. How will PPS help me develop my staff?
Understanding an employee's personality traits - which remain highly consistent in adults - provides important insights into their strengths, motivation, and potential. With this understanding, managers can more objectively and accurately identify the training and skill building that will develop an individual's effectiveness and potential. It will also help managers avoid moving employees into positions that require considerably different traits than theirs to carry out the role.
5. I have an employee who's struggling . . .
By creating a JPP (Job Performance Pro.file), identifying the key behaviors necessary for high performance, and comparing the employee's Traits profile to the JPP Model, a manager can quickly determine the degree of "behavioral fit" between the employee and the position. This will significantly aid in determining if a specific employee coaching process would help, a different management style could be utilized, a focused training or skill-building process should be initiated, or perhaps concluding that this may be the wrong job.
6. What is an Organizational Performance Pro.file?
Organizational Performance Pro.file (OPP) is an on-line Survey completed by an individual in approximately 15 minutes. The responses are scientifically and statistically analyzed to identify an individual’s characteristics, motivation, potential and job behaviors. The insights surfaced through this assessment process enable clients to predict an applicant’s or employee’s potential to succeed in a specific position. Managers can utilize the OPP results in their selection, recruitment testing, employee promotion, coaching, career development, team building training, and succession planning management initiatives.
7. Can PPS help me to understand what motivates my staff?
The OPP (Organizational Performance Pro.file) report identifies the key motivational needs of an individual. This includes: the need for authority; the need for task-focused work activities; the need for high social/relational activities; the need for creative expression; etc. A manager can more effectively provide opportunities, recognition and rewards that will help the employee maximize their potential and make them more productive.
8. What is a Job Performance Pro.file?
A Job Performance Pro.file (JPP) begins with an on-line Questionnaire completed by a manager familiar with a specific position – this takes approximately 20 minutes. The responses are scientifically and statistically analyzed and translated into a “job behavior model”. The JPP report provides a comprehensive description of the key behaviors, motivations and competencies necessary for “high performance” in this position. JPP reports are utilized for selection, recruitment, promotion, coaching, performance management, and succession planning.
9. What is a Communication Style Pro.file?
Communication Style Pro.file (CSP) is created from the responses to the OPP Survey that are analyzed through a CSP software program. It describes the key behaviors and approaches an individual utilizes when interacting with others. Although most people can demonstrate a wide range of behaviors - depending on with whom they're interacting, we tend to have "patterns" or "styles" that are very visible and audible to others. This program will provide an understanding and useful insights into your own Communication Style and the ability to more quickly recognize and respond to other’s different Styles.
10. How long does it take to complete an OPP?
Employees or applicants can complete an OPP Survey in approximately 15 minutes on-line. It is a non-intrusive and non-discriminatory multiple choice word list comprised of high school vocabulary.
11. Are the results really accurate?
The Pro.file Performance System provides extremely accurate results. The scales used to identify the traits measured in people and jobs were researched and constructed to reflect population norms in 2006. The final version exceeds the psychometric standards established by EEOC (Equal Employment Opportunity Commission) for use in recruitment, promotion, career development, and succession planning – the most stringent applications. The final result is that organizations can confidently deploy this technology throughout their organizations insightfully and safely.
12. How much weight should be placed on the OPP results?
To become effective employees, individuals must have the combination of education, experience, skills, behaviors, and intelligence necessary to be productive. OPP measures behaviors and provides organizations with rich insights into an individual’s “behavioral fit” for a specific position. Most managers have observed that “high performance employees” have the ability to “naturally behave” in a manner that produces above average results and quality of work. Hence, they assign a greater value on behavioral fit in their recruitment and promotion decisions.
13. How do I determine which applicants should take the OPP Survey?
Clients can utilize Pro.file Performance System in two ways: as a Pre Employment Screening process to more quickly identify higher potential candidates; or as a part of their interviewing and selection process.
In the screening process, applicants are invited to complete the OPP Survey on-line, their traits are statistically compared to the JPP job model and individuals with strong correlations are quickly highlighted for immediate contact.
In the interviewing and selection process, candidates are invited to complete an OPP Survey during or immediately following the interview. Their traits are then compared to the JPP job model for short-listing and final decision-making.
14. How should I approach an applicant about taking the OPP Survey?
Completion of an OPP Survey by applicants should always be voluntary – we recommend organizations communicate that the Survey completion and results are a part of their recruitment process and that it is one of the criteria in evaluating his or her potential for success in a specific job.
15. Can PPS help our teams work together more effectively?
Preparing individual OPP Profiles on a team and then combining them into a “group profile” enables a group of individuals and their manager to discuss areas of similarities/differences and more objectively explore strategies to leverage their strengths. By openly discussing areas of behavioral similarities and differences, a group can also more clearly “understand” their colleagues and reduce tensions in their interactions.
16. Should I share the Profile results with applicants?
Depending upon the “laws of the land” applicable in your location, there may or may not be an obligation to share an applicant’s OPP results. OPP reports are written in a format and vocabulary that is designed to be read by the individual completing the Survey. It is your organization’s choice in determining how to provide results to applicants.
17. Are there any legal issues associated with PPS assessments?
The PPS assessments meet all legal guidelines to comply with Human Rights Legislation, ADA, and EEOC guidelines. By fully applying the PPS system, organizations are assured of a more objective, non-discriminatory process that can often be more defensible for your hiring and development processes.
