Catalog. Assessment Solutions for Human Resources. Discover. High-Quality, Innovative Assessments

2015 Catalog Assessment Solutions for Human Resources Discover IPAT High-Quality, Innovative Assessments

2015 Catalog Assessment Solutions for Human Resources Learning Opportunities Consulting Services 3 16PF Workshops 4 Customized 16PF Reports 5 Additional Consulting Services 5 Benchmarking Analysis 5 Validation Study 6 Case Study Snapshots Selection, Development, and Coaching Assessments Personality 8 16PF Fifth Edition Questionnaire 16PF Reports 10 Competency Report 12 Career Development Report 14 Leadership Coaching Report 16 Management Potential Report 17 Practitioner Report 18 Profile and Manager Feedback Report 19 Teamwork Development Report 20 Interpretive Report 21 Profile Report 22 Spanish-American 16PF Questionnaire Emotional Intelligence and Integrity 23 Emotional Judgment Inventory 25 Personnel Reaction Blank Reference Materials 27 16PF Books, Manuals, and Tools Scoring Services 28 Test Administration, Scoring, and Interpretive Services Test User Qualification 30 Qualification Requirements for Human Resource Professionals 31 IPAT User Qualification Form 1

Ordering Information 34 Ordering Information 36 Order Form Updated: 1/2015 This catalog supercedes all other IPAT catalogs. Copyright 2015 Institute for Personality and Ability Testing, Inc. (IPAT) P.O. Box 1188, Champaign, IL 61824-1188 All rights reserved. All materials published by IPAT are copyrighted. As a condition of your acceptance of the materials in this catalog, you agree you will not reproduce or adapt the materials in any manner or license others to do so. We greatly appreciate your cooperation and compliance with copyright laws. The purchase and use of all IPAT products and services are subject to IPAT General Terms and Conditions as published in the current IPAT Catalog of Assessment Solutions for HR/OD and Clinical/Counseling. 16PF and NetAssess are registered trademarks of IPAT. Windows is a registered trademark of Microsoft Corp. Adobe and Acrobat are registered trademarks of Adobe Systems Incorporated. 2

Strengthen Your 16PF Interpretation Skills with IPAT Workshops Our training curriculum is designed to guide you into greater depths of 16PF assessment interpretation so that you can provide your employees or clients with the personality and behavioral insights they need to thrive and contribute, both personally and professionally. Our 16PF workshops include: Certification in 16PF Personality Assessment Advanced 16PF Interpretation Scheduled Workshops See our online schedule for details. In-house Workshops Each of the above workshops is available for presentation at your organization we ll even customize a workshop to address your specific requirements. Learning Objectives To help you select the right courses, review the Learning Objectives provided on our website. Continuing Education The 2-day 16PF certification course provides 12 CE credit hours. The Advanced 16PF Interpretation workshop provides 6 CE credit hours. IPAT is approved by the American Psychological Association (APA) to sponsor continuing education for psychologists. IPAT is also an approved sponsor of continuing education by the HR Certification Institute (HRCI), the International Society for Performance Improvement (ISPI), and the National Board for Certified Counselors (NBCC). In addition, the National Career Development Association (NCDA) recognizes and accepts these NBCC-approved CE clock hours. IPAT maintains responsibility for these programs and all content. Please call 800 225 4728, email custserv@ipat.com or vist www.ipat.com/training for more information and applicable pricing. 3

Customized 16PF Reports Backed by more than 60 years of research science and outstanding customer service, assessment reports from the 16PF Questionnaire inform decisions on selection, placement, promotion, leadership development and executive coaching. IPAT assessment reports can be tailored to your organization s specific needs. The vital personality insights will facilitate successful selection and placement decisions and enhance your employee development plans. 16PF Competency Report The 16PF Competency Report speaks specifically to the qualities and attributes needed for success in a particular role. This tool helps managers select the people they need to achieve their organizational objectives, every time. IPAT s model incorporates these 20 competencies that are based on global research and years of experience. Intellectual Analytical problem solving Innovation Strategic vision Commercial awareness Clear written communication Technological orientation Drive and Resilience Drive for excellent results Customer focus Continuous learning Coping with pressure Initiative Flexibility Decision-making Planning and organizing Reliability Interpersonal Cooperative teamwork Influencing Clear oral communication Management of others Integrity and respect for others Using our 16PF Job Profiling Kit, (described below), you can choose the competencies that most closely describe the role(s) in your organization that are critical for success. Or, we can help determine the strengths your organization requires, construct a supporting competency framework, link it to the 16PF scales, and then design one or more custom reports that provide the exact information you need. OPTION: IPAT also offers a standard 16PF Competency Report that includes all of the competencies in our model. 16PF Job Profiling Kit When the correct competencies are established for a given role, recruitment decisions are more likely to be based on well-founded, clear information. The 16PF Job Profiling Kit helps you create a focused Competency Model for any job, using a simply step-by-step approach to selecting the appropriate competencies for a particular role. The selected competencies can then be used with IPAT s Competency Selector to generate tailored 16PF Competency Reports, at no extra cost everything you need to harness the power of the 16PF Questionnaire to establish good job-fit. The kit consists of: 20 Competency Cards, featuring detailed descriptions of what each competency measures; 6 Criticality Cards to help you define how critical each competency is to the role being defined; 5 Frequency Cards to define how regularly each competency will need to be demonstrated for a person to be successful in the role; and Instructions for Use that details how the job definition process works, helping you get the most from the materials. 4

Additional Consulting Services Benchmarking Analysis To ensure assessment results translate into business outcomes, organizations who use customized assessments should consider an annual benchmarking analysis. This type of study involves reviewing accumulated report results to both identify overall trends and to highlight common new talent needs. An ongoing program review helps to ensure screening and development work is progressing appropriately. We also recommend examining the profiles of high-performing employees to determine which unique attributes contribute to their job success. Validation Study To gain a deeper understanding of the linkage between assessment findings and business results, we recommend organizations consider a formal validation study. In a validation study, IPAT analyzes the relationship between a variety of success criteria and assessment scores. The most common performance measures are the confidential ratings of direct managers on relevant performance dimensions. IPAT has a proprietary rating form that can be completed by one or more supervisors for each employee. If a validation study is undertaken, a minimum of 12-18 months of data with at least 100 individuals per relevant group is needed. Please call 800 225 4728 or email us for additional information and pricing. 5

Case Study Snapshots We have worked with many clients to develop and implement programs for management and non-management selection, leadership development, employee self-awareness, and talent identification, among others. Below are a few examples of IPAT tailored assessment systems. Leading Global Hotel Chain Problem: A global hotel chain needed to build marketplace advantage through service excellence, talent development, and retention. Solution: IPAT developed tailored reports to assess property and sales management professionals on key performance metrics. These reports were then used for individualized feedback and coaching of the organization s professionals. IPAT also provided management with benchmarking of top performers and strategic research on both organizational strengths and development opportunities that will help ensure the brand s continued success. Result: The client continues to incorporate IPAT s tailored reports and training to all new franchise owners, general managers, and sales managers. International Cruise Line Problem: In just 120 days, a major cruise line needed to evaluate over 2,500 job candidates to crew a new ship while also addressing serious attrition rates on the ships already in service. Solution: A five-position IPAT 16PF Talent Profile Report program was implemented. Client recruiters were able to quickly receive and study the assessment results. Our reports provided the candidate s person-job fit scores for each of the critical positions needed. Result: The client reports that the new ship sailed on schedule with a full crew. In addition, they have experienced a favorable upswing in the quality of new hires and a reduction in turnover. Luxury Metropolitan Hotel Problem: Finding qualified candidates to work at this internationally-known hotel was not a problem. Ensuring that all executives and senior managers continually exemplified and instilled brand and service excellence in its employees was the hotel s challenge and essential to the hotel s mission and strategy for remaining a leader. Solution: IPAT provided a battery of assessment and report solutions configured specifically for the hotel, and provided both executive-level coaching to top management and training of a learning team who would then coach other senior managers, supervisors, and leaders. Result: On an ongoing basis, individuals throughout the hotel are now coached in key behaviors tied directly to the learning and development which is critical to hotel performance and success. 6

Global Software and Hardware Developer Problem: This organization wanted a leadership development program that would frame the Senior Vice Presidents individual personality traits within the context of the organization s leadership culture. With 300 SVPs to be developed annually, HR needed a self-guided process that minimized administrative time, but also ensured top-quality coaching support for those who needed it. Solution: Participants were introduced to their online assessment results in a group feedback session facilitated by HR coaches. SVPs received individual reports that enabled a selfguided development process and supported additional coaching as needed. Result: The program was successful and a number of SVPs requested a similar 16PF development program for their direct reports. Address Your Talent Concerns While our clients span every size and type of organization, we always deliver world-class assessment systems. Our work is grounded in science and reinforced by our in-house knowledge and resources. We create a competitive advantage for our clients through better management of their most important asset. Contact us to learn how we can help you address your talent concerns. 7

QUALLEVEL 2 16PF Fifth Edition Questionnaire The 16PF Questionnaire is a quantifiable, well-documented instrument for measuring the 16 normal personality dimensions. From responses to the questionnaire, IPAT computes standardized scores (stens) for each of the 16 personality factors (Primary Factors), plus derived scores for 5 Global Factors. These scores are then used to formulate personality models to predict a wide range of behaviors. Applications Scales As a broad measure of normal personality, the 16PF Questionnaire is useful in a variety of settings to predict a wide range of life behaviors. Popular uses include: pre-offer screening, selection and placement, individual development, identifying management potential, outplacement consulting, team building and development, career counseling, leadership development and executive coaching, individual and couple s counseling, and research. 16 Primary Factor Scales Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension 5 Global Factor Scales Extraversion, Anxiety, Tough-Mindedness, Independence, and Self-Control Additional Scores Response Style Indices (Impression Management, Infrequency, Acquiescence) are provided on all reports. The number and type of additional projected scores vary by report. Commonly provided scores are: Predicted Holland Occupational Interest Themes: Realistic, Investigative, Artistic, Social, Enterprising, Conventional Interpersonal and Behavioral Predictions: Self-Esteem, Emotional Adjustment, Social Adjustment, Emotional Expressivity, Emotional Sensitivity, Emotional Control, Social Expressivity, Social Sensitivity, Social Control, Empathy, Leadership Potential, Creative Potential and Creative Achievement Test Form Time For Ages Administration Scoring Interpretive Reports Test Manuals Norms Reliability Validity Authors 1 Form; 185 items 25-35 minutes (untimed) 16 years and above. Reading Grade Level: 5.0 NetAssess International (Internet); OnSite Pro (software); Paper-and-Pencil NetAssess International (Internet); OnSite Pro (software) A wide variety of reports can be generated from the 16PF Questionnaire - from brief, quickreference reports to in-depth interpretations. The detailed report information in this catalog will help you decide which reports fit your needs. 16PF Fifth Edition Questionnaire Manual (Required) The normative sample (n=10,261) was selected based on a stratified random sampling procedure (using gender, race, and age) to match the 2000 census figures. Internal consistency averages.76. Test/retest reliabilities average.80 for two-week interval, and.70 for two-month interval. Validity studies presented in the 16PF Fifth Edition Questionnaire Manual provide considerable evidence of the construct validity of the primary and global scales. Raymond B. Cattell, Ph.D., D.Sc.; A. Karen Cattell, M.A.; Heather E.P. Cattell, Ph.D. 8

QUALLEVEL 2 16 Primary Factor Scales Warmth Reasoning Emotional Stability Dominance Liveliness Rule-Consciousness Social Boldness Sensitivity Vigilance Abstractedness About Setting Standards and Providing Solutions Solid theoretical foundation decades of research current information technology IPAT s 16PF tests, services, and reports set the standard for this industry. The 16PF Questionnaire and interpretive reports are off-the-shelf solutions for a wide variety of personnel selection and development challenges. Dr. Dennis M. Scholl Lt. Col., USAF, BSC (Dr. Scholl is responsible for hiring and development for a large Department of Defense agency.) Privateness Apprehension Openness to Change Self-Reliance Perfectionism Tension 5 Global Factor Scales About Validity The 16PF Questionnaire is the most highly validated instrument of its type and the most valuable tool we have in our assessment arsenal. Dell Larcen President/COO Strayer Consulting Group Extraversion Anxiety Tough-Mindedness Independence Self-Control International Language Options The following languages are available for the 16PF Questionnaire, the 16PF Interpretive Report and 16PF Profile Report. See NetAssess International in the Scoring Services section of this catalog for details. Afrikaans Chinese (traditional) Czech Danish Dutch English (Canada) English (India) English (South Africa) English (United Kingdom) English (United States) French German Greek Italian Japanese Norwegian Portuguese (Brazilian) Portuguese (European) Slovak Spanish-American Spanish (European) Swedish Tagalog (Philippines) Turkish 9

QUALLEVEL 1 16PF Competency Report This standardized report addresses 20 competencies, providing a broad view of an individual s job-related qualities and attributes. The competency feedback, combined with the provided structured interview questions, enables a close examination of an individual s personality and preferences which then facilitates the matching of individuals with job requirements. Applications Selection; Placement; Executive Coaching; Leadership Development Competencies The IPAT Competency Model represents the 20 competencies that are most commonly used across different organizations (see chart on next page). Overview Report Content Drawing upon past research about the relationship between the 16PF Questionnaire and the 20 competencies, in combination with expert judgment, a respondent s potential is predicted from their 16PF profile. The report facilitates the matching of individuals to specific job requirements, resulting in an improved job fit and thus increased performance potential. Note: The report can be tailored for roles held by many employees or for organization-specific competencies with the assistance of IPAT consultants. Overall Summary The respondent s likely performance on each of the 20 competencies is presented in a bar graph. Results are based upon a 5-point scale ranging from poor fit to excellent fit to chart the individual s predicted performance. Competency Results The following information is provided for each competency: Description of the competency to assist those not familiar with the terminology Predicted performance on the competency (using the 5-point bar graph) Narrative description of the relationship between the competency and the 16PF results, with a graphical indicator as to whether the relationship is positive, negative, or balanced/moderate Individualized development tips that are keyed to the person s 16PF profile Interview Questions This section can be used as an interview guide to probe into the competency results. For each competency, two standard interview questions are presented, followed by exploratory questions that draw upon the respondent s 16PF profile. The exploratory questions focus on areas where the respondent may need to compensate for a potential gap between their 16PF profile and the requirements of the competency. Generated From 16PF Fifth Edition Questionnaire Administration NetAssess International (Internet); OnSite Pro; Paper-and-Pencil Scoring NetAssess International (Internet); OnSite Pro Report Manual Technical Support Document for the 16PF Competency Report 10

QUALLEVEL 1 IPAT Competency Model Intellectual Analytical Problem Solving Innovation Strategic Vision Commercial Awareness Customized 16PF Competency Report IPAT can construct a framework for the competencies your organization requires, link it to the 16PF scales, and design customized reports that provide the exact information you need. For additional information, including the four levels of customization available, refer to the Consulting Services section of this catalog. Clear Written Communication Technological Orientation Interpersonal Cooperative Teamwork Influencing Clear Oral Communication Management of Others Integrity and Respect for Others Drive and Resilience Drive for Excellent Results Customer Focus Continuous Learning Coping with Pressure Initiative Flexibility Decision-Making Planning and Organizing Reliability 11

QUALLEVEL 2 16PF Career Development Report The Career Development Report (CDR) facilitates discussion with individuals on how their personal strengths can lead to both career and personal success. Applications Report Content Career and Personal Counseling; Employee and Manager Development; Selection and Placement; Career Transition Coaching; Leadership and Executive Coaching Sharable Feedback Section A narrative interpretation of the individual s personality information that is presented in a positive tone, emphasizing personal strengths. The section includes: Problem-Solving Resources Patterns for Coping with Stressful Conditions Interpersonal Interaction Styles Organizational Role and Work-Setting Preferences Career Activity Interests Specific Career Field and Occupational Interests Personal Career Lifestyle Effectiveness Considerations (areas for self-improvement) Self-Review and Planning Exercises This section helps individuals understand their profile and develop action plans for both career and personal growth. Professional s Section Five Global Factor Scales: Extraversion, Anxiety, Tough-Mindedness, Independence, and Self-Control Sixteen Primary Factor Scales: Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension Three Response Style Indices: Impression Management, Infrequency, and Acquiescence Predicted Broad Patterns: Emotional Adjustment, Creative Potential, Effective Leadership, Elected Leadership, Leadership Preference, Structured Situation Pattern, Formal Academic Interest, Work Pattern Preference, Learning Situation Preference, and Risk-Taking/Adventure Interest Predicted Leadership/Subordinate Role Patterns: Authoritarian, Participative, Permissive, Ingratiator, Cooperator, Free Thinker, Confrontive, Controlling, Objective, and Supportive Predicted Career Activity Scores for 7 broad interest areas (Influencing, Organizing, Creating, Helping, Analyzing, Producing, and Venturing) and 27 career fields Occupational Interest Projections (organized around the seven broad interest themes) for a variety of occupations Item responses and summary statistics Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Career Development Report (Required) NetAssess International (Internet); OnSite Pro (software) 12

QUALLEVEL 2 The CDR is a powerful tool which facilitates the personal assessment and exploration required in discovering and planning an individual s unique career path and career goals. It is designed for use in a variety of settings, particularly corporate, outplacement, and private consulting. In these settings, the CDR is commonly used as part of personnel selection and job placement programs, employee training and development, career transition consulting, and career and personal life planning. The report offers easy-to-read, positive, nonjudgmental narrative that provides insight into a person s behavioral and career strengths. The report includes a 7-page section that facilitates a selfdirected exploration and planning process. The exercises in this portion of the report focus on: one s self-analysis of personal and career strengths one s needs to achieve job-related and personal performance effectiveness one s next career step(s) an action plan for attaining career and personal development job-related performance goals Ideally, this section is completed by the test taker, and reviewed periodically to help the individual stay focused and adjust to changes. The CDR is based on over 35 years of organizational consulting experience with corporate executive clients and the personnel for whom they were responsible. The report is also an outgrowth of over twelve years of extensive research resulting in predictor information over and beyond what the 16PF Fifth Edition Primary Factor scales and Global Factor scales measure. The CDR Answers the Questions You Have about the Candidates and Employees You Are Assessing: Does this person possess the problem-solving ability to do this job? How does this person go about solving the kinds of problems that this position presents? How emotionally stable is this person? How does this person usually cope with stress and pressure in life? How does this person get along with other people? How does this person communicate with other people? How does this person function in both leadership and subordinate roles on the job? How well would this person function in our type of corporate setting and structure? Does this person have career interests that fit this type of position and work? What does this person need to do to improve performance effectiveness? 13

QUALLEVEL 2 16PF Leadership Coaching Report The LCR facilitates the developmental process of individuals desiring to become more effective leaders by: 1. Increasing awareness and understanding of their personal behavioral traits, 2. Identifying areas for development, and 3. Providing developmental strategies to increase effectiveness. Applications Report Content Leadership Development; Executive Coaching; Culture Change Counseling; Management Development The Coach s Summary provides the coach with: 1) suggestions on how to effectively use the report, 2) both the target score (average score range of successful leaders) and the participant s score for each of the six leadership scales, and 3) the developmental suggestions from the participant s 16PF Leadership Coaching Report. NOTE: 16PF scores are not included with this report. The 16PF Leadership Coaching Report is designed for use by the participant as he/she begins the leadership development process. First, the participant s personal gifts and limits are identified through a comparison of his/her behavioral style to that of successful leaders. The report then discusses how these gifts and limits can have both positive and negative behavioral implications, depending upon the leadership role. Next, the participant is provided with suggestions on how to leverage his/her strengths for improved effectiveness. Possible areas for development are identified along with targeted practice activities and resources (books, workshops, seminars, etc.) that can be integrated into the developmental action plan. The main sections of the report are: Introduction: Explains the purpose of the report and presents an overview of the Personal Development Process model. Your Personal Inventory: Discusses how to interpret the report scores and provides a Profile Summary, followed by sections for each of the six dimensions: Problem-Solving Ability Influence Emotional Resilience Extraversion Practicality Self-Control Each of the above sections contains: a) A definition of the dimension b) A graphical comparison of the participant s score range and the Target Range (average score range of successful leaders) c) General statements that describe how the participant compares to the target group d) Specific considerations about the participant s primary traits that contribute to the overall dimension score e) Broad considerations that explain how the dimension score is influenced by combinations of the participant s personality traits f) Suggested developmental practices and readings g) Exercises and questions that encourage reflection and discussion Action Plan: Guidelines for writing a developmental action plan, including a template for the plan. Evaluate Results: Reinforces the importance of observable and measurable results, perseverance and practice, feedback from others, and patience. Resources: Directs leadership participants to the Leadership Development Resources section of our website. This online resource provides a list of developmental readings, seminars, and activities for thirteen developmental areas. Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Leadership Coaching Report (Required) NetAssess International (Internet); OnSite Pro (software) 14

QUALLEVEL 2 Effective Leadership Begins with Self-awareness There is no perfect formula for becoming an effective leader. Leaders must use a variety of resources in order to produce the desired results. One of the most powerful resources available is knowledge of one s personal behavioral traits. Through an understanding of one s personality, developing leaders can more positively impact their personal and work environments. The workbook-style 16PF Leadership Coaching Report is a coach s tool that provides a framework for self understanding and leadership development. The report draws upon over 50 years of 16PF research to assess the leadership participant s Problem-Solving Ability and five key personality dimensions Influence, Emotional Resilience, Extraversion, Practicality, and Self-Control. Through a comparison of the participant s behavioral style to successful leaders, personal gifts and limits are identified, defined, and then explained through behavioral examples, including how a strength in one situation may be a limitation in another. The report provides strategies to enhance strengths and suggests readings, seminars, and activities to facilitate growth in the areas targeted for development. With this information, plus exercises that encourage reflection and discussion, the leadership participant and coach can then create an action plan for ongoing leadership development. Accurate Information Drives the Process A high awareness of ourselves is key to effective leadership. While knowing what our resources are and how to capitalize on them is key, finding undistorted reflections of ourselves is difficult. But the LCR is such a tool. It provides positive, non-judgmental feedback about who we are as leaders. These insights allow us to choose how we want to shape ourselves to be the best leaders possible. With more than 85% of the 16PF Leadership Coaching Report being perceived as accurate by both participants and their managers, there is plenty to put into a developmental action plan. This buy-in allows us to keep driving leadership development long after the first step is taken. Brian Wilkinson Manager, Executive Assessment Georgia-Pacific 15

QUALLEVEL 2 16PF Management Potential Report Assesses leadership and management potential by analyzing the personality dimensions associated with success in a broad range of managerial settings, and projecting how the examinee might be expected to function. Applications Report Content Management Selection and Placement; Individual Development; Career Counseling; Outplacement Consulting Narrative Summary Sharable with the test taker at the discretion of the professional, this section provides insights into the examinee s personality (organized around the five management dimensions listed below), describes personal strengths, identifies areas for potential growth and development, and addresses key questions pertinent to each dimension. Professional s Section A graphical presentation of the Primary Factor Scale scores that comprise each of the five management dimensions: 1. Leadership: Assertive, Facilitative, Permissive, Leadership Potential, Dominance 2. Interacting with Others: Extraversion, Warmth, Liveliness, Social Boldness, Self-Reliance, Privateness 3. Making Decisions: Reasoning, Creativity, Tough-Mindedness, Sensitivity, Abstractedness 4. Initiative: Independence, Openness to Change, Rule-Consciousness, Perfectionism, Self- Control 5. Personal Adjustment: Anxiety, Emotional Adjustment, Emotional Stability, Vigilance, Apprehension, Tension Response Style Indices, Item Responses, and Raw Scores Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Management Potential Report (Required) NetAssess International (Internet); OnSite Pro (software) 16

QUALLEVEL 2 16PF Practitioner Report This new 16PF report is a composite of three sections, providing the appropriate assessment information for the Practitioner, the Candidate (test taker), and the candidate s Manager. For use by business psychologists and consultants, as well as qualified professionals within organizations. Applications Report Content Individual Development; Career Pathing; Low-volume Selection; Placement; Selection and Development of High Potentials; Team Development Practitioner Overview This section is designed to assist the 16PF practitioner in a range of applications. Response Style Indices Information on how the respondent has answered the questionnaire, based upon scores on three Response Style Indices Impression Management, Acquiescence, and Infrequency. 16PF Profile Graphical presentations of the sten scores for the 16PF Primary and Global Factors. In addition, a brief definition is provided for each Global Factor, including identification of the Primary Factors that contribute to each Global Factor. Interpretation of Scores Both graphics and narrative interpretation to guide the practitioner through a description of the individual s personality profile, with predictions regarding the likely implications of the profile. Strengths and Development Tips Personality-based strengths and areas for development are presented in these two sections. Includes tips on how the areas for development might be addressed. Feedback Prompts A list of questions that the practitioner can use to help the respondent explore his/her scores and, ultimately, reach a level of self-understanding that is necessary to effect change. Note: The feedback prompts are not appropriate to use as structured interview questions for selection situations where the practitioner needs to consider how each 16PF factor relates to the requirements of the role in question. (Refer to the 16PF Competency Report Suite for a 16PF assessment report that provides targeted interview questions.) Item Responses and Summary Statistics Candidate Feedback This short narrative report interprets and describes the results of the 16PF Fifth Edition Questionnaire for test takers who are not familiar with 16PF terminology. To minimize the risk of misinterpretation, this report presents a straightforward interpretation of the results of the 16PF profile, organized around the five Global Factors: Relating to Others (Extraversion) Influence and Collaboration (Independence) Thinking Style (Tough-Mindedness) Structure and Flexibility (Self-Control) Management of Pressure (Anxiety) Manager Feedback The Manager Feedback is in the same narrative format as the Candidate Feedback section and, as such, is written for people untrained in the 16PF Questionnaire but who would nonetheless benefit from an understanding of an individual s personality profile. For example, it may be given as a summary to a line manager who has his/her decision-making supported by a trained 16PF practitioner. Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Practitioner Report (Required) NetAssess International (Internet); OnSite Pro (software) 17

QUALLEVEL 2 16PF Profile and Manager Feedback Report This abbreviated version of the 16PF Practitioner Report provides concise assessment results to facilitate selection and placement decisions. The two-part format offers a scores section for the practitioner and a separate section for individuals such as the respondent s supervising manager. Applications Report Content Screening and Selection; Placement; Team Assignment; Career Pathing Response Style Indices Information on how the respondent has answered the questionnaire, based upon scores on three Response Style Indices Impression Management, Acquiescence, and Infrequency - allowing the practitioner to review and generate hypotheses about the respondent s testtaking attitude. Profile Section Graphical presentations of the sten scores for the 16PF Primary and Global Factors. In addition, a brief definition is provided for each Global Factor along with the names of the Primary Factors that contribute to each Global Factor. Item Responses and Summary Statistics Response choice by item number; Total number of missing responses; Raw Scores; and Number of missing item responses for each of the 16 factors and Impression Management Manager Feedback Section This section of the report is written for people untrained in the 16PF Questionnaire but who would nonetheless benefit from an understanding of the respondent s personality profile. The brief narrative interpretations of the test taker s 16PF profile are organized around the five Global Factors: Relating to Others (Extraversion) Influence and Collaboration (Independence) Thinking Style (Tough-Mindedness) Structure and Flexibility (Self-Control) Management of Pressure (Anxiety) Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Practitioner Report (Required) NetAssess International (Internet); OnSite Pro (software) 18

QUALLEVEL 2 16PF Teamwork Development Report For adults about to enter a teamwork environment, or currently working within a team, the TDR describes implications of personality data for behavior in teamwork settings. The report can be used for development of individuals and/or teams. Applications Report Content Team Development Sharable Test-Taker Section This section is designed to help the test taker understand the implications of his/her personality on teamwork relationships. A narrative interpretation of the respondent s personality information as it relates to teamwork, the text is organized around the Global Factor scales, with statements describing the person s distinctive scores on the primary personality factor scales that make up each Global Factor scale. This section also includes ideas for development based upon the individual s personality profile. Professional s Section Team Summary Information: When an entire team is assessed, this section provides a group-level summary of the team s 16PF information to help the team developer understand the personality dynamics within the team. Individual Information: Score profiles on each test taker, as outlined below. Three Response Style Indices: Impression Management, Infrequency, and Acquiescence Five Global Factor Scales: Extraversion, Anxiety, Tough-Mindedness, Independence, and Self-Control Sixteen Primary Factor Scales: Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension Three composite scores for Adjustment, Leadership, and Creativity Six projected scores for Holland Occupational Interest Themes: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional Item Responses and Raw Scores Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Teamwork Development Report (Required) NetAssess International (Internet); OnSite Pro (software) 19

QUALLEVEL 2 16PF Interpretive Report Presents the examinee s personality traits in a simple five-factor model framework, with interpretations of predominant personality factors and predictions about related vocational criteria. Applications Report Content Selection and Placement; Individual Development; Career and Outplacement Counseling; Personal Counseling The 16PF Interpretive Report is composed of five sections: Score Profile Three Response Style Indices: Impression Management, Infrequency, and Acquiescence Five Global Factor Scales: Extraversion, Anxiety, Tough-Mindedness, Independence, and Self- Control Sixteen Primary Factor Scales: Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension Basic Personality Information A graphical presentation of each Global Factor Scale score along with scores for the individual Primary Factors that combine to create each Global Factor Scale score. Interpretive statements are provided for each of the 5 Global Factor Scale scores as well as the Primary Factor Scale scores which are outside the average range of scores. Interpersonal and Behavioral Information * Predicted scores and explanatory statements for: Self-Esteem, Emotional Adjustment, Social Adjustment, Emotional Expressivity, Emotional Sensitivity, Emotional Control, Social Expressivity, Social Sensitivity, Social Control, Empathy, Leadership Potential, Creative Potential, and Creative Achievement. *This section available on the 16PF Basic Interpretive Reports generated via OnSite, OnFax, or Mail-In only. Vocational Interests Projected scores for 6 Holland Occupational Interest Themes: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. A narrative discussion is provided for the two occupational themes with the highest sten scores. Item Responses and Raw Scores Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Interpretive Report (Required) NetAssess International (Internet); OnSite Pro (software) International Languages: The 16PF Questionnaire, 16PF Profile Report, and 16PF Interpretive Report are available in 20 languages through NetAssess International, our online assessment service. Please refer to the Scoring Services section for details. 20

QUALLEVEL 2 16PF Profile Report This scores-only report provides a concise presentation of the examinee s personality traits. Typically used by professionals experienced in interpreting 16PF results. Applications Report Content Selection and Placement; Staff Development; Career and Outplacement Counseling; Personal Counseling; Research The Profile Report is composed of two sections: Score Profile Three Response Style Indices: Impression Management, Infrequency, and Acquiescence A graphical presentation of the five Global Factor Scales: Extraversion, Anxiety, Tough- Mindedness, Independence, and Self-Control A graphical presentation of the 16 Primary Factor Scales: Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension Item Responses and Raw Scores Generated From Report Manual Scoring 16PF Fifth Edition Questionnaire Manual for the 16PF Profile Report (Required) NetAssess International (Internet); OnSite Pro (software) 21

QUALLEVEL 2 Spanish-American 16PF Fifth Edition Questionnaire This comprehensive assessment of normal personality is a carefully adapted translation of the 16PF Fifth Edition Questionnaire. It was developed to meet the needs of professionals working with Spanish speakers in the American population and can be used for a variety of applications, subject to relevant employment laws and professional guidelines. Applications Scales Individual Development; Career Counseling; Outplacement Counseling; Team Building and Development; Leadership Development; Executive Coaching; Individual and Couple s Counseling; Research 16 Primary Factor Scales Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension 5 Global Factor Scales Extraversion, Anxiety, Tough-Mindedness, Independence, and Self-Control Additional Scores Test Form The number and type of additional projected scores vary by report. 1 form; 190 items in Spanish-American language Time 30-40 minutes (untimed) using paper-and-pencil method, less for computer administration. For Ages 16 years and above. Reading Grade Level: 5.0 Administration NetAssess International (Internet); OnSite Pro (software), Paper-and-Pencil Note: Scoring and report generation from Paper-and-Pencil administration is handled via entry of item responses into NetAssess. Scoring Interpretive Reports NetAssess International (Internet); OnSite Pro (software) The following reports, in English, are available. (Use our NetAssess International platform if a 16PF Interpretive Report or 16PF Profile Report in Spanish-American is needed.) 16PF Career Development Report 16PF Competency Report 16PF Interpretive Report 16PF Leadership Coaching Report 16PF Management Potential Report 16PF Practitioner Report 16PF Profile & Manager Feedback Report 16PF Profile Report 16PF Teamwork Development Report Test Manuals 16PF Fifth Edition Questionnaire Manual (Required) Technical Supplement for the Spanish-American 16PF Fifth Edition Questionnaire (Required) Each interpretive report also has a manual. (Required) Norms The general population normative sample (n=385) covers an age range of 15-78. The primary language for the majority of the sample is Spanish; 50% had lived in the United States for more than 10 years. Reliability Internal consistency estimates range from.63 to.83 with a mean of.73 Validity Refer to the Technical Supplement for the Spanish-American 16PF Fifth Edition Questionnaire. Authors Raymond B. Cattell, Ph.D., D.Sc.; A. Karen Cattell, M.A.; Heather E.P. Cattell, Ph.D. 22

QUALLEVEL 2 TM EJI Emotional Judgment Inventory The EJI is a brief measure of emotional intelligence designed to enhance the employee selection process by providing insight into an applicant s tendency to recognize and effectively use emotional information. It is also useful in professional development and placement applications as a tool to increase self-awareness. Applications Scales Selection and Placement; Professional Development; Leadership Development and Executive Coaching Dimensions of Emotional Intelligence Being Aware of Emotions Identifying Own Emotions Identifying Others Emotions Managing Own Emotions Managing Others Emotions Using Emotions in Problem Solving Expressing Emotions Adaptively Test Form Time For Ages Administration Scoring Report Content 1 Form; 80 items. Seven-point rating scale ranging from Absolutely Disagree to Absolutely Agree. 15 minutes (untimed) using paper and pencil method, less for computer administration. 16 years and above. Reading Grade Level: 5.4 NetAssess International (Internet); OnSite Pro (software); Paper-and-Pencil NetAssess International (Internet); OnSite Pro (software) Results for an impression management scale and each of the seven emotional intelligence scales are presented as follows: Graphic presentation of T-score Brief narrative feedback A results summary page also provides: Item Responses, Summary Statistics, Raw Scores, and T-Scores. Test Manual Norms Reliability Validity Emotional Judgment Inventory Manual (Required) General population adult norms (n=1,736) and other EJI sample statistics are provided in the manual. Internal consistency averages.81. Test/Retest reliabilities average.73 for four-week interval, and.61 for two-month interval. The EJI is unrelated to cognitive ability and exhibits moderate relationships with personality. It provides incremental information for performance in jobs which require close interpersonal or service-oriented interactions. Refer to the EJI manual for additional validity information. 23

QUALLEVEL 2 The Emotional Judgment Inventory (EJI) assesses the attributes of emotional intelligence through seven scales: Being Aware of Emotions: devoting mental resources to attend to and be conscious of one s own and others feelings through both verbal and non-verbal cues. Identifying Own Emotions: knowing one s own mood generally, as well as distinguishing between similar specific emotions one is experiencing. Identifying Others Emotions: knowing how others feel in general, as well as distinguishing between similar specific emotions in others. Managing Own Emotions: adaptively managing one s own emotions; this may include strategies and techniques to elevate negative moods or dampen overly positive moods. Managing Others Emotions: adaptively managing others emotions; this may include strategies and techniques to elevate negative moods or dampen overly positive moods. Using Emotions in Problem Solving: identifying and incorporating emotional information into planning, interpersonal interactions, motivation, decision making, and other problem-solving tasks. Emotions impact job performance in many ways. Emotions affect how employees make decisions, plan, solve problems, innovate, and interact with each other and customers. Employees who use their emotions to enhance the performance of these activities are an asset to any company. In contrast, employees whose emotions degrade performance can cost organizations money, time, and other resources. Emotional intelligence has been defined as the ability to appraise one s own and others emotions, manage one s own and others emotions, and use one s emotions intelligently and adaptively in problem solving (Salovey & Mayer, 1990). The EJI can enhance the selection process by providing a measure of an applicant s ability to appraise, manage, and effectively use emotional information. In combination with measures of personality and cognitive ability, the EJI gives you a more complete picture of the applicant. Expressing Emotions Adaptively: adaptively communicating how one feels to achieve a desired outcome. Salovey, P. and Mayer, J. (1990). Emotional intelligence. Imagination, Cognition, and Personality, 9, 185-211. 24

QUALLEVEL 1 TM PRB Personnel Reaction Blank The PRB is an assessment of integrity that is used to screen applicants for entry-level positions. It is a valid predictor of whether the candidate will exhibit dependable and reliable workplace behavior (high scores) or counterproductive behavior (low scores). Applications Subscales Selection and Placement Sense of Well-being - High-scorers report positive feelings about their current life, whereas Low-scorers express doubt and disappointment Positive Background Indicators High-scorers view their early life as happy and satisfying; Low-scorers have mostly negative and dissatisfying recollections Compliance with Rules and Routines High-scorers describe themselves as ruleabiding and disciplined, whereas Low-scorers report more rule-breaking and non-conformist tendencies Conventional Occupational Preferences Respondents register their like or dislike toward a variety of occupations, including unusual, dangerous, and dead-end jobs. Composite Score Personal Reliability Index While the four subscales give a more precise indication of where difficulties, if any, appear to originate, the PRI is the best overall indicator of counterproductive behavior. Test Form Personnel Reaction Blank: 1 Form, 84 items Part I has 30 items with 3 response options (Like, Indifferent, Dislike) Part II has 54 items with 2 response options (True, False) Time 15 minutes For Ages Administration 15 years and above NetAssess International (Internet); OnSite Pro (software); Paper-and-Pencil Scoring NetAssess International (Internet); OnSite Pro (software) Note: If the paper-and-pencil method of test administration is used, the administrator inputs the item responses into the NetAssess International system or OnSite Pro software to score the test and generate the Personnel Reaction Blank Report. Or, the answer sheet can be scanned and then scored with the OnSite Pro software. Report Content For each scale, the report provides the applicant s score along with a narrative statement of the typical behavior of Low-scorers and High-scorers. Item responses and the number of missing responses for each scale are detailed on the report s summary page. Test Manual Manual for the Personnel Reaction Blank (Required) Norms The norm sample consists of college students, applicants and employees in workplace settings, and other testing situations. Local norms can be developed as part of a consulting project. Validity and Reliability The Personnel Reaction Blank is a valid predictor of relevant job performance criteria. It is highly reliable across diverse groups of job applicants. In addition, it has been demonstrated that the PRB is valid for predicting relevant criteria such as job performance, quality of work, counterproductive work behaviors, and accidents on the job, among others. Refer to the Manual for the Personnel Reaction Blank for details. Local validation research is available from IPAT s Consulting Services Group. Authors Harrison G. Gough, Ph.D.; Richard D. Arvey, Ph.D.; and Pamela Bradley, Ph.D. 25

QUALLEVEL 1 Concise Scores Facilitate Quick Decisions The PRB yields a valid and reliable composite score, the Personal Reliability Index, which is the best overall indicator of counterproductive behavior. The Personal Reliability Index is based on covert personality-type items that assess: Newly revised and updated, the Personnel Reaction Blank (PRB) is designed to assess the likelihood that a respondent will display dependable and reliable workplace behavior, in contrast to counterproductive behavior. Prosocial Background Compliance with Social Norms Sense of Well-Being Conventional Occupational Preferences Global Applicability Historically, the PRB has been validated in different cultures and countries, with similar reliabilities and validities as found in the United States. Thus, one of the major strengths of the PRB is its transportability across jobs, settings, organizations, industries, cultures, and countries. Screen-in Desirable Characteristics The PRB is useful in settings where dependability, conscientiousness, diligence, and restraint are desirable qualities in an organization s employees. 26

Books, Manuals, and Tools 16PF Fifth Edition Questionnaire Manual Essential for administering the 16PF Fifth Edition Questionnaire. Featuring information on administration and scoring, profile interpretation, norms and standardization, reliability and equivalency, validation and more. ISBN 978-0-918296-26-9 16PF Job Profiling Kit This kit helps you create a focused Comptetency Model for any job, which can then be implemented using the Competency Selector on NetAssess International to generate tailored 16PF Competency Reports, at no extra cost, for each and every job. Exploring Your 16PF Profile This 60-page workbook provides a framework for your client s in-depth exploration of his/her 16PF profile, including identification of distinctive personal strengths, potential, and areas of development, and prompts that encourage self-development activities. (Heather E.P. Cattell, Ph. D., 2007) Essentials of 16PF Assessment An informative guide to administering, scoring, and interpreting the 16PF Questionnaire. This book is particulary helpful to those who have little or no experience with the 16PF assessment. Experienced 16PF users will find the book to be a valuable tool when expanding their use of the 16PF Questionnaire to new applications. Authors Heather E.P. Cattell and James M. Schuerger draw upon their extensive experience with the 16PF Questionnaire to clearly describe how to use the instrument. The book includes helpful tips for using the instrument effectively for selection and development in work settings, career and outplacement counseling, and more. (Heather E.P. Cattell, Ph.D. and James M. Schuerger, Ph.D., John Wiley & Sons, 2003) ISBN: 0-471-23424-9 16PF Interpretation in Clinical Practice: A Guide to the Fifth Edition Handbook for the 16PF A concise, easily understood clinical guide that reveals how normal-range personality information applies to today s clinical techniques and time-constrained managed care environment. The authors review the Fifth Edition test construction and discuss its significant enhancements. They offer their interpretive strategies, provide in-depth insights and discuss substantive examples of how the 16PF Questionnaire can be used to facilitate treatment in numerous clinical applications. The cases presented reflect current client problems and practice trends. (Karson, Karson, O Dell, 1997) ISBN 0-918296-27-7 The primary source of technical information and research based on years of 16PF assessment. Contains data on nearly 30,000 people from a variety of occupations and cultural groups. (Cattell, Eber & Tatsuoka, 1970, 1988, 1992) 27

Test Administration, Scoring, and Interpretive Report Services Internet NetAssess International With NetAssess International (NAI), your clients, employees and applicants can complete IPAT assessments online, for maximum convenience. Easy as 1-2-3 Contact IPAT s Customer Service staff at 800 225 4728 or custserv@ipat.com to order report credits. Then, log into the NAI Administrator s site to: 1. Add your respondents details and assign the questionnaires you want each person to complete; 2. Send each respondent an invitation that includes instructions for completing the assigned assessments and a link to the test administration site; 3. Generate the appropriate interpretive reports once a respondent completes the assigned questionnaire(s) Need a Report in More than One Language? Not a problem. Simply order an additional report credit to generate either the 16PF Profile Report or 16PF Interpretive Report in one of these languages. This is particularly helpful for multi-national organizations where managers in different countries need to review an applicant or employee report. Languages Afrikaans Chinese (traditional) Czech Danish Dutch English (Canada) English (India) English (South Africa) English (United Kingdom) English (United States) French German Greek Italian Japanese Norwegian Portuguese (Brazilian) Portuguese (European) Slovak Spanish-American Spanish (European) Swedish Tagalog (Philippines) Turkish 28

Test Administration, Scoring, and Interpretive Report Services (continued) Software OnSite Pro IPAT s OnSite Pro system software is the fast and easy way to administer and score IPAT questionnaires on a computer, and generate interpretive reports. You can also hand enter or scan pencil-marked answer sheets, if test administration via paper-and-pencil is preferred. Features Easy start-up instructions and integrated Help Self-contained no Internet connection needed Data secured through a program password and database encryption Automatic update of report credit balances so you always know the number of report credits available Creates disks for OffSite test administrations Professional and knowledgeable IPAT technical support System Requirements OnSite Pro is designed for PCs with the following minimal configurations: Windows 7 Professional, XP Professional, or Vista Business Screen Resolution of 1024 x 768 or better 25MB free hard disk space CD-ROM Drive for program installation USB port Scanner (optional). OnSite Pro is compatible with most OpScan and ScanMark optical mark readers. 29

Track: HR IPAT test user qualification requirements for HR professionals Because of the sensitive nature of psychological testing and assessment materials, IPAT, Inc. has established test user qualification guidelines that restrict the sale and distribution of our testing products. IPAT, Inc. will provide these instruments to those professionals who provide us with credentials regarding licensure, education, training and experience, and/or affiliation that supports the professional s stated ability to use the materials for their intended purposes. IPAT s testing guidelines take into consideration the different testing requirements that professionals encounter in clinical/educational settings compared to human resources and personnel management settings. For example, while clinical psychologists must be extremely skilled in test interpretation as it relates to treatment planning, industrial-organizational psychologists must be equally knowledgeable of regulations such as the Equal Employment Opportunity Commission s (EEOC) Uniform Guidelines on Employee Selection Procedures and related employment laws. The test user qualifications for HR professionals are listed below. Level HR-3 Level HR-2 Level 1 Level CCP-3 qualification, OR A Master s degree or higher in psychology, education, or a closely related field (e.g., human resources management, training and development, public administration, criminal justice), plus Relevant graduate-level coursework in Tests and Measurement, or completion of an IPATapproved advanced specialty certification workshop in Tests and Measurements, plus ONE of the following: (1) Licensure to practice psychology independently, (2) Current membership in the American Psychological Association or comparable professional association that promotes ethical and competent test use in the workplace, (3) At least 1 year of supervised experience in administering, scoring, and interpreting employment tests, in applied settings, from a qualified professional, or (4) Proof of being granted the right to administer tests at this level in a particular jurisdiction (e.g., a certified letter from a qualified regulatory agency or association). Meeting these requirements qualifies an individual to be a Level HR-3 assessment user. A Master s degree or higher in psychology, education, human resources, or a closely related field (e.g., business administration, training and development, public administration, criminal justice), plus Relevant graduate-level coursework in Tests and Measurement, OR successful completion of an IPAT-approved standard certification workshop on the proper use of Level 2 employment tests and reports (e.g., personality and ability). Meeting these requirements qualifies an individual to be a Level 2 assessment user. Training and experience as specified for a particular Level 1 employment test. Training can be provided through instructional manuals provided with the assessment. Experience can be attested to by a supervisor or qualified consultant who has observed proper on-the-job Level 1 test use. Specific workshops are not required, although participation in an IPAT-approved workshop is recommended. Level 1 assessments typically include very basic test reports that require limited training and the reports typically do not include scores. In establishing these dual track qualifications, IPAT, Inc. made every attempt to reflect the intent of the ethical guidelines established by the American Psychological Association, the Association of Test Publishers, and the American Counseling Association, as well as those published in the Standards for Educational and Psychological Testing (AERA, APA, NCME) along with the Society for Industrial and Organizational Psychology s (SIOP) Principles of the Validation and Use of Personnel Selection Procedures. With respect to HR assessments, relevant professional standards that cut across the entire HR value chain (e.g., from recruitment to selection to development to retirement) need to be considered (e.g., both the American and the Canadian Societies for Training and Development). 30

User Qualification Because of the sensitive nature of psychological testing and assessment materials, IPAT has established user qualification guidelines that restrict the sale and distribution of our testing products. We will provide these instruments to professionals who provide us with credentials regarding licensure, education, training and experience, and/or affiliation that supports the professional s stated ability to use the materials for their intended purposes. N a m e : J o b t i t l e : Organization: Address: City: State: Zip: Country: Telephone: Fax: E-mail: Account type New Add me to existing account IPAT account # Assessment applications (check ALL areas in which you use assessments) Executive search Outplacement Executive coaching Employee selection Leadership development Employee development (non-management) Organizational development Career counseling Public safety selection/fitness for duty Relationship and family counseling Clinical evaluations Research Other Work setting (check the ONE organization type that best describes where you work) Owner/Manager/Consultant in a Correctional institution consulting practice Business/Industry College/University Clinic/Hospital/Health care group Law enforcement agency Military Government Charitable/Religious organization Distributor/Publisher Other Organization size 1 5 101 1,000 6 10 1,001 5,000 11 100 5001 or more Number of assessments you administer per year 0-25 251-500 26-100 501-1,000 101-250 1,001 or more Number of courses/professional development events you typically attend each year None 3-5 1 2 6 or more 31

I grant IPAT permission to e-mail me to keep me informed of IPAT offerings and services: Yes No Which track(s) are you applying for? (Check all that apply) Clinical/Counseling/Public safety & security (CCP) Human resources/organizational development (HR) 1. Highest degree attained Year: Degree: Institution: Major field: 2. Course work completed in psychological tests and measurement (check all that apply) Graduate level Undergraduate level Workshop/Seminar None 3. Participation in IPAT-sponsored certification workshops Course title: Date: Course title: Date: Course title: Date: Course title: Date: Course title: Date: 4. Current membership in professional organizations (check all that apply) American Psychological Association (APA) American Psychological Society (APS) International Society for Performance Improvement (ISPI) National Board for Certified Counselors (NBCC) Society for Industrial and Organizational Psychology (SIOP) Society for Human Resource Management (SHRM) Other: Other: 5. Professional experience/credentials (check all that apply) License to practice psychology, or a related field, independently Current membership in APA or comparable professional association that promotes ethical and competent test use At least one year of supervision by a qualified professional in the interpretation of clinical diagnostic tests Proof of the right to administer tests, within the level you are applying, granted by a qualified regulatory agency or association 32

6. Professional licenses and certificates relevant to assessment and testing Certificate/License number: Title: Agency: State: Expiration date: I agree that: I have read and will abide by IPAT s Terms and Conditions. I reiterate that I am qualified to use properly the IPAT products that I order, and I have provided IPAT with only accurate and true qualification information. Any IPAT assessment products and services purchased under my account will be used in accordance with all applicable legal and ethical guidelines within my jurisdiction. My use of IPAT assessments within the Public Safey and Security sector will conform to IACP guidelines. Signature Date 800 225 4728 custserv@ipat.com www.ipat.com tuq0608 33

Ordering Information How to Order 1. Online: www.ipat.com To register for online shopping, call Customer Service at 800.225.4728. 2. Phone: 800.225.4728 Monday-Friday 8:00 am - 5:00 pm CST (U.S.) For faster phone service: Have your IPAT customer account number handy when you call. Use an IPAT Order Form to help organize your selections. We will be happy to total your order, and add your sales tax. If you have a purchase order number, please have it available when you call. The approved purchase order must be provided to IPAT prior to order fulfillment. IPAT gladly accepts VISA, Discover, MasterCard and American Express. You will need your account number, security code, and expiration date. 3. Mail Complete an IPAT Order Form and mail it to: IPAT Customer Service Department 1801 Woodfield Drive Savoy, IL 61874 4. Fax: 217.352.9674 Complete an IPAT Order Form and send it via fax. Order Confirmations To avoid duplication, please mark CONFIRMATION prominently on your order confirmation and Purchase Order. Credit Terms Credit terms are allowed only upon approval of an IPAT Credit Application. Contact IPAT Customer Service for this form. Payment Terms Net 30 days, F.O.B. Champaign, Illinois with an approved IPAT Credit Application; Net 30 days, F.O.B. Champaign, Illinois for Colleges, Schools, and Government Agencies with an approved, official Purchase Order provided prior to order fulfillment; Payment in Advance for orders less than $300 (including shipping and applicable tax). Pricing Refer to our Price List for current pricing. Prices are subject to change without notice. If prices on your submitted order are incorrect, we reserve the right to exceed the amount up to 10% unless otherwise stated on your order. 34

Ordering Information (continued) Shipping Information 1. Shipping and Handling Charges United States destinations (48 contiguous states): Order Total shipping/handling up to $75.00... $ 7.75 $75.01 to $250.00... $11.00 $250.01 to $500.00... $15.50 $500.01 and up... 4% of order All other destinations: Actual cost plus $10.00 2. Special Charges, all destinations: Expedited shipments: Actual cost plus $10.00 Saturday delivery: Additional $12.50 3. All orders are insured. 4. E-commerce, phone, and fax orders are normally shipped the next business day. 5. Most orders are shipped via UPS. IPAT will try to accommodate your request for an alternate carrier. Contact Customer Service regarding special shipping arrangements and estimated costs. Consulting Services Privacy IPAT s Consulting Services Group offers individual proposals that address each client s unique needs. For additional information about IPAT s tailored solutions, call 800.225.4728, or email consulting@ipat.com. IPAT will not release personally-identifiable information for any purpose except as required and directed by a court of law. Refer to our website for IPAT s complete Privacy Statement. Other Considerations IPAT reserves the right to aggregate non-person-specific data obtained from the processing of IPAT assessment materials and to utilize these data for research and statistical purposes. IPAT may also disclose such data to third parties with or without reimbursement or notification. Questions? Call 800.225.4728. Our customer service representatives will be glad to help you. 35

Order Form 800 225 4728 custserv@ipat.com IPAT Terms and Conditions apply to all orders. New Customers: IPAT psychological assessment materials are restricted to qualified purchasers. New customers are required to complete, sign, and return the IPAT User Qualification form. Payment is required with first orders and orders less than $300. Previous Customers: If your professional qualifications have changed since your initial order with IPAT, please keep us up-to-date by completing and returning the IPAT User Qualification form. Customer Number: If you ve ordered before, providing your IPAT Customer Number will ensure fast service. Billing Address (please print) N a m e : T i t l e : Organization: Department: Street Address (required for UPS): Residence Business City: State: Zip: Telephone: Ext. Shipping Address (if different from billing address) N a m e : T i t l e : Organization: Department: Street Address (required for UPS): Residence Business City: State: Zip: Telephone: Ext. Ship Via UPS 1st Class Other Catalog Item Description Unit Number (Test, Forms, etc.) Quantity Price Disc. Total Price Charge Information VISA MasterCard American Express Discover Acct# Subtotal Sales Tax (IL, IN, and MI): applicable rate Tax Exempt# Security Code Exp. Date month / year Shipping Charges Signature TOTAL AMOUNT Prices subject to change without notice 36

Deeper personality insights with the 16PF Questionnaire Employee Selection Career Development Talent Management Competency Matching IPAT, Inc. 1801 Woodfield Drive Savoy, IL 61874 t: 217 352 4739 t: 800 225 4728 f: 217 352 9674 custserv@ipat.com www.ipat.com