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1. 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 Trustworthiness H This scale assesses the likelihood that a candidate will perform on the job in a trustworthy manner 2 B The candidate s score on this scale is poorer than 67 of job candidates This suggests there is a moderate likelihood that job performance will be characterized by an acceptable level of trustworthiness Long Term Job Commitment Q This scale assesses the likelihood that a candidate will make a long term commitment to the job and will not quit shortly after being hired 3 A The candidate s score on this scale is poorer than 82 of job candidates This suggests there is a below average likelihood that job performance will be characterized by an acceptable level of long term job commitment For this reason you should use the structured follow up questions for the Q scale during interviews and reference checks to further clarify this possibility In general candidates who get poorer scores on this scale tend to have the following personality characteristics 1 Experiencing personal feelings of dullness and a lack of involvement in one s life and society 2 Having a hedonistic outlook living for the pleasure of the moment and 3 Avoidance of personal involvement challenge or complexity During inte2. 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 SAMPLE PREFERRED PROFILE EXTENDED COMPREHENSIVE REPORT In order to maximize proper use accuracy confidentiality and security Bay State Psychological Associates Inc BSPA requires that only properly trained and authorized individuals have access to ERI documentation materials and results To ensure all of these requirements it is necessary that the administration scoring interpretation and use of ERI results be restricted to those individuals in your organization who 1 Have read and have been fully trained to administer score interpret and use the ERI according to the Procedures and Instructions contained in the ERI User s Manual as well as any subsequent revisions or updates which may have been sent to you by BSPA 2 Have been authorized by your organization to make use of ERI procedures and results Limitations To The Use Of The ERI 1 The ERI was developed and validated to be used as a pre employment assessment tool It is to be used for the assessment of new job applicants Under no circumstances should the ERI be administered to current employees or used for any purpose other than as an aid in the pre employment selection process 2 The ERI is not designed to reveal nor should it be used for the purpose
3. al with it 3 What kinds of things at work get you the most frustrated 3a When this happens how do you deal with the situation Please give me an example 4 When things don t go your way how do you deal with the situation 4a Please give me an example that typifies how you deal with this kind of situation Job Commitment Begin the questions with a statement something like the following It is quite common for people to leave one job and move on to a new one The reasons for this differ from person to person 1 Could you please tell me why you are interested in changing jobs at this time Details 2 Inotice on your application that your previous job was with Name of Company What were your reasons for leaving that position Inquire as to the reasons for leaving each previous employer listed in the application getting specific details 3 What is the most interesting exciting job you have ever had Ask for details regarding who where when and what made it so interesting 4 What kind of personal challenges do you look for in a job At the end of your interview with the applicant be sure to ask the following I would like to speak with the person who was your supervisor at one or two of your previous jobs Is that okay with you If not ask for the reasons Be sure to get the name of each person company name and phone number SUGGESTED FOLLOW UP REFERENCE CHECK QUESTIONS Asking the following questions durin
4. and responsibility for doing a good job I would appreciate you telling me If poor job performance and poor productivity were not a problem with Mr Ms X I would appreciate your telling me Ask for Details If customer service is also a part of the position for which the applicant is applying ask the following question If customer service is not an important part of the position skip to the next question These are some of the other characteristics which are important for the job for which Mr Ms X is applying Do you know of any cause for concern with respect to each of the following characteristics Demonstrating courtesy constant politeness and a positive attitude toward customers Presenting a genuine friendly and outgoing manner Remaining courteous even during difficult confrontations with customers Do you know of any situation that would be a cause for concern with Mr Ms X regarding trustworthiness on the job Ask for Details If trustworthiness was not a problem with Mr Ms X I would appreciate your telling me Did Mr Ms X ever receive a warning or reprimand while employed by you Details Under what conditions did Mr Ms X leave your company Details After you have reviewed the ERI results along with the candidate s answers to the follow up interview questions and the past supervisor s answers to the follow up questions you should weigh all of
5. emphasized that the need for limiting questions to those regarding maladaptive personality traits of the type described above is particularly important where the interviewer unintentionally learns that an individual may have successfully undergone treatment for a psychological impairment or disorder It is important to emphasize that this scale does not assess nor is it intended to assess for the presence of a mental or psychological impairment or disorder or an applicant s general physical or psychological health Rather it assesses whether an individual s job performance is likely to be disrupted due to the presence of maladaptive personality traits such as irresponsibility poor judgment difficulty in working cooperatively with others poor frustration tolerance or poor impulse control F WORD ER Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 1 Just about everyone has times when the pressure gets to them and they find it difficult to relax What kind of situations can cause you to feel this way la What do you usually do when you feel this way 2 Just about everyone has times when they feel unappreciated at work and feel that others are treated better than they are When this happens to you how do you de
6. g your reference checks with the candidate s past supervisors will also help you to gain a more complete understanding of the person BEFORE you make a hiring decision Be sure to write down the candidate s answers to each of the questions e Begin by telling the reference the type of position for which the applicant is being considered Then tell the reference F WORD ER Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 These are some of the characteristics which are important for the job for which Mr Ms X is applying Do you know of any cause for concern with respect to each of the following characteristics Ability to consistently exercise sound judgment Ability to work under pressure Ability to follow through with job assignments on time Compliance with company policies and procedures Productive and conscientious job performance Could you please give me an example of his her work performance that demonstrates any of these qualities If Mr Ms X did not have problems with following through on job assignments and or exercising sound judgement on the job I would appreciate you telling me If Mr Ms X did not have problems with working under pressure and taking personal initiative
7. ly respond when this happens 2 Eventually everyone runs into a customer guest who keeps on complaining no matter what you do to help them How do you how would you deal with situations like this when they occur 3 The position you are applying for requires that you always be friendly and courteous to customers guests On the other hand everybody has days when they are in a bad mood themselves When you have a bad day how do you how would you try to keep it from affecting your contacts with customers guests 4 How do you how would you deal with situations where a customer guest is rude to you 5 When there are lots of customers guests all asking for help at the same time how do you how would you deal with the situation Emotional Maturity A Note Regarding Questions Which Might Be Asked When a Candidate s Score On This Scale Is Outside The Preferred Profile In determining whether to ask applicants or past employers follow up questions regarding the presence of maladaptive personality traits it is important that you be mindful of the provisions of the Americans With Disabilities Act ADA as well as any other applicable statutory or regulatory restrictions which may exist regarding the issue of disability handicap due to mental or psychological impairment or disorder Specifically questions should be appropriately phrased so as to not evoke responses indicative of mental or psychological impairment or disorder It should be
8. of revealing the existence nature or severity of a disability as defined under the Americans With Disabilities Act ADA and EEOC regulations 3 The decision to hire or not hire a specific applicant should not be based solely on the applicant s ERI scores Hiring decisions should be based on a review of ALL information collected during the conduct of the total selection process In addition because of the variability inherent in any type of scores small differences in results should never be the basis for making decisions about candidates or for comparing candidates 4 Laws regarding questionnaires such as the ERI vary from state to state Users are responsible for the monitoring of any such laws The following results are based upon the analysis of the candidate s pattern of responses to the 81 item questionnaire If you have questions regarding any aspect of administration scoring or interpretation of the ERI please call ERI technical support at 617 367 8400 or if outside the 617 area 800 438 2772 F WORD ER Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number Position Date Scored 05000121 Food Server 12 29 99 15 59 14 The following results are based upon the analysis of the candidate s pattern of responses to the 81 item questionnaire Likelihood of Un
9. reliable Behavior Highest ZONE 1 ZONE 2 ZONE 3 ZONE 4 SCALE A B A B rreedom From Disuptwe MUUUUUUUUUUUUUUUUU Alcohol Olea U e M Courtesy Emotional Maturity E U Conscientiousness Trustworthiness Job Commitment Company s Preferred Profile F Applicant s Profile Es F WORD ER Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 EXTENDED INTERPRETIVE REPORT Freedom From Disruptive Alcohol and Illegal Drug Use A This scale assesses the likelihood that a candidate s work performance will be reliable in that if the person uses alcohol or illegal drugs his her performance will not be disrupted by behaviors such as inattentiveness unauthorized absence lateness failing to follow through on assignments or other inappropriate work behaviors It is important to emphasize that this scale does not assess the extent of prior or current alcohol or illegal drug use Similarly it is not designed to reveal nor should it be used for the purpose of revealing the existence nature or severity of a disability 2 B This is a good score The candidate answered the questionnaire statements similarly to indi
10. rviews and reference checks you should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate This represents an additional technique for clarifying confirming the accuracy of the candidate s score on this scale Safe Job Performance S This scale assesses the likelihood that a candidate will perform on the job in a safe manner and will not have a significant on the job accident 2 B This is a good score The candidate s score on this scale is poorer than 46 of job candidates This suggests there is a reasonably good likelihood that the candidate will perform on the job in a safe manner F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf 2 CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 SUGGESTED FOLLOW UP INTERVIEW QUESTIONS Asking the following questions during your next interview with the candidate will help you to gain a more complete understanding of the applicant BEFORE you make a hiring decision Be sure to write down the candidate s answers to each of the questions Courtesy 1 Just about everyone has times when customers guests get to them What kind of situations can cause you to feel this way la How do you how would you usual
11. should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate This represents an additional technique for clarifying confirming the accuracy of the candidate s score on this scale F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf i CONFIDENTIAL INFORMATION FOR USE ONLY BY AUTHORIZED INDIVIDUALS Report of ERI Results For 101 45 9552 Questionnaire Number 05000121 Position Food Server Date Scored 12 29 99 15 59 14 Emotional Maturity E This scale assesses the likelihood that a candidate s work performance will be reliable in that it will be characterized by mature behavior and that it will not be disrupted due to the presence of maladaptive personality traits such as irresponsibility poor judgment difficulty in working cooperatively with others poor frustration tolerance or poor impulse control Itis important to emphasize that this scale does not assess nor should it be used to assess for the presence of a mental or psychological impairment or disorder or an applicant s general physical or psychological health 3 A The candidate s score on this scale is poorer than 78 of job candidates This suggests there is an above average likelihood that job performance may be disrupted by maladaptive personality traits such as irresponsibility poor judgment difficulty in working cooperativel
12. the information you have available to you as part of deciding whether or not you want to hire the applicant F WORD ER Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf
13. viduals whose work performance has not been disrupted by behaviors such as inattentiveness unauthorized absence lateness failing to follow through on assignments or other inappropriate work behaviors The candidate s score on this scale is poorer than 37 of job candidates This suggests that if the candidate uses alcohol or illegal drugs there is a reasonably good likelihood that job performance will not be disrupted by such use Courtesy C This scale assesses the likelihood that a candidate s work performance will be reliable in that it will be characterized by a high level of courtesy and commitment to service 3 B The candidate s score on this scale is poorer than 80 of job candidates This suggests that if the candidate will be interacting with customers guests these interactions may not be characterized by a high level of courtesy and customer service For this reason you should use the structured follow up questions for the C scale during interviews and reference checks to further clarify confirm this possibility In general candidates who get poorer scores on this scale tend to have the following personality characteristics 1 Being cynical outspoken and liking to avoid pressure or hard work 2 Feeling discontented dull and having difficulties relating to strangers and 3 Avoidance of interacting with or being involved with other people 4 Rigid inflexibility During interviews and reference checks you
14. y with others poor frustration tolerance or poor impulse control For this reason you should use the structured follow up questions for the E scale during interviews and reference checks to further clarify this possibility In general candidates who get poorer scores on this scale tend to have the following personality characteristics 1 The presence of maladaptive personality traits 2 Frequently fluctuating self esteem and 3 Pervasive denial of any form of frustration or inner conflict During interviews and reference checks you should ask additional questions which can help you determine whether or not these particular personality characteristics are present in this candidate This represents an additional technique for clarifying confirming the accuracy of the candidate s score on this scale Conscientiousness F This scale assesses the likelihood that a candidate will perform on the job in a conscientious manner will follow rules and procedures and will not be fired work performance will be reliable in that it will be characterized by mature behavior and will not be fired 2 B The candidate s score on this scale is poorer than 69 of job candidates This suggests there is a moderate likelihood that job performance will be characterized by an acceptable level of conscientiousness and compliance with rules and procedures F WORD ERI Admin and Scoring Methods Fax Sample Reports Sample Fax Report E2 doc pdf
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