Our regularly updated adverse impact studies provide evidence that our assessments offer equal opportunities for all protected groups. This Equal Employment Opportunity Commission (EEOC) definition includes: gender, race, disability and Veteran status.
Our regularly updated adverse impact studies provide evidence that our assessments offer equal opportunities for all protected groups. This Equal Employment Opportunity Commission (EEOC) definition includes: gender, race, disability and Veteran status.
Our regularly updated adverse impact studies provide evidence that our assessments offer equal opportunities for all protected groups. This Equal Employment Opportunity Commission (EEOC) definition includes: gender, race, disability and Veteran status.
The following TTISI Style Insights Technical Manual Version 1.0 contains information on the history and development of our behavioral assessment, from its beginnings to current implementation. Included are a host of mathematical, statistical, and psychometric analyses used to establish evidence of validity and reliability of this TTISI assessment. The reader interested in all the details is encouraged to read the manual in its entirety. However, if the reader is interested in the final results, one should focus on Section 16, which serve as a summary of what has been presented elsewhere in this work as well as thoughts for future projects and studies. Appendix B, starting on page 176, presents results from our logistic regression approach to O’NET occupational title identification through the Style Insights variables.
The 2012 technical compendium includes history, reliability and extensive adverse impact data for behaviors, motivators, competencies and The Hartman Value Profile. The strength of the report lies in the fact that it has all of this information in one document. For those wanting the combination of sciences, please know that we plan to maintain this layout as we revise based on the format established in the latest EQ manual.