Assessment Edge Product Catalog

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About Assessment Edge

What We Can Do For You
What We Can Do For You
Assessment Edge has a complete catalog of exceptional occupational
assessments that target all manner of employment related issues
including hiring, training, self-coaching and even management
, ,
performance. Skills testing and background checks are also available.
performance
We can fix your "people problems" while saving you money. Our
products are even available in 32 languages and in 122 countries.


Industries and Clients We Serve
Industries we serve
Financial services and insurance
Retail and consumer products
Travel and hospitality
Professional and business services
Healthcare and human services
Media, telecommunications and technology
Energy, utilities and natural resources
Manufacturing, transportation and
automotive
Construction and real estate
Federal, state and local governments
K‐12, for‐profit and not‐for‐profit higher
education

People we work with
Business leaders CEOs, Presidents and
Business leaders—CEOs, Presidents and
General Managers
Small and mid‐sized business owners
Functional leaders—CFOs, CIOs, Sales and
Marketing leaders, HR leaders
Functional specialist—Recruiting, Learning and
Development
First and second line managers

Global reach
122 countries; 32 languages


How We Do It ‐ Solutions Overview


High‐tech

Profiles assessment validation study standards exceed those
Profiles assessment validation study standards exceed those
set by The Association of Test Publishers
All Profiles solutions are validated in each language
EEOC compliant
Tailored to your specific needs
Tailored to your specific needs

Delivered effortlessly online through a branded Virtual
Assessment Center, a customizable component of the
Profiles Resource Center

Over 99% uptime and availability
Analytics dashboard
Unlimited simultaneous user access
Client‐controlled assessment administration and scheduling
Data secured by firewall and site encryption
Generate reports that include actionable data
Update accounts
U d
Build job models based on high‐performing incumbents
Prepare data exports
Monitor meter inventory


High‐touch

Dedicated client service professionals fully vested in your
success:
Proven implementation plan that includes deliverables
and timetables to help clients set and achieve clear
objectives
Comprehensive training is provided to each client
according to his or her unique needs and objectives
Training is available in person, via interactive internet, on‐
site at the client organization, or at Profiles International’s
Corporate Training Center
C T i i C

Practical and actionable output written for your
managers is available via the Profiles Assessment Center
featuring:
featuring:

Tracking reports: hired/terminated
Pattern analysis
Pattern analysis
Cost analysis
Performance reports—correlate performance with job
match and assessment scores
Financial reports return on investment reports
Financial reports—return on investment reports
Team company perspective analysis


® Profiles Sales Assessment™
Profiles Sales Indicator™
ProfileXT Workplace Engagement Survey Profiles Managerial Fit
The ProfileXT® (PXT)
assessment measures how
well an individual fits specific
jobs in your organization. The
“job matching” feature of the
PXT is unique, and it enables
you to evaluate an individual
relative to the qualities
required to successfully
perform in a specific job.
It is used throughout the
employee life cycle for selection, on-boarding, managing
and strategic workforce planning.

This assessment reveals consistent, in-depth, and objective
insight into an individual’s thinking and reasoning style,
relevant behavioral traits, occupational interests, and
match to specific jobs in your organization. It helps your
managers interview and select people who have the highest The ProfileXT gives you an objective inside look at the
probability of being successful in a role, and provides behaviors and motives of job candidates to help you make
practical recommendations for coaching them to maximum better hiring, promotion and organizational decisions.
performance. It also gives your organization consistent Giving this information to managers helps them be more
language and metrics to support strategic workforce and effective and get the very most from their people.
succession planning, talent management and reorganization
efforts. How does the ProfileXT assessment work?
Prior to assessing candidates, our experts help you develop
Why assess employees? peak performance models for your jobs in question that
Given the opportunity to land a new job or to be promoted, you will use to compare job candidates against. Once
people may tell you what you want to hear instead of established, our clients deliver the PXT to their candidates
the truth. Additionally, so much of their success depends over the Internet—hiring managers or an HR administrator
on the specific type of job and the organization in which simply forwards a link. The assessment does not need to be
they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer
The cost of a bad hire is very high considering the hiring with Internet access. The system instantly scores the
and ramp-up costs, low productivity, and disruption to assessment and informs the hiring managers where they
customers and co-workers. can access the results.

The hiring manager can use the results as a screening tool
or to assist them in the interviewing, selectionand on-
boarding process.

Did You Know? What’s the next step?
Please contact your authorized Profiles International
• 46% of new hires fail within 18 months.
business partner, Assessment Edge.
• Only 19% will achieve unequivocal success.
• Technical skills are not the primary reason for failure.

www.assessmentedge.com

ProfileXT®
A. 20 Performance Indicators
MEASURES
B. The Total Person
• Thinking and Reasoning
• Behavioral Traits
• Interests

TIME TO TAKE Less than 60 minutes
No administrator or proctoring required

CUSTOMIZABLE Develops Peak Job Performance Models by:
• Company
• Position
• Manager
• Geography

USED FOR • Placement, Promotion Fit, and Succession Planning
• Coaching
• Developing Peak Job Performance Models
• Job Description Development

REPORTS • Performance Model Comparison
• Interview Guides
• Strategic Workforce Planning
• Candidate Matching
• Individual Profile
• Comparison Summary
• Summary Graph
• Individual Graph

VALIDATION
1999, 2000, 2001, 2003, 2005, 2006, 2008, 2009, 2010
STUDIES

ADMINISTRATION Internet or Paper/Pencil

SCORING Internet

Contact Information

Assessment Edge
937.550.9580

www.profilesinternational.com
© 2010 Profiles International
Profiles Sales Assessment™ Profiles Sales Indicator™
3.10v5
Workplace Engagement Survey Profiles Managerial Fit

Sales Assessment™

ProfilesWorkplace Engagement Survey Profiles Managerial Fit
The Profiles Sales
Assessment™ (PSA) measures
how well a person fits
specific sales jobs in your
organization. It is used
primarily for selecting,
on-boarding and managing
sales people and account
managers.

The “job modeling” feature
of the PSA is unique and can be customized by company,
sales position, department, manager, geography, or any
combination of these factors. This enables you to evaluate
an individual relative to the qualities required to perform
successfully in a specific sales job in your organization. It
also predicts on-the-job performance in seven critical sales
behaviors: prospecting, call reluctance, closing the sale, self-
starting, teamwork, building and maintaining relationships,
and compensation preference.
How does the Profiles Sales Assessment work?
Why Assess Sales People? Prior to assessing candidates, our experts help you develop
Many sales people are competitive and persuasive. Given peak performance models for your jobs using questions to
the opportunity to land a new job or to be promoted, direct you in comparing job candidates. Once established,
they may tell you what you want to hear instead of the our clients deliver the PSA to their candidates over the
truth. Additionally, so much of their success depends on Internet—hiring managers or an HR administrator simply
the specific type of sales job and the organization in which forwards a link. The assessment does not need to be
they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer
The cost of failure in a sales job is very high considering with Internet access. The system instantly scores the
the hiring and ramp-up costs, low sales productivity, and assessment and informs the hiring managers where they
disruption to existing customers. can access the results.

The PSA gives you an objective inside look at the behaviors The hiring manager can use the results as a screening tool
and motives of your sales people and sales managers to or to assist them in the interviewing, selection, and on-
help you make better decisions. boarding process.

What’s the next step?
Did You Know?
• 50% of organizations are dissatisfied with new sales
representatives they hire.
• 19% of sales representatives turnover voluntarily
each year.
• 16% of sales representatives turnover involuntarily
each year.


PURPOSE Select and retain high performance salespeople
Profiles Sales Assessment™
Key qualities that make successful salespeople:
MEASURES • 20 Performance Indicators
• Seven Critical Sales Behaviors

No administrator or proctoring required

CUSTOMIZABLE Develops Peak Sales Performance Models by:
• Company
• Sales Position
• Manager
• Geography

• Selection & hiring
USED FOR
• Management
• Promotion Fit / Succession Planning

• Performance Model Comparison • Individual Profile
REPORTS
• Interview Guides • Comparison Summary
• Strategic Workforce Planning • Summary Graph
• Candidate Matching • Individual Graph

VALIDATION
1999, 2000, 2001, 2003, 2005, 2006, 2007, 2008, 2010
STUDIES


SCORING Internet

Contact Information

Assessment Edge
937.550.9580

3.10v5

Step One Survey II ®
Our Step One Survey II®
(SOSII) is a brief pre-hire
assessment that measures an
individual’s basic work-related
values. It is used primarily as a
screening tool early in the
candidate selection process.

This assessment provides
valid insight into an
applicant’s work ethic,
reliability, integrity,
propensity for substance abuse, and attitudes toward theft

Why assess employees with SOSII?
—including property, data and time.

It’s a startling fact – employee theft and fraud averages
$9.00 a day per employee! That’s about $2,000 per

How does the SOSII assessment work?
employee subtracted from your bottom line every year.
While all employees have opportunities to steal, an
employer’s risk increases as people advance to upper levels
of responsibility. High ranking executives have been known Most of our clients require job candidates to take the SOSII
to embezzle tens of thousands – even millions of dollars. online, but paper and pencil is also available when this is
Could there be a better reason to hire people worthy of not possible. An HR administrator simply forwards a link
your trust? to job candidates. The assessment does not need to be
monitored, so the candidate can take it from any computer
SOSII helps organizations reduce hiring risk in a quick with Internet access. The system instantly scores the
and cost effective manner. It is a scientifically designed assessment and informs the hiring managers where they
can access the results.

assessment tool that helps answer these questions:

• “Can this applicant be trusted?”
• “Is this applicant drug free?”
• “Is this applicant dependable?”
• “Will this applicant be a long-term, hard-working
employee?”

In many organizations, it is the first screen that all
applicants must pass before proceeding in the hiring
process.

Did You Know?
• 95% of employers are victims of theft.
• 17% of violent crimes occur in the workplace.
• 30% of job applications contain false information.


Step One Survey II® MEASURES Attitudes regarding:
• Personal integrity
• Substance abuse
• Reliability
• Work ethic

PROVIDES Information about a candidate’s:
• Past employment
• Employment-related problems
• Illegal substance use
• Theft of an employer’s money, property, data, etc.
• Computer/Internet/E-mail abuse

TIME TO TAKE 20 minutes

USED FOR • Reducing employee theft and fraud
• Reducing loss of confidential information, trade secrets, and computer data
• Reducing drug testing costs
• Reducing absenteeism and tardiness
• Reducing lost time due to unauthorized computer, Internet, and e-mail usage
• Selecting honest, hard working employees who show up for work

REPORTS • Interviewing Report
• Quick Check Report

VALIDATION
1996, 1997, 1998, 1999, 2001, 2002, 2003, 2004, 2005, 2006, 2007, 2009
STUDIES


SCORING Internet

Contact Information

Assessment Edge
937.550.9580

3.10v5

CheckPoint 360°™
Profiles Sales Assessment™
Profiles Sales Indicator™
The CheckPoint
Management System is a
360-degree assessment. It
is used primarily to evaluate
the effectiveness of your
managers and leaders.
This assessment combines
feedback from direct
reports, peers, supervisors,
and even customers, with
a personalized program for
developing specific leadership skills based on that feedback.
This process highlights a manager’s job performance in
eight universal management competencies: communication,
leadership, adaptability, relationships, task management,

Why Assess Employees with CheckPoint 360°™?
production, development of others, and personal development.

The CheckPoint 360°™ helps managers identify and prioritize
their own development opportunities. It also helps the
organization to better focus management training and
development investments, proactively uncover misaligned
priorities between senior executives and front-line managers,
and surface management issues that could lead to low • Enable a complete understanding of the manager’s
employee productivity, morale, satisfaction and turnover. capabilities across eight key management competencies and
18 key Skill Sets
The CheckPoint 360°™ Leadership Competency Feedback • Provide insight insight into each Skill Set through a robust set
System is based on four integrated components designed to of reports
streamline the leadership development process: CheckPoint
360°™, Organizational Management Analysis™, SkillBuilder, and Organizational Management Analysis (OMA)
Coaching Services. The OMA consolidates CheckPoint 360°™ assessment data from

How Does It Work?
the entire management team to create an executive view of an
organization’s management capabilities.
CheckPoint 360°™
The CheckPoint 360°™ is the foundation survey and assessment SkillBuilder
tool used to: Profiles SkillBuilder™ leverages the findings from the CheckPoint
• Gather perceptions of the manager’s leadership capabilities 360°™ to create a personalized improvement plan for each
from the manager and a reference group of boss, peers and management Skill Set that requires further development
direct reports
Coaching Services
Coaching Services provides personalized guidance to help your

managers reach their leadership growth goals.

Please contact your authorized Profiles International business
partner, Assessment Edge.


CheckPoint 360°™ MEASURES 18 supporting Skill Sets
Eight Management and Leadership Competencies:
• Communication • Relationships
• Leadership • Production
• Adaptability • Development of Others
• Task Management • Personal Development

THE PROCESS Using a Survey…
• The manager completes a self-evaluation
• The supervisor rates the manager
• Peers rate the manager
• Direct reports rate the manager
All survey information provided by the respondents (except the manager’s rating) is
completely confidential.

TIME TO TAKE 15 minutes for each participant

REPORTS 1. The four-color multi-rater feedback system report describes a manager’s skills for eight
universal management and leadership competencies with 18 supporting Skill Sets.
It also includes a personal development section for the 18 Skill Sets that guides the
manager through ways to improve their job performance.

2. Comparison reports provide a means of measuring a participant’s progress in developing
leadership qualities and management skills.

3. An Organizational Management Analysis™ report provides a summary of all individual
CheckPoint 360°™reports within the organization or division of the organization.

Online SkillBuilder™ with Coaching Guides are available for building on strengths and closing
SUPPORT MATERIAL skill gaps.

VALIDATION
1992 through 2008
STUDIES

ADMINISTRATION Internet

SCORING Profiles International Service Center

REPORT
Profiles International Service Center
GENERATION

Contact Information

Assessment Edge
937.550.9580

3.10v5

Service Profile™

Customer Workplace Engagement Survey Profiles Managerial Fit
The Customer Service
Profile™ (CSP) measures how
well a person fits specific
customer service jobs in
your organization. It is used
primarily for selecting,
on-boarding and managing
customer service employees.

The CSP also looks at what
your current and future
employees believe is a high level of customer service, while
at the same time showing where they align (or not) with
the company’s perspective. We have a general industry
version of this assessment as well as vertical specialties in
hospitality, healthcare, financial services, and retail.

Why assess customer service people? How does the Customer Service Profile work?
Given the opportunity to land a new job or to be promoted, Prior to assessing candidates, our experts help you develop
people may tell you what you want to hear instead of peak performance models for your customer service jobs
the truth. Additionally, so much of their success depends in multiple questions that you will use to compare job
on the specific type of job and the organization in which candidates against. Once established, our clients deliver the
they would work. Success seldom transfers automatically. CSP to their candidates over the Internet -- hiring managers
The cost of a bad hire that is customer-facing is very high or an HR administrator simply forwards a link.
considering the hiring and ramp-up costs, poor productivity,
lost revenue, and potential damage to the organization’s The assessment does not need to be monitored, so the
reputation. candidate can take it from any computer with Internet
access. The system instantly scores the assessment and
The CSP gives you an objective, inside look at the behaviors informs the hiring managers where they can access the
and motives of customer service job candidates to help you results.
make better hiring, promotion and organizational decisions.
Giving this information to managers helps them be more The hiring manager can use the results as a screening
effective and get the very most from their people. tool or to assist them in the interviewing, selection or on-
boarding process.

“
partner for a complementary demonstration.

the job; train and motivate them; give
Start with good people who are right for
“
them opportunity to advance; and your
organization will succeed.
- J.W. Marriott


Customer Service Profile™
DEFINES Client customer service practices and the alignment of an employee or
candidate to those practices

A. Employee or Candidate’s Customer Service Perspective
MEASURES
B. Individual’s Behavioral Characteristics:
• Trust • Empathy • Focus
• Tact • Conformity • Flexibility
C. Individual’s Proficiencies:
• Vocabulary
• Numeric


CUSTOMIZABLE • Develop unique Company Service Perspective
• Develops Performance Models by department

INDUSTRY • General
VERSIONS • Hospitality
• Health Care
• Financial Services
• Retail

REPORTS • Selection Report • Customer Service Alignment
• Individual Report • Coaching Report
• Candidate Report • Company Service Perspective

VALIDATION
2003, 2006, 2008, 2009
STUDIES


SCORING Internet

Contact Information
Assessment Edge
937.550.9580

3.10v5

™
Profiles Managerial Fit
Profiles Managerial
Fit™ (PMF) is a special
report that utilizes data
from the ProfileXT® to
measure critical aspects
of compatibility between
managers and their
employees. This report
offers an in-depth look at
one’s approach to learning,
as well as six critical
dimensions of compatibility
with their manager: self-assurance, conformity,
optimism, decisiveness, self-reliance and objectivity.

Managers use this information for adapting their styles
in order to get the most from each employee; improve
communication; increase engagement, satisfaction, and

Why assess employees and managers? How does the PMF ™ assessment work?
productivity; and reduce employee turnover.

People typically don’t quit their companies, they quit Most of our clients who use the Profiles Managerial Fit
their bosses. During times of change in an organization, report have already assessed their managers and employees
such as when hiring or restructuring, it is easy to with our ProfileXT® assessment. If this is the case, your
overlook culture, chemistry and personal fit. Given the Profiles International Business Partner will enable your
urgency to make difficult decisions, personnel decisions administrator to run reports for your managers and their
are made based on short-term need and factors that employees.
make sense on paper.
If you have not yet assessed your people with the ProfileXT,
However, once new people start working together, then your people will take an abbreviated version of
interpersonal issues are likely to surface. While a small this assessment over the Internet—an HR administrator
degree of workplace conflict may be considered a sign of will simply forward a link to managers and employees.
engaged employees, excessive and chronic conflict can The assessment does not need to be monitored, so the
be damaging, distracting and costly. candidate can take it from any computer with Internet
access. The system instantly scores the assessment and
The PMF gives your managers valuable information informs the hiring managers where they can access the

and insight on a person to be more effective, more results.
productive, and to more consistently deliver results.

partner, Assessment Edge.
Did You Know?
• 85% of employees leave due to conflict in the
supervisor/employee relationship.
• 50% of an employee’s work satisfaction depends on
the relationship with his or her supervisor.
• Executives were found to spend a minimum of one
month per year dealing with personality conflicts.


Profiles Managerial Fit™
PROVIDES • Insight into compatibility between managers and their Direct Reports
• Specific steps to increase manager and employee productivity

One’s approach to learning, as well as six Critical Compatibility Characteristics:
MEASURES
• Self-assurance
• Self-reliance
• Conformity
• Optimism
• Decisiveness
• Objectivity

The manager completes the online assessment
THE PROCESS
The Direct Report completes the online assessment
Profiles Managerial Fit report is generated online at the request of the manager


• Increasing productivity
• Identifying and closing compatibility gaps between manager and employee
• Improving communications between manager and employee
USED FOR
• Raising the level of engagement
• Reducing employee turnover

REPORTS Manager Report

VALIDATION
2007
STUDY


Contact Information
Assessment Edge
937.550.9580

3.10v5

Profiles Sales Assessment™ ™ Profiles Sales Indicator™
Profiles Performance Indicator
The Profiles
Performance
Indicator™ is a DISC-
type assessment that
reveals an individual’s
job performance
and aspects of their
personality that
could impact their fit
with their manager,
coworkers and team.
It is used primarily for
motivating and coaching employees and resolving post-hire
conflict and performance issues.

Why assess employees with the PPI?
The PPI specifically measures an individual’s motivational
intensity and behaviors related to productivity, quality of
work, initiative, teamwork, problem solving, and adapting
An organization wouldn’t spend $50,000 on a piece of
to change, as well as response to stress, frustration, and
equipment without first knowing know how it works and
conflict. The output from this assessment serves as a
looking at a user’s manual. Yet, every day we see businesses
“manager’s operating manual” for an employee, which
hire and deploy employees with little or no thought to
helps managers better motivate, coach, and communicate
helping managers understand how these employees work
with the employee. It also helps to predict and minimize
and whether they are a good fit.
conflict among co-workers, and provides crucial information
for improving team selection and performance.
The PPI gives your managers an “operator’s manual” for
their people by giving them an objective inside look at the
Team Analysis Report
behaviors and motives of individuals so they can get the
A powerful feature of
very best from them and other members of their team who
the PPI is the Team

will be working together.
Analysis Report,
designed to help
managers form new
teams, reduce team
conflict, improve
team communication,

Did You Know?
improve their ability to
anticipate problems,
and enhance their team

How does the PPI assessment work?
leadership skills.
• 23% of employees fail because they cannot manage
emotions.
• 17% of employees fail because they lack the
Our clients deliver the PPI to their people over the
necessary motivation to excel.
Internet—an HR administrator simply forwards a link to the
manager and his or her employees. The assessment does • 15% of employees fail because they have the wrong
not need to be monitored, so the candidate can take it from temperament for a job.
any computer with Internet access. The system instantly
scores the assessment and informs the hiring managers
where they can access the results.


Profiles Performance Indicator™
MEASURES A. Behavioral indicators in the following critical, job-related competencies and
provides suggestions for improving performance:
• Productivity • Initiative • Problem solving
• Quality of work • Teamwork • Adapting to change
B. Response to job related stress, frustration and conflict
C. How to motivate the employee
D. Motivational intensity
E. Team balance
F. Strengths and weaknesses of the overall team
G. Describes each team member’s characteristics compared to the team leader’s
characteristics in the 12 Team Factors:
• Control • Precision
• Composure • Expressiveness
• Social influence • Ambition
• Analytical • Teamwork
• Patience • Positive expectancy
• Results orientation • Quality of work
H. Describes methods a leader can use to maximize the performance of each
member as part of the team and what roles the leader must play on the team.


REPORTS • Management Report, for supervisor or manager • Team Analysis
• Personal Report, for self-improvement • Team Action Summary
• Graph Report • Team Balance Table

VALIDATION
1998, 2001, 2006, 2008, 2009
STUDIES


SCORING Internet

Contact Information

Assessment Edge
937.550.9580

4.10v8

™
Profiles Skills Tests
Profiles International provides over 1,500 Skills Tests to
measure essential knowledge and skills employees need Skill Fit
to succeed in a job. Job Fit Clerical Abilities
We use powerful Team Fit Computer Skills
technologies, such Managerial Fit Bookkeeping, Accounting
as performance- Engagement Call Center
based testing, which Performance Medical
simulates popular Leadership Strength Light Industrial Skills
software products
like Microsoft Office,
to ensure accurate,
reliable results. Our
skills tests cover software skills, clerical skills, and call center
skills, as well as skills necessary for accounting and finance, Profiles
Profiles Skills
medical, nursing, legal, industrial, computer literacy, retail, Behavioral
Tests
food services, information technology, staffing and human Assessments
resources.

Why Use Them?
It has been estimated that more than 50 percent of people
Profiles Technology
lie on their resumes. Your hiring managers need to know
Solutions
for certain if a candidate can actually do what they say
they can do. This can be especially important in jobs where
there is little or no training time available. Skills tests may
also be used to measure a current employee. Knowing the
gap between an employee’s current capability and what’s Applicant Tracking
required to do a job helps prioritize and target training and Profiles Assessment Center
development investment. Profiles Partner Resource Center
Profiles Client Resource Center
How do the Profiles Skills Tests work?
Our clients deliver Profiles Skills Tests to their candidates
over the Internet. The powerful test-management system Obviously any assessment given outside of a proctored
allows a test administrator to control a multi-tier network environment opens up the risk of cheating. Most of our
of testing stations with the capability of controlling testing, clients who use home-based testing also maintain an
reporting and billing from a central location. If you set up a in-office assessment system for re-testing applications as
testing account for your organization, you can deliver tests a security backup to ensure that candidates did not use
in three ways: unauthorized help material while being tested at home. If
candidates are warned that they may be re-tested when
• Turn any PC with Internet access into a testing
they arrive at your office, the risk of cheating is greatly
workstation with access to all Profiles Skills Tests
reduced.
assigned to your account.
• Send eTickets to candidates, who can use the eTicket to
gain access to their assigned online skills test. What’s the next step?
• Create links on your own Web site that will launch a Please contact your authorized Profiles International
Profiles Skills Test, turning your Web site into a powerful business partner, Assessment Edge.
testing portal.


Profiles Skills Tests™
NUMBER OF TESTS Over 1,500

MEASURES Essential knowledge in a wide variety of industries and skill sets, including:
• Microsoft Word, Excel, • Legal
PowerPoint and more • Industrial
• Software Skills • Computer Literacy
• Language Skills • Retail Sales
• Clerical Skills • Food Services
• Call Center Skills • Information Technology
• Accounting and Finance • Staffing and Human Resources
• Medical and Nursing • ...and More!

CUSTOMIZABLE Choose from sample questions to create your own skills test

USED FOR • Selecting people with the required skills for the job
• Increasing productivity
• Raising the level of engagement
• Reducing employee turnover
• Getting new employees off to faster start
• Reducing training costs
• Assessing team skill fit

MULTILINGUAL Spanish, French, English (Great Britain), Dutch, German, Italian

TIME TO TAKE Average 35 minutes

ADMINISTRATION Internet

SCORING Internet

Contact Information

Assessment Edge
937.550.9580

3.10v5

WorkplaceWorkplace Engagement Survey Profiles Managerial Fit
Engagement Survey
Profiles Sales Assessment™ ™ Profiles Sales Indicator™

Our Workplace Engagement
Survey™ (WES) measures the
degree to which your
employees connect with their
work and feel committed to
the organization and its goals.
This gives you and your
management teams a
detailed view of what
influences engagement
across all of your workforce
segments and how your employees compare statistically to
the overall working population.

In addition, the WES measures “satisfaction with employer”

How does the Workplace Engagement
and “satisfaction with manager” across your entire

Survey work?
organization and gives recommendations for your
organization to improve.

Why survey your employees? Our clients deliver the WES to their people over the
Employee surveys are becoming a popular management Internet—an HR administrator simply forwards a link to
tool. They not only help management investigate whether the manager and his or her employees. The assessment
employees align with corporate values, but they identify does not need to be monitored, so the candidate can take
problem areas and elicit information to increase it from any computer with Internet access. All responses
engagement. Employees who are highly engaged: are completely anonymous. Information is aggregated in
a centralized database and reports can be accessed by
• Excited and enthusiastic
authorized people.
• More focused on their work than “watching the clock”
• Give high levels of discretionary effort
Your authorized Profiles International business partner can
• Emotionally involved with the company
assist you with interpretation of the reports and help you
• Mentally involved with company

and your managers create action plans.
• Not easily distracted
• Stay focused
• Highly productive

Did You Know?
• Disengaged employees are 53% less productive than
their engaged counterparts.
• Disengaged employees are 24% more likely to remain
at their current employer.


Information to help companies and organizations improve their workforce
PURPOSE
performance
Workplace Engagement Survey™

MEASURES • Levels of employee engagement from:
Highly Engaged – Engaged – Disengaged – Highly Disengaged
• Compares your company’s level of engagement to the national average
• Satisfaction with employer
• Satisfaction with manager

• Employees are provided a URL to take the confidential survey
THE PROCESS
• Employee completes survey
• Profiles International compiles survey information
• Profiles Service Center generates report

TIME TO TAKE 15 minutes per employee

• Getting a clear picture of your employees’ level of engagement, satisfaction with
USED FOR
company and satisfaction with manager
• Providing recommendations to create a plan for improvement

REPORTS Comprehensive report on your employees’ engagement level and recommendations
on what can be done to improve

SURVEY VALIDATION Harris Interactive, New York, NY

VALIDATION
1999, 2000, 2001, 2003, 2005, 2006, 2007, 2008, 2010
STUDIES


SCORING Internet

Contact Information

Assessment Edge
937.550.9580

3.10v5

Employee Background Checks
Profiles International provides
comprehensive Employee
Background Checks for
our clients. These include:
Consumer Credit Reports,
Criminal History Record,
Drivers’ History Report
(DMV), Education Verification,
Employment History
Verification, Foreign Nationals
Terrorist Sanctions Search
(OFAC, CLFST & OSFI), Identity
Verification Search, Incarceration Records Search, Military
Service Verification, Cursory Nationwide Criminal Index

Why do background checks on your Employees?
Database Search (CNID), and many more.

As an employer, you are entitled to know who you are hiring
before you tender a job offer. Additionally, you are legally
obligated to know the backgrounds of the people you hire.
Failure to conduct thorough background checks puts you
and your company at risk, creating a negligent hiring liability

How does the process work?
that can threaten the future of your business. Although you
carry business liability insurance, you should be aware many
policies do not cover negligent hiring. Before assuming your
insurance would protect you, check with your agent. We provide you a flexible online environment to request
applicant profiles and public record information from your
For your protection, Employee Background Check services customized website. Information can be retrieved via the
are confined to careful searches of legally available public web or delivered via fax or email, depending on individual
records. There is never an invasion of a prospective user requirements. You manage the ordering process and

employee’s privacy. You will likely discover our employee monitor supplier delivery all from a single interface.
background check service provides you with quality and
economical protection.

Did You Know?
• 30% of job applications contain false information.
• 75% of employees who steal from employers do so
repeatedly.
• 20% of workplace death is linked to alcohol or drug use.


Background Checks™
• Reducing employment theft and fraud
USED FOR
• Reducing loss of confidential information, trade secrets, and computer data
• Reducing substance abuse problems

SERVICES • General Information Reports • Social Security Trace
• Driving Record Reports • Employment Credit Reports
• County Civil and Criminal Court Reports • Watch List Database
• State Civil and Criminal Reports • Drug Screening Services
• Federal District Bankruptcy Search • Workman’s Compensation
• OIG, LEIE, and OIG Plus Database • Instant and In-Depth Reports
• Sex Offender Registry Database • Rush Services
• Global Watch List Database

ADMINISTRATION Request online
Reports online
No contract required

Contact Information
Assessment Edge
937.550.9580

3.10v5

™
Profiles LoyaltyPro
Did you just lose one of your
top customers and never saw
it coming? Have you ever
thought you were satisfying
your customers, only to learn
they were unsatisfied and
went to the competition?
With Profiles LoyaltyPro™
you will know when your
customers are unsatisfied
and at risk of leaving before
they’re gone.

What is Profiles LoyaltyPro™?
Profiles LoyaltyPro™ is a web-based customer loyalty surveying Did You Know?
tool. Loyalty, as determined through the “voice of the • The average un-happy customer will tell 8 to 16 people
customer,” is a leading indicator that predicts the “staying about it.
power” of an account. • 91% of unhappy customers will never purchase service
from you again.
Profiles LoyaltyPro™ offers companies a tool to gather
• It costs 5 times more to attract a new customer than to
ongoing, critical account intelligence that helps to assess the
keep a current one.
relationship between the buyer and the supplier, ultimately
driving the action plan to improve customer service. Having • If you make an effort to remedy customer’s complaints,
insight into your customer’s perception of your relationship 82 to 95 percent of them will stay with you.
allows you to steer the strategic business efforts and initiatives

Profiles LoyaltyPro™ Features
of the account management teams to continually improve
customer relationships and build a network of loyal customers.
• Web-based custom surveys with survey tracking
The Profiles LoyaltyPro system serves four basic functions:
™ • Translation capabilities
• Collects, reports, and analyzes “voice of the customer” • Dynamic/customizable dashboard(s) that are tailored to
intelligence organization’s needs and are easy to analyze
• Measures key relationship dependencies between • Roll-up Gap Analysis providing a summary of ratings by
customer and supplier that determine loyalty question, by section, answer counts for each question,
• Provides organizations with a Loyalty Index; a number comments associated with each question, and an in
between 0-100 that correlates to the risk of attrition depth view of your customer loyalty
(probability of losing the customer!) • Query based filters that can be saved at the user and
• Generates the critical knowledge that influence the administrator level and shared across the application
strategic account plan • Built-in standard reports
• Custom reports are easy to develop
• User-defined email templates
• User-defined exports into Microsoft Excel
Team Dashboard

$68 000
Survey Count by Position Loyalty Rating Comparison
5%
100
90
80 73
81 business partner, Assessment Edge.
70
34%
60
61% 50
40
30
20
10
Adm n st at ve M d-Management 0
S . Level / Execut ve My Accounts All Accounts


Profiles LoyaltyPro™MEASURES Key indicators that predict the staying power of the overall account relationship
• Emotional Dependence • Performance
• Structural Dependence • Economic Value to company
• Business Dependence • Alignment / Fit
• Satisfaction

USED FOR Retention and growth of existing client base

DEVELOPED 2001 and has undergone 4 upgrades to version 5.0

CUSTOMIZABLE • Company
• Division
• Department

REPORTS • Company Summary • Contacts
• Roll-up Gap Analysis • Employees
• Completed Surveys • Survey Comments by Question
• Pending Surveys • Survey Ratings by Contact
• Account • Special Query Report


Contact Information

Assessment Edge
937.550.9580

2.10v4

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