FAQS | About the PVI &#153

Is this a personality test?

  • No, this is not a behavior or personality test. This is an individual assessment based on mathematical norms that measures how you think and make decisions.

Is the assessment validated, how do I know it’s accurate?

  • Yes the assessment has been validated through all scientific validation methodology. Standard statistical validation consists of three types of validation studies: construct, concurrent, and criterion studies. The PVI &#153 assessment has been subject to rigorous examination and testing using all three methodologies.

How is this tool different from other profiles and assessments?

  • Unlike other assessment instruments that are based on interpreted behavior, our product is centered on the fundamental principles of the science of Axiology. Axiology is not subject to the speculation of an interpreted behaviorist, but is derived from scientific, mathematical equations that have been proven thousands of times. Furthermore, it does not care about age, sex or race and is cross cultural, meaning the deployment can be made anywhere in the world without bias.

Is this science new?

    No. During the 1950’s, two breakthrough discoveries were made:

    • First, people think and make decisions through three core decision making dimensions: Intrinsic, Extrinsic, and Systemic.
    • Second, the ability to measure the intangibility of thought.

    The result of these breakthroughs is the science of Axiology, the measure of “Value Talent.”

How do you take the assessment?

  • The People Value Index &#153 is simple and easy to use. It’s a web based tool so a password and username are all you need. With your password in hand, each candidate clicks the “Profile” button on the profile tab, then simply follows the instructional prompts and completes the profile. Once the profile is completed your assigned consultant will review the results then promptly follow-up with a report and debrief/coaching session. It’s that simple.

What is the value of the data?

  • The data is extremely flexible and valuable. It can be used to screen and interview potential job candidates. As well, it can be used as a skills assessment for future supervisors and managers for job specific acumen. It can be used as a personal leadership development tool. Finally, organizations can use the tool to help develop Benchmarks to rank top performers and poor performers. Therefore, giving a clear concise model of what kind of employee or candidate will perform to high standards in their work environment.