What benefit will Judgment Index™ USA bring to my organization?
Who can benefit from the Judgment Index™?
How long before we see results?
We already use a personnel assessment tool. Why use yours?
What resources and efforts will be required of my organization to implement the Index?
Once an agreement is reached, what do we do next?
Can someone trick or game the Index? How certain are the results?
What makes the Judgment Index™ different?
How does the Judgment Index™ work?
How long does it take to complete?
Is it like the Myers Briggs, MMPI, or IQ test?
So you're telling me that you can actually measure judgment?
Does the Index discriminate against any particular group of people?
Has the Judgment Index ™ been approved for use by the EEOC?
What benefit will Judgment Index™ USA bring to my organization?
The Judgment Index™ is used successfully to save organizations tens of millions of dollars through a variety of methods: Reduced turnover/backdoor turnover, improved hiring practices, improved customer service, increased sales, succession planning, executive coaching, better team decision making, increased innovation, reduced stress, identifying potential burnout, greater strategic awareness, higher company morale, etc.
Who can benefit from the Judgment Index™?
The Index is effective from the CEO to the unskilled laborer. The Index is not a determination of skill set competencies, rational intelligence, or emotional stability; it is a determination of the capacity for good judgment. Improvements in judgment will improve an organization from the boardroom to the mailroom.
If your boardroom happens to be an athletic playing field, the Judgment Index™ can help you achieve your best performance. Top ranked teams and individuals use the knowledge gained from the Index to drive them to the upper echelons of their sport and profession.
How long before we see results?
Results in hiring / workforce selection will be seen immediately. Additional results are usually apparent within three months as decision making and judgment processes improve.
We already use a personnel assessment tool. Why use yours?
Most Inventories are either personality profiles or psychiatric wellness indexes. Personality profiles may produce interesting information, but personality is simply not a good predictor of success. For example, it is not difficult to identify excellent managers, successful doctors, pilots, CEO's, soldiers, engineers, or customer service reps, etc. all with completely different personalities. However, any manager, doctor, pilot, CEO, soldier, engineer, or customer service rep with bad judgment, no matter what their personality, will not perform as desired. The Judgment Index ™ can be used effectively in conjunction with, or instead of, various other assessment tools. In addition, studies how shown personality profiles are simply not reliable predictors of job success.
What resources and efforts will be required of my organization to implement the Index?
Those making hiring decisions can be trained in less than two hours on how to use initial results. For in-house expertise, we suggest training approximately one company expert per one thousand company employees. Depending on organization specifics, this may vary. In-house training for company level expertise takes about three days and does not have to be done in one straight-through session.
Once an agreement is reached, what do we do next?
Several things usually happen concurrently. Company employees involved in the hiring process need only a few hours of training to integrate the Index and see results almost immediately. Senior executive and Board member in-depth assessments will be scheduled at the convenience of the members, the sooner the better. As soon as possible employees selected for in-depth knowledge of the Index will be scheduled to receive three days of administrator training. Senior executive consultation regarding best organizational uses and implementation is at the convenience of the member, but highly recommended as soon as possible. Creation of customized reports and determining best performer standards usually occurs immediately after company administrators have been trained. Also immediately at the conclusion of company administrator training, if not sooner, the process of administering the Index throughout the organization begins.
Can someone trick or game the Index? How certain are the results?
The Index is very difficult to game. The words and phrases used in the Index give little indication as to a desirable order of ranking. They do not ask what a person thinks of themselves; they ask them to think. In addition, if someone does attempt to trick the Index, validity indicators suggest a retake.
What makes the Judgment Index™ different?
Judgment Index™ USA differentiates itself by having over forty years of clinical experience with the Index and developing a comprehensive Manual of Interpretations. No other company has more in-depth, real world experience. We have saved organizations millions of dollars, greatly improved financial strength, increased innovation, productivity, and creativity, and improved the overall quality of life for their employees.
How does the Judgment Index™ work?
An individual, based on their unique personal value system, ranks two sets of eighteen selections from best to worst. Even though the Index takes only about fifteen minutes to complete, the Index logic and the math used to score the Index are highly sophisticated. The Judgment Index's creator was a sophisticated mathematician and used calculus to help create and score the Index. There are over 12.8 quadrillion possible combinations. Based on these combinations and very sophisticated analysis, plus forty years of clinical practice and applied interpretations, the capacity for judgment is measured by the Judgment Index™
How long does it take to complete?
For most people, the Index takes about fifteen to twenty minutes to complete.
Is it like the Myers Briggs, MMPI, or IQ test?
No, Myers Briggs is a personality profile and the MMPI is used to help determine psychiatric wellness. An IQ test measures rational intelligence. The Judgment Index™ is used to determine the capacity for good judgment.
So you're telling me that you can actually measure judgment? That sounds impossible!
Most people don't easily come to the understanding that judgment can actually be measured. It seems surreal, vague, and philosophical; something relegated to academia to be discussed among the elite intellectuals of the world, not something that organizations can actually put into practice and use to improve everyday real world lives. We understand that feeling, for all of us at Judgment Index™ USA at one point or another had those same doubts and large scale skepticism. We invite you to talk to us, learn how we can help your organization, and to experience this magical instrument for yourself. If you can measure your judgment, you can understand your judgment. If you can understand your judgment, you can improve your judgment. If you can improve your judgment, you can improve the world.
Does the Index discriminate against any particular group of people?
The results are not skewed based on any race, religion, disability, age or gender.
Has the Judgment Index™ been approved for use by the EEOC?
The Judgment Index™ meets the rigorous EEOC standards set by the United States Federal Government Equal Employment Opportunity Commission (EEOC) for employment assessments.
Are there validation studies?
Yes, The Judgment Index™ has been validated in over 30 individual studies including Construct Validity, Face Validity, and Predictive Validity. The compendium of validation studies is available on request. Concurrent validation studies keep the results accurate and fresh.
