Since the beginning, stringent research standards have been used so all PDP system results are as accurate as they can be.
These standards ensure a comprehensive, predictable and accurate assessment system to place employees, help team members work together, and empower managers. The result is a top notch solution of helping businesses understand their people and be more successful.
Committed to Continuous Improvement
A long-term study was conducted to test the psychometric properties of the ProScan Survey, including the testing of new words due to language evolution and change over time, to determine if even greater accuracy could be achieved.
ProScan Survey Development and Psychometric Assessment. Assessing psychometric properties at various time points throughout the years during its utilization.
Identifying macro trends or associations between the five trait distributions (Dominance, Extroversion, Pace, Conformity, Logic) and specific job titles.
The ProScan Survey was developed from a sound theoretical base, a carefully selected normative sample, and appropriate statistical procedures. Monograph No. 10 describes work performed on the standardization of the ProScan Survey. Evidence from initial experiments showed high coefficients of reliability and validity.
The Post Normative Study was designed to document certain practical effects of the structural integrity of the ProScan Survey. The plan called for analyses of responses to the ProScan Survey obtained on two groups of adults who were thought to differ significantly on one or more behavioral traits. This was a deliberate attempt to stretch the instrument, to determine if the set of terms that predict a given behavioral trait is the same when the group means are at opposite ends of the scale.
A series of analyses were performed to investigate the predictive validity and disparate impact of the PDP ProScan and JobScan.
A study to assess the potential disparate impact of Professional DynaMetric Programs ProScan behavioral assessment device used for employment selection. Disparate impact occurs when members of one applicant group have a greater opportunity for employment than members of another applicant group.
Professor and chair of University of Colorado at Denver expresses praise for PDP's high standards of research methodology.
A historic video of the founder, Bruce M. Hubby, describing the research with Dr. Samuel Houston on what later became the ProScan Survey.
California labor and employment law attorney acknowledges PDP's commitment to addressing legal concerns associated with pre-employment testing.
American Psychological Association
Society for Industrial and Organization Psychology
U.S. Equal Employment Opportunity Commission
Americans with Disabilities Act
96% of individuals surveyed since 1977 agree in field testing that their ProScan results are accurate.