| Mission Statement
Almost every person we encounter admits to
working for managers who have, because of their styles, negatively or
positively influenced their performance on the job. People stay
longer and do more when they're involved in a "win-win"
relationship at work.
If you have performance or retention issues with your employees, you might ask yourself "How much of this is my responsibility?"
The bottom line; employee selection, retention and performance are management
issues.
If you want to improve employee performance and retention you may need to change
your management style from time to time. If you're willing to consider this,
then our mission is simply:
"To provide you with the human solutions and
certifications needed to effect that change."
Can we deliver? Ask our clients.
Research
PDP is the only known statistically originated behavioral
assessment instrument that is standardized.
Due to PDP’s early research methodologies and sound
research practices, the test/retest reliability has shown to be in the 90% range. For you
as a user, the real proof lies with the result that 96% of the nearly three million people
surveyed since 1977 agree in field testing that their profiles are accurate.
PDP research strictly follows guidelines and standards of the American Psychological
Association, as well as the principles for validating personnel selection procedures
authored by the Society for Industrial and Organizational Psychology.
PDP complies with Employment Law EEO and ADA.
Published Research Documentation
Monograph No. 9
Monograph No. 9: Independent Studies of the Reliability and Validity
of Responses to the Professional Dynametric Program Survey
Validation Study
Validation of the Professional Dynametric Programs, Inc. PDP
DYNASYS® ProScan and JobScan for Predicting Driver Success
Adverse Impact Study
Disparate Impact Study of the Professional Dynametric Programs, Inc.
PDP DYNASYS® ProScan Instrument
Internal Validation Guidelines
Guidelines for Conducting Validation Studies in Organizations
Research Opinions
Letter From: Rick M. Gardner, Ph.D.
“For the past several years, I have been involved in an
external role of directing and verifying research projects related to research projects
conducted by your company to determine the soundness of PDP’s assessment devices. I
have also served as an outside sounding board for the interpretations of such projects.
I am pleased with the high standards of research methodology you set, not only initially,
but also in ongoing development. It is heartening to find a business that values accuracy
and that takes additional measures to insure validity and reliability with their products.
In my opinion, PDP has taken appropriate steps to ascertain the validity of their tests.
They have consistently used sound experimental procedures to make these determinations and
are continuing these activities on an ongoing basis.”
Rick M. Gardner, Ph.D.
(Signature on file)
Professor and Chair, Department of Psychology,
University of Colorado at Denver
Letter From: Michael J. Procopio, Esq.
“I am a lawyer specializing in labor and
employment law. I have represented and assisted many Fortune 500 corporations. Over the
years, I have assisted clients in all aspects of labor and employment law, including
recruiting and hiring practices. There are many legal issues associated with psychological
testing as a pre-employment measure. I am very impressed to see that the PDP has addressed
the legal concerns with such testing.
I would like to compliment and commend PDP for its diligence in designing a psychological
survey with legal integrity. Specifically, I was pleased to learn that (1) the PDP is
thoroughly and accurately validated based on research and a current norming population of
3 million people; (2) the PDP has successfully reinforced the already solid validation
study through its Monograph No. 9 research and documentation; and (3) the PDP is compliant
with state and federal discrimination laws as supported by PDP’s Disparate Impact
Study. I also was impressed with PDP’s extensive and ongoing validation and research
practices to maintain such a high degree of continued accuracy and quality.
I also applaud the PDP for its focus on employees’ strengths and unique attributes.
The PDP system fosters a much healthier and positive corporate environment and assists
employers in seeing the strengths of their applicants and employees—as opposed to
their perceived weaknesses.
Keep up the good work!”
Michael J. Procopio, Esq.
(Signature on file) |
