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People: Predispositions& Perceptions

Evaluating Human Dynamics that Drive Safety Performance

Presented by:Whitney Martin, ProActive Consulting

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Part 1: Predispositions

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Have you ever had an employee who greatly

exceeded your expectations?

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How different were the How different were the hiring processes used hiring processes used in these two cases?in these two cases?

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Here’s what you see & hire/promote…

Here’s what you get!

Here’s what you see when you

interview

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Here’s what you get!

Here’s what you see when you

interview

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Interviews have a 14% success rate in

identifying superior people!

– Hunter & Hunter “Validity & Utility of Alternative Predictors of Job Performance”. Psychological Bulletin, Vol. 96, No. 1. p90

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Heads or Tails?Heads or Tails?

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14%

26%

0

10

20

30

40

50

60

70

80

90

100

Interview + BackgroundCheck/Attitudes

The closer to 100% information the better…

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Liar, Liar…

This is your applicant pool:• 56% of working people admit they have lied to their supervisors• 41% say the have falsified records• 31% abuse drugs or alcohol• Employees steal 10x more than shoplifters

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(1) Mr. Trouble has never applied for a position at this company.

(2) Mr. Trouble is presently employed but says that he does not like his job.

(5) Mr. Trouble reports that his most recent monthly salary has been between $1251 and $1700.

(6) Mr. Trouble states he will be ready to go to work tomorrow.

(11) Mr. Trouble ADMITS HE HAS BEEN FIRED DUE TO CONFLICTS WITH OTHER WORKERS AND/OR SUPERVISORS.

(17) Mr. Trouble has been LATE TO WORK 4 TO 6 TIMES IN THE PAST YEAR.

(23) Mr. Thomas CAN’T REMEMBER IF HE IS ON PAROLE OR UNDER COURT-MANDATED PROBATION.

(30) Mr. Trouble CAN’T REMEMBER IF HE EVER FILED A FRAUDULENT MEDICAL CLAIM.

(35) Thomas states he has moved his residence 2 to 3 times in the past 5 years.

Step One Survey (SOS)

Attitudes– Direct Admission

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SCALE Low High

IntegrityAdherence to moral and

ethical principles acceptable inthe workplace

1 2 4 5 6 7 8 9

Substance AbuseAttitudes deemed acceptable

in the workplace and bysociety

1 2 3 5 6 7 8 9

ReliabilityAttitudes towards tardinessand personal dependabilitydeemed acceptable in the

workplace

2 3 4 5 6 7 8 9

Work EthicBelief in the value of work

and supervisory relationshipsacceptable in the workplace

1 3 4 5 6 7 8 9

3

1

2

4

Step One Survey (SOS)

Attitudes– Compared to Workforce

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14%

26%

38%

54%

66%75%

0

10

20

30

40

50

60

70

80

90

100

Interview + BackgroundCheck/Attitudes

+ Personality & behavior

+ MentalAbilities

+ Interests & Motivators

+ Job Matching

The closer to 100% information the better…

What other information might be helpful?

This is as far as

“style

assessments” go

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Thinking Style

Occupational Interests

Behavioral Traits

Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Enterprising

Financial/Admin

People Service

Technical

Mechanical

Creative

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

HOW will the person

do the job?

Will the persondo the job?

CAN the persondo the job?

Profile XT

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Can The Person Do The Job? Thinking StyleThinking Style

Learning IndexLearning Index

Verbal SkillVerbal Skill

Verbal ReasoningVerbal Reasoning

Numerical AbilityNumerical Ability

Numeric ReasoningNumeric Reasoning

11 22 33 44 55 66 77 88 99 1010

Profile XT

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How Will The Person Do The Job? Behavioral TraitsBehavioral Traits 11 22 33 44 55 66 77 88 99 1010

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgement

Profile XT

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How do Behavioral Traits Behavioral Traits affect safety?

11 22 33 44 55 66 77 88 99 1010

Profile XT

Energy Level

Manageability

Attitude

Decisiveness

Objective Judgment

Patient Methodical & Focused

Multi-Tasker Sense of Urgency

Individualistic Questions Rules

Slow to Trust Vigilant & Weary

Compliant Follows Rules

Trusting Optimistic

Low High

Impulsive Accepts Risk

Needs a lot of Info Well-Analyzed Decisions

Logical Thinker Unemotional

Creative Thinker Intuitive

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Part 2: Perceptions

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Surveys: Measure the Safety Culture

• Why Surveys are effective:– Create Baselines– True Leading Indicator– Allows for Real-Time strategy changes

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What Surveys Can Measure

• Knowledge• Behavior• Trust• Leadership

Effectiveness• Training

• Engagement• Reception of Message• Effectiveness of

Initiatives• Employee Risk

Perception

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Considerations for Administration

• Custom vs. “Off the Shelf”• Reliability and Validity• Appropriateness of Questions and Scales• Coding of Written Comments• Inclusion of Interviews• Administration Method• Analyzing Results

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Biggest Pitfalls to Avoid

1. Lack of FULL organizational commitment2. Don’t recognize that Perception IS Reality3. Doesn’t address the REAL issues4. Results aren’t communicated completely or

effectively5. Changes aren’t attributed to the survey

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Measuring Predispositions and Perceptions for a Safer, more Productive Organization!

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For More Information:

Whitney Martin, ProActive Consultingwww.consultproactive.com502-742-7411whitney@consultproactive.com