Improving Driver Selection

1. Improving Driver Selection Rollout of the Republic Drivers Personnel Report (RDPR) The Executive Group New

2. We HIRE for… Experience Skill level Personal chemistry We FIRE for… Attitude Behavior Interpersonal skills Performance Why we Hire Why we Fire

3. Balanced Scorecard Approach • Background / work history • Skills / abilities • Education / training • Competency evaluation • Resume / interview • Reference check

4. The study consisted of 91 male drivers 60 were identified as white, 7 were black, and 24 the race was unknown Current numbers did not reveal statistically significant racial differences either on performance ratings or Republic Drivers Scale. Republic Drivers Validation Study

5. TOTAL REVIEW Score safety attendance productivity customer service equipment use adaptation team orientation self-control rehire Performance Ratings REHIRE Score Single score determining overall performance

6. Performance evaluations on current DRIVERS tenured with the company at least 6 months were rated on a scale of 1 – 5 1 = Lowest 5 = Highest 14 people who quit or terminated were rated: 1 on REHIRE Score 9 on TOTAL REVIEW Score Republic Drivers Validation Study

7. Correlation Between REHIRE Score and TOTAL REVIEW Score was .90 N = 91 Using a cut off score of 30.5 the TOTAL REVIEW Score would correctly identify all but 2 of the drivers whose REHIRE scores were high * or low *.

8. There is NO single score on the Republic Drivers Personnel Report that tells you to hire or not hire. The Republic Drivers Personnel Report (RDPR)

9. The scores on the report are not like PSI ratings on a valve. They are not absolute! Scores are guidelines

10. Performance Factors Drivers 16PF Profile Summary Graph Areas of Potential Concern Republic Drivers Scale (RDS) Work-Related Personality 5-Step Process for Interpretation

11. 4.5 and above is recommended for Workplace Coping Skills and 4.0 for Self Control - other Factors see graphs for desirable ranges and cutoff scores. How many performance factors fall outside the desirable ranges? For those that do, are they necessary for being a successful driver? Performance Factors Sales

12. Performance Factors Self-Control 4.0 and above recommended Workplace Coping Skills 4.5 and above recommended Other factors use the graphs provided here for guidelines.

13. Shaded Areas are Desirable Ranges How many characteristics fall outside the suggested ranges? Are these characteristics “must haves” for success in the position? Primary Personality Factors Graph Shaded

14. Primary Personality Factors (PSG) Scores in the generally most desirable range for Drivers fall in the shaded areas. Comments: Total review Score 45 Rehire Score 5

15. Primary Personality Factors (PSG) Scores outside the shaded areas may indicate a mismatch for a Driver. Comments: Total Review Score 29, Rehire Score 1. Hired and subsequently left the company. Rehired then tested with the Personnel Report. Productive but hard on the equipment, poor customer service and tried to unite the other drivers against the supervisor.

16. 2 or More Suggests You Look Further How many areas of potential concern does your candidate have? Will these areas be critical for the position you are considering? Several good drivers had low scores on Factor B this should not count as an Area of Potential Concern for Drivers Areas of Potential Concern

17. Social withdrawal (A-) Low reasoning (B-) Low frustration tolerance (C-) Submissiveness (E-) Low energy (F-) Unconventional attitudes (G-) Shyness (H-) Suspiciousness (L+) Areas of Potential Concern • Too impractical (M+) • Worrying (O+) • Too closed to change (Q1-) • Not a team player (Q2+) • Disorganized (Q3-) • Impatience (Q4+) • Poor impression management (IM-)

18. Areas of Potential Concern • Consider carefully and candidate with one or more Areas of Potential Concern. A low score on Factor B is not considered an area for of concern for drivers. • If a decision to hire is made there should be additional information to support the candidate’s fit for the position. • Having NO areas of potential concern does NOT necessarily indicate suitability for a specific job.

19. 4.5 and Above Most Resembles Top Performers How does your candidate compare to the top performers? How many applicants do you have in your pool? Republic Drivers Scale (RDS)

20. 4.5 or higher recommended Republic Drivers Scale (RDS) Favorable Sample #1 Unfavorable Sample #2 The Republic Drivers Scale was not computed because of the following: Too may Areas of Potential Concern Too low a score on Self-Control Too low a score on Workplace Coping Skills

21. More Detailed Description of Performance Potential Highlight any areas that raise concern for you to investigatefurther. Formulate questions to probe deeper into these problem areas to confirm job fit. Work-Related Personality

22. Evaluate Performance Factors Review profile summary graph for shaded areas Evaluate Areas of Potential Concern Evaluate Drivers Scale Review work-related personality description Consider other data: background, education, resume, interview, references, other test data Review Interpretation Strategy

23. Prepare your Candidate Request Assessment to get access codes Proctor 16PF Assessment Online Personnel Report for Drivers emailed to you within 24 hours of completion of questionnaire. How to Get Started

24. Always refer to the 16PF as an ASSESSMENT not a TEST It is NOT pass fail and by NO means is the sole determinant to hire or not hire. Set the tone and establish a positive mindset for your candidate. Inform your candidate their results are considered with all their other qualifications. Prepare Your Candidate

25. You will be moving ahead to the next step in our evaluation process. The next step is for you to complete some evaluations. The assessment results are only one criteria used to make selection decisions at our Company. You will be considered based on the extent to which your entire set of qualifications and experience match the position’s requirements. Sample Dialogue

26. Request for Assessment Fill out this section • Fill out the top information • Mark DVR Driver • 3. Email to Margie Nowatzke@ Able • 4. Receive you U/N and P/W and ID • 5. When you have to test remotely • Request a Remote Testing Memo • Provide Candidate’s Home Email Mark

27. As a selection tool The Personnel Report is not designed for applicant feedback and should never be shared with the applicant. Share this report only with those who have a need to know the results. Store the report in a special file established as a location for these reports. Policy Guidelines

28. Test results should confirm and validate key considerations. Test results should NOT be used to make hire / don’t hire decisions. Assessment data should have a weighted value of no more than 25% of the selection decision. Integrate Assessment Data Another piece to the puzzle Use a Balanced Scorecard Approach

29. Administrator’s Manual 16PF Online User’s Manual for Republic Driver’s PR Scheduled Consultation Chalk Talk (Quarterly Publication) TEG Training Center Access Customer Support

30. The Executive Group Rick Tiemann 80 E US Hwy 6 President Valparaiso, IN 46383 Sue Russell Jodie Wexelberg General ManagerMarketing Manager Hours 8am-5pm CST M-F Phone 219 477-6378 Fax 219-477-6379 Email assessment@theeg.com Contact Information