Identify Potential Threats Before They Arise
- Judgment (decision-making patterns) changes before behavior manifests itself
- Factors such as stress levels, self-esteem, patience, intolerance alert us to “at risk” individuals
- Our tool lends itself well to reassessments
- Tools are applicable to current employees and as part of a hiring process
Tools and Processes
- Have a proven track record for identifying at-risk employees
- Are impossible to game
- Provide templates to deal with at-risk individuals
- Allow management to counsel or monitor
- Are different from personality assessments
- Allow you to track individual and group trends
- Can be customized for your company and situation
We Measure RISK Posed By…
- Inability to cope with stress
- Susceptibility to influence
- Poor judgment
- Lack of concern for one’s surroundings
- Inability to notice
- Disaffected/disgruntled employees
- Highly Stressed Employees
- Poor self-regard
- Lack of concern for others
- Disregard for protocols
The work of Dr. Robert Hartman, called the Judgment Index™ or Hartman Value Profile (HVP), was nominated for the Nobel Prize in 1973. The following are a few Judgment Index™ success stories.
Reduced Turnover Reduces Insider Threat Risk
Blue Cross Blue Shield of Tennessee historically experienced nearly 40% annual turnover in its Customer Service Center. The Judgment Index™ was added to the screening process after patterns in response from long-term employees in that position were compared to those leaving the position. In the first year, after partial implementation, turnover dropped to 19%. After full-implementation in the second year, turnover was reduced to 7% and has stayed in single digits for more than a decade. Reduced turnover results in more stable employee base and recruiting of targeted employees reduces insider threat risk.
A Terrorist Assessed
Though he was not assessed for insider threat, a terrorist on American soil was evaluated and would have been identified on our cyber/insider threat template. The template alerts to individuals at-risk to self and to others. Judgment Index™ scores patterns across multiple scales that, when combined, identify people struggling with self-image, high stress, or a highly critical nature or disregard for accepted rules and norms.
Identified At-Risk Individual
A project-lead spearheading a new product performed an assessment that quickly alerted a Judgment Index™ consultant to the potential for significant mistakes, either occurring or about to happen. Less than a month later this individual informed the leadership that a targeted customer had committed to a roll-out of their product and money would flow in 3 months. Related acquisitions occurred and staff was hired at the cost of tens of millions of dollars. Follow-up with the customer revealed a commitment was in place but revenue would not occur for 18 months. Chapter 11 bankruptcy was filed. The at-risk individual’s poor decision-making broke the company.
Too Good Can Be Bad
Extremely strong judgment may also indicate someone is a risk to an organization. Often those with exceptionally strong Judgment Index™ scores are easily frustrated or bored on the job. These individuals pose a risk for several reasons: (1) Frustration leads to “acting out;” (2) Boredom causes employees to look for shortcomings in the system that can be exploited for gain; (3) Attempts to outsmart the system are considered interesting instead of disturbing and; (4) Independent actions that avoid any teaming can be exploited by outside parties.
Limiting At-Risk Behavior
A Dallas based construction company reported “zero incidents” for five consecutive years after implementing the Judgment Index™ as part of their hiring process and annual employee assessments. The CEO commented “this is truly remarkable in an industry with risks at every turn.” The Judgment Index™ coupled with ongoing support helped the company develop a culture of safety and risk avoidance..