• Decision-making patterns predict potential safety risks, whether malicious or neglectful
• Patterns of judgment influence job preferences and competencies
• Judgment is quickly and easily assessed and is mapped to jobs through www.onetonline.org
• Judgment is predictive of dependability, trainability, productivity, and coachability

• Are different than personality or IQ measures
• Are impossible to game
• Allow you to develop templates for typical job placements
• Have personal development protocols for each scale
• Have a proven track record for alerting to at-risk hires
• Allow you to track trends in behavior and performance
• Can be customized for companies and situations
• Have dozens of different tailored reports generated from the same assessment

• Identify reliable candidates with a strong work ethic
• Provide individuals who value work and have good morale
• Offer trainable/coachable candidates
• Supply individuals who are reliable and dependable
• Offer candidates who have healthy self-esteem and an optimistic outlook on life
• Provide staff that “plays well with others”
• Improve safety

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 two decades. Reduced turnover results in more stable employee base and recruiting of targeted employees reduces risk.

A large international textile company implemented the Judgment Index&trade as part of its hiring process. After three years, the company reported that its workman’s comp claims were reduced by 94% and their premium dropped from $1M per year to just $30,000 per year. This was attributed to the selection of employees with better decision-making skills as result of using the Judgment Index™.

Extremely strong judgment may also indicate someone is a risk to an organization. Often those with exceptionally strong Judgment Index&trade 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.
In another case, a world-class expert in the medical field was hired by a large medical outsourcing company to spearhead an outsourcing effort. The company assigned one of its leading VP’s to assist the newly hired physician. In three months, he left, and a second VP was put on the effort. He, too, left after about three months. The COO requested the new hire take the Judgment Index™, which revealed scores that showed he had trouble working with others, which posed a risk to the organization. The solution was to redefine the new hire’s roles and responsibilities to take advantage of his outstanding problem-solving skills while reducing his need to work with others.

A nationally known fast food provider suffered significant turnover rates among its managers. The view around the company was that “you could make assistant manager in a little more than six weeks.” After developing a template for “successful” managers, the company began hiring staff targeted to be in a management position. In a matter of months, the turnover among managers began to reduce and the quality of service increased. This pattern continued for the next three years, leading the company to record levels of revenue, improved customer satisfaction, and the value of each franchise skyrocketing.