The Five Factor Model (FFM) was born out of the Psychological and Academic communities. Unlike many of the other more commercially well-known instruments, the FFM is an empirical assessment that is not based on theory.  The vast computations required to develop the model could not be performed until social scientists had access to increasingly powerful computers. The first time the model was shared with the corporate world was in the early 1990’s. Jane and Pierce Howard were the first to publish an article in a trade journal about the FFM in 1995. Other more commercially well-known assessments are not as scientifically based or as valid and reliable. The Five-Factor Model is the standard for psychologists.

Dr. Pierce Howard developed the WorkPlace Big Five Profile in 1997. The instrument consists of 107 items that measure five supertraits (listed below) and 23 subtraits. All of the items were submitted and reviewed by an employment attorney to ensure that they do not violate pre-employment testing guidelines. It also has very high reliability and validity (contact us if you’d like more detailed statistical information). The questionnaire items use common workplace language that is easily understood.

The WorkPlace Big Five Profile measures these five supertraits:

• Need for Stability – The degree to which we respond to stress.
• Extraversion – The degree to which we tolerate sensory stimulation from people/situations.
• Originality – The degree to which we are open to new experiences/ new ways of doing things.
• Accommodation – The degree to which we defer to others.
• Consolidation – The degree to which we push toward goals.

Want more information on how this tool can help your organization? Contact Evoke Development.