The document discusses using pre-employment assessments like the Winslow Dynamics Profile to select high performers and reduce turnover. The Winslow Dynamics Profile measures 24 competencies and 50 dimensions of behavior that have been validated through 8 million assessments to predict job performance. Companies can utilize the Winslow Dynamics Profile for selection, development, and creating customized position profiles to identify the traits required for success in specific roles.

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Selecting High Performers

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Use of Pre-Employment Selection
Tools
© 2012 Development Dimensions International

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Impact of Assessment on
Turnover
* Terminations at the end of three month probationary period; cost savings of $8.4 million

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12 Contributing Psychologists including Denis Waitley
The Most Thoroughly Validated Assessment
8 Million Participants; Norms Updated every 2
Years
World Class HR Licensed by Executive Career Hub
 CEO – Chris Saffer, Executive Career Hub and Solutions 5 Consulting
 Victor Bullara, Certified Master Coach and Winslow Dynamics Profile Coach
24 Competencies/50 Dimensions (Dynamics Profile)
 Not All Are Created Equal (some competencies more difficult to develop)
 Detailed reports for Individual (40 pages) , Executive (5 pages), manager (18 pages)
Winslow: Providing Insights into Predictable Behavioral
Success

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Interpersonal
 Sociability
 Recognition
 Conscientious
 Exhibition
 Trust
 Nurturance
Dedication
 Ambition
 Endurance
 Assertiveness
 Boldness
 Coachability
 Leadership
Organizational
 Alertness
 Order
 Flexibility
 Creativity
 Responsibility
Self-Control
 Self-Confidence
 Composure
 Tough-Minded
 Autonomy
 Contentment
 Control
24 Traits in the Dynamics
Profile
Scientifically proven measures of predictable performance
In 90% of the cases,
failure is directly
attributed to some
aspect of human
behavior that could
have been predicted

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Integrated Human Capital
Systems

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Accuracy
 Questions with only one correct answer
 Can determine if participants accurately read and understood the questions, ,
whether they were paying attention and selected their answers correctly
 Example: “The United States is the only country with television.”
Objectivity/Faking (30% of all tests results are invalid and no one else controls for it)
 Can detect if participants answered the questions objectively, unintentionally
exaggerated answers or intentionally selected socially desirable answers in
order to obtain desirable results
 Profile questions describe implausible positive behaviors that no person
manifests – Example: “I complete every project that I start”
 Profile questions describe common negative behaviors that every person
manifests
8
Unique Controls for
Validity

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Feedback AND Development
Plans
45-60 page report
with detailed and
customized feedback
and developmental
suggestions

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Feedback AND Development
Plans
45-60 page report
with detailed and
customized feedback
and developmental
suggestions

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Position Specific Success
Profile
Looks pretty good, right?
Many high scores.

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Person Specific Success
Profile
Deeper dive with a
specific position in mind
shows 5 areas of
“caution” and 3 areas
of “concern” with a “Net
Score” of +13 which
would predict only
average performance

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Deeper Dive illustrates Weakest
Links
Unlikely to be successful
No Mitigation of Liabilities
No Mitigation of Liabilities
Concerns; Mitigated Strengths

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Utilizing Winslow
Dynamics
Creating a Company Position Compatibility Summary (PCS)
Brief Worksheet about the Role, Department, Job Duties, Performance Expectations
Builds company specific competency model for selection, development, et al.
Benefits:
 Develop a scientific, predictable model of the traits associated high performance
using the most thoroughly validated (per the EEOC) assessment tool
 Use this model for assessment, development and executive coaching
 Demonstrate to investors the due diligence you have completed so that the venture
will be successful in meeting revenue and growth targets.
 Increases retention based on the individual’s line of site to career advancement,
and a demonstration of the company’s investment in their future
Post Assessment Analysis
 Individual report with detailed development plan (40 pages) delivered by Certified
Winslow Dynamics Coach (Victor Bullara)
 Detailed scoring model pinpoints “matches” and developmental needs
 Company specific dashboard - one place to view assessment status

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949-716-8852
www.WorldClassHR.com
Vic@WorldClassHR.com
Victor Bullara, ACC, ELI-
MP