The Predictive Index® (PI®) is a theory-based, self-report measurement of normal, adult, work-related personality that has been developed and validated for use within occupational and organizational populations. It has been in wide-spread commercial use since 1955 with minor revisions to the assessment in 1958, 1963, 1988 and 1992 to improve the PI’s psychometric (psychological testing) properties and to ensure that each of the individual items on the assessment conformed to appropriate and contemporary language norms.
Nowadays, PI is currently used by over 7,800 organizations across a wide variety of industries and company sizes. In 2010, according to the numbers, over a million people around the world completed the PI assessment.
As already mentioned, the main usage of the PI is for personnel management purposes, such as employee selection, executive on-boarding, leadership development, succession planning, performance coaching, team-building and organizational culture change, among others. The test employs a free-choice response format, in which individuals are presented with two lists of descriptive adjectives, both containing 86 items, and they are asked to endorse those which they feel describe them (the “self” domain), and then those which they feel coincide with how they feel others expect them to behave (the “self-concept” domain). Summing across these two domains yields a third implied domain (the “synthesis”), which can be interpreted as reflecting an employee’s observable behavior in the workplace. The assessment is un-timed, generally takes approximately five to ten minutes to complete, and is available in paper-and-pencil, desktop and Web-based formats.
This being said, PI measures four primary and fundamental personality constructs: dominance (the degree to which an individual seeks to control his or her environment) extroversion (the degree to which an individual seeks social interaction with other people) patience (the degree to which an individual seeks consistency and stability in his or her environment) and formality (the degree to which an individual seeks to conform to formal rules and structure.) Besides this, it also measures two secondary personality constructs, which are derived from a combination of each of the four primary personality constructs: the decision-making (measures how an individual processes information and makes decisions.) and the response level (measures an individual’s overall responsiveness to the environment, which is reflected in his or her energy, activity level and stamina)
In conclusion, PI is one of the best tools used by many companies worldwide to help determine what behaviors people will most strongly express in a workplace environment. Although the process seems simple, the results have been scientifically proven and validated. Special training is required in order to analyze the results of a PI survey and should only be done so by a certified person.