Answers to Commonly Asked Questions About the RFS

How have you tested for reliability of the instrument? In statistics, Cronbach's (alpha) is a coefficient of internal consistency. It is commonly used as an estimate of the reliability of a psychometric test for a sample of examinees; our sample size was 1,200 and of mixed race, age and sex (See table 6.1, page 59 in the Psychometric Properties Report). If we had doubled our personality test items from 107 to over 200, we could have bumped supertrait alpha levels up to around .9. The consequence to the test user, however, prevents our so doing. It is the stated intent of the RoleFit Survey assessment (RFS) to serve the RFS user with minimum administrative cost (especially time) and maximum information (that is reliable and valid). We feel that, with five supertrait scores, 23 subtrait scores, coefficient alphas for the supertraits averaging .824, and an average 15-20 minute administration. In addition to the coefficient alphas as indicators of reliability, or consistency, of measurement, we have conducted a small test-retest study, in which we compared 22 pairs of test results for individuals whose test administration was separated by an average of about two months. The mean correlation from first administration to second administration across all five supertraits was .88, with individual supertrait correlations ranging from .80 to .95 (N = .95; E = .90; O = .80; A = .90; C = .85). How have you tested for validity of the instrument? We are interested primarily in one validity indicator: the degree to which the RFS supertraits and their subtraits correlate with the NEO PI-R. The latter is regarded by most research personologists as the current standard for measurement, not only for the RFS, but for personality in general. To the extent that we can demonstrate that the RFS is closely related to the NEO PI-R, then we can feel more confident that our work-oriented instrument is clearly a viable member of the Big Family of tests. In addition, we have used the RFS in a series of concurrent validity studies with other instruments that measure values, learning styles, and leadership styles, as well as other trait measures. The RFS continues to show excellent discriminant and convergent validity throughout these studies.

How many people have taken the tests; what levels, countries etc? During the development of the most recent Psychometric Properties Report there were over 60,000 individuals of mixed age, nationality, sex and occupation that had completed the RFS in
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16 countries. Since that time it is approximated that there are now over 250,000 that have completed the RFS in several additional countries and a wider range of jobs from hourly wagebased jobs to white-collar professionals. The RFS has a master job repository of 1,200+ jobs, each one with a unique job description, profile of required and prioritized activities, skills and styles and job competency profile. Have you tested for predictive validity? Yes. A series of validity studies conducted since it was introduced in 2001 has established the RFS as an effective predictor of future behavior. In addition, a number of construct and concurrent validity studies have established the RFS assessment as having excellent discriminant validity. With respect to predictive validity, and the ability of the RFS to point towards future high performance in a specific job or role, several studies have provided excellent evidence. From a practical measurement perspective, one of our clients, an Executive Search firm, has been using the RFS for two and a half years. Impressed with the applications of the RFS, including as an accurate predictor of job-specific suitability, that client now offers the longest written placement guarantee in Canada, up to 24-months; and their 24-Month Retention Rate (when compared their written guarantee) is the highest in Canada at 97.6%; references available upon request). Is the test registered or approved with any psychological body? E.g. APA or equivalent.

Yes. The RFS has been developed in accordance with the guidelines as set forth by the American Psychological Association (APA), is in full compliance with the International Test Commission Guidelines and the assessment questionnaire and reports have been reviewed and approved by an Equal Employment Opportunity Commission (EEOC) lawyer in the United States.

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