Narrowly defined personality facet scores are commonly reported and used for making decisions in clinical and organizational settings. Although these facets are typically related, scoring is usually carried out for a single facet at a time. This method can be ineffective and time consuming when personality tests contain many highly correlated…

This report introduces the "WorkFORCE"™ Assessment for Job Fit, a personality assessment utilizing the "FACETS"™ core capability, which is based on innovations in forced-choice assessment and computer adaptive testing. The instrument is derived from the fivefactor model (FFM) of personality and encompasses a broad spectrum of…

The runs test for random sequences of responding is proposed for application in long inventories with dichotomous items as an index of sterotyped responding. This index is useful for detecting whether the client shifts between response alternatives more or less frequently than would be expected by chance. (LMO)