Human capital solutions focused on character and behaviorassessment and development to impact performance andgrowth in the areas of:

Recruitment

Employee Development

Succession Planning

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Reduce hiring practice risks and costs (15% - 40%)

Assess character competencies and behavior traits in addition to job skills

Expose the candidate’s degree of “fit” within an organization’s culture in advance of hiring

Decrease turnover expenditures (minimize wrong hires)

Minimize litigation for improper employee lawsuits

Protect current board of directors and leadership team from ineffective employee practices

Recruitment (Hiring The Right People)

Hiring Costs (Advertising / Interviewing / Training)

Applicant Selection (Skills / Character & Behavior / “Culture Fit”)

Turnover (Expenses / Organizational Disruptions / Law Suits)

Employee Development (Increasing Performance / Productivity)

Building / Retaining Valuable Leadership

Multi-Cultural / Diversity Issues (Acceptance of Common Values and Principles)

Succession Planning (Preparing Future Leaders)

Baby Boomer Talent Leak Loss of Workplace Knowledge (Job Skills) Loss of Wisdom / Mentoring / Values & Principles (Life Skills)

Establish Promotional Blueprint

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Focused on Specific Business Outcomes

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Prevention (Recruitment)…hire more people like your best people

Better understand the “fit” of all candidates in advance of hiring

Save time and money by reducing turnover

Intervention (Development)…maximize your human capital assets

Build a character-driven team

Improve performance and productivity

Retention (Succession Planning)…prepare your future leaders

Ensure character and knowledge transfer

Create bench strength for supporting growth

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• Review strategic objectives • Determine business outcomes

• Measures Key Performance Indicators• Determines degree of fit

• Character/Behavior assessment • Recruitment/Development reports

Getting The Right People On The Bus

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• Manager-focused• Coaching-oriented

• Employee-focused• Cost-effective delivery

Team Alignment Effects Performance and Productivity

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• Internal ownership• Tailored resources

• Continuous learning• Technology enabled

• Measurement of outcomes• 360° Performance reviews

Preparing Future Leaders

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$ Job Listing

$ Basic Skills and Resume Screening

$ Specific Skills Testing / Assessments

$ Management Team Interview(s)

$ Reference and Background Check

Marginal Predictive Success

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“The most cost-effective decision an organization can make,regarding its hiring, employee development and succession planningpractices, is to determine the measurable and quantifiable successfactors required for every specific job position.”

Future Achievement InternationalLeadership Team

Establish Business Objectives…Assess Performance Results!

Help Organizations Improve Their ROI of Investing in Human Capital Assets and to Minimize Their Risk!

Data collection is vital to a company success regardingJob Skills, Key Performance Indicators, Character andBehavior Assessment…IF Data is used appropriately,consistently and tied to strategic leadership initiatives.

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Key Factor for Predicting Success…

The integration of the data collected that can be utilized for making intelligent hiring, employee development and succession planning decisions.

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Character Quotient (CQ) - CQ represents the element of a person’s profile revealing their underlying attitudes, beliefsand commitments that shape their behavior.

Example: A person can develop an EQ skill such as active listening but not have the character base necessary to be listening actively for the right reason (actual caring and empathizing versus listening for selfish reasons).

CQ

Intellect – Education – Reasoning Abilities – Job Skills Proficiency IQ

EQ

Self Awareness – Self Management

Social Awareness – Relationship Management

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10 Character Competencies

4 Behavior Traits

Chara

cte

r Behavio

r

Recruitment

Development

PerformanceIndex

60 Question Survey

Reports Provided

15-minutes or less to take

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Human capital investments can be maximized by implementing a 24/7 Performance Index Dashboard to determine “Fit” for a specific job position that:

Identifies Character & Behavior Success Attributes

Applies Job Skills Test Scores

Leverages Key Information (Education, Background, Drug Test, etc.)

Incorporates Key Performance Indicators (KPIs)

MERIT Profile

Job Skills

Key Info

KPIs

KPIs

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Operating Budget %

Ann Jones

Sally Simpson

Ken Taylor

Roberto Alverez

Susan Booth

John Murphy

Erica Wong

Recruitment Dashboard

Linked to defined business objectives

Supported by objective performance data

Quantifiable degree of fit for any candidate

Key Info

Job Skills

MERIT Profile

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$ Job Listing

$ Basic Skills and Resume Screening

$ Specific Skills Testing

$ Management Team Interview(s)

$ Reference and Background Check

Performance Index ReportsComposite Index

(80/20 Rule)Basic Index

Maximum Predictive Success

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Identify individual development needs

Leverage strengths of the team members

Build manager / coach processes

Development Dashboard

Operating Budget %

Ron Cowling

Peter Moore

Ann Jones

Manny Montes

Sally Simpson

Carol Mays

Ken Taylor

Matt Gold

Roberto Alverez

Annette Diaz

Susan Booth

Doug Carter

John Murphy

Terry Nelson

Erica Wong

George Wise

Current employeesdegree of fit to jobposition indicate developmental needs

KPIs

Key Info

Job Skills

MERIT Profile

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Linked to performance indexes across all positions

Supported by alignment to mission statement

Quantifiable degree of fit for leadership

Succession Planning Dashboard

Current

position

KPIs

Key Info

Job Skills

MERIT Profile

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Integration of character and behavior assessment and development around a core set of universal principles.

Customized performance index applications that incorporate character and behavior assessment, job skills testing, key background and resume informationlinked to defined key performance indicators (KPIs).

Speed, accuracy and relevance of data.

Quantitative framework to measure performance outcomes.

EEOC Compliant. (Equal Employment Opportunity Commission)

Multiple pricing / payment terms and options.

24/7 web-based solution.

1. Additional Education Regarding Process / Technology(Go-To-Meeting Phone Conference)

2. Client Discovery Discussion To Determine Needs / Alignment(Phone Conference)

3. Client Engagement Proposal Outlining Pricing / Terms, etc.

4. Execution of Formal Agreements MERIT Profile Service Agreement

MERIT Performance Index Agreement

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