1. Human capital solutions focused on character and behavior
assessment and development to impact performance and
growth in the areas of:
 Recruitment
 Employee Development
 Succession Planning

2.  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
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3.  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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4. Focused on Specific
Business Outcomes
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5.  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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6. • 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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7. • Manager-focused
• Coaching-oriented
• Employee-focused
• Cost-effective delivery
 Team Alignment Effects Performance and Productivity
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8. • Measurement of outcomes
• 360° Performance reviews
• Continuous learning
• Technology enabled
 Preparing Future Leaders
• Internal ownership
• Tailored resources
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9. $ 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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10. Help Organizations Improve Their ROI of Investing in
Human Capital Assets and to Minimize Their Risk!
“The most cost-effective decision an organization can make,
regarding its hiring, employee development and succession planning
practices, is to determine the measurable and quantifiable success
factors required for every specific job position.”
Future Achievement International
Leadership Team
Establish Business Objectives…
Assess Performance Results!
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11. Data collection is vital to a company success regarding
Job Skills, Key Performance Indicators, Character and
Behavior Assessment…IF Data is used appropriately,
consistently and tied to strategic leadership initiatives.
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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12. Intellect – Education – Reasoning Abilities – Job Skills Proficiency
IQ
Self Awareness – Self Management
EQ Social Awareness – Relationship Management
Character Quotient (CQ) - CQ represents the element of a
person’s profile revealing their underlying attitudes, beliefs
CQ and 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).
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13. Character
Behavior
Reports Provided
 
60 Question Survey
Recruitment
Development
10 Character 4 Behavior Performance
15-minutes or less to take Competencies Traits Index
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14. 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 Job Key
KPIs
Profile Skills Info
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15. Recruitment Dashboard
Operating Budget %
Key
Info Ann Jones
MERIT Sally Simpson
Profile KPIs Ken Taylor
Roberto Alverez
Job Susan Booth
Skills John Murphy
Erica Wong
 Linked to defined business objectives
 Supported by objective performance data
 Quantifiable degree of fit for any candidate
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16. $ Job Listing
(80/20 Rule)
Basic Index
$ Basic Skills and Resume Screening
$  Specific Skills Testing
Performance Index Reports
Composite Index
$  Management Team Interview(s)
$  Reference and Background Check
Maximum Predictive Success
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17. Development Dashboard
Operating Budget %
Ron Cowling
Key Peter Moore
Info
Ann Jones
Manny Montes
Sally Simpson
MERIT Carol Mays
Profile KPIs Ken Taylor
Matt Gold
Roberto Alverez
Annette Diaz
Job Susan Booth
Doug Carter Current employees
Skills John Murphy
Terry Nelson
degree of fit to job
position indicate
Erica Wong
George Wise
developmental needs
 Identify individual development needs
 Leverage strengths of the team members
 Build manager / coach processes
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18. Succession Planning Dashboard
Key
Info
MERIT
Profile KPIs
Current
Job position
Skills
 Linked to performance indexes across all positions
 Supported by alignment to mission statement
 Quantifiable degree of fit for leadership
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19.  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 information
linked 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.
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20. 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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