Under the Americans with Disabilities Act, personality tests meeting the definition of a medical examination may only be administered after an offer of employment has been made. Generally speaking, personality tests used to make employment decisions should be specifically designed for use with normal adult populations. The Americans with Disabilities Act considers any test designed to reveal such psychiatric disorders as a "medical examination." Examples of such medical tests include the Minnesota Multiphasic Personality Inventory (MMPI) and the Millon Clinical Multi-Axial Inventory (MCMI). It is important to recognize some personality tests are designed to diagnose psychiatric conditions (e.g., paranoia, schizophrenia, compulsive disorders) rather than work-related personality traits. When selecting or developing a personality scale, it is useful to begin with inventories that tap the Big Five, but the results from a validity study may indicate some of these traits are more relevant than others in predicting job performance. While these are the most commonly measured traits, the specific factors most predictive of job performance will depend on the job in question. These five personality traits are often referred to collectively as the Big Five or the Five-Factor Model. The personality traits most frequently assessed in work situations include: (1) Extroversion, (2) Emotional Stability, (3) Agreeableness, (4) Conscientiousness, and (5) Openness to Experience. For example, people high in integrity may follow the rules and be easy to supervise but they may not be good at providing customer service because they are not outgoing, patient, and friendly. Rather, job performance outcomes are usually best predicted by a combination of personality scales. Therefore, it is ill-advised to use a measure that taps only one specific dimension (e.g., conscientiousness). Personality is described using a combination of traits or dimensions. This information is used to generate a profile used to predict job performance or satisfaction with certain aspects of the work. Personality self-report inventories typically ask applicants to rate their level of agreement with a series of statements designed to measure their standing on relatively stable personality traits. Personality measures can be in the form of interviews, in-basket exercises, observer ratings, or self-report inventories (i.e., questionnaires). Personality tests are designed to systematically elicit information about a person's motivations, preferences, interests, emotional make-up, and style of interacting with people and situations. Diversity, Equity, Inclusion, and Accessibility.Workforce Planning and Analysis Toggle submenu.FY 2023 Human Capital Reviews Toggle submenu.Voluntary Separation Incentive Payments.Guidance for Agency Leaders & Coordinators.Employee Wellness Programs Toggle submenu.Training Program Management Toggle submenu.Snow & Dismissal Procedures Toggle submenu.Job Opportunities, Qualifications, & Recruitment.Senior-Level & Scientific and Professional Positions Toggle submenu.Presidential Rank Awards Toggle submenu.Senior Executive Service Toggle submenu.Recruitment, Relocation & Retention Incentives.Federal Labor-Management Information System.Labor Management Relations Toggle submenu.Federal Workforce Priorities Report (FWPR).Human Capital Management Toggle submenu.Practical Tips for Supervisors of Probationers.Frequently Asked Questions for Hybrid Work Environment.Diversity, Equity, Inclusion, and Accessibility Toggle submenu.Selective Placement Program Coordinator.Data, Analysis & Documentation Toggle submenu.General Schedule Qualification Standards.
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