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The IP200 – Integrity Profiles

GENERAL DESCRIPTION

The IP200 is the flagship of the Integrity tests that consists of 10 substructures of which each has 5 measuring areas. It is a very comprehensive, diagnostic and developmental instrument that provides the user with more than 60 scales to measure the complex concept of integrity, to provide feedback to testees, to make predictions on future behaviour and/or to develop Integrity on an individualistic or corporate basis. It consists of 200 test items, declares approximately 88% of the total variance and takes approximately an hour to administer and boasts lie and consistency as well as unnatural exaggeration factors. The test can either be completed by using the ‘pencil-and-paper’ approach or the ‘on-screen’ approach, the scoring is completely computerised and the user has the choice to use an ‘on-line’ approach in the entire administrative process.

Measuring Areas – Scales

The ten substructures of the IP200:

Socialisation
Trustworthiness
Credibility
Work ethics
Attitudes – integrity constraining
Functional vs. dysfunctional behaviour
Manipulative abuse of power – non
Values
Transformation commitment & man integrity
Monitor, lie, consistency & exaggeration

Plus the five measuring areas each of the ten substructures consist of.

Purpose:

The IP200 is a comprehensive integrity measure in the world of work. It assesses integrity in all its facets for the purpose of:

(clinical) diagnoses, counselling and/or development in a work environment
basing decisions for staff in a high risk environment
basing decisions for senior staff in a high risk environment

Psychometric Properties

Reliability:	Ranging from 0.84 to 0.92 (Significant)
Validity:	Ranging from 0.42 to 0.66 (Significant)
Fairness	(Norming Process): “Although the standard error of the main and the standard error of measurement were both calculated in all four variances of the above demographics, no significant results were obtained” and “The T-test to establish whether significant statistical differences exist, render ‘no significant differences’ at the lowest level – i.e. 0.001”.
Readability:	“A maximum of sixth grade of the Fry Readability Graph was never exceeded.” There is also no time restriction applicable to the completion of the test and there is always a trained ‘administrator’ available to allow testees to clear up any doubts they may have regarding the meaning of words or sentences.

GENERAL USE AND DECISION-MAKING RULES

The IP200 can be used at a grade 8 schooling level.
Consider a score of below a ‘6’-sten on the Lie-Detector scale as a knock-out score.
The IP200 must be interpreted by a registered psychologist.
If the IP200 is interpreted for the first time, it is best to adhere to the so-called ‘5-Step Interpretation Process’.

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IMI – Integrity Measurement Instrument

GENERAL DESCRIPTION

The IMI is the shorter and simpler version of the IP 200. It is much more overt and direct in its basic approach to measuring Integrity. It consists of 100 test-items (declaring approximately 75% of the total variance), is available in more than 10 languages and provides the user with 10 scales to base his/her decision(s) on. One of these scales is a verifiable factor scale and provides the instrument, together with its lie-detector scale, a very soundly based reliability. The IMI takes about 35 minutes to complete and is especially useful for screening purposes.

Measuring Areas – Scales

The ten substructures of the IMI:

Honesty
Stealing/theft
Violation of policy, rules & regulations
Reliability & dependability
Lying
Denial, projection & justification
Work ethic
Manipulation
Verifiable items
Lie detector

Plus the two Summarised Scales, i.e., integrated integrity rating & adapted integrity rating.

Purpose:

The IMI is a condensed and simplified instrument used to measure integrity in the world of work. If the need is to apply an instrument on a lower hierarchical level or for screening purposes, the choice will most probably be the IMI (Integrity Measuring Instrument).

Psychometric Properties

Reliability:	Ranging from 0.80 to 0.89 (Significant)
Validity:	Ranging from 0.48 to 0.64 (Significant)
Fairness:	No significant differences were detected via the ‘norming process’ regarding four critical (sensitive) factors used, namely: age, gender, ethnicity and language at the 0.001 level.
Readability:	“A maximum of sixth grade of the Fry Readability Graph was observed”. There is no time-restriction applicable to the completion of this test and a trained administrator is always available for testees to clear any doubts that they may have regarding the meaning of words or sentences.

Considering the fact that the IMI is available for low levels, it is, in addition to the ‘standard English’ version, also available in a lower level English version and more than ten other language translations are available including braille and sign language.

GENERAL USE AND DECISION-MAKING RULES

The IMI can be used at a grade 6 schooling level.
Consider a score of ‘5’-sten (and below) on the Lie-Detector scale as a knock-out score.
Although simple and straight forward, the IMI must be interpreted by a registered psychologist.
It is beneficial to administer the IMI prior to a structured interview in order to use the results, obtained via the ‘verifiable items’ during the said interview.
It is advisable to adhere to a ‘4’-sten (and below) on the adapted integrity scale for employment purposes.

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IP:CULTEG – Integrity Profiles: Culture of Integrity

GENERAL DECRIPTION

The IP:Culteg is dedicated to the process of developing Integrity and rolling out a culture of integrity in an organisation. It consists of 100 test-items and is normally applied over/after nine months to determine the progress made with developing integrity individually and corporately. It takes approximately 30 minutes to complete and can also be used if a quick assessment of integrity is needed on a more diagnostic basis than the IMI can provide.

Measuring Areas – Scales

The IP:Culteg provides a similar breakdown of scales to the IP200.

Purpose:

The IP:Culteg (Integrity Profile: Culture of Integrity) is only used in a development scenario ; for example, in administering the model for rolling out the culture of integrity in a selected corporate unit like a department of an entire organisation. In such a case the IP200 is administered on all participants prior to conducting training and development in the various substructures of integrity. After the training modules are completed, the IP:Culteg is administered to determine the degree of improvement that is achieved by each individual and by the group as a whole.

PSYCHOMETRIC PROPERTIES

Reliability:	Ranging from 0.80 to 0.89 (Significant)
Validity:	Ranging from 0.41 to 0.68 (Significant)
Fairness:	No significant difference found via the ‘norming process’ relative to four critical factors, namely: age, gender, ethnicity and language at a 0.001 level of significance.
Readability:	Similar to the IP200.

GENERAL USE AND DECISION-MAKING RULES

The IP:CULTEG can be used at a grade 8 schooling level.
Consider a score of below a ‘6’-sten on the Lie-Detector scale as a knock-out score.
The IP:CULTEG can be administered and interpreted by a competent ‘in-house’ person, considering that this is primarily a development tool.
The results of the IP:CULTEG should be used in conjunction with the IP200 results obtained prior to the development programme.

BIP – Basic Integrity Profile

GENERAL DESCRIPTION

The BIP was specifically developed from the very comprehensive IP200 for the purpose of having a condensed instrument available to ‘shortlist’ people regarding integrity in the world of work. It consists of only 35 test-items and generates 18-scales of which 13 are of the first order (representing the primary areas within the field of integrity) and five are of the second order (representing the weighted composite areas embodying the primary areas it consists of). The BIP takes about 10 to 15 minutes to complete and is especially useful for shortlisting purposes, as was mentioned above, but because the INTEG-TESTS were developed on the same model and programme and ‘talk’ to each other, much more detailed, critical and related information can be deducted from these limited areas assessed in this condensed instrument through the highly sophisticated computer-programme/software.

Measuring Areas – Scales

Honesty
Dependability & reliability
Work ethic
Orientation to corporate environment & authority/management
Behavioural disposition
Verifiable factors
Monitor, lie-detector, consistency & exaggeration

Plus the five measuring areas the verifiable factor consists of and the two summarised scales, i.e., integrated integrity rating & adapted integrity rating

Purpose:

The BIP is an abbreviated integrity measure in the world of work. If the need is to assess a large number of people over a relatively short period of time; for example, establishing a shortlist of candidates for the filling of a specific position, the choice would naturally be to use the BIP (Basic Integrity Profile). The use of this instrument to serve this kind of purpose is ideal because a final (‘value’) outcome is not really based on the results obtained. Once the shortlist is established, the IMI can be applied to this group in a screening approach so that the final (value) decision on can be based on it.

PSYCHOMETRIC PROPERTIES

Reliability:	Ranging from 0.79 to 0.83 (Significant)
Validity:	Ranging from 0.39 to 0.61 (Significant)
Fairness:	No significant differences were found via the ‘norming process’ regarding four critical factors, i.e., age, gender, ethnicity and language at the 0.01 level.
Readability:	“A maximum of sixth grade on the Fry Readability Graphs was adhered to”. There is no time-restriction applicable to the completion of the BIP and a trained administrator is always available to answer the testee’s questions regarding the meaning of words and sentences.

GENERAL USE AND DECISION-MAKING RULES

The BIP can be used at grade 6 schooling level.
A lie-detector score of 5-sten (and lower) should be perceived as a knock-out score.
Considering the fact that theBIP is mainly used as a shortlisting tool, it can be administered and interpreted (as such) by a competent HR-official.
It is suggested that theBIP-results be used during the structured interview to utilise the information gathered by the ‘verifiable factors’ in full.
It is advisable to adhere to a ‘4’-sten (and above) on the ‘adapted integrity rating’ scale for shortlisting purposes.

GIP – General Integrity Profile

GENERAL DESCRIPTION

The General Integrity Profile (GIP) was developed from the registered Integrity Profile 200 (IP200) to present a concise assessment of the basic, but general, integrity of the entire population. To serve a multiple purpose in the world of work where the population of development are working people regarding norms, standards and the entire psychometric process of validation, reliability and general fairness of the instrument. The essential purpose of the GIP is to effectively differentiate between people in the general population regarding the degree of integrity they possess and demonstrate in life. The main purpose is not to obtain an absolute measurement and categorisation of an individual regarding his/her integrity, but rather their tendency and orientation along the continuum of integrity in general terms – i.e., a trend more than an absolute measurement.

The test is simple and short. It contains of 52 items, consists of three main sections and can be completed in 15 – 20 minutes. The first section represents a traditional covert psychometric division that reflects six factors, namely: honesty, responsibility, dependability, leniency to tolerating deviant behaviour, fairness and conscience. The second section is of a more overt nature and covers five verifiable factors, namely: education, stability, defaulting, disciplinary action and history of misconduct. The third section is the monitor division and consists of three factors, namely: lie-factor, consistency and unnatural exaggeration.

The GIP renders 20 scales that provide the user with sufficient information to allow for valid and reliable analysis, diagnoses, projections, development and/or other decisions in the general basic integrity sphere – i.e., not necessarily in the world of work.

Measuring Areas – Scales

Eight Substructures of the GIP:

Honesty
Responsibility & conscientiousness
Dependability/reliability
Leniency
Fairness
Active conscience
Verifiable factors
Monitor, lie-detect, consist & exaggeration

Plus the three measuring areas each of the two substructures (honesty & lenience) consists of and the two summarised scales, i.e., integrated integrity rating & adapted integrity rating.

Purpose:

This is a short, simple and easy to complete Integrity Measure that focuses on critical integrity factors and can be used for the general public.

As was intimated above, the GIP is the only instrument that is devised to measure and serve the general population. If the integrity of people from the general public (other than the world of work) are to be assessed; for example, to lower the risk of defaulting in repaying housing bonds, then the GIP will be the best integrity measuring instrument to use. Sufficient statistical evidence exists to prove that at least 50 test-items are required to cover the complex field of integrity on a representative basis in order to generate valid and reliable results. A stepwise regression analysis model proved that at least 52 items are required to cover this particular substructure in the field of integrity. It can function as a final value basis to generate valid, reliable and conclusive assessments on its own.

PSYCHOMETRIC PROPERTIES

Reliability:	Ranging from 0.81 to 0.91 (Significant)
Validity:	Ranging from 0.33 to 0.57 (Significant)
Fairness:	No significant difference were found on the ‘Norming Process’ regarding four critical (sensitive) factors, i.e., age, gender, ethnicity and language at the 0.01 level.
Readability:	“A maximum of sixth grade on the Fry Readability Graphs was adhered to during the development of the GIP and ‘low-level’ and simple English was used in composing the test-items”.

GENERAL USE AND DECISION-MAKING RULES

TheGIP can be used at a grade 6 – 8 schooling level.
A lie-detector score of 6-sten (and below) should be considered to represent a knock-out score.
TheGIP can be administered and used/interpreted by a competent person in the line of conducting his/her official duty/function.
It is advisable to adhere to a ‘5’-sten (and above) on the adapted integrity rating scale for decision-making purposes (e.g. extending credit facilities to the applicant).