Employee Development

Enhance the Performance of Your Current Employees!

The Winslow Report Concept

Improving personnel performance is an ongoing challenge to managers worldwide. Winslow Research developed an innovative Employee Development Program to meet that challenge. The program complements management skill by preparing reports on the behavior and attitudes of employees, based on the results of assessment instruments. The Winslow Reports provide immediate and accurate insight into the characteristics that influence the success of your organization. Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior. Individuals do not usually fail because they lack education, experience, training, or skills. They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions. The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily. The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions. This proven program is a valuable aid in achieving and maintaining optimum personnel performance.

The Winslow Assessment System

The Winslow Employee Development Program is designed to enhance the performance of all your current employees. The Winslow Profile measures their personality, behavior and attitudes to a precise degree. Our Reports provide feedback on the employee’s behavior compared to the behavioral requirements for their specific position. This user-friendly system enables management to administer their assessment site and retain control over the process. One member of your organization will be trained to serve as your Winslow Reports Administrator in just a few minutes. For an additional fee, your team can become Winslow Profiles Certified.

Winslow University: we have self-development and management development courses available now. Additional curricula are being written right now.

Position Analysis: this can be conducted informally for free, or more formally for a one-time consulting fee. The position analysis will identify the behavioral requirements for each position you want to measure. Your Winslow Consultant is trained to conduct either of these two analyses.

Assessment System and Process

The Employee Development Program is a user-friendly four-step process.

  1. Purchase Assessment Passwords: The Winslow System enables you to purchase Profile Passwords electronically using a bank account or any credit card. Discounts are offered when quantities of Passwords are purchased. When purchases are made, the Passwords are immediately placed in your “Available Passwords” account.
  2. Activate Profile Passwords for the Employees: The “Activate Assessment Password” function on the System enables you to activate passwords for your participants. Basic information is entered to identify the Participant and the appropriate Position Analysis of the employee is selected. The System sends a form to the printer with the participant’s name, password and directions for completing the Profile. If desired, the system will email the Password and directions to the participants.
  3. Employee Completes The Assessment Profile: The Winslow Profile takes less than one hour to complete and contains special assessment validity control questions. These controls detect individuals who have reading or comprehension difficulties, as well as those who intentionally positively bias or unintentionally exaggerate their answers. The System will not produce a Report when answers are invalid. Approximately 30% of your employees will have positively biased results on their first assessment and must retake the Profile, at no additional fee. This happens because some employees intentionally give answers they think will provide desirable results. Others unintentionally exaggerate their answers because they have an exaggerated self-opinion.
  4. Profiles Processed and Winslow Reports Prepared: Reports are immediately available to management when employees have accurate and objective assessment results. There are four versions of the Winslow Reports. The Executive Report contains a Personality Profile displaying the 24 trait scores and a Position Compatibility Form. The Participant’s Report is given to the employee for self-knowledge and self-improvement. The Managers Report is given to the immediate manager of each employee. The Position Analysis is for HRD or top management. Sample Winslow Reports will be displayed during the demo.

Color-coded overlays present the results of the Position Analysis in a user-friendly format. They are coordinated with the Personality Profiles in all reports and indicate the desirable and undesirable scoring ranges for every behavior relevant to success in each position. These profiles can help dramatically when trying to make an effective Employee Development Plan.

Composite profiles are prepared for any groups of participants you desire. Group Average and Distribution Profiles enable management to identify the strengths and synergies of groups of personnel, and are valuable in managing groups as teams.

Color-coded overlays are provided for each Group Profile to facilitate comparisons between participants and groups, managers and groups, and one group to another. This component also allows your managers to make correlation between behavior and performance.

For a nominal fee, a Winslow Certified Consultant will conduct a Webinar to introduce your managers to the program. This orientation will provide your managers with the knowledge and confidence to utilize the program effectively.

For a nominal fee, a Winslow Certified Consultant will conduct a Webinar for all your participants. This orientation will enhance the participant’s self-knowledge and enable them to obtain maximum benefit from the feedback and suggestions presented in their Winslow Reports.

The same Winslow Assessment System should be utilized by your organization to assist in hiring the best available applicant for every one of your positions. The personality, behavior and attitudes of applicants will be assessed and Winslow Reports available to the hiring manager. The Reports will accurately predict the employees’ probability of success in specific positions.

Program Outline

Winslow Research’s unique Applicant Selection Programs eliminate guesswork from the hiring process. Winslow Reports will assist you in selecting the best available applicant for every position in your organization, and reduce the risks and costs of hiring.

The Winslow Internet Assessment System

The Winslow Applicant Selection Program is an Internet-based system to measure the personality, behavior and attitudes of applicants for positions and provide feedback to organizations on the applicant’s probability of success in a specific position. The user-friendly system enables organizations to administer their assessment activity and have total control over the process. Winslow Research will train one or preferably two employees of the organization to be the Winslow Reports Administrator. In just a few hours, these individuals will be competent to serve as the Internet Webmaster for the organization. Following are the procedures, features, functions and components of the System.

  • Private Winslow Website: at no fee to your organization, a secure Internet Website will be created to manage your assessment activity.
  • Position Analysis: the first step is a formal or informal position analysis conducted by Winslow Research, at no fee to the client, to determine the behavioral requirements for each of your applicants positions.
  • The Assessment System and Process: the applicant selection assessment process is a user-friendly four-step procedure.

The Winslow Internet System enables you to purchase Profile Passwords online using a bank account or any credit/debit card. Discounts are offered when quantities of Passwords are purchased. When purchases are made, the Passwords are immediately placed in your “Available Passwords” account.

When you want to assess an applicant you go to the “Activate Assessment Password” function on your Winslow Website. Basic information is entered to identify the Participant. The PCS Position of the applicant is selected. The System sends a form to the printer with the participant’s name, password and directions for completing the Profile. An email with this information can be sent to the applicant.

To make certain the applicant is the person who completes the Profile, applicants should be monitored in the client’s offices. The Profile takes less than one hour to complete and contains special control question to determine if the participant’s answers are both accurate and objective. The System will not produce a Report when results are invalid. Approximately 30% of the applicants will have invalid results on their first assessment and must retake the Profile. This happens because some applicants give answers they think will provide desirable results. Others unintentionally exaggerate their answers because of a strong ego.

Reports are available immediately to management when the applicant has accurate and objective assessment results. There are four versions of the Winslow Reports. The Executive Report contains a Personality Profile displaying the 24 trait scores and a Position Compatibility Form. When applicants are hired, the Manager’s Report is given to the manager of the employee and the Participant’s Report is given to your new employee. The PCS Summary Form is placed in the applicants file. (Please refer to all versions of the Winslow Reports).

Decision to Hire an Applicant

The Position Compatibility Summary (PCS) Form presents the assessment data and behavioral requirements for each applicant on one color-coded page. The PCS Form compiles the results of a comprehensive, sophisticated assessment system into an easy to interpret document that simplifies the selection process. Management can then establish the cut-off” point on qualifying scores to determine whether applicants should be offered a position. The four major considerations are the “Participant’s Net PCS Score,” the number of “Concern Trait Scores,” any negative “Trait Group Scores,” and the “Key Characteristics” score.  

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