PEP response forms consist of 40 terms, to which people respond in levels of 1-5 (1 not
at all, 5 very much).

Example: Urgent no 1 2 3 4 5 yes

The respondant (person taking the PEP survey) fills out a few simple forms. They are
quick and easy to complete, without negative or invasive questions to put the respondant
on guard. PEP is a positive analysis system. There is nothing that is intimidating about
the survey method.

If you are considering applicants for a job, you will have already filled out a Job Survey and
received the report from that survey.

The results are fed into the PEP History program, which searches for compatible
employees / applicants.

The entire process is very fast, usually taking less than five minutes from initial filling out
the form to resulting report. This makes PEP quick and easy to use.

Management retains the first sheet of the PEP report, the Stat Sheet. This tells you at a
glace who you are talking to, his/her primary personality / performance traits, and gives
you a very quick idea how to work with this person.

The rest of the report is given to the respondant, asking the person to read through and
verify the information. This self-verification system insures you that the respondant filled
out the form correctly. Our customers report "jaw dropping, nail-on-the-head" accuracy.

PEP will help you interview applicants, searching deeper into who they are to determine if
they will likely be happy and productive at the job you have in mind.

Results are automatically stored by PEP in a History System for quick and easy access
when future positions become available.

Available PEP reports are:

PERSONALITY SURVEY. Presents the basic work-oriented personality of this person.
The initial sheet is to be kept by management, and the report itself shared with the
employee for mutual benefit.

JOB SURVEY. What is the ideal personality matrix for a particular job? Rather than
keeping a supposed "database" (that may or may not apply to your specific business)...
PEP evaluates
the specific job you have in mind and helps you better understand what is
required to fill that position.

HISTORY SYSTEM. PEP stores all respondant information in an easy-to-use history file,
so that you can access that information at a later date (such as when you have a new job
become available). Enter the parameters created by the Job Survey and get a list of all
existing applicants and employees that match those parameters.

STRESS EVALUATION. Stress can be beneficial to a job-- or harmful. By evaluating
respondant stress you can help determine if stress levels are to a degree that they may be
harmful to the person... so that they can be reduced before that point is reached.

EXPANDED REPORT SYSTEM. Includes numerous additional reports of special value
to management in achieving the greatest potential from employees. These reports include
information on preferred reward systems, what buttons to avoid pushing, how to turn
negative traits into positive assets, how this employee will work with other personality
types, the management methods of this person (when placed in a team leader position),
and much more.

OPERATIONAL PREFERENCES. Different jobs require different ethics levels. It is
obvious the ethics required for a bank teller are going to be different than those for a
criminal attorney. The Operational Preferences report helps you determine the "ethics
comfort level" of applicants and lets you know whether they will be motivated or
demotivated by ethical aspects of specific jobs... doing so in a non-threatening, positive
manner that is designed to benefit both you and your employees.