RoundPegg Legal & Survey Overview
RoundPegg enhances business performance by using real time culture science to ensure organizations develop, hire and engage their employees according to the single biggest business driver – their unique company culture. When organizational processes are consistent with unique company core values, prioritization, communication, and productivity are all enhanced. Begin with understanding what’s really happening in your culture and then make informed decisions to drive culture engagement.
RoundPegg and Diversity
When a company creates hiring, development and engagement processes that revolve around a small consistent set of core values, room is actually created for real diversity. That is, consistency around core culture allows for employees’ diversity of experience, diversity of skills, and diversity of background to be shared in the workplace without creating distraction or a loss of focus. This type of diversity beyond common core culture is additive to the work experience and to organizational performance. Clarity and consistency around core culture makes rich, productive diversity possible.
Research Behind RoundPegg
Being engaged on the job is a function of how well one fits with their work environment.
RoundPegg’s aim is to identify the personal attributes that successful people within your company possess that the least successful people do not (or vice versa). By doing so we increase the likelihood of identifying individual’s who will be more engaged and more successful on the job.
The research at the heart of RoundPegg is the construct of person-environment fit (PEfit). Fitting in to one’s environment is a combination of aligning with the company, team, manager and the skills required to perform the job. RoundPegg uses a derivation of the Organizational Culture Profile to ascertain the areas of fit with your existing company, team and manager.
About the RoundPegg Assessment
RoundPegg has thousands of unique underlying data points in order to identify exactly where people fall on a normalized range versus others.
Modified Organizational Culture Profile (OCP)
The OCP was created by Drs. O’Reilly III, Chatman and Caldwell at the University of California Berkeley in 1991 (Academy of Management Journal). The OCP has since been modified and improved over the years by Dr. Timothy Judge, now at University of Notre Dame, and Drs. Sarros, Gray and Densten of Monash University in Australia. This assessment has historically shown test-retest reliability of 0.86 to 0.88 and has a Chronbach’s Alpha measure (internal reliability) of 0.66 to 0.87 depending on the facet.
Hiring: Legal Requirements
Using RoundPegg adds a level of objective evaluation with proven reliability performed by trained research professionals to your hiring practice.
The areas that must be navigated to ensure the legal guidelines are met for any hire are:
• Right to Privacy - The very few courts that have had the opportunity to evaluate the use of personality or honesty tests by private employers have focused on the right to privacy and have drawn somewhat of a bright line when it comes to tests that inquire about a person’s religious beliefs or sexual preferences.
RoundPegg’s assessments are situational and job related and do not tread into these sensitive and overly personal areas.
• Americans with Disabilities Act (ADA) - the ADA prohibits pre-employment offer medical exams. RoundPegg’s assessments are not medical tests conducted by doctors and are specifically designed to avoid questions that require applicants or employees to disclose protected medical information related to physical or psychological conditions that could run afoul of the ADA.
Moreover, it has been recognized that personality and psychological traits may be distinguishable from a covered disability. For example, “poor judgment, irresponsible behavior, and poor impulse control,” as reflected by testing and back- ground, may serve as the basis for an adverse employment decision; protection from disability discrimination arises only when the employee is “diagnosed as having any particular pathological disease or disorder.”
RoundPegg does not provide any medical diagnoses.
• Multiple Points of Entry - Using pre-hire assessments can not, nor should they be, the only factor into making a hiring decision. RoundPegg assessments are one component of the hiring process and do not eliminate reviewing resumes, conducting personal interviews, checking resumes or completing an application.
Further, RoundPegg does not produce a threshold number which precludes applicant’s from further consideration.
• Title VII - States that it is illegal to discriminate against protected classes (race, color, sex, creed, disability and age).
No cases have found that an employer’s use of personality tests resulted in disparate treatment of protected groups. RoundPegg’s personality assessments are based off tens of thousands of data points and there is no evidence to suggest RoundPegg’s assessments result in adverse impact.
Additional RoundPegg Protections
- Only trained professionals evaluate personality results in order to assure the accuracy of interpretation
- The assessments RoundPegg uses were developed by experts in the testing field
- Recommendations resulting in the use of personality assessments are only disseminated to authorized individuals within a company
- Uses only the most current versions of assessments
- An applicant’s consent is received prior to administering any assessment relieving potential employers from civil liability