Psychometric Integrity Evaluations

W5H Global Inc offers its clients the world renowned Integ© range of psychometric assessment instruments. These assessment instruments are ideally suited for application in a diverse, multi-cultural environment without any bias towards any individual or community. It is being used internationally in Europe, the Middle East, Africa, the US, to name a few.
Our arsenal of psychometric tests covers, to a large extent, the full spectrum of variation in terms of need or purpose that may present itself in the complex field of Integrity – but more specifically in the World of Work.

These psychometric assessments were developed by an international team of psychologists under the guidance of Dr LJ Fick, a specialist in the field of psychological Integrity Assessments. The project was funded, and is extensively used, by an International Financial Institution involved inter alia in international aid and development. The initial motivation was to create a universally applicable, and completely cultural natural integrity assessment instrument to ensure that individuals in positions of trust will exercise their duties with integrity in its widest interpretation.

This instrument is continuously upgraded and refined, and is regarded as one of the top international psychometric integrity assessment instruments available.  It has seen a range of derivative instruments developed from it to cover a wide field related to Integrity and related assessments.

All our tests produce a Summarized Report as the first product of the assessment process. It reflects all the critical results of the test for the purpose of analysis, diagnosis, prediction and decision-making by the user.
Our arsenal of psychometric assessments seamlessly integrate with other assessment instruments. In this regard it form part of the so called ‘Successive Hurdle’ approach in any assessment process, which ensures an extremely high validity and reliability rate.

Our Test Arsenal include:


The IP200 is the flagship of the dedicated Integrity tests that consists of 10 sub-structures of which each has 5 measuring areas.

The IP 200 is a 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 develop Integrity on an individual or corporate basis.

It consists of 200 test-items, declares approximately 88% of the total variance and takes approximately an hour to administer. It also boasts Lie- and Consistency as well as Unnatural Exaggeration factors.

The test can either be completed in using the ‘pencil-and-paper’ or ‘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.

The latter is applicable to all the INTEG-tests.

It measures areas such as:

Socialisation; Trustworthiness; Credibility; Work ethics; Attitudes – Integrity constraining; Functional vs. dysfunctional behaviour; Manipulative abuse of power – Non power values; Transformation Commitment & management integrity. It also monitors lying, consistency and exaggeration.  




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) in more than 10 languages and provides the user with 10 scales to base his 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.

It measures areas such as:

Honesty; Stealing/Theft; Violation of policy, rules & regulations; Reliability & Dependability; Lying; Denial, Projection & Justification; Work Ethic; Manipulation; Verifiable Items; and has a lie detector.



This profile was constructed to assess the candidate’s general disposition towards helping colleagues, serve the best interest of the organisation by his/her demonstration to ‘walk the extra mile’. In essence – not to be self-centred, but cooperate to serve others and the corporate/organisation interests under all circumstances. It may be used in a screening format or as a survey.

The test has two main structures, being OCB-People and OCB-Corporate.

OCB-People measures:

 Sympathy, empathy and compassion; Personal problems/matters; Work related problems/matters; Work, performance and production/improvement, as well as training and development.

OCB-Corporate measures:

Organisational development and production/performance; Organisational image and marketing; Human relations, Client satisfaction and the Stance on counter productive work behaviour and corruption.
It also has a lie and consistence monitor.



This profile is constructed to assess the tendency on the part of the candidate to demonstrate or succumb to behaviour that is or could be detrimental to the organisation or even his co-workers. This may include the lack of commitment or unwillingness to pro-actively promote the best interest of the corporate entity or, to demonstrate blatant activity such as sabotage, aggression towards seniors or colleagues to hurt the organisation or its employees. It may be used in a screening or survey application, but could also be used for specific projects/investigations.

The OCB and CWB instruments are often used in tandem, again increasing its validity and reliability.

The instrument consists of two sub structures:  CWB-Causative factors and a CBW-Mode level.

OCB-Causative factors measures:

Utilisation – participation and Empowerment; Conditions of employment – fairmess in practice; Recognition and reward; Human dignity; Development – furthering Lifestyle aspirations and Skills development; and Management.

OCB Mode level measures:

Passive mode; Responsive-participative mode and Proactive mode.
It also has a lie and consistency monitor.





The COPAS comprehensively measures a candidate’s cognitive function. It consists of symbolic test-items and measures a candidate’s Current mental Ability, potential to Develop as well as Eventual Cognitive Capacity if optimal opportunity and stimulation for cognitive growth is available.

In addition, COPAS provides a profile of the most important cognitive constructs, e.g. Analytical, Original, and Figurative thinking problem solving in practice, while it also provides a measure of Accuracy with which the testee completes the test.





The MAIN PAW is a very comprehensive test consisting of 250 test items with 89 scales to measure the entire personality field.




The following can be deducted from the MAIN PAW:




  • EQ - Emotional Intelligence
  • EO – Entrepreneurial Orientation
  • SMO – Sales and Marketing Orientation
  • FO – Financial Orientation
  • MO – Managerial Orientation




The MAIN PAW is the most comprehensive personality test on the market and takes about an hour and 30 minutes to complete. It can be used at all levels and will provide the client with the full spectrum of information in the field of Personality.




It also has a Lie and consistency monitor.




A SHORT PAW is also available when a quick and simple simple assessment of personality is required without the in-depth diagnostic features indicated above.











The BAP is a basic instrument to determine the fundamental leaning a testee has in the more primary and intrinsic abilities and attributes on which careers are built. In this it relies on the faculties of Cognitive and Personality rather than abilities, proficiencies, competencies, skills, knowledge and interests (which a person requires at a later stage of life). It assesses a candidate more in the basic ‘Broad Stream Careers’ that his basic human capacity profile will allow him to successfully enter into. 




The concept of integrity is also added. The purpose of the BAP is to guide the testee in terms of his altitudinal orientation.




A lie and consistence monitor is also included.











As mentioned above, the CAP covers the ‘Career-fit-field in much more detail than the BAP.




The CAP uses 14 Core Functional Career-Categories (which attribute differentiates the CAP from other models in the career matching profile in the market) and offers its user the option to choose from the Primary facet of the career matching process (i.e., the sphere where the inherent and more generically altitudinal-orientation forms the focus of the assessment), to the Extended facet where the candidate’s Interest Profile is added to the assessment and matching process, to finally, the third Counselling facet, where also the candidate’s Experience Profile is brought into play to cover the matching process fully.




The CAP also offers a more comprehensive list of Personality attributes on the Psychological Dimensions side of the matching process in order to enhance the fit with the Career Requirements side of the matching process.




The test consists of Two Parts. Part One again consists of Two Divisions – A & B, where Division A assesses 7 Cognitive abilities in approximately 30 minutes and Division B assesses 14 Personality attributes in approximately 15 minutes. Division B consists of a 42-item Interest Questionnaire which can be completed in approximately 10 minutes. In total the test can be completed in less than one hour.




The CAP offers a very comprehensive Summarized Report in which specific attention is given to the three facets of the career matching process – including an integrated result in this regard. It also guides the user in the counselling process and provides a Career Index consisting of the critical job-profiles (according to the most crucial job requirements of each job) of hundreds of job/careers to hone in on the final decision making flowing from the assessment.











The SAP is a competency test that consists of 100 test-items and is dedicated to the security industry.




It consists of four main Parts and five Substructures as well as an Integrated Rating that provides the single best representative ‘score’ of the above measuring areas and an Adapted Rating which is an adaptation of the latter score according to the degree the testee tried to manipulate the outcome of this test.




Each one of the substructures consists of competencies, skills, abilities and attributes that provided the users of this instrument with 35 scales to base their interpretation, diagnoses and decisions relative to the testee on.
The SAP takes approximately an hour to complete.











This instrument is essentially similar to the SAP, but specialises in the field of driving and was especially developed to serve the Road Transport sector of the economy.
It is assessing the critical human factors that differentiate between people who perform the Driver function in a professional capacity (i.e., doing driving as a work/job – to earn a living by driving) in terms of a sound and multiple criteria of (work) success.




The DAP is a competency test that consists of 100 test-items and deals with the ‘driver profession’ as a specific career entity. This is based on common denominators identified via objective and comprehensive research studies conducted over many years by researchers in different fields of speciality in a wide variety of economic industries (e.g., transport, mining, production, etc.) and involving drivers of virtually all types of vehicles – including trucks, tractors, taxis, busses, ambulances, fire-engines, etc. – involving ‘general’ and ‘specialised’ vehicles.




It consists of four main Parts and five Substructures as well as an Integrated Rating that provides the single best representative ‘score’ of the measuring areas.
Each one of the substructures consists of competencies, skills, abilities and attributes that provided the users of this instrument with 35 scales to base their interpretation, diagnoses and decisions relative to the testee on.




It produces an Adapted Rating according to the degree the testee tried to manipulate the outcome of this test.




The DAP takes approximately an hour to complete.











The RAP presents itself in three versions, namely the ‘Prior’, ‘Post’ and ‘General’ RAP.




In essence all these tests are assessing the same thing – i.e. the probability that a person, who went astray, will be rehabilitated.




The ‘Post’ version was especially developed for people who received a jail sentence and are qualifying for parole status. This version form part of the Parole Assessment and Management Program. Please refer to the Parole Assessment and Management Program.




The ‘Prior’ version assesses people that were already found guilty in a court of law, but was not yet sentenced – i.e. assessing prior to sentencing. This will assist the Courts to contemplate the suitability of various sentencing options in every individual  case.




The ‘General’ version applies to ‘lesser’ serious cases, e.g. people who were found guilty during a Disciplinary Hearing in a corporate environment. Employers, be it current or potential, has to decide whether to continue the employment of an found guilty,  or to appoint a person dismissed from a previous place of employment. In essence – it assists the current or prospective employer to assess the probability that such a person will be successfully reformed.




In addition to the nearly 60 scales the test is providing, the battery also represents a Standard Questionnaire and a Structured Interview to be completed regarding the testee and is giving a distinct 360 degree character to this assessment approach.




















At present, all the above tests are producing a so-called Summarized Report as the first product of the assessment process. This Summarized Report normally consists of a one page report reflecting all the critical results of the test for the purpose of analysis, diagnosis, prediction and decision-making by the user.




Psychometric Integrity Evaluations