Employee Personality Profile (EPP)

Updated 5 months ago by Amy Tranter

The Employee Personality Profile is a personality assessment that is derived from the SalesAP test, a personality measure created by Sander I. Marcus, Ph. D., Jotham G. Friedland, Ph.D., and Harvey P. Mandel, Ph.D. It measures twelve personality traits that provide valuable insights into a person's work styles and how they are likely to interact with co-workers, management, and customers. The EPP contains 140 items, takes about 10 minutes to complete, and measures the following traits: Achievement, Motivation, Competitiveness, Managerial, Assertiveness, Extroversion, Cooperativeness, Patience, Self-Confidence, and Conscientiousness.

Detailed Score Reports

There are no right or wrong answers on personality tests; however, individuals with certain personality characteristics may be better suited for some jobs than others. For example, extraverted individuals typically perform better in sales than do introverts, whereas introverts often perform better than extraverts in positions that require extended periods of work done alone, such as computer programming and data analysis. Similarly, highly patient individuals are better suited for customer service than are impatient individuals, whereas impatient individuals usually perform better than do patient people in fields such as debt collection.

Employee Personality Profile training

Watch our consulting psych led Employee Personality Profile (EPP) assessment training video to learn everything from what EPP predicts and measures to understanding your report to what the candidate experiences when completing the assessment.

Validity Information

Construct Validity: The EPP trait scores have been compared with a number of external measures of similar individual characteristics, including the Sixteen Personality Factor (16PF). These comparisons provide very strong support for the construct validity of the EPP scales.

Predictive Validity: The individual traits measured by the EPP have been to shown to be predictive of success for a wide variety of positions in many different industries. The best way to ensure the predictive validity of EPP traits for specific positions is to do a local validity study that demonstrates a correlation between individual trait score(s) and job performance metrics for a given position.

Reliability: The estimated test-retest reliabilities for EPP scale scores range from .67 to .90 and are well within acceptable psychometric limits.

Standardisation Sample

Norms for the EPP were developed using a sample of 1375 individuals aged 15 and older, of which 48% were male and 52% were female. These individuals were being assessed for job selection, placement, promotion or career appraisal. About 30% were students and the balance were adults ranging in age from their early 20s to mid-60s. Their current work situations included executive positions in technical and service-oriented areas, managerial positions, and sales positions. About 10% of the sample were Black and 2% were Hispanic. In establishing standardized scores for the final version of the EPP, normalized T-scores were first developed on the large, stable standardization sample for EPP scores. The normative information obtained from the standardization group was extended to a separate reference sample of 745 managers, people in sales-related occupations, and middle- and upper-level professionals.

Downloads

About the EPP

Guide to EPP Job Families and Traits

EPP Sample Score Report

EPP Sample Score Report with Score Range

Workplace Insights Sample Report (candidate feedback report)

Guide for interpreting score report


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