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20/20 Insight GOLD

People Need Feedback

Most people do not see themselves as others see them. For this reason, they

often do not understand the impact their actions have on others.

Although well intentioned and hard-working, they may be the only ones whodo not know they are causing problems. Feedback is essential for them toimprove their performance.

People who take a professional attitude toward their work wantfeedback.They want to know what is working and what is not. They want to be part ofsolutions, not the cause of problems.

People Rarely Give and Receive FeedbackMost people do not know how to affirm each other's strengths and findit uncomfortable to confront others directly about issues. They often

find it easier to discuss these issues with others or internalize them. Thus, theindividual who should receive the feedback never hears it.

In addition, when someone gets feedback from only one person, there is thetendency to discount the feedback as just a single opinion -- whether thefeedback is positive or constructive.

20/20 Insight GOLD Empowers the Feedback ProcessIndividuals need an efficient, confidential, and anonymous vehicle for givingfeedback to each other. 20/20 Insight GOLD is a state-of-the-art softwarecan simplify the process of collecting multi-source (360 degree) feedback foranyone / everyone in your organization. View Features and Benefits

With this versatile feedback system, you can set up projects to collect virtuallyany type of feedback: (moreapplicatons / uses)

ideasopinionsratings

evaluationsimpressions

Complete: A Total Feedback SystemSave time and money, because you will not have to create or purchasesupport materials. 20/20 Insight GOLD is the first fully integrated family offeedback and individual development planning software. Every step of theprocess and all the resources you need are included in the purchase of theprogram.

The 360 Smart Kit

This CD-ROM contains valuable resources for asking the right

questions up-front and implementing successful feedback projects.more information

Administrative SoftwareSet up projects quickly and easily. You can manage multiple projectssimultaneously and aggregate report data from as many projects asdesired. more information
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Survey SetsTwo standard survey sets are included with the purchase of the systemand "snap on" to the administration software. more information

Survey LibraryThis resource contains more than 1,000 survey items in over 140categories. Create the right survey for a specific project by selectingstandard items, customizing them or adding your own. more information

Respondent SoftwareGather feedback from respondents using any combination of these fivemedia options: more information

1. Local area network2. Web server3. diskettes

4. Paper5. Internet / inter-office email WebResponse for 20/20 Insight

Report DesignerSelect from dozens of standard report formats or design your ownindividual or aggregate reports by using on-screen wizards.Report Options

Individual Development Planning (IDP) softwareYou can give IDP to everyone in your organization to analyze feedback,create a plan, and track programs. At NO extra cost. more information

Administrative TutorialAdministrative is easy to learn with this CD-ROM program. It presentsan overview of the entire system and guides the user through each stepof the set-up process.

Help SystemThe Administrative Software contains a comprehensive online Helpreference with instructions for all aspects of the program.

Technical Support is FREE

Use the toll-free number anytime you have questions or problems.Software Upgrades are FREEYou will receive all upgrades to 20/20 Insight GOLD free.

System Requirements and Technical Requirements

Flexible: Can Be Used For Multiple ApplicationsYou no longer need to invest in separate systems for individual 360-feedback,organizational surveys, customer feedback, training evaluation, and marketresearch. 20/20 Insight GOLD is so flexible that it can perform all thesefunctions.

User Friendly: Easy Use for Administrators and Respondents

Reduce learning time for the administrator20/20 Insight GOLD takes only a few minutes to install. The software isintuitive and easy to use, so the administrator can begin setting up projectsalmost immediately.

Reduce Learning time for respondents20/20 Insight GOLD Administration Software crates respondent software foreach person who gives feedback. The program is so easy to use that no
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instruction is required.

Customizable: A Program That Can Change With Your Growing Needs20/20 Insight GOLD gies you an easy, no-cost way to structure feedbackprojects the way you want them. Many other 360 programs charge fees forcustomization. You can tailor almost any aspect of a feedback project -- at no

extra charge. With simple point and click commands, you set up feedbackprojects according to your specifications.

Affordable: A Very Cost-Effective Investment20/20 Insight GOLD, you get software for both assessment anddevelopment. This unprecedented combination of software programs is thebest value in the industry. View more information about pricingandpurchasing 20/20 Insight GOLD.

Selection & Assessment Tools

Introduction

We offer a range of selection and assessment systems. These systemsinclude pre-employment testing, workplace attitudinal, management andprofessional selection and development, sales professional selection, andDISC-based profiling / assessing.

SELECTPre-Employment Testing SystemThe SELECT Associate Screening System is a family of related pre-employment tests designed to measure important, work-related, personalitycharacteristics in applicants for entry-level jobs.

Each of the SELECT tests has been designed to be used early in theemployment selection process, after initial screening, but before the

employment interview. Test results include interview probe suggestions andindications of unusual responses that should be probed during the interview.

Available for: Call Centers, Help Desk Agents, Call Center Suite, CustomerService, Health Care, Hospitality, Leasing Agents, Receptionist,

Administrative Support, Retail Store Management, Retail Clerks / Cashiers,Retail Sales Associates, Staffing Retail Combination, Office / Light IndustrialCombination, Light Production and Distribution, Convenience StoreManagement, Convenience Store Associates, and Personal Services.

Available in English, Spanish, and French Canadian. More information aboutthe SELECT Associate Screening System.

ASSESSAssessment System for Management & ProfessionalsASSESS is a state-of-the-art, Internet- and Windows-based expert system.This system administers, scores and evaluates the results of an assessmentbattery and produces work-related assessment reports to assist in theselection of outside candidates, and in the promotion, placement ordevelopment of internal managers, supervisors and professional.
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Available in English, Spanish, and French Canadian, and offers over 70 job /industry-specific templates. More information about the ASSESSAssessment System for Supervisors, Managers, and Professionals.

SalesMaxfor Selecting & Developing SalespeopleThis Web-based testing system is designed to evaluate whether yourprofessional sales candidates have the underlying personality to be effectivein a consultative sales job. It provides immediate testing, evaluation andreporting at your site.

Use SalesMax to determine your candidates' probability of success and tomake more informed hiring decisions. Also use this system to determine thedevelopment needs for current salespeople. Available in English only. Moreinformation about the SalesMax for Selecting & Developing Salespeople.

ORIONPre-Employment Testing SystemThis pre-employment assessment system is for entry-level and hourlyemployees. Identify Superior Job Candidates for: Retail Clerks, StoreStocking Staff, Warehouse Staff, Bank Staff, Restaurant Staff, and ProductionWorkers. Computer, TeleScore, and FaxServ scoring options. A Web-based scoring option is in development. More information about theOrionPre-Employment Testing System

Proception 2Profiling System and Business Motivators

Proception2 is an online, DISC-based assessment designed to meet avariety of needs and applications necessary for increased personalproductivity and effectiveness. This profiling system is for Executives, Staff /Manager, Sales, Marketing, Team Relationships, and Telesales. Available in4 report options: Interview Assistant, Individual, Manager, and Sales.

Available online in English; also available in paper/online input for MexicanSpanish, German, Portuguese, Serbian, and Mandarin. The BusinessMotivators assessment is often used with Proception2. More informationabout the Proception2 Profiling System.

Business Motivators is an online assessment designed to meet a variety of

needs and applications necessary for increased productivity andeffectiveness. Available online in English; also available in paper/online inputfor Mexican Spanish, German, Portuguese, Serbian, and Mandarin. Thisassessment is often used with Proception2. More information about theBusiness Motivators.

E-Net HireWorkplace Attitudinal AssessmentThis is a comprehensive Workplace Attitudinal Assessment System for the
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hourly, entry level, office and general laborer groups. It is not intended asassessment tool for executive or professional level hiring.

This Workplace Attitudinal Assessment System enables any hiring authority,from any location, to administer an overt integrity assessment that has been

custom-tailored for that particular position, and to receive the results instantly.Available online in English and available via telephone in English andSpanish. More information about the E-Net Hire Workplace AttitudinalAssessment.

Perception 360Multi-Raters FeedbackPerception 360 is a Web-based assessment designed to meet a variety ofneeds and applications necessary for increased personal productivity andeffectiveness. Develop your own skill sets, use the Perception 360 skill sets,or select from both yours and the Perception 360. For more information aboutthe Perception 360 Multi-Raters Feedback

More Information:SELECT Pre-Employment Testing SystemASSESS Assessment System for Supervisors, Managers &ProfessionalsSalesMax for Selecting SalespeopleE-Net Hire Workplace Attitudinal Assessment SystemOrion Pre-Employment Testing SystemProception 2 Profiling SystemPerception 360 Multi Raters Assessment

Please contact us for more information about these Selection andAssessment systems.


Perception 360

360 Degree Feedback - Multi Raters Assessment (MRA)

Perception 360 is a Web-based assessment designed to meet a variety ofneeds and applications necessary for increased personal productivity andeffectiveness.

Practical Applications

Training Need AnalysisCareer DevelopmentExecutive and Individual CounselingOrganizational ChangeTeam BuildingIdentify High Potential PerformanceComplementing Performance Appraisal
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Diversity Awareness

Develop your own skill sets, use the Perception 360 skill sets, or select fromboth yours and the Perception 360

Benefits of Using Perception 360 Multi-rater Assessments:

Provides cost effective feedback on a continues basis Fosters greater individual and work group performance

Reduces the barriers that inhabit creativity and innovation

Creates better cooperation between functions and among operatingunits

Measures individual and organizational improvements over time

MEASURES

Key Leadership Skills and Abilities Including:An overview of how a person prefers to operate in a work environment

Communication

Coaching

Conflict resolution

Planning and goal setting

Problem solving

Creativity

Technical competence

And many more

Perception 360 is...

Easy to administer and process

Customizable - create your own 360 questionnaires PC-based reports produced immediately on-site

Perception 360 Sample Report(.PDF file format - see below)

Perception 360 Starter KitIncludes software, keytag manual, Feedback How To Book, and 140 units.Number: B-2 Call oremail us for price

Perception 360 - Additional Report UnitsNumber: B-1 Call oremail us for price

Please contact us formore informationabout 360 Degree Feedback / MRAassessment systems.


Introduction
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Cost effective tests to help you select and hire the best...

The SELECT Associate Screening System is a family of related pre-employment tests designed to measure important, work-related,personality characteristics in applicants for entry-level jobs.

This is a online application that only requires an Internet / Web connection andbrowser software in order to use. It is also available in a paper and pencil format(requires online input to process report).

Available in English, Spanish, and French Canadian.

High qualityscreening tools

Validated for specific

jobs and industries

Predictive of Job

Success

Developed by

organizationalpsychologists

Concise reports with

InterviewSuggestions

EEOC / ADA

compliant

State-of-the-arttechnology

PC-based, Internet,

Intranet ready

Immediate results at

your site

Easy database

management

Off-the-shelf, tailored

or totally customsolutions

Helps you hirethe best people

Improved Service

Increased Sales

Better Retention

Greater Productivity

When should SELECT tests be used?Each of the SELECT tests have been designed to be used early in theemployment selection process, after initial screening, but before the employment

interview. Test results include interview probe suggestions and indications ofunusual responses that should be probed during the interview.

What do the SELECT tests measure?Each of the tests has been specially developed and validated for a specific jobtype or a group of jobs in a specific industry.

Each measures key dimensions of job Personality and job abilitiescompetencies.

Each measures important underlying personality attributes in somewhat differentways, but each produces overall predictor indices of Performance and Integrityappropriate to the job or industry type.

Performance IndexA measure of traits associated with successful performance in the job

EnergyActivity level and stamina

Productive AttitudeA positive expectation about people, thecompany and work-related outcomes

Frustration ToleranceEmotional resilience


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Acceptance of DiversityTolerance of others different from self

Integrity IndexA measure of attitudes about personal integrity and work ethic

Reports Offer These Options:

Job TaskMeasures willingness to do a variety of related job duties.

Counter Productive BehaviorsThis module includes assessment of Counter Productive Behaviors. Caution:Counter Productive Behaviors includes questions related to drug use and theftwhich are prohibited in some states. This module is now available with or withoutitems relating to use of illegal drugs.

Structured InterviewReport format contains structured interview questions.

Each test takes approximately 20 minutes to complete.

To learn more about using SELECT in your hiring process, click on any ofthe job categories below.


ORION Pre- Employment Assessment System

Reliable. Valid. Cost-effective. Versatile.

Hiring the Right People depends on what is known about them. This pre-employment assessment system is for entry-level and hourly employees.Currently it available in Computer (CD-ROM and hardlock), TeleScore, andFaxServ Scoring Options. A Web-based version is in development.

Identify Superior Job Candidates for:

Retail ClerkStore Stocking StaffWarehouse StaffBank Staff|Restaurant StaffProduction Workers

This Pre-Employment Assessment is:

Well validated

Free from adverse impact

Able to minimize interviewer bias

Easy to use

Designed to deliver results


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PC compatible and Windows ready

THE PROFILE

An applicant's Orion Profile includes four sections. Each section includes

information vital to hiring the best applicant.

Validity LevelHow do ou know if the applicant answered the survey questions in a consistent,forthright way?

The Validity Level tells you to what extent the applicant tried to tell you what heor she thought you wanted to hear. This is the first piece of information on theProfile because it tells you about the reliability of the remaining information.

Self-AssessmentsCertain questions on the Survey ask the applicant to describe past behavioralong with work activities the applicant likes and dislikes. The Self-Assessments

hightlight potential problems or positives.

Attitude ScalesDepending on which version of the survey iis used, the Orion Profile provides acombination of work-related attitude scales. Every Profile includes:

Supervisory

Work

Drug Use

Theft Attitude

Prospect for Long-Term Employment

The remaining scales appear in various combinations on different surveyversions. View more information about ORION Attitude Scales and Report

Options

Post-Survey Interview QuestonsBecause the Orion Survey is not a "pass / fail test," this final section can be animportant element in the hiring decision. Each Profile lists applicant-specificPost-Survey Interview Questions.

The questions help managers explore areas of concern with the applicant sothat they can make more informed hiring decisions. They also allow managersto counsel the applicant on what is expected should he / she be hired.

The Post-Survey Interview Questions help novice interviews conduct moremeaningful interviews. more efficiently. Orion Assessments support positive

employee-management relationships at this early point of contact.

SAMPLE REPORTS - ORION Pre-employment Assessment

PE3 - CS Good LongGood MediumGood Short

Bad LongBad MediumBad Short

PE3 - Safe Good LongGood Medium

Bad LongBad Medium
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Good Short Bad Short

PE3 - Safe-CS Good LongGood Medium

Good Short

Bad Long Bad Medium Bad Short

Profile Style:

Short Profile - 1 page with Post-Survey Interview Questions listed bynumber

Medium Profile - multiple pages including the text of the Post-SurveyInterview Questions

Long Profile - multiple pages including the text of the Post-SurveyInterview Questions space provided for interviewersnotes

More InformationORION Scoring OptionsORION Attitude Scales & Report Options

ORION ValidityORION - EEOC InformationORION Statistics

Contact us for more information regarding the ORION Pre-employmentAssessment.

THE ORION SYSTEM PROFILEOF

PE-3 CS Good Profile

Return to ORION System main page

VALIDITY INDEXPE-3 CS Good Profile has a validity index located in Level 1 and iswithin acceptable limits.Occasionally a 'positive' and 'negative' area may appear contradictory.However, a closer reading of these finely defined statements willreveal a distinct difference.

Positive AreasPE-3 CS Good ProfileWorkplace Drug Use Attitudes....Believes any drug use reflects negatively upon an employer.....Disapproves of the use of marijuana.Organizational Attitudes....Won't criticize the company to others.....Believes an employee is an important part of a big company.
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Supervisory Attitudes....Follows superior's orders closely.....Believes management should admit mistakes to employees.....Follows rules consistently.....Offers no excuses for underachievement.

....Tends to accept supervision well.....Takes orders well.

....Shows patience with people.

....Won't over-supervise.Work Attitudes....Views tardiness to work negatively.....Is attentive to details.....Is not averse to working long hours.....Feels strongly that an employee should never call in sick when he isnot.

Negative Areas

PE-3 CS Good ProfileWorkplace Drug Use Attitudes....Has tendencies toward a permissive attitude regarding marijuana.Organizational Attitudes....May not follow company policies and procedures closely.Supervisory Attitudes....Believes that seniority is more important than merit whenpromoting.....Tends to believe that one gets to the top by means other than hardwork.Work Attitudes

....May have permissive attitude toward unexplained absences.

Comparative Analysis

When the responses ofPE-3 CS Good Profile are analyzed and/orcompared with other subjects with like or similar responses, thefollowing general observations can be made:

Supervisory Attitudes Above Average

(Does the subject accept supervision well?)

(Does the subject have acceptable supervisory potential?)

Work Attitudes Above Average(Views on tardiness and absenteeism.)

Workplace Drug Use Attitudes Low Risk

Workplace Theft Attitudes Low Risk

Prospects for Long-Term Employment Above Average


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Customer Service Below Average

FOLLOW-UP SUGGESTIONS

...None

Post-Survey Interview

PE-3 CS Good Profile should be asked the following questions:Workplace Drug Use Attitudes

Why did you answer the following question with Totally Disagree?19. Tom is an excellent employee. One day, away from his work, heand a friend smoke a marijuana cigarette. He returns to work only alittle high, but able to perform his job satisfactorily. He should be fired.

EXPLANATION:

ACCEPTABLE MARGINAL UNACCEPTABLE

Why shouldn't he be fired?

EXPLANATION:


Organizational Attitudes

Why did you answer the following question with Totally Disagree?4. A good employee should always support the organization whenoutsiders criticize it.

EXPLANATION:



Why did you answer the following question with Totally Disagree?24. A company's policies and procedures should be followed withoutdeviation.


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EXPLANATION:


When should you not follow company policies and procedures?

EXPLANATION:


Supervisory Attitudes

Why did you answer the following question with Totally Disagree?8. When promoting, merit (good job performance) should be givenmore weight than seniority.

EXPLANATION:



Why did you answer the following question with Totally Disagree?21. A majority of individuals succeed in business by performing theirjob in a superior manner.

EXPLANATION:


Workplace Theft Attitudes

Why did you answer the following question with Totally Disagree?16. An employee who steals should be exposed in public.


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EXPLANATION:


Why shouldn't a thief be exposed in public?

EXPLANATION:



Why did you answer the following question with Totally Disagree?44. A person who takes $5.00 a year from his/her employer is a thief.

EXPLANATION:


Are there different degrees of thievery?

EXPLANATION:


Work Attitudes

Why did you answer the following question with Totally Disagree?15. John is absent from a day of work and gives no explanation to hissupervisor. He should be fired.

EXPLANATION:


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Wednesday, November 20, 2002

The Orion System is a pre-employment survey of applicants opinions concerning relevant subjects. TheOrion System is not intended, nor should it ever be used, as the sole determining factor in hiring the mostqualified applicant.

Copyright 2002 Orion Systems. All rights reserved.

HE ORION SYSTEM PROFILE OF


Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.PE-3 CS Good Profile has made no problematic SELF-ASSESSMENTS.SUMMARY OF ATTITUDES


Work Attitudes Above Average





POST-SURVEY INTERVIEW QUESTIONS

Response Question

Totally Disagree 19. Tom is an excellent employee. One day, away from hiswork, he and a friend smoke a marijuana cigarette. He returnsto work only a little high, but able to perform his jobsatisfactorily. He should be fired.

Follow-up:


Totally Disagree 4. A good employee should always support the organizationwhen outsiders criticize it.
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Totally Disagree 24. A company's policies and procedures should be followedwithout deviation.

Follow-up:

When should you not follow company policies andprocedures?

Totally Disagree 8. When promoting, merit (good job performance) should begiven more weight than seniority.

Totally Disagree 21. A majority of individuals succeed in business byperforming their job in a superior manner.

Totally Disagree 16. An employee who steals should be exposed in public.

Follow-up:


Totally Disagree 44. A person who takes $5.00 a year from his/her employer isa thief.

Follow-up:


Totally Disagree 15. John is absent from a day of work and gives noexplanation to his supervisor. He should be fired.






Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.


17/97

PE-3 CS Good Profile has made no problematic SELF-ASSESSMENTS.


Work Attitudes Above Average





Questions for the POST-SURVEY INTERVIEW are:4, 8, 15, 16, 19, 21, 24, 44



PE-3 SAFE GOOD PROFILE


VALIDITY INDEXPE-3 SAFE GOOD PROFILE has a validity index located in Level 1 and

is within acceptable limits.Occasionally a 'positive' and 'negative' area may appear contradictory.However, a closer reading of these finely defined statements willreveal a distinct difference.

Positive Areas

PE-3 SAFE GOOD PROFILEWorkplace Drug Use Attitudes....Believes any drug use reflects negatively upon an employer.....Disapproves of the use of marijuana.Organizational Attitudes

....Won't criticize the company to others.....Believes an employee is an important part of a big company.Supervisory Attitudes....Follows superior's orders closely.....Believes management should admit mistakes to employees.....Follows rules consistently.....Offers no excuses for underachievement.....Tends to accept supervision well.


18/97

....Takes orders well.


....Won't over-supervise.Work Attitudes....Views tardiness to work negatively.

....Is attentive to details.....Is not averse to working long hours.

....Feels strongly that an employee should never call in sick when he isnot.

Negative Areas

PE-3 SAFE GOOD PROFILEWorkplace Drug Use Attitudes....Has tendencies toward a permissive attitude regarding marijuana.Organizational Attitudes....May not follow company policies and procedures closely.Supervisory Attitudes

....Believes that seniority is more important than merit whenpromoting.....Tends to believe that one gets to the top by means other than hardwork.Work Attitudes....May have permissive attitude toward unexplained absences.


When the responses ofPE-3 SAFE GOOD PROFILE are analyzedand/or compared with other subjects with like or similar responses, the

following general observations can be made:Supervisory Attitudes Above Average



Work Attitudes Average

(Views on tardiness and absenteeism.)




Safety & Risk Avoidance Counsel Level One

Counsel Level One - Counsel the applicant on the importance of safety and riskavoidance. Continue with pre-hire procedures.



19/97

...None


PE-3 SAFE GOOD PROFILE should be asked the following questions:Workplace Drug Use Attitudes

Why did you answer the following question with Very StronglyDisagree?19. Tom is an excellent employee. One day, away from his work, heand a friend smoke a marijuana cigarette. He returns to work only alittle high, but able to perform his job satisfactorily. He should be fired.

EXPLANATION:



EXPLANATION:



Why did you answer the following question with Totally Disagree?4. A good employee should always support the organization whenoutsiders criticize it.

EXPLANATION:




EXPLANATION:


20/97



EXPLANATION:



Why did you answer the following question with Totally Disagree?

8. When promoting, merit (good job performance) should be givenmore weight than seniority.

EXPLANATION:



Why did you answer the following question with Very StronglyDisagree?21. A majority of individuals succeed in business by performing theirjob in a superior manner.

EXPLANATION:




EXPLANATION:


21/97



EXPLANATION:



Why did you answer the following question with Totally Disagree?

44. A person who takes $5.00 a year from his/her employer is a thief.

EXPLANATION:



EXPLANATION:


Work Attitudes

Why did you answer the following question with Very StronglyDisagree?15. John is absent from a day of work and gives no explanation to his

supervisor. He should be fired.

EXPLANATION:


22/97


Tuesday, May 06, 2003




PE-3 SAFE GOOD PROFILEReturn to ORION System main page

VALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.PE-3 SAFE GOOD PROFILE has made no problematic SELF-ASSESSMENTS.SUMMARY OF ATTITUDES







Counsel Level One - Counsel the applicant on the importance of safety and risk

avoidance. Continue with pre-hire procedures.POST-SURVEY INTERVIEW QUESTIONS

Response Question

Very Strongly Disagree 19. Tom is an excellent employee. One day, away from hiswork, he and a friend smoke a marijuana cigarette. He returnsto work only a little high, but able to perform his jobsatisfactorily. He should be fired.


23/97

Follow-up:


Totally Disagree 4. A good employee should always support the organization

when outsiders criticize it.


Follow-up:


Totally Disagree 8. When promoting, merit (good job performance) should begiven more weight than seniority.

Very Strongly Disagree 21. A majority of individuals succeed in business byperforming their job in a superior manner.


Follow-up:



Follow-up:Are there different degrees of thievery?

Very Strongly Disagree 15. John is absent from a day of work and gives noexplanation to his supervisor. He should be fired.






24/97

PE-3 SAFE GOOD PROFILE

Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter the

results of the survey.PE-3 SAFE GOOD PROFILE has made no problematic SELF-ASSESSMENTS.









THE ORION SYSTEM PROFILE

OF

PE-3 SAFE-CS GOOD PROFILE


VALIDITY INDEXPE-3 SAFE-CS GOOD PROFILE has a validity index located in Level 1and is within acceptable limits.Occasionally a 'positive' and 'negative' area may appear contradictory.

However, a closer reading of these finely defined statements willreveal a distinct difference.

Positive Areas

PE-3 SAFE-CS GOOD PROFILEWorkplace Drug Use Attitudes....Believes any drug use reflects negatively upon an employer.....Disapproves of the use of marijuana.
http://www.selectassesstrain.com/ssa-orintro.asphttp://www.selectassesstrain.com/ssa-orintro.asphttp://www.selectassesstrain.com/ssa-orintro.asphttp://www.selectassesstrain.com/ssa-orintro.asp


25/97

Organizational Attitudes....Won't criticize the company to others.....Believes an employee is an important part of a big company.Supervisory Attitudes....Follows superior's orders closely.

....Believes management should admit mistakes to employees.....Follows rules consistently.

....Offers no excuses for underachievement.

....Tends to accept supervision well.

....Takes orders well.


....Won't over-supervise.Work Attitudes....Views tardiness to work negatively.....Is attentive to details.....Is not averse to working long hours.

....Feels strongly that an employee should never call in sick when he isnot.

Negative Areas

PE-3 SAFE-CS GOOD PROFILEWorkplace Drug Use Attitudes....Has tendencies toward a permissive attitude regarding marijuana.Organizational Attitudes....May not follow company policies and procedures closely.Supervisory Attitudes....Believes that seniority is more important than merit whenpromoting.

....Tends to believe that one gets to the top by means other than hardwork.Work Attitudes....May have permissive attitude toward unexplained absences.


When the responses ofPE-3 SAFE-CS GOOD PROFILE are analyzedand/or compared with other subjects with like or similar responses, thefollowing general observations can be made:


(Does the subject accept supervision well?)(Does the subject have acceptable supervisory potential?)





26/97







...None


PE-3 SAFE-CS GOOD PROFILE should be asked the followingquestions:Workplace Drug Use Attitudes

Why did you answer the following question with Very StronglyDisagree?19. Tom is an excellent employee. One day, away from his work, heand a friend smoke a marijuana cigarette. He returns to work only alittle high, but able to perform his job satisfactorily. He should be fired.

EXPLANATION:



EXPLANATION:



Why did you answer the following question with Very StronglyDisagree?4. A good employee should always support the organization whenoutsiders criticize it.

EXPLANATION:


27/97




EXPLANATION:



EXPLANATION:



Why did you answer the following question with Very StronglyDisagree?8. When promoting, merit (good job performance) should be givenmore weight than seniority.

EXPLANATION:



Why did you answer the following question with Very StronglyDisagree?21. A majority of individuals succeed in business by performing theirjob in a superior manner.


28/97

EXPLANATION:




EXPLANATION:



EXPLANATION:



Why did you answer the following question with Totally Disagree?44. A person who takes $5.00 a year from his/her employer is a thief.

EXPLANATION:



EXPLANATION:


29/97


Work Attitudes

Why did you answer the following question with Very StronglyDisagree?15. John is absent from a day of work and gives no explanation to hissupervisor. He should be fired.

EXPLANATION:






OFPE-3 SAFE-CS GOOD PROFILE

Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.PE-3 SAFE-CS GOOD PROFILE has made no problematic SELF-ASSESSMENTS.

SUMMARY OF ATTITUDESSupervisory Attitudes Above Average





30/97






Response Question

Very Strongly Disagree 19. Tom is an excellent employee. One day, away from hiswork, he and a friend smoke a marijuana cigarette. He returnsto work only a little high, but able to perform his jobsatisfactorily. He should be fired.

Follow-up:


Very Strongly Disagree 4. A good employee should always support the organizationwhen outsiders criticize it.


Follow-up:


Very Strongly Disagree 8. When promoting, merit (good job performance) should begiven more weight than seniority.

Very Strongly Disagree 21. A majority of individuals succeed in business byperforming their job in a superior manner.


Follow-up:



Follow-up:


Very Strongly Disagree 15. John is absent from a day of work and gives no


31/97

explanation to his supervisor. He should be fired.





PE-3 SAFE-CS GOOD PROFILE

Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.PE-3 SAFE-CS GOOD PROFILE has made no problematic SELF-ASSESSMENTS.













32/97

PE-3 CS Bad Profile


VALIDITY INDEX

PE-3 CS Bad Profile has a validity index located in Level 1 and iswithin acceptable limits.Occasionally a 'positive' and 'negative' area may appear contradictory.However, a closer reading of these finely defined statements willreveal a distinct difference.

Positive Areas

PE-3 CS Bad ProfileOrganizational Attitudes....Doesn't believe rank should be given special privileges.Supervisory Attitudes....Believes that when promoting, merit is more important than

longevity.Work Attitudes....Believes in strong action against unexplained absences.

Negative Areas

PE-3 CS Bad ProfileWorkplace Drug Use Attitudes....Believes most people get high on the job at one time or another.....Believes that drug use away from work is no business of his/heremployer.....May have a permissive attitude toward the use of drugs on the job.

....Experiments with drugs.....Is inclined to rationalize the use of marijuana.Organizational Attitudes....May criticize his/her employer to outsiders.....Tends to believe that an employee is an insignificant part of a largecompany.....Is not a joiner.Supervisory Attitudes....May tend to disregard superior's orders.....Doesn't believe management should admit mistakes to employees.....Believes a majority of individuals succeed in business by 'who they

know.'....May break rules to fit specific situations.....May offer excuses for his/her underachievement.....Tends to believe a majority of individuals succeed in business bycheating.....Has been difficult to supervise in previous jobs.....May question ability of supervisor.....Doesn't like to be told what to do.


33/97

....Is inclined to be impatient with people.

....May over-supervise.Workplace Theft Attitudes....Has stolen small items in previous jobs.Work Attitudes

....Has had problems getting to work on time in previous jobs.....Tends to offer excuses for tardiness.

....May be inattentive to details.

....May have problems with long work hours.

....Has had four or more jobs in the last two years.

....Has a permissive attitude toward employees who call in sick whenthey are not.....Has had problems with absences in previous jobs.


When the responses ofPE-3 CS Bad Profile are analyzed and/or

compared with other subjects with like or similar responses, thefollowing general observations can be made:

Supervisory Attitudes Below Average



Work Attitudes Below Average


Workplace Drug Use Attitudes High Risk

(see Drug Self-Assessment)

Workplace Theft Attitudes High Risk

(see Theft Self-Assessment)

Prospects for Long-Term Employment Below Average



Counsel the subject on company's policies regarding drug use in theworkplace.

Counsel the subject on company's policies regarding theft in theworkplace.


PE-3 CS Bad Profile should be asked the following questions:Workplace Drug Use Attitudes

Why did you answer the following question with Totally Agree?


34/97

14. Most employees get high on the job at one time or another.

EXPLANATION:


Workplace Drug Use Attitudes

Why did you answer the following question with Very StronglyAgree?27. An organization has no right to inquire about an employee's use ofsocial drugs, as long as it doesn't affect his/her job.

EXPLANATION:


Do you believe that an employee's conduct outside his job reflects onhis employer?

EXPLANATION:



Why did you answer the following question with Totally Agree?30. Some people work as well slightly high as they do sober.

EXPLANATION:


How do you feel about drug use in the workplace?

EXPLANATION:


35/97


Do you feel that a person's job performance can suffer as a result ofdrug use?

EXPLANATION:


Do you wish to work in a drug free environment?

EXPLANATION:


Is it reasonable for your co-workers to expect to work in a drug-freeenvironment?

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?35. I experiment with drugs, but it never affects my job.

EXPLANATION:



36/97


Why did you answer the following question with Very StronglyAgree?41. Smoking a marijuana cigarette is the same as having a drink.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?49. These days almost everyone experiments with marijuana.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?23. An employee should criticize his/her company when he/shebelieves it to be wrong.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?1. Jack is a supervisor in charge of several hundred people. His bossorders him to fire one of his employees whose work has been less thansatisfactory. However, Jack believes that the employee merely has


37/97

personal problems that soon will be worked out. Instead of firing theemployee, Jack transfers him to a position where he cannot bedetected by his boss. The employee does get his problems worked outand now does a good job. Jack's conduct was acceptable consideringthe circumstances.

EXPLANATION:



Why did you answer the following question with Totally Agree?2. Management should never admit mistakes to their employees.

EXPLANATION:



Why did you answer the following question with Very Strongly

Agree?3. A majority of individuals succeed in business by 'who they know'.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?31. Cheating is the way a majority of individuals succeed in business.

EXPLANATION:


38/97



Why did you answer the following question with Totally Agree?34. In previous jobs I have been difficult to supervise, but that isbehind me now.

EXPLANATION:



Why did you answer the following question with Totally Agree?36. Special privileges should be given to supervisory personnelbecause they have worked the hardest to attain their position.

EXPLANATION:


Do you believe that rank has its privileges?

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?43. I consider myself a difficult person to supervise.

EXPLANATION:


39/97



Why did you answer the following question with Very StronglyAgree?45. Many employees could do a better job than their supervisors.

EXPLANATION:


Do you believe that most supervisors deserve their jobs?

EXPLANATION:



Why did you answer the following question with Totally Agree?6. If a person is caught stealing from a company, in some instanceshe/she should be given another chance.

EXPLANATION:


Aren't you just asking for trouble?

EXPLANATION:



40/97


Why did you answer the following question with Totally Agree?20. In previous jobs I've stolen small items, but I will never do it again.

EXPLANATION:



Why did you answer the following question with Totally Agree?32. In some instances an employee who steals small items should beoverlooked if he/she otherwise does an outstanding job.

EXPLANATION:


In what instances should theft be overlooked?

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?51. Low pay sometimes causes honest employees to steal.

EXPLANATION:



41/97

Is it sometimes an employer's fault when an employee steals?

EXPLANATION:


Work Attitudes

Why did you answer the following question with Very StronglyAgree?5. In previous jobs I've had problems getting to work on time, butthat's behind me now.

EXPLANATION:


Work Attitudes

Why did you answer the following question with Very StronglyAgree?13. Long hours at work cause problems with my family.

EXPLANATION:


Work Attitudes

Why did you answer the following question with Totally Agree?22. I have had four or more jobs in the last two years.

EXPLANATION:



42/97

Work Attitudes

Why did you answer the following question with Totally Agree?50. In other jobs I've had problems with absences, but that is behindme now.

EXPLANATION:


Competition

Why did you answer the following question with Totally Agree?58. Most good salespersons are sometimes rude when they discover a

customer probably won't purchase anything.

EXPLANATION:


Customer Service

Why did you answer the following question with Very StronglyAgree?59. Lisa spends 15 minutes with a customer but fails to make a sale.Her time was wasted.

EXPLANATION:


Customer Service

Why did you answer the following question with Totally Agree?60. The days of 'the customer is always right' are over.

EXPLANATION:


43/97


Customer Service

Why did you answer the following question with Very StronglyAgree?61. I am not a very courteous person, but I have my reasons.

EXPLANATION:


Customer Service

Why did you answer the following question with Totally Agree?62. Most salespersons are too busy to be polite and courteous.

EXPLANATION:


Customer Service

Why did you answer the following question with Very StronglyAgree?67. I'm usually too busy to be courteous to customers.

EXPLANATION:


Communication

Why did you answer the following question with Totally Agree?56. It is difficult to get along with most people.


44/97

EXPLANATION:


Communication

Why did you answer the following question with Very StronglyAgree?63. In previous jobs I have had difficulty communicating with mysupervisors.

EXPLANATION:


Communication

Why did you answer the following question with Totally Agree?64. I have difficulty communicating with others.

EXPLANATION:







45/97

PE-3 CS Bad Profile

Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter the

results of the survey.PE-3 CS Bad Profile has made the following SELF-ASSESSMENTS:....Believes a majority of individuals succeed in business by 'who theyknow.'....Has had problems getting to work on time in previous jobs.....Has stolen small items in previous jobs.....Has had four or more jobs in the last two years.....Believes a majority of individuals succeed in business by cheating.....Has been difficult to supervise in previous jobs.....Experiments with drugs.....Has had problems with absences in previous jobs.

....Finds it difficult to get along with most people.

....Is not a very courteous person.

....Is usually too busy to be courteous to customers.SUMMARY OF ATTITUDES





Workplace Theft Attitudes High Risk (see Theft Self-Assessment)




Response Question

Totally Agree 14. Most employees get high on the job at one time or another.

Very Strongly Agree 27. An organization has no right to inquire about anemployee's use of social drugs, as long as it doesn't affecthis/her job.

Follow-up:

Do you believe that an employee's conduct outside his job


46/97

reflects on his employer?

Totally Agree 30. Some people work as well slightly high as they do sober.

Follow-up:


Follow-up:

Do you feel that a person's job performance can suffer as aresult of drug use?

Follow-up:


Follow-up:

Is it reasonable for your co-workers to expect to work in adrug-free environment?

Very Strongly Agree 35. I experiment with drugs, but it never affects my job.

Very Strongly Agree 41. Smoking a marijuana cigarette is the same as having adrink.

Very Strongly Agree 49. These days almost everyone experiments with marijuana.

Very Strongly Agree 23. An employee should criticize his/her company whenhe/she believes it to be wrong.

Very Strongly Agree 1. Jack is a supervisor in charge of several hundred people. Hisboss orders him to fire one of his employees whose work hasbeen less than satisfactory. However, Jack believes that theemployee merely has personal problems that soon will beworked out. Instead of firing the employee, Jack transfers himto a position where he cannot be detected by his boss. Theemployee does get his problems worked out and now does agood job. Jack's conduct was acceptable considering thecircumstances.

Totally Agree 2. Management should never admit mistakes to their employees.

Very Strongly Agree 3. A majority of individuals succeed in business by 'who theyknow'.

Very Strongly Agree 31. Cheating is the way a majority of individuals succeed inbusiness.


47/97

Totally Agree 34. In previous jobs I have been difficult to supervise, but thatis behind me now.

Totally Agree 36. Special privileges should be given to supervisorypersonnel because they have worked the hardest to attain theirposition.

Follow-up:


Very Strongly Agree 43. I consider myself a difficult person to supervise.

Very Strongly Agree 45. Many employees could do a better job than theirsupervisors.

Follow-up:


Totally Agree 6. If a person is caught stealing from a company, in someinstances he/she should be given another chance.

Follow-up:


Totally Agree 20. In previous jobs I've stolen small items, but I will never doit again.

Totally Agree 32. In some instances an employee who steals small itemsshould be overlooked if he/she otherwise does an outstandingjob.

Follow-up:


Very Strongly Agree 51. Low pay sometimes causes honest employees to steal.

Follow-up:


Very Strongly Agree 5. In previous jobs I've had problems getting to work on time,but that's behind me now.

Very Strongly Agree 13. Long hours at work cause problems with my family.

Totally Agree 22. I have had four or more jobs in the last two years.


48/97

Totally Agree 50. In other jobs I've had problems with absences, but that isbehind me now.

Totally Agree 58. Most good salespersons are sometimes rude when theydiscover a customer probably won't purchase anything.

Very Strongly Agree 59. Lisa spends 15 minutes with a customer but fails to make asale. Her time was wasted.

Totally Agree 60. The days of 'the customer is always right' are over.

Very Strongly Agree 61. I am not a very courteous person, but I have my reasons.

Totally Agree 62. Most salespersons are too busy to be polite and courteous.

Very Strongly Agree 67. I'm usually too busy to be courteous to customers.

Totally Agree 56. It is difficult to get along with most people.

Very Strongly Agree 63. In previous jobs I have had difficulty communicating withmy supervisors.

Totally Agree 64. I have difficulty communicating with others.



OFPE-3 CS Bad Profile

Return to ORION System main pageVALIDITY INDEX: LEVEL 1 - Low RiskThe subject does not appear to be attempting to alter theresults of the survey.PE-3 CS Bad Profile has made the following SELF-ASSESSMENTS:....Believes a majority of individuals succeed in business by 'who they

know.'....Has had problems getting to work on time in previous jobs.....Has stolen small items in previous jobs.....Has had four or more jobs in the last two years.....Believes a majority of individuals succeed in business by cheating.....Has been difficult to supervise in previous jobs.....Experiments with drugs.....Has had problems with absences in previous jobs.


49/97

....Finds it difficult to get along with most people.

....Is not a very courteous person.

....Is usually too busy to be courteous to customers.









Questions for the POST-SURVEY INTERVIEW are:1, 2, 3, 5, 6, 13, 14, 20, 22, 23, 27, 30, 31, 32, 34, 35, 36, 41, 43, 45,49, 50, 51, 56, 58, 59, 60, 61, 62, 63, 64, 67





PE-3 SAFE BAD PROFILE


VALIDITY INDEXPE-3 SAFE BAD PROFILE has a validity index located in Level 1 and

is within acceptable limits.Occasionally a 'positive' and 'negative' area may appear contradictory.However, a closer reading of these finely defined statements willreveal a distinct difference.

Positive Areas

PE-3 SAFE BAD PROFILEOrganizational Attitudes....Doesn't believe rank should be given special privileges.


50/97

Supervisory Attitudes....Believes that when promoting, merit is more important thanlongevity.Work Attitudes....Believes in strong action against unexplained absences.

Negative AreasPE-3 SAFE BAD PROFILEWorkplace Drug Use Attitudes....Believes most people get high on the job at one time or another.....Believes that drug use away from work is no business of his/heremployer.....May have a permissive attitude toward the use of drugs on the job.....Experiments with drugs.....Is inclined to rationalize the use of marijuana.Organizational Attitudes....May criticize his/her employer to outsiders.

....Tends to believe that an employee is an insignificant part of a largecompany.....Is not a joiner.Supervisory Attitudes....May tend to disregard superior's orders.....Doesn't believe management should admit mistakes to employees.....Believes a majority of individuals succeed in business by 'who theyknow.'....May break rules to fit specific situations.....May offer excuses for his/her underachievement.....Tends to believe a majority of individuals succeed in business by

cheating.....Has been difficult to supervise in previous jobs.....May question ability of supervisor.....Doesn't like to be told what to do.....Is inclined to be impatient with people.....May over-supervise.Workplace Theft Attitudes....Has stolen small items in previous jobs.Work Attitudes....Has had problems getting to work on time in previous jobs.....Tends to offer excuses for tardiness.....May be inattentive to details.....May have problems with long work hours.....Has had four or more jobs in the last two years.....Has a permissive attitude toward employees who call in sick whenthey are not.....Has had problems with absences in previous jobs.



51/97

When the responses ofPE-3 SAFE BAD PROFILE are analyzed and/orcompared with other subjects with like or similar responses, thefollowing general observations can be made:


(Does the subject accept supervision well?)(Does the subject have acceptable supervisory potential?)








Safety & Risk Avoidance Counsel Level Three

Counsel Level Three - Prior to proceeding with any further pre-hire procedures, thisapplicant should be thoroughly counseled to the absolute satisfaction of the hiringauthority regarding potential problematic attitudes toward workplace safety. Focusspecifically on the applicant's responses to questions identified for post-survey interviewin the safety and risk avoidance area. Document the applicant's responses to the post-survey interview when required by the hiring authority.

FOLLOW-UP SUGGESTIONSCounsel the subject on company's policies regarding drug use in theworkplace.Counsel the subject on company's policies regarding theft in theworkplace.


PE-3 SAFE BAD PROFILE should be asked the following questions:Workplace Drug Use Attitudes

Why did you answer the following question with Very StronglyAgree?

14. Most employees get high on the job at one time or another.

EXPLANATION:


52/97



Why did you answer the following question with Very StronglyAgree?27. An organization has no right to inquire about an employee's use ofsocial drugs, as long as it doesn't affect his/her job.

EXPLANATION:


Do you believe that an employee's conduct outside his job reflects onhis employer?

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?30. Some people work as well slightly high as they do sober.

EXPLANATION:



EXPLANATION:


53/97


Do you feel that a person's job performance can suffer as a result ofdrug use?

EXPLANATION:



EXPLANATION:


Is it reasonable for your co-workers to expect to work in a drug-freeenvironment?

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?35. I experiment with drugs, but it never affects my job.

EXPLANATION:




54/97

Why did you answer the following question with Very StronglyAgree?41. Smoking a marijuana cigarette is the same as having a drink.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?49. These days almost everyone experiments with marijuana.

EXPLANATION:




23. An employee should criticize his/her company when he/shebelieves it to be wrong.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?1. Jack is a supervisor in charge of several hundred people. His bossorders him to fire one of his employees whose work has been less thansatisfactory. However, Jack believes that the employee merely haspersonal problems that soon will be worked out. Instead of firing theemployee, Jack transfers him to a position where he cannot be


55/97

detected by his boss. The employee does get his problems worked outand now does a good job. Jack's conduct was acceptable consideringthe circumstances.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?2. Management should never admit mistakes to their employees.

EXPLANATION:




3. A majority of individuals succeed in business by 'who they know'.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?31. Cheating is the way a majority of individuals succeed in business.

EXPLANATION:


56/97



Why did you answer the following question with Very StronglyAgree?34. In previous jobs I have been difficult to supervise, but that isbehind me now.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?36. Special privileges should be given to supervisory personnelbecause they have worked the hardest to attain their position.

EXPLANATION:



EXPLANATION:



Why did you answer the following question with Very StronglyAgree?43. I consider myself a difficult person to supervise.

EXPLANATION:


57/97



Why did you answer the following question with Very StronglyAgree?45. Many employees could do a better job than their supervisors.

EXPLANATION:



EXPLANATION:



Why did you answer the following question with Very StronglyAgree?6. If a person is caught stealing from a company, in some instanceshe/she should be given another chance.

EXPLANATION:



EXPLANATION:


58/97



Why did you answer the following question with Very StronglyAgree?20. In previous jobs I've stolen small items, but I will never do it again.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?32. In some instances an employee who steals small items should beoverlooked if he/she otherwise does an outstanding job.

EXPLANATION:



EXPLANATION:



Why did you answer the following question with Very StronglyAgree?51. Low pay sometimes causes honest employees to steal.

EXPLANATION:


59/97



EXPLANATION:


Work Attitudes

Why did you answer the following question with Very Strongly

Agree?5. In previous jobs I've had problems getting to work on time, butthat's behind me now.

EXPLANATION:


Work Attitudes

Why did you answer the following question with Very StronglyAgree?13. Long hours at work cause problems with my family.

EXPLANATION:


Work Attitudes

Why did you answer the following question with Very StronglyAgree?22. I have had four or more jobs in the last two years.

EXPLANATION:


60/97


Work Attitudes

Why did you answer the following question with Very StronglyAgree?50. In other jobs I've had problems with absences, but that is behindme now.

EXPLANATION:


Workplace Safety Attitudes

Why did you answer the following question with Very StronglyAgree?56. I believe many work place safety rules exist merely to satisfygovernment regulations.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?57. In previous jobs I have taken physical risks, as long as it did notendanger anyone else.

EXPLANATION:



61/97


Why did you answer the following question with Very StronglyAgree?58. In previous jobs I gave up some safety considerations in order to

work faster.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?59. In previous jobs I have sometimes ignored workplace safety rulesin order to complete a project on time.

EXPLANATION:



Why did you answer the following question with Very StronglyAgree?60. In previous jobs I took safety risks at work, but I usually knew whatI was doing.

EXPLANATION:

A

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