MMPI®-2 The Minnesota Report™: Revised Personnel System, 3rd Edition
Administration: Online administration, computer or paper and pencil.
Scoring Options: Q-global™ Web-based Administration, Scoring and Reporting; Q Local™ Scoring and Reporting Desktop Software; Mail-in Scoring Service; or Hand Scoring
Gain a Clearer Picture for Critical Hiring Decisions. As a psychologist, you play a crucial part in helping select candidates to fill high-risk, high-stress positions. Departments and agencies depend on your recommendations to help identify individuals who may be emotionally unsuited for demanding public safety roles.
To help you confidently evaluate candidates for these critical jobs, the MMPI®-2 Revised Personnel System, 3rd Edition presents in-depth, occupation-specific information—with tailored reports for six public safety fields. Based on the most widely researched self-report instrument for employee selection, these MMPI®-2 reports have been revised to provide information that is even more focused on your needs.
Whether you choose the comprehensive Interpretive Report or the Adjustment Rating Report, the Revised Personnel System will assist you in making solid hiring decisions.
New Features Enable More Specific Comparisons
Mean Profiles. Uniquely based on data from more than 18,000 personnel cases, new occupation-specific mean profiles present targeted information to help provide strong support for hiring decisions. Both the Personnel Interpretive and Adjustment Rating Reports have been updated with two sets of mean profiles on the validity, clinical, content, and supplementary scales. One profile compares applicants to other applicants for the same positions; the other compares applicants to a sample of individuals applying for public safety positions generally.
New mean profiles are provided in both the Personnel Interpretive and
Adjustment Rating Reports for the validity, clinical, content, and
Contemporary Personnel Base Rate Information. Only available in the expanded Interpretive Report, the Contemporary Personnel Base Rate narrative section complements the new mean profiles and helps support further analysis. This new narrative section provides updated profile frequency data for each of the six different public safety occupations, as well as for the general applicant sample.
Occupation-Specific Reports Provide Enhanced Perspective
The Revised Personnel System reports provide valuable information enabling you to confidently evaluate personality attributes that may contribute to unsafe, irresponsible, or ineffective on-the-job behavior. Tailored reports are available for each of these six public safety areas:
- Law Enforcement
- Firefighters and Paramedics
- Medical and Psychology Students
- Nuclear Power Facilities
- Airline Pilots
- Seminary Students
Revised Personnel Interpretive Report
The most comprehensive report for the Revised Personnel System, the Interpretive Report includes these important elements to help support selection for high-risk positions:
Revised narrative section. Developed by noted MMPI-2 test expert James N. Butcher, PhD, the narrative section is tailored to each occupation. Organized to address the questions most relevant in employment selection, the revised narrative section now includes:
- Profile Validity
- Personal Adjustment
- Profile Frequency
- Interpersonal Relations
- Profile Stability
- Possible Employment Problems
- Content Themes
- Work Dysfunction Items
More than 100 MMPI-2 scales. The report provides a profile or listing of scores for more than 100 MMPI-2 scales, including validity scales, clinical scales, clinical subscales, content scales, content component scales, and supplementary scales. Included are the new validity indicators FP (Infrequency-Psychopathology) and S (Superlative Self-Presentation) and new supplementary scales PSY-5 (Personality Psychopathology-Five) and Ho (Hostility).
Eight validity scales. The report now includes all eight MMPI-2 validity scales. The scales are profiled together for more convenient evaluation.
Nongendered norms. Nongendered T-scores are reported for the clinical and content scales to provide additional comparative information.
Profile stability and profile frequency data. The report presents occupation-specific profile stability and profile frequency data based on statistical information from more than 18,000 cases. Comparisons to normative and occupational samples help provide a clearer understanding of the applicant's profile.
Addiction potential scales. These scales present incisive information related to alcohol and drug addiction and potential for addiction. All three substance abuse scales (MAC-R, AAS, and APS) are conveniently profiled together. Plus, you select how the information is reported. You can use standard cut-offs or more stringent cut-offs, or you can suppress all information relating to addiction potential—even the scale scores.
Work dysfunction items. Work dysfunction items are reported for clinician follow-up in areas that may be significant in understanding an applicant’s work performance. These items, which compare the applicant’s endorsements to both the normative and personnel samples, have been found to be related to dysfunctional attitudes or negative behavior in various employment situations.
Revised Adjustment Rating Report
The Adjustment Rating Report provides a convenient, cost-effective option to the Interpretive Report. Instead of providing a comprehensive narrative section, the Adjustment Rating Report graphically presents scores for the following five important work-related dimensions in a one-page summary:
- Openness to Evaluation
- Social Facility
- Addiction Potential
- Stress Tolerance
- Overall Adjustment
The report also includes these important features:
- New occupation-specific mean profiles
- More than 100 MMPI-2 scales, including all eight validity indicators
- Nongendered T scores for the clinical and content scales
- Three addiction potential scales
The sample page illustrating the five work-related dimensions
in the Adjustment Rating Report was generated using
Q Local™ software.
Updated User’s Guide
Helps you put the newly revised Personnel Reports to work
The updated and comprehensive User’s Guide provides interpretive guidelines for all of the MMPI-2 scales and the special features included in the revised reports. In addition, this easy-to-use tool helps address key issues about using the MMPI-2 test for personnel selection, such as how to choose the appropriate test and how to administer the test effectively. It also presents detailed information on the development of the mean profiles.
Convenient, Flexible Administration and Scoring
With the Revised Personnel System, you can choose the administrative options that best fit your situation, including:
Scoring and/or Reporting Options
Q-global™ Web-based Administration, Scoring, and Reporting – Enables you to quickly assess and efficiently organize examinee information, generate scores, and produce accurate comprehensive reports all via the Web.
Q Local™ Scoring and Reporting Desktop Software - Enables you to score assessments, report results, and store and export data on your computer.
Mail-in Scoring Service - Specially designed answer sheets are mailed to Pearson for processing within 24–48 hours of receipt; results returned via regular mail.
Manual Scoring – Allows you to administer and score assessments by hand.
Computer administered (for desktop or online) or paper and pencil (for hand scoring or mail-in scoring service)
The Personnel Reports are targeted, current and respected…
“I like everything about this report. It speaks to areas that I think are significant in the selection of police officers, such as Overall Level of Adjustment, the Disconstraint Scale and the Validity Scales. I also like the new cut-offs on the FB and FP scales. The new mean profile information for law enforcement and the revised narrative comments by Dr. Butcher are both very helpful. They provide stronger support for decisions and make it easier to write reports. In addition, the overall format and language are very understandable and to the point.”
Joe Elam, PhD
Psychological Services Division
Department of Public Safety
Retired Assistant Chief
Oklahoma Highway Patrol
“There is no other instrument that gives as clear a picture of a candidate’s candor in the examination process. The validity scales are especially helpful in that regard. I also find that the occupation-specific narratives are very useful in drawing the connection between personality characteristics and the essential functions of a specific job – which is often the most difficult part of doing personnel screening.”
Gary Fischler, PhD, LP
Institute for Forensic Psychology
Co-author of Vocational Impact of Psychiatric Disorders
(1999, Aspen Publications)
“Over the past 15 years, we have administered more than 9,000 MMPI® and MMPI-2™ tests for law enforcement agencies throughout Iowa so I’m very familiar with the instrument. Our law enforcement agencies use the test in evaluating entry-level candidates as well as assessing officers for special assignment and promotion.
I believe the new occupation-specific mean profiles for law enforcement would be of considerable value to practitioners in this field. The fact that the report offers current profiles is also an important feature because as the needs of our community change, so do specific personality traits that may or may not interfere with an officer’s ability to perform effectively.
I appreciate the Content Themes, which help law enforcement agencies further their background investigations—as well as the Work Dysfunction Items, which help clinicians identify areas they should pursue in greater detail with the candidate in interview.
Other useful additions are the Superlative Self-Presentation subscales. It’s very common for candidates to be somewhat defensive when they are taking a pre-employment test for law enforcement positions. These scales help identify the reasons behind a candidate’s test-taking attitude. Last but definitely not least, many law enforcement administrators have told me they consider the MMPI-2 test to be a cost-effective tool, so I was pleased to see that the cost of the new versions hasn’t increased significantly from the previous one.”
Marcia Cohan, MS
Iowa Law Enforcement Academy