Yes it is.
Is it possible to get the highest quality success and performance metrics through a 99.9% reliable online service? To collect accurate and construct valid measures for critical success factors for all positions, worldwide? And to accomplish this more quickly and at substantially lower cost than traditional methods? And to use these metrics for developing, validating and evaluating all recruitment, hiring, training and personnel management programs?

Yes it is. Using the e-Selex trademarked service Selex Success® this is not only possible, it is absolutely guaranteed.
  • With Selex Success, you will collect performance data within a week, rather than months with traditional methods. We will complete the data collection and full data analyses within 30 calendar days.
  • Selex Success provides better data than traditional methods. It is more accurate and more reliable. This is demonstrated in the fidelity of the way the constructs emerge. This facility includes superior technology for performance measurement in all of the important ways. The results are criterion factors that have greater accuracy, reliability and construct validity.
  • The system is adaptable to jobs in all industries and across the globe.
  • Selex Success validation studies are completed with less than a quarter of the cost of studies done with traditional methods.

Call today for a price quote on these affordable services: 1-800-690-6130.

Why is collecting criterion data online advantageous?

Online performance data collection is:
  • Quick and easy
  • Low cost
  • Not disruptive to your business
  • Available immediately for analyses
  • Easier to administer - tracking progress and conducting follow-up is simple
e-Selex.com has spent more than a decade advancing excellence in the technology of measuring performance metrics.
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Online Validity

Ratings Website

The Selex Success Rating Forms are designed for ease of use.
The design of our rating scale is essential in acquiring superior criterion data. The scale includes both comparative and normative aspects. We find including the comparative portion, asking the rater to compare the person to all others they have observed in this job, helps to encourage good distributions in the ratings. This is not a forced distribution, but rather a frame of reference.
  • The Rating website is available 24/7, enabling the raters to complete the Forms at their convenience.
  • Upon entering the site, the supervisors are presented with a listing of those they will rate.
  • The supervisor rates the employee by simply clicking on the button that corresponds with the appropriate rating.

Online Tutorial

The excellent rating distributions of Selex Success are due in large part to our online Rater Tutorial. The Tutorial provides key information on rating accuracy in a concise manner. The Tutorial presents the two most common errors, halo and leniency, and describes why it is important to avoid these and how to avoid these.

The raters must view the Tutorial on their first entrance to the Rating website. The Tutorial is then available on every page in case the rater needs the information at a later point.

Administration Website

The Administration website makes organizing and tracking the data collection simple. The website provides up-to-the minute completion statistics. The reporting facilities enable Administrators to determine at a key stroke which participants have completed the rating process. The email facility makes follow-up easy. It allows the Administrator to email all incomplete participants at once or send individual emails. This immediate access to information and follow-up has a large impact on shortening the length of the data collection.
Selex Success Matrix
These data were collected online through the Selex Success website. Data collection locations included multiple field and corporate offices for a large financial institution at offices across the United States and the United
Bottom 10% Weak
Low 20% Fair
Middle 40% Good
High 20% Strong
Top 10% Best
Kingdom. Positions were Customer Service Representatives (N = 1,586). Participating supervisors and managers completed an online Rater Tutorial to improve accuracy and to avoid common rater errors such as leniency and halo. The raters used a two-phase judgment process for each rating item where the first judgment was whether or not the rating item described a critical success outcome that is essential to the position. The second judgment was performed only for items judged to be essential, and used this five point scale.
         
Overall Performance Rating Distribution
  Frequency Percent Valid Percent Cumulative Percent
Valid Weak 88 5.5 5.6 5.6
Fair 270 17.0 17.1 22.7
Good 504 31.8 32.0 54.7
Strong 469 29.6 29.8 84.5
Best 245 15.4 15.5 100.0
Total 1576 99.4 100.0  
Missing System 10 .6    
Total 1586 100.0    


The ratings generally conformed to the suggested distribution with slightly less than 10% of the ratings in the bottom category and slightly more than 10% in the top category. Nonetheless, mean ratings were near 3 on the 5 point scale, and standard deviations were near 1.0. Overall the ratings show excellent distributional properties. The ratings of overall performance (R33) had a mean of 3.33 and a standard deviation of 1.096.

The table to the right provides the distribution of supervisor ratings for the overall performance item.
Descriptive Statistics

Mean Std. Deviation(a) Analysis N(a)
R1 3.19 1.153 1586
R2 3.43 1.056 1586
R3 3.40 1.079 1586
R4 3.20 1.060 1586
R5 3.18 1.070 1586
R6 3.23 .963 1586
R7 3.00 1.089 1586
R8 3.07 1.039 1586
R9 3.23 1.103 1586
R10 2.87 .952 1586
R11 3.06 1.004 1586
R12 3.28 1.103 1586
R13 3.18 1.008 1586
R14 3.35 .982 1586
R15 3.17 1.132 1586
R16 3.32 .888 1586
R17 3.36 1.050 1586
R18 3.33 1.305 1586
R19 3.39 .871 1586
R20 3.19 1.084 1586
R21 2.97 1.076 1586
R22 3.36 .895 1586
R23 3.59 1.094 1586
R24 2.64 1.173 1586
R25 2.95 1.257 1586
R26 3.21 1.158 1586
R27 3.58 1.108 1586
R28 3.38 .962 1586
R29 3.10 1.099 1586
R30 3.15 1.332 1586
R31 3.43 1.139 1586
R32 3.14 .996 1586
R33 3.33 1.096 1586
a For each variable, missing values are replaced with the variable mean.

Factor Analysis

A factor analysis is used to discover the structure of independent variables that underlie the ratings. The resulting factor scores represent the true set of performance factors that underlie the larger set of performance ratings. The factor scores have the advantages of interpretable construct validity and greatly enhanced reliability compared to the raw ratings.

The table to the right shows the excellent statistical properties of the item level data, with item means ranging from 2.64 to 3.59 and standard deviations ranging from .871 to 1.305.
Rotated Component Matrix(a)

Component
1 2 3 4 5
R13 .792



R17 .751



R16 .748



R14 .729



R22 .616



R15 .589



R1 .532



R33 .512



R8




R9
.803


R20
.758


R12
.740


R3
.691


R11
.674


R2
.541


R25

.792

R27

.773

R26

.721

R5

.664

R28

.600

R4

.585

R32

.526

R18


.795
R30


.778
R19


.673
R29


.556
R31


.534
R23


.514
R21



.809
R10



.794
R6



.595
R7



.576
R24




Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
Rotation converged in 7 iterations.
This is called a component analysis because the initial estimates of commonality are set at unity or 1.0. The advantage of this method is that the component scores can be calculated reliably.

The Varimax rotation is an orthogonal rotation that applies a criterion of factor independence so that the resulting factors are uncorrelated.

The resulting five criterion factors are shown below, with the rating items that had the highest factor loadings.

Criterion Factors

  • CritFac1: Problem Solving
    • Uses critical thinking skills to analyze customer problems
    • Works through problems independently whenever possible
    • Finds effective solutions to customer problems
    • Responds clearly and to the point in answering customers
    • Offers available options to help solve customer problems
  • CritFac2: Poise and Positive Attitude
    • Uses empathy and patience dealing with angry customers
    • Maintains positive attitude with difficult customer
    • Maintains control and poise with demanding customers
    • Greets each customer with a friendly, energetic voice
    • Truly enjoys interacting with customers
  • CritFac3: Cooperative Work Behavior
    • Avoids complaining that would affect others negatively
    • Accepts instruction from supervisors without resentment
    • Shows maturity by controlling anger and frustration
    • Adapts readily to changing rules or requirements
    • Receives help and respect from co-workers
  • CritFac4: Dependability
    • Arrives at work and returns from breaks on time
    • Avoids absences, especially on Mondays or after public holidays
    • Strives to meet deadlines and appointments
    • Makes an extra effort during periods of peak demand
    • Is personally committed to high performance standards
  • CritFac5: Selling Potential
    • Uses persistent and persuasive selling skills
    • Uses cross-selling as an opportunity to benefit customers
    • Strives to learn product features and benefits
    • Constantly gains product knowledge through self-teaching
    • Encourages co-workers to do more than what is expected
Total Variance Explained
Component Initial Eigenvalues Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative % Total % of Variance Cumulative %
1 14.841 44.972 44.972 14.841 44.972 44.972 5.396 16.351 16.351
2 2.515 7.620 52.592 2.515 7.620 52.592 4.488 13.599 29.951
3 1.852 5.611 58.203 1.852 5.611 58.203 4.433 13.432 43.383
4 1.486 4.504 62.707 1.486 4.504 62.707 3.911 11.851 55.235
5 1.236 3.746 66.454 1.236 3.746 66.454 3.702 11.219 66.454
6 .986 2.989 69.443





7 .838 2.540 71.983





8 .693 2.099 74.081





9 .661 2.004 76.085





10 .546 1.654 77.740





11 .525 1.590 79.330





12 .499 1.513 80.843





13 .485 1.469 82.312





14 .457 1.386 83.699





15 .410 1.242 84.941





16 .388 1.177 86.117





17 .376 1.140 87.257





18 .371 1.123 88.380





19 .354 1.072 89.452





20 .334 1.012 90.464





21 .320 .969 91.432





22 .309 .936 92.369





23 .301 .911 93.280





24 .283 .859 94.138





25 .257 .779 94.917





26 .253 .766 95.683





27 .236 .716 96.400





28 .232 .704 97.104





29 .222 .672 97.776





30 .202 .611 98.387





31 .190 .576 98.963





32 .182 .552 99.515





33 .160 .485 100.000





Extraction Method: Principal Component Analysis.
The table above shows the Eigenvalues which are the variances for each component. The component solution accounts for 66.454% of the total variance.
The Communalities table shows initial estimates of communalities at 1.0 and also shows the actual estimates of communality under the Extraction column. These actual communalities can be interpreted as reliabilities. With few exceptions, these are in the high .60s and .70s. These are excellent item level reliabilities.
Communalities

Initial Extraction
R1 1.000 .413
R2 1.000 .664
R3 1.000 .651
R4 1.000 .657
R5 1.000 .684
R6 1.000 .636
R7 1.000 .638
R8 1.000 .456
R9 1.000 .782
R10 1.000 .682
R11 1.000 .682
R12 1.000 .769
R13 1.000 .731
R14 1.000 .662
R15 1.000 .642
R16 1.000 .762
R17 1.000 .677
R18 1.000 .705
R19 1.000 .595
R20 1.000 .794
R21 1.000 .716
R22 1.000 .678
R23 1.000 .677
R24 1.000 .527
R25 1.000 .731
R26 1.000 .746
R27 1.000 .699
R28 1.000 .615
R29 1.000 .556
R30 1.000 .650
R31 1.000 .749
R32 1.000 .579
R33 1.000 .727
Extraction Method: Principal Component Analysis.
Criterion Factors
Problem Solving
e-Selex.com validates against factors, rather than items. We use data reduction techniques, as described on previous pages, that develop these orthogonal factors. Using factor scores as the criterion provides tremendous advantages in understanding what is being measured.

These charts show the distributions of the factor scores for each of the five (5) factors. The distributional properties are excellent, as shown by the bell-shaped curves in each chart.

These five factor scores are the primary results of the criterion analysis. The factor scores with these bell-shaped distributions provide a criteria that are ideal for validation purposes and other statistical uses. The variability around the mean in these factor scores provides optimal measurement properties for researching relationships between these construct-valid metrics and predictor data.

Click on any graph for a larger version.
Poise and Positive Attitude
Cooperative Work Behavior
Dependability
Selling Potential


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