This report analyzes and evaluates the Workplace Development Survey (WDS), a nine-question survey that measures workplace productivity, interests, values, and conflict management. The WDS provides empirically validated reports including leadership profiles for specific project types, team compatibility charts, and job fit matches. It can help companies assign the right leaders to projects, form productive teams, and screen job applicants to improve organizational fit and productivity. The survey does not ask demographic questions and solely focuses on workplace factors.

1. 1
Company A
Sample Executive Summary
Workplace Development Survey
Executive Summary
This report provides an empirical analysis and evaluation of the Workplace
Development Survey (WDS). The WDS is a nine-question survey (including first and last name) that
is a validated instrument. It is also empirically normed which lets us find mathematically based
relationships allowing for predictability over and above any chance factors. This survey looks at
organizational productivity. Workplace interests and values are the biggest predictors of organizational
productivity. We have questions that can specifically determine how an employee manages conflict.
The questions listed in this survey allow us to see what people work best together and are best for
specific projects. This survey can also be used as an employment screening tool.
The WDS does not ask any questions on employee demographics (race, gender, age, sexual
orientation, etc.)
Below you will find three different types of reports derived from the WDS:
1. Leadership Breakdown (Identify Leaders – Given Project Type) – page 2
2. Team Assignment Chart – page 3
3. Job/Position Best-fit Match – page

2. 2
Sample Printout of Graphic Outcomes
Company A
Empirical Analysis
Leadership Breakdown
(Identify Leaders – Given Project Type)
By measuring employee work interest and values, we can statistically identify leaders that are best for
specific projects. The above radar graph shows the names of employees best for 4 different types of
projects. Having employees work on the right project will increase organizational productivity by
putting the right leader on the right project.
Please note: The numbers on the radar graph are relative to your employee population. You will see
that those numbers are associated with certain project types, e.g. short duration/low intensity; long
duration/high intensity; long duration/low intensity; and short duration/high intensity.

3. 3
Team Assignment Chart
The chart above allows you to see which employees work best together. In the survey, we ask
questions that assesses how an individual manages conflict. Conflict resolution or avoidance is critical
to employee retention and organizational productivity. Each name has a colored circle associated with
it. For example, Owen highest score is .375 in column 8. Individuals with positive closest to .375, will
work best with Owen. Any employee with a negative score will not work well with Owen; high
probability of conflict, which can result in decreased productivity and/or employee retention.
Please note: The color of the circles in this case above are random; however, color-circles can be used
to identify individuals with specific characteristics of interest to an organization or company.

4. 4
Job/Position Best-fit Match
The survey can also be used as an employment screen tool. For example, you have a great Retail Sales
Associate (RSA) that is being promoted to a Retail Shift Supervisor (RSS). Since the RSA did such a
great job, you want to hire someone that can have the same or close organizational fit. Now, you can
give the RSA this specific survey, and all job applicants that are applying to the new RSA position.
Then you can assess the RSA and RSS results – This will allow for greater hiring insight.
Please note: Nowhere on the survey do we ask for race, gender, age, sexual orientation, etc. These
diversity demographics are not important since this survey is only concerned with organizational fit
and employee retention. Therefore, we only ask simple questions that assess work place values,
interests and how individuals manage conflict.
*This overall measurement should be used in conjunction with internal assessment, interview,
qualification and recommendation. This process is not intended to eliminate any applicant.