Topics

Introduction to the California Psychological Inventory (CPI): Background, interpretation, and work-related uses. 

The California Psychological Inventory™ (CPI™) instrument was developed more than 40 years ago as a dynamic and objective measure of personality and behavior. Now in its third edition, the CPI instrument provides an accurate, complex portrait of a client’s professional and personal styles. People trust this tool to help them find and develop successful employees, develop leaders, create efficient and productive organizations, and promote teamwork.

The CPI™ instrument presents detailed insights into personality when used in a comprehensive assessment program. It describes a client as a close, knowledgeable, and objective friend would and is successfully used with adults to develop their work and personal lives.  The CPI™ instrument has 434 items, providing validity and reliability across all the scales. It offers a basic normative sample totaling 6,000; both a total normative profile (combined male/female norms) and a gender-specific profile, and 3 Structural Scales, 20 Folk Scales, and 13 Special Purpose Scales.

NOTE:  Administration of the CPI requires Qualification Level "C": you must have a degree from an accredited college or university and have satisfactorily completed a course in the interpretation of psychological tests and measurement at an accredited college or university, possess an advanced degree in a profession that provides training in the interpretation of psychological tests and be approved by Consulting Psychologists Press.

In 2003 CPP published an alternate 260 item CPI, a less restrictive B - level version.   See sample .  It takes about 1/2 the time to complete (about 30 to 40 minutes).  2 narrative reports (27 pages):  Client Feedback Report and Coaching Report for Leaders.  Some scales renamed.  Graph rotated to horizontal with labels on each.

This is truly a local tool - Loring, Pete and Sandra all hail from the Twin Cities.  CPP research group is in White Bear Lake.

Date

Friday, April 23, 8:00 a.m. until 11:30 a.m.

Presenter

Dr. John Fennig  (see John's bio) , Shera Lund.

   Agenda

1. Do you really understand the position you are assessing for? (have you seen the job first hand?  how clear is the job description?
2. What about diversity of style if we assess to a too rigid template of leadership or management success?

We Will Examine These Cases

Print out or I will bring:

• CPI Sample 1 (no name, male, alpha 6)

• CPI Sample 2 (Lois Steem, female, beta 1)

• DRIC staff (May 2003) x Donnay's manager/exec norms

References

• Gough, Harrison G.  (1996).  CPI Manual, Third Edition.  Palo Alto, CA: Consulting Psychologists Press, Inc.  (Hard copy available at DRIC.)

• McAllister, Loring.  (2002). "Interpreting the CPI". Personal communication to DRIC staff training event.

• McAllister, Loring.  (1996).  A Practical Guide to CPI Interpretation, Third Edition.  Palo Alto, CA: Consulting Psychologists Press, Inc. (Hard copy available at DRIC.)

• Meyer, Pierre, and Davis, Sandra.  (1992).  The CPI Applications Guide.  Palo Alto, CA: Consulting Psychologists Press, Inc. (Hard copy available at DRIC.)

• Consulting Psychologists Press.  (2002).  Comprehensive Bibliography of the CPI Assessment 1948-2002.

• Handouts:

  • Consulting Psychologists Press, Quick Fact Sheets.

  • CPI "Cliff Notes"

  • Donnay, David.  (2001, August).  Personality and managerial performance by industry, function, and management level.  Presented at the 109th Annual Convention of the American Psychological Association.

  • CPI Vector 3: Ego realization model

•    naming the assessment tools in the PE Report?
•  

Contact

Need information or have questions?  Contact johnfennig@dric.com  or phone me at 651-308-8412