<p>The PROFILOR® Choosing the Most Appropriate Model</p><p>Choosing the Most Appropriate PROFILOR® Competency Model</p><p>The PROFILOR Family of Products</p><p>Senior Executive</p><p>Business Unit Leader</p><p>Mid-Level Leader</p><p>First-Level Leader</p><p>Key Internal Individual Sales Account IT Consultant Contributor Manager Manager Professional</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>The PROFILOR for Senior Executives</p><p>Target Audience: Executives who are responsible for enterprise, wide leadership of a business group or functions (e.g., Business Group Executives, Senior Corporate Functional Executives). Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, and an optional fifth perspective. Competency Model: four factors, 17 competencies, 81 items.</p><p>The PROFILOR for Business Unit Leaders</p><p>Target Audience: Leaders with full responsibility for a P&L unit, managing multiple functions (e.g., General Manager, Managing Director, Business Unit Leader, Country Manager, P&L Leader). Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, and an optional fifth perspective. Competency Model: four factors, 16 competencies, 83 items, one composite (Overall Performance).</p><p>The PROFILOR for Mid-Level Leaders</p><p>Target Audience: Managers and directors within a business or corporate function, product line, or region; leaders with two or more layers under them. Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, and an optional fifth perspective. Competency Model: four factors, 16 competencies, 76 behaviors, one composite (Overall Performance).</p><p>The PROFILOR for First-Level Leaders</p><p>Target Audience: Individuals in first-line management positions who have people reporting to them (typically hourly-level employees). Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, and an optional fifth perspective. Competency Model: four factors, 14 competencies, 63 behaviors, one composite (Overall Performance).</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>The PROFILOR for Internal Consultants</p><p>Target Audience: Individuals in staff positions who function primarily as consultants to the business. Variety of disciplines, including but not limited to: finance, accounting, human resources, marketing, quality, and legal. Respondent Groups: Self, boss (up to three), clients, peers/colleagues, and an optional fifth perspective. Competency Model: six factors, 22 competencies, 136 items, three composites (Credibility, Customer Orientation, Overall Performance).</p><p>The PROFILOR for Individual Contributors</p><p>Target Audience: Professional and exempt-level positions. Model is more execution-oriented and less advisory or diagnostic in nature than that of the Internal Consultant. Respondent Groups: Self, boss (up to three), Group A (typically those within the participant’s work group), Group B (typically others in the organization), and an optional fifth perspective. Competency Model: nine factors, 24 competencies, 134 behaviors, one composite (Overall Performance).</p><p>The PROFILOR for Sales Managers</p><p>Target Audience: Responsible for managing account representatives as well as achieving top-line results for the region or business unit. Recommended for those who have account reps reporting directly to them. Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, and an optional fifth perspective. Competency Model: six factors, 13 competencies, 67 item, one composite (Overall Performance).</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>The PROFILOR for Key Account Managers</p><p>Target Audience: Primary responsibility is to grow and service accounts worldwide. Recommended for those who manage strategic, global, national, or key accounts. Respondent Groups: Self, boss (up to three), internal colleagues, customers, and an optional fifth perspective. Competency Model: six factors, 16 competencies, 72 items, two composites (Relationship Management, Overall Sales Performance).</p><p>The PROFILOR for IT Managers</p><p>Target Audience: Those who manage IT programs, create and manage work unit/development strategies, processes, and budgets, responsible for hiring, managing and developing IT employees (e.g., Development Manager, Technical Support Manager, Network Manager, Operations Manager, Application Development Manager) Respondent Groups: Self, boss (up to three), direct reports, peers/colleagues, internal customers A, internal customers B, and an additional optional perspective. Competency Model: eight factors, 18 competencies, 76 items.</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>— Copyright© 2005, Personnel Decisions International Corporation. All Rights Reserved.</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>— Copyright© 2005, Personnel Decisions International Corporation. All Rights Reserved.</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>— Copyright© 2003, Personnel Decisions International Corporation. All Rights Reserved.</p><p>— Copyright© 2005, Personnel Decisions International Corporation. All Rights Reserved.</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Models Choosing the Most Appropriate Model</p><p>Copyright © 2006, Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR The PROFILOR® Choosing the Most Appropriate Model</p><p>Copyright © 1997, 2002, 2006, 2012 Personnel Decisions International Corporation. All Rights Reserved. 09e4d3395559f603b822bcad1f7a1e2b.doc Rev. 7-16-12 TR</p>