Yes, the Judgment Index has been validated in over 30 individual studies including Construct Validity, Face Validity, and Predictive Validity. The compendium of validation studies is available on request. Concurrent validation studies keep the results accurate and fresh.

The Judgment Index meets the rigorous EEOC standards set by the United States Federal Equal Employment Opportunity Commission (EEOC) for employment assessments.

The results are not skewed based on any race, religion, disability, age or gender.

Most people don’t easily come to the understanding that judgment can actually be measured. It seems surreal, vague, and philosophical; something relegated to academia to be discussed among the elite intellectuals of the world, not something that organizations can actually put into practice and use to improve everyday real world lives. We understand that feeling, for all of us at Judgment Index at one point or another had those same doubts and large scale skepticism. We invite you to talk to us, learn how we can help your organization, and to experience this magical instrument for yourself. If you can measure your judgment, you can understand your judgment. If you can understand your judgment, you can improve your judgment. If you can improve your judgment, you can improve the world.

Most inventories are either personality profiles or psychiatric wellness indexes. Personality profiles may produce interesting information, but studies have shown personality profiles are simply not reliable predictors of job success. For example, it is not difficult to identify excellent managers, successful doctors, pilots, CEO’s, soldiers, engineers, or customer service reps etc. all with completely different personalities. However, any manager, doctor, pilot, CEO, soldier, engineer, or customer service rep with bad judgment, no matter what their personality, will not perform as desired. The Judgment Index can be used effectively in conjunction with, or instead of, various other assessment tools.