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Integrity Products

 

Risk Mapping

 

A survey done at the organization in order to study the organization’s vulnerabilities. The information is analyzed and recommendations are given

 

Integrity Program

 

A typical Integrity Project starts with an initial risk mapping process in were our team of experts study the organization structure and analyze it’s vulnerabilities. Than comes the interview phase of the employees along with various questionnaires. This phase is aimed at assessing each employee's and whole departments' level of risk. The information obtained will be used to implement solutions togather with controls and KPI.

We strongly advise our clients to establish an Integrity Unit within their organization to constantly monitor integrity issues. We will train and advise the unit.

For Program Outline & Concept paper - link

            Frequently Asked Questions  - link

                       Program Presentation- link

 

IntegPro Periodical Screening

 

A periodical maintenance process (conducted every 6-18 mo.) conducted by IntegPro personnel in order to evaluate the organization integrity level.

During this process organization manager and employees will be interviewed.

 

 

IntegPro Questionnaires

 

In the last 20 years we developed questionnaires for various purposes of organizational integrity practice. The questionnaires were validated academically as well as practically. Our ongoing practice enables us to update and review the questionnaire constantly.

 

Personal Form (PF)

A uniquely designed and well-balanced form filled out by the candidate and/or employee that enable the HR and/or Integrity and/or Security personnel to have a broad picture of the candidate and/or employee

 

Honesty Profile (HP) ®

127 questions aimed to evaluate the candidate’s or the employee’s values in the following areas:

Moral Judgment and ethical values (honesty)

Sincerity (level of veracity in reports)

Organizational consciousness (commitment and loyalty to the organization)

General Information (in these areas)

 

For more information about the test - incl. validation - link

 

Integrity Interview Synopsis Form (ISF)

A one of a kind template for the use of the HR and/or Integrity interviewer that compile the information and test results into a single page thus simplifies the process of decision making.

 

Past Employers Questionnaire (PE)

Past employers hold valuable information. But, for various reasons they are very cautious about distributing it. This form contain well designed questions that are targeted toward receiving the REAL information about the candidate and/or employee.

 

Opinion Poll (OP)

The OP examines the employee/candidate: Organizational Consciousness, Obedience and Social Desirability. Measuring the OP parameters enables to give a better prediction of his future behavior – integrity vise – in the organization.

 

For more information about the test - incl. validation -link

 

Organizational Consciousness - Is an expression of the employee’s feelings and attitude toward his employer, it combines the following:

·         Sense of belonging to his organization

·         His feelings toward his position / working environment

·         Level of independence in performing his duties

·         Awareness to what is expected from him

·         Support from his superiors

·         Devotion to his position / organization / etc.

·         Commitment to position / organization / etc.

·         Motivation

·         Conditions (salary, etc.)

Supervisory Acceptance – Is the employee attitude toward accepting orders and instructions from his supervisors and the type of person he is, either a leader or a follower.

 

Social Desirability – Is the employee/candidate level of conformism and willingness to “play” by the social laws and expectations.

 

Periodic Honesty Profile® (PHP)

      91 questions aimed to evaluate the employee in the following areas:

Tendency to commit crime

Organizational Commitment

Involvement in breach of regulations

Involvement (direct & indirect) in criminal behavior.

General information (in these areas)

 

Supervisor Questionnaire (SQ)

A set of questions addressed to the employee’s supervisor by the integrity and/or   security chief in order to assess the employee’s:

Integrity

Organizational Consciousness

Existence of motives to act dishonestly

 

It is recommended to use this questionnaire on a periodical basis (between 6 to 18 mo.)

      in order to detect early warning signs of dishonesty.

  

Interview Questionnaire (IN)

A set of questions addressed to the employee’s supervisor by the integrity and/or security chief in order to assess the employee’s:

Integrity / honesty

His/her risk level and threat to the employer

Existence of motives to act dishonestly

 

It is recommended to use this questionnaire on a periodical basis (6 to 18 mo.) in order to detect early warning signs of dishonesty

          

Implementation

 

In house departments such as: HR, Auditing, Security are using the following questionnaires in the process of screening candidates are employees prior to their promotion: Personal Form, Honesty Profile, Integrity Interview Synopsis Form, past Employment Questionnaire.

These departments are using the following questionnaires in their annual integrity evaluation done to their employees: Supervisor Questionnaire, Opinion Poll, and Interview Questionnaire.

 

Training

 

In areas such as: Occupational Delinquency, Organizational Integrity Program, Integrity Interview, Interview, Detection of Deception, Interrogation, Special Investigations, etc.

 

For details go to Integrity Professor 

 

 

 

INTEGPRO

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