Development of the Adaptive Employee Personality Test (ADEPT-15)

Anthony S. Boyce, Ph.D.
Aon Hewitt

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Abstract: Does the world need another workplace personality assessment?  Well, yes, it does, especially if it is adaptive, mitigates faking, and is developed from the ground-up to be globally relevant.  This talk will cover the development of the Adaptive Employee Personality Test (ADEPT-15).  Specific focus will be devoted to the development of the personality model, choice of the response format (forced-choice), identification of the IRT model (i.e., the multi-unidimensional pairwise preference model), content development, calibration, validation, and global localization.  Additional research focusing on applicant reactions and faking will also be shared.

Speaker Bio: Anthony S. Boyce, Ph.D., has more than eight years of experience partnering with clients to help them achieve their organizations’ goals. He currently leads innovation for Aon Hewitt’s Assessment & Selection service line, spending much of his time directing research and development activities focused, most recently, on building and deploying computerized adaptive tests of both cognitive (e.g., AP Reasoning) and non‑cognitive (e.g., ADEPT‑15) constructs, as well as building the capability to efficiently develop and deliver engaging, media‑rich, web‑based tests and job simulations.

He has worked with a number of Fortune 500 companies (e.g., Anheuser‑Busch Inbev, Kellogg Company, IBM, Marriott, McDonald’s, Procter & Gamble, Prudential Financial), and federal government agencies (e.g., Federal Reserve, Internal Revenue Service, Transportation Security Administration) providing external and internal consulting services. His work has predominately focused on the development, validation, and implementation of innovative, impactful and legally defensibly selection assessments administered both proctored and unproctored. The type of assessments he has been responsible for developing and implementing include work simulations, job knowledge, biographical data, situational judgment, criterion‑referenced personality, and various types of traditional and computerized adaptive tests.

Dr. Boyce received his Ph.D. in Industrial‑Organizational Psychology from Michigan State University.  He has published several book chapters, research papers in leading journals (e.g.,Journal of Applied Psychology, Journal of Management, Journal of Organizational Behavior), and has presented dozens of papers at the annual meetings of the Society for Industrial and Organizational Psychology and the Academy of Management.