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Bar-On MMPTM Assessment

Psychometric Details

 
 
 

Appreciate the core of the MMPTM

 
 
 
   
 
   
   
 

The Essence of the MMPTM

The MMP is a standardized measure of human performance. It assesses current work behavior with capability to elevate employee performance to a higher level. It comprises multiple scales that are well founded in psychological conceptualization and has demonstrated statistical validity. Different report options are suited for a variety of workplace applications.

Dr. Reuven Bar-On and Dr. Carina Fiedeldey-Van Dijk co-developed the current and fourth edition of the MMP, with derivatives forthcoming.

Read the overview ≻



 
“Our compass of performance factors shows the most direct route towards success.”
 
 
“Our compass of performance factors shows the most direct route towards success.”
 
 

The MMPTM Difference

 
 

The MMP is unparalleled in how it assesses human performance. The rating of its 120 short statements succinctly capture current work behavior. Results are operationally defined and structured into 18 core factors, grouped into five categories of the Physical, Cognitive, Personal, Social, and Inspirational. The MMP also reports on 5 ring factors that function as performance gauges. Together they cover a comprehensive performance spectrum that can be further developed for individual and organizational benefit.

Scored in a novel way +

MMP responses are scored in a novel way that sets it apart from other assessments. It addresses both natural differences in participants' style of scaled responding, and tendencies to skew their responses towards achieving desirable results. There is little chance of sugar-coating MMP results despite using a formative response scale, enhancing fair comparison between individuals or groups. You can further enrich individual MMP results by adding how close supervisors/managers, colleagues/peers, direct reports, and others collectively perceive individuals. For this purpose, colleagues will complete the MMP-360TM complement.

 
Benchmarks, T scores and norms +

Scored MMP results are reported graphically and descriptively. Interpretation is guided by two benchmarks based on standardized T scores. The first uses a mean score of 50 and standard deviation of 10 as the normative population baseline to directly compare individual or group results against. The second benchmark is set at individuals' current level of performance when all is considered, helping determine personal performance strength around it. General, specialized, or customized organizational options for norms add scoring precision when you use the MMP for recruitment and development.

 
 
 
 

The Scales of the MMPTM

 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industriousness
 
Productiveness
 
Risk for Burnout
 
Coachability
 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industriousness
 
Productiveness
 
Risk for Burnout
 
Coachability
 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industri-ousness
 
Producti-veness
 
Risk for Burnout
 
Coachability
 
 

Validity and Reliability

 
 

We statistically validated the MMP on a large normative population (n=3,039). This dataset contains diverse and balanced characteristics, and we removed participants with outlier and systematic responses already. We considered fair representation in analysis by including gender, age, citizenship, educational level, occupation, work experience, and managerial position. These characteristics enabled us to offer you specialized norms to score and generate reports with targeted precision. Additional participant data on special work circumstances - meeting work expectations, job satisfaction, disabilities, health issues, occupational stress, and potential risk or danger - helped us curb possible systematic bias and uphold fairness in testing.

The devil is in the details +

During MMP development, we paid attention to small psychometric details to enhance the assessment's integrity. We equally distanced the meaning of response scale options by using both numbers and text. We defined MMP scales of varying breadth and depth, and to match we allocated a different number of statements to each scale to contribute equally. In calculating raw scale scores, we subject the statements to a Z-score conversion and cube-root transformation process first to address systematic bias. The current edition of the MMP is administered via secure login to the MMP portal, flexibly accessible from your desktop, laptop, tablet, or mobile-phone browser.

 
Standardized score interpretation +

We applied psychometric parameters of the normative population to scale raw scores, which produces the T scores presented in MMP reports. Standardized MMP results are read under proven characteristics of the normal bell curve. Approximately 95% of individuals perform between 30-70 T-score points. Where percentiles merely provide an individual's rank-order, T scores offer actual expressions of performance needed for realistic decision-making.

 
Core factor and ring factor association with level of performance +

Current level of performance indicates individuals' perception of how they perform based on their responses to the MMP statements. In the MMP normative population, this personal benchmark for performance (X-axis) is directly correlated with each of the five scales that assess the ring factors (Y-axis) as the forward-diagonal trendlines in the scatter plots depict. Hence, intersecting scores are concentrated in the top-right quadrant.

Data points lying in the back-diagonal quadrants are interesting. Individuals in the bottom-right quadrant show room for individuals to develop further, where the MMP can address it as an important business opportunity. Only a small group of individuals in the top-left quadrant appear to function reasonably well despite underlying performance challenges.

 
 
 
 
 

History and Development

Dr. Reuven Bar-On from Bar-On Test Developers started his work on human performance and its impact on well-being in the mid-1980s. This work culminated in the MMP, which aims to capture the whole person to broadly assess the degree to which individuals perform effectively. Dr. Bar-On developed three experimental versions of the MMP over 6 years. He co-developed the current fourth edition with Dr. Carina Fiedeldey-Van Dijk from ePsy Consultancy. Both developers have a strong background in psychology, psychometrics and test construction.

 
 
Legal protection +

All versions of the MMP are protected under U.S. Copyright laws. The current and fourth version of the MMP is registered in the U.S. Copyright office as the "Bar-On Multifactor Measure of Performance™ (Bar-On MMP™) © 2021 Into Performance ULC."

 
Testing standards compliant +

The MMP meets professional testing standards described in the Standards for Educational and Psychological Testing jointly published by the American Psychological Association (APA), American Educational Research Association (AERA) and the National Council on Measurement in Education (NCME). The co-developers also followed the testing guidelines of the International Test Commission (ITC). The MMP meets the regulatory standards in the following countries:

  • Canada (Canadian Psychological Association (CPA))
  • Britain (British Psychological Society (BPS) and the Health Professions Council (HPC))
  • Australia (Australian Psychological Society (APS) and Australian Psychological Accreditation Counsel (APAC))

 
 
 
 
 

Psychometric Soundness

 
 

The MMP is suitable for individuals from 16-80 years of age. MMP statements are styled to be conversational and positive. Readability lies at a Flesch-Kincaid Grade Level of 6.7. This means those educated at school grades 6-7 can easily comprehend the statements. Text aimed at a general public audience should be around grades 8-10. Participants use a self-reported, 9-point rating scale to indicate how the MMP statements apply to them personally. This scale is more refined than the customary Likert scale format. It produces interval-level responses that enable sophisticated statistical validation.

Appropriate use +

The MMP can be used in the workplace and elsewhere. It has a broad range of applications tied to specific business functions and operational needs. We offer accreditation modules and workshops to facilitate learning about the Bar-On model of human performance and its science, the MMP structure, dashboard use and reporting, and how to interpret and debrief MMP results with end-users. Alternatively, we can help you connect with an accredited Qualified Specialist to supervise your use of the MMP.

 
Integrity of results +

The MMP has two built-in indices designed to evaluate the integrity of results. They add confidence in using the assessment to make better selection and development decisions:

  • Reliability index - assesses response consistency
  • Validity index - indicates the accuracy with which participants portray themselves, watching for indications of either under-rating or over-rating performance

 
 
 
 
 

Technical Details and Statistics

We subjected the MMP statements to a full scrutiny of statistical validation analysis. They do not necessitate reverse scoring, and we found all to have factor loadings above 0.40 after applying Varimax rotation. Pearson's absolute product-moment correlation coefficients between the core scales range from 0.00-0.47. The descriptive statistics of the scales - mean, SD, minimum and maximum values, standard error of the mean, skewness and kurtosis - fall within statistically acceptable ranges as another condition for having retained statements for the current MMP edition. The average internal consistency of the cube-root, Z-scored core scales was 0.68 (measured by Cronbach's coefficient alpha). More details are shared during MMP accreditation, in academic publications, and in the MMP manual.

 
 
 
 
 

Talk to Us Directly

For a more detailed description of the development, norming and validation of the MMP, you can also contact the test developers directly and request a conference call using this form.

You may also use the form if you would like the test developers to join your team on a particular project as advisors or consultants, would like them to present MMP information to an audience, and/or for other services.

 

Connect with us

Salutation
First Name
Last Name
Telephone
E-mail
Position
Organization Name
Organization Size

What interests you? Mark all that apply.
Learn more about the MMP
Profile Star Performers
Obtain customized norms
Need advice or Consultation
Schedule a conference call
Get a keynote speaker
Custom research

Comments:


What is five plus eight?



For a more detailed description of the development, norming and validation of the MMP, you can also contact the test developers directly and request a conference call using this form.

You may also use the form if you would like the test developers to join your team on a particular project as advisors or consultants, would like them to present MMP information to an audience, and/or for other services.

 

Connect with us

Salutation
First Name
Last Name
Telephone
E-mail
Position
Organization Name
Organization Size

What interests you? Mark all that apply.
Learn more about the MMP
Profile Star Performers
Obtain customized norms
Need advice or Consultation
Schedule a conference call
Get a keynote speaker
Custom research

Comments:


What is four times one?



 
 

Let's Collaborate

The MMP generates data, and lots of it. Whether you are a researcher, writer, or academic, your quest for answers may well lie in using MMP data. This, by itself, is a fascinating endeavor.

Let's be stronger together ≻

 
 
 
 
 
"Our team's innovation went through the roof after the MMP helped us address our engagement and ingenuity."
"I can't believe how far I've come in the last 6 months. I'm so glad to have had opportunities to develop self-insight and decisiveness using the MMP. The career move I made really paid off."
"Turns out I was at high risk for burnout. I thought its just how the work is - love it or leave it, you know? I didn't even know until the MMP pointed it out. And the best part, the MMP showed me how to prevent it."
"Thank you for pointing me in the right direction of a wonderful MMP Qualified Specialist. If it wasn't for her, I could not have excelled in my dream job."
"I love using the MMP. Easy platform to use, fast returns and nothing but a great experience!"
"It's like you read my mind with the information I needed to show the MMP to my boss. Thank you!"
"Already, the MMP is trusted by the world's best. Clearly our organization is in good company."
2.6x higher the likelihood for employees experiencing high risk for burnout to leave their current employer than others [ O.C. Tanner Institute ]
8% of organizations believe their performance management process is highly effective in driving business value [ Deloitte ]
14% unstructured job interviews predict top talent [ AON ]
17% of companies believe they have the right people throughout the company to execute their business strategy [ The Predictive Index ]
20% of employees have the skills needed for both current and future jobs [ Gartner ]
23% higher likelihood for employees experiencing high risk for burnout to visit the emergency room [ O.C. Tanner Institute ]
24% of managers have limited knowledge, offer inadequate feedback and can't help employees develop their skills [ Yoh ]
24% of overwhelmed and less-productive colleagues affect team performance [ VitalSmarts ]
30% of executives say getting the most out of their employees is one of their biggest challenges [ The Predictive Index ]
32% of employees wait more than 3 months to receive feedback from their managers [ AON ]
33% of new hires felt their on-boarding gave them the tools and resources needed to learn how to perform in their job [ TalentLMS ]
33% of time spent being unproductive by employees who feel distressed [ EAPA ]
1 sick day taken per month by employees who feel distressed [ EAPA ]
39% give poor performance as the #1 reason for an employee demotion [ OfficeTeam ]
39% of employees would work harder - are more industrious - if they are happy in their current role or place of work [ One4all ]
41% of employees feel less productive when they are stressed [ Colonial Life ]
42% of employees trust their own boss over strangers [ Harvard Business Review ]
45% of HR leaders think annual performance appraisals provide inaccurate reviews of employees' work performance [ CoreAxis ]
47% of HR professionals find managing performance and providing professional development opportunities challenging [ XperHR ]
49% of last year's hires were good hires according to executives [ The Predictive Index ]
49% of employers say it was a challenge to find candidates with hard skills [ LaSalle ]
50% likelihood of managers making a poor hiring decision [ AON ]
51% of employers experience difficulty in looking for employees with soft skills [ LaSalle ]
61% employees are terminated because they lack the behavioral fit or cognitive ability needed for the job [ The Predictive Index ]
63% higher likelihood for employees experiencing high risk for burnout to take a sick day [ O.C. Tanner Institute ]
64% of managers say they don't think their own employees will be able to keep pace with skills needed in the future [ Gartner ]
68% of executives said they found out about employees' issues or concerns for the first time during performance evaluations [ Reflektive ]
69% of employees will reject a job offer if they find out that a company's workers are generally unhappy [ Hibob ]
69% of Gen-Z employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
73% of Millennial employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future [ Axonify ]
82% of employees say a lack of progression would influence the decision to leave their jobs [ CareerAddict.com ]
85% of employees would consider leaving their organization over an unfair performance review [ Reflektive ]
Twice as many employees seek recognition for accomplishments instead of a salary increase [ Deloitte ]
3x higher is the employee engagement with weekly employee-manager communication [ Gallup ]
4.6x more likely that employees feel empowered to perform their best work when they feel their voice is heard [ Salesforce.com ]
34% higher employee performance in talent-optimized organizations [ The Predictive Index ]
36% more revenue from employees with good job fit [ AON ]
37% of executives say their #1 priority is talent strategy [ The Predictive Index ]
42% more profit from employees with good job fit [ AON ]
50% of employees say their employers provide career development opportunities that meet the need and chances for advancement [ APA ]
57% of employees will be more productive, loyal, and take less time off work if their employer proactively supports their mental well-being [ Health Shield ]
61% of employees say their employers are willing to provide upskilling opportunities in technical and soft skills for the future [ APA ]
69% of employees say they would work harder if they felt their efforts were better recognized [ PwC ]
69% of high-performing talent organizations are more likely to feature clearly defined critical and desirable skills in their job descriptions [ Allegis Group ]
70% of employees are in uncertain jobs, but can be prepared for the future [ Pearson ]
73% of talent professionals say people analytics will be a major priority for their company over the next 5 years [ LinkedIn ]
81% of talent professionals agree that internal recruiting improves retention [ LinkedIn ]
87% of organizational leaders say that data enhances their credibility [ Qlik ]
89% of talent professionals say a multigenerational workforce makes a company more successful [ LinkedIn ]
92% of employees are open to their organization collecting data on their work if it improves their performance or well-being, or generates personal benefits [ Accenture ]
97% of employees think that data improves their job performance [ Qlik ]
 
 
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
© 2020-2022 Into Performance ULC.
All Rights Reserved.
Bar-On Multifactor Measure of Performance TM
(Bar-On MMPTM)
© 2021 Into Performance ULC.
All Rights Reserved.