Whom We Serve About The MMP MMP Qualified Specialists Contact Us
 
 
 
 
 
 

Bar-On MMPTM Assessment

Business Summary

 
 
 

Get the nuts and bolts of the MMPTM

 
 
 
   
 
   
   
 

The MMPTM is Different

Organizations and consultants depend on performance metrics when it comes to recruiting, hiring, developing, retaining and tracking the right people. The MMP empowers decision-makers to manage, improve, and differentiate employees based on their current work performance.

The MMP is calibrated with relevant occupational norms, and is strengthened scientifically. This produces valid interpretations of individual performance.

The MMP comprises a 20-minute online individual assessment that measures current workplace performance. It produces fingertip-ready reports fit for immediate application. For purposes of development, employees are given ways to improve.



 
“You can fool everything on the job, except for performance.”
 
 
“You can fool everything on the job, except for performance.”
 
 

Rooted in Psychology

Most assessments are good conversation starters, but they don't take you beyond that, to help make good decisions and solve problems.

The MMP takes into consideration the whole person in its assessment of work performance. It is based on the latest developments in test construction, and its psychometric methods for scoring individual responses is the first of its kind. The MMP taps into core fundamentals to reveal underlying dispositions of work behavior.

More about the assessment ≻

 

This gives you the necessary scientific and legally-justifiable model to set organizational performance standards. For example, set minimum benchmarks for job-specific factors that predict success; monitor critical factors that indicate a risk for burn-out; increase employee resilience for current and future roles.

Smoothly integrated with your existing procedures, the MMP delivers on your focus to minimize poor performance. Save countless HR hours, and always act on up-to-date employee performance information.

Most assessments are good conversation starters, but they don't take you beyond that, to help make good decisions and solve problems.

The MMP takes into consideration the whole person in its assessment of work performance. It is based on the latest developments in test construction, and its psychometric methods for scoring individual responses is the first of its kind. The MMP taps into core fundamentals to reveal underlying dispositions of work behavior.

More about the assessment ≻

This gives you the necessary scientific and legally-justifiable model to set organizational performance standards. For example, set minimum benchmarks for job-specific factors that predict success; monitor critical factors that indicate a risk for burnout; and increase employee resilience for current and future roles.

Smoothly integrated with your existing procedures, the MMP delivers on your focus to minimize poor performance. Save countless hours by HR, and always act on up-to-date employee performance information.

 
 
 
 

The Participant Experience

Participants will receive an e-mail invitation to complete the MMP. Brief demographic questions ensure accurate and non-discriminatory results.

Participants are then asked to respond to 120 very short statements describing their current work behavior. The assessment takes 20 minutes to complete. It is not a test, there are no right nor wrong answers.

The MMP supports diverse and accessible workplaces. Its technology is designed from the ground-up to suit all employees and all desktop, laptop, and mobile devices.

 
 
 
 
 
 

Assessment Reports

 
 

Individual- and group-oriented reports present graphical performance profiles alongside detailed scores and how to interpret them. Development reports provide practical suggestions for improving and strengthening workplace performance.

The MMP-360TM goes further to include anonymous feedback from colleagues and family for comparative feedback to verify talent management decisions, and further help individuals improve performance.

Where employees work together, MMPTM Group Reports are ideal for teams of any size that want to enhance teamwork to function at a higher level.

The assessments are designed for retesting and tracking individuals over time, so you can predict successful job performance, and standardize organizational performance targets.

 
 
 
 

Employee Debriefings

Employees cannot become what organizations want them to be if you don't give them the means to change. One powerful way to do this is to debrief your employees on their MMP results, present opportunities for improvement, and guide them through developing their skills.

The psychometric design of the MMP is sophisticated and complex. The more advanced MMP reports need to be interpreted by someone accredited to do so. You can outsource an MMP Qualified Specialist, or you can get accredited yourself.

 
 
 
 
 
 

The Free MMPTM Résumé Round-Out

 
 

This year, individuals may try out the MMP at no charge and immediately receive the MMPTM Résumé Round-Out. This one-page report reveals your four strongest contributors to performance. Suitable for any résumé, CV or bio, this page verifies your strengths in the eyes of others.

You are permitted to append your MMPTM Résumé Round-Out page to your job application or other documents. Alternatively, you may copy and use your MMP strengths in your document or cover pages with added wording "Assessed by the Bar-On MMPTM". Because you will have completed the MMP Assessment, you can always upgrade to full reports and an optional debriefing session later.

Start the MMPTM Résumé Round-Out ≻

 
 
 

Feed Your Academic Curiosity

More information on the statistical science and psychometric details of the MMP is available. If you are research-oriented, or academically or numerically inclined (or simply excited to learn as much about the MMP as you can!), you will want to read more about this.

See the psychometrics ≻

 
 
 
 
 
"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.