FAQ/News

The Golden has a deep and rich history spanning more than 60 years. In the 1960s, Dr. Rev. Edward Smith Golden founded the North East Career Center at Princeton Theological Seminary. Dr. Golden pioneered the use of vocational and psychological tests to guide clergy and church staff towards more fulfilling lives and careers. In 1970, Dr. Golden founded Organizational Renewal Associates, Incorporated, (ORA), a consulting company that brought assessment and career development testing to for-profit companies, non-profits, educational institutions, and government organizations globally. Using a multi-battery assessment approach, Golden introduced more than 100,000 people to the power of self-knowledge through self-report assessments. Tools like the Sixteen-Personality Factor (16-PF), Briggs Myers Type Indicator, Strong Vocational Interest Blank for men and women, Campbell Interest and Skills Survey, Rokeach Value Survey, WAIS-PAS, Adjective Checklist, and many other assessments were applied over ORA’s 35-year legacy. Golden and ORA staff professionals were recognized as top experts in the application and interpretation of these assessments. The massive multi-level assessment database resulting from decades of use was viewed as a rich source of research. During the 1980s, Dr. Golden hired David Saunders, Ph.D., to head up its cross-assessment research and development effort. Saunders worked with Raymond Cattell on the development of the first version of the 16PF and later, at Educational Testing Service, oversaw the research for the first publisher of the Briggs Myers assessment. In 1979, Dr. Golden and ORA staff coordinated and produced the first conference of experts using Carl Jung's Psychological Type theory in Philadelphia. Attendees were charged a membership fee, which became the Association of Psychological Type (APT). In 1980, following the death of Isabel Myers, Ed, Sally, John, and his wife Kiron joined Dr. Saunders, his wife Fran (the official biographer of Isabel Myers' life), and Isabel’s son Peter at Isabel Myers' home in Swarthmore, PA. Auctioneers were coming the next day to sell off Myers' personal possessions, but the data collected over Isabel's life needed to be saved. Dr. Saunders was contracted to organize and conduct research on the data saved that day. ORA and the Golden family, including Dr. Golden, Sally, and their oldest son Scott, formed the expert team directing Saunders in his research efforts. Every question ever developed by Myers and a dozen or so created by Saunders were aggregated into an assessment, which became the MBTI form J, Type Differentiation Indicator, and later the Expanded Analysis Report Form M, now called the Myers-Briggs Step 2. Data collected from ORA clients became the basis for the correlational and validation research of these assessments, including the Rokeach Values Survey, 16PF, Strong, and ACL results. Because of the rich data collected by ORA, Saunders was able to complete the research quickly; however, the enormous cost of supporting the research took a toll on the resources of ORA. Seeking to recoup that research investment, ORA sought formal research and training rights from the Myers' and the MBTI publisher CPP. Despite their best efforts, a relationship was not to be, and ORA was forced to break off its deep friendship and informal business relationships with CPP and the Myers. During that period, Dr. Saunders was diagnosed with Parkinson’s disease and subsequently retired. ORA hired his protégé Donald Johnson, Ph.D., to assume his research role. In 1993, Dr. Johnson, along with Dr. John Golden, Ed Golden's youngest son and President of ORA, forged the strategy to develop ORA's own personality, interest, and values assessments. James Hughes, Isabel Myers' son-in-law, was also a member of the ORA team assembled to undertake this venture. Today, Golden LLC carries on ORA's mission to bring the Golden Personality assessment to the world.

The A/Z dimension was incorporated into the first version of the in 1995. Personality psychologists concurred that the construct is an important dimension in behavior that must be measured. While the dimension is called many names, it is measured by most comprehensive assessments of personality. Our selection of organiZing/Adapting (Z/A) label in the Golden model is based on experience, practice and statistical evidence support these two words as the best labels to capture the overall meaning of the construct and that they effectively convey, in everyday language. What that means to both the coach, counselor or layperson is that they are easy to recall and apply. OrganiZing and Adapting avoid confusion. Organizing and Adapting and/or Z and A help people remember and communicate the ideas behind them effectively. Repeatedly we found understanding, interpretation, and retention to be a problem with Judging/Perceiving as labels originally defined by Carl Jung to describe the Thinking & Feeling Judging dimension and Sensing/Intuiting Perceiving Function.

The Golden is based on much more than just Jungian Psychological Type Theory. The Golden is a universal personality tool that combines five of the most widely accepted and respected theories of personality, including the Five Factor Model, Trait Theory, Temperament Theory, General Adaptation Syndrome, aka Stress Theory and Jung's Psychological Type Theory into one comprehensive and elegant model. These theories are reported in the form of the five global scales and their related 36 facet scales. The Golden also achieves significant advances in personality assessment and measurement. Advanced item format and content, scoring methods, report content, support materials and training for the Golden all in an online format distances itself from other Jungian assessments, as well as all other assessments of personality.

The choice of referencing organiZing with Z was made in part as an extension of the answer to call the scale something that conveys the meaning in everyday language and being easy to apply. That was the overriding goal! The development team did not think Judging/Perceiving (J/P) term used by Myers effective did that, and Conscientiousness from the Five Factor model was never an option. Organized was the term that made the most sense, but the team also did not like using "O" because we would then have INTO, ENTO types, etc., and these were considered to be awkward. Z was offered as and option following the historical practice of using N for iNtuition. The precedent had been set already, so my not Z? The alphabet was a very organized, structured, reliable and conforming system and that also described the organiZers. Adaptives always start with A and end up somewhere else, organiZers start with A and follow a process in a disciplined way to get to Z. In the end the scale naming goal was clarity of meaning and retention of the idea by the end user. If you are asked this question by a client, this long and complex explanation doesn't work well. Once when asked the question, Dr. John Golden, replied "it takes an organized person to get from A to Z". that seemed to satisfy the curious questioner!

Except for research related to the assessment where individual names are redacted and never used, Golden LLC does not access administrator's client individual response data for any purpose other than generating reports. No personal data related to a clients responses is ever sold. Client's data is stored in the form of raw responses. Personality characteristics and results are scored using a proprietary, confidential and secured protocol. Golden LLC may conduct validation research utilizing client response data to make the Golden assessment better. Research does not utilize any individual responses or names.

Assessments on your account have a "Status" comment. Pending: The Golden assessment has been sent through the system and the user has not started answering yet. In Progress: The Golden was started, but not yet completed. Report Queue: The Golden was completed, but no report has been generated yet. Completed: The Golden has been completed and the report can be accessed. Cancelled: The Golden was cancelled by the administrator.

There are two ways to send clients the test invitations. 1) Select Client on you dashboard, the select send a test and complete the fields in the pop up panel. Or 2, Copy the desired language link under the Resources tab on your dashboard and send to your client. For example for the French version copy the link: Testing Access Link FR: https://www.goldenprofiler.com/code-dacces/9999999

When logged into your account select the Resources tab and then the Send A Test tab. You will note 3 links to the different language versions of the Golden Personality Profiler. Example: Testing Access Code: ##### Testing Access Link EN: https://www.goldenprofiler.com/access-code/##### Testing Access Link FR: https://www.goldenprofiler.com/code-dacces/###### Testing Access Link NL: https://www.goldenprofiler.com/toegangscode/##### Your Testing Access code is a unique 5 digit code that when sent to your clients as an email will allow them to access the assessment and enter their own name and email information and begin the assessment. Keep in mind that anyone with this code can take a test and a credit will be deducted if the report is downloaded. It is very rare to have an unauthorized tester take the Golden, but it is possible. Asking your clients not to share the code is the most effective way to prevent that from occurring. Further, to prevent that from effecting your credits, should it happen, you can select to have reports manually downloaded or not sent automatically. The Send Report Options setting is located in your Account Details, Update tab of your account dashboard - select "Do Not Send Test".

The term Client was used to identify the numerours categoriies of people who take the Golden. Clients refer to your customers. They are students, employees, and everyday people who participate in your counseling, training, educational and work programs. Many assessment platforms refer "Candidates", but that term suggests they are applying for a job and seeking employment and the Golden is designed primarily for personal growth, learning and improving relationships, not recruitment and selection purposes.

When you send an email invitation to a client, and the record indicates "Pending", it means the client has not yet started the Golden assessment. Here are some steps you can take to manage this situation: 1) Enable CC for Invitations: You can set your account to receive a copy of the email invitations you send. Go to the Account Details section, click the Update icon, and select "Yes" under the option "Send CC copy of invites to Account Holder Email." 2) Resend the Invitation: You can resend the invitation to the client by selecting the Update icon associated with their record in the Clients tab of your account. 3) Customize Email Invitations: You have the option to customize the email content for your clients. For instance, you can include a deadline for completing the assessment to encourage timely responses. 4) Understand Assessment Statuses: The assessments in your account include a "Status" comment indicating their progress: Pending: The Golden assessment has been sent, but the user has not started answering yet. In Progress: The Golden assessment has been started but is not yet completed. Report Queue: The Golden assessment has been completed, but no report has been generated yet. Completed: The Golden assessment has been completed, and the report is accessible. Cancelled: The Golden assessment was cancelled by the administrator. Check with Your Client: 5) If your client has not completed the assessment and you are concerned that they may not have received your invitation, it’s a good idea to check with them directly. Ask them to verify if the email was sent to their spam or junk folder. Some clients may have privacy settings set at a high level, which could automatically redirect unsolicited emails to their spam folder. By following these steps, you can verify whether your client has received the invitation and address any concerns.

The Golden Personality Profiler was not designed as a selection tool. Appropriate use of psychological tests used in selection and hiring requires that assessments be constructed to measure aspects of the jobs they are screening candidates for. These are called Bonafide Occupational Qualifications (BFOQ) or aspects of the jobs that determine employee success. This typically means that each job being screened for has to be analyzed for the specific BFOQ factors required. This can be an expensive and time consuming process. In the end, no matter how well a test is constructed and validated, there is no assurance that the legal system of a country will agree that it, or the process surrounding the assessment, does not result in discriminatory hiring practices. Each country has its own laws that must be understood. The United States Federal Law allows assessments to be used for selection screening, but these laws continue to be challenged with the net result meaning that employers must be judicious and responsible when using tests in the hiring process. Some organizations may include the Golden as part of a comprehensive candidate screening process with professional level employees. In such cases, the use of the Golden is designed to enlighten both the employer and potential employee in areas of strengths and developmental opportunities to guide the selection process. The Golden is most effective when applied as a post hiring developmental tool. The results can be used effectively to understand, manage and mentor new employees and form effective teams. However, the Golden's theoretical base and the global and facet scales measured can be used as a model to help guide the hiring and selection process. Asking questions like: What type profile is needed in the open position? What trait characteristics define effective and ineffective job performance? What skills must be developed that are counter to the ideal type and trait profile in a candidate?

From its inception in the early 1990s the Golden has undergone numerous statistical studies resulting in evidence of the Global and Facet Scale structure of the assessment. Translated versions of the US English assessment were completed in German, French, Korean, Dutch, Hungarian and Turkish providing further evidence of the validity of the Golden. GoldenProfiler administrators are provided with free access to the technical manuals for the US, French and Dutch versions.

Your logistical circumstances will most influence the process you implement. Factors such as: what's the reason/purpose for selecting the Golden assessment. Does an in-person or online delivery make sense? How many sessions?, One-on-one, in a group or blended contacts? Should you break up the report into segmented pieces? What's your clients capacity for understanding the report contents? The Golden is very versatile and can accommodate different logistical demands. You. can: deliver the full report in one session or break up the report content over multiple sessions; conduct online or in person - or both. Group training can be fun for you and your clients and very impactful? One on-one interpretation can target specific needs.

The P2P report is a supplemental report available to administrators whose clients have completed the individual assessment. The report is designed to extend and enhance the self understanding and improving relationships with other important relationships between two people, such as Boss/Subordinate, Spouses, or two Work Colleagues. Reports identify in an easy to follow format the most significant similarities and differences at a facet scale level, comparison of profiles, temperaments and stress descriptions. Administrators purchase P2P credits to generate the reports and identify content criteria inherent in the report.

The Golden Personality Profiler Team Report is a tool administrators, team leaders and team members use to extend the knowledge gained about oneself to others interacting as part of a team. The report can be developed with up to 30 team member names or as anonymous team members. Leaders can be identified or not. Explore Global Scale and Team Profiles Descriptions, as well as Facet Scale comparisons. Administrators can use the report to prepare for group programs and meetings.

Five Factor assessments of personality have a different focus and rely on a unipolar normative scale design and labeling.  One word that best captures the overall construct is selected and then that characteristic is described as low or high (for example Conscientiousness - low order/high order.  Generally, the low ended label of the facet describes a negative characteristic (an absence of the quality) and the high label describes a positive characteristic ( an abundance of the quality).  Whereas, the Golden uses a Jungian dichotomy with two positively described labeled ends of both poles.  Selecting the labels in the way the Golden does requires a more effort and finesse than the Neo and typical Five Factor model way, but the end result is a more effective and developmental means of measuring and interpreting the results.

Credits are used to generate reports. The more you purchase the lower the cost. Credits are only deducted when a report is downloaded. Credits do not expire.

Administering the Golden Personality Profiler to other people requires minimum education and/or experience credentials. For example, a bachelors or graduate degree in certain related fields, like psychology, social work, education, counseling, or business. In some cases other professional and experience can be accepted.

Yes, GoldenProfiler.com provides qualified administrators access to free resources, such as guidebooks, handouts, and technical manuals. These valuable resources provide necessary insight needed to understand and interpret the reports.

The simple answer is "Yes". Individual response data and raw score data is vital to our organizations credibility, integrity and survival of our enterprise and reputation. Nothing is more important to us. The more detailed answer is that, Golden LLC the owner of GoldenProfiler.com and the Golden Personality Profiler is voluntarily compliant with ISO and GDPR data privacy and protection requirements. The specific GDPR plans are provided as a Resource document for Account Administrators. The report will be updated from time to time. Personal Data Privacy: 1) Raw response data is stored under the Administrative Account of qualified professional managing the assessment process and by Golden LLC in the general database of responses received. 2) Raw response data is used to calculate personality scale scores, however that scale score data is not stored in the database, but calculated when generated upon demand by the account administrator. 3) Account Administrators can delete raw score data from their account at any time. Golden LLC maintains that raw score data stripped of the respondents name or email address for use in future validation and efficacy research. 4) Account Administrators must read and agree to GoldenProfiler.com's privacy standards as part of the registration/application process. 5) Administrators must meet industry standards for education and experience necessary for and establishing the professional qualification required to administer personality assessments. These standards generally require an understanding of the ethics of provacy and confidentiality related to personality assessments. 6) Account Administrators may elect to share aspects of an individual respondent's personality results with members of the respondents group, family or extended relationships provided the information is shared under the professional ethics of their profession. 7) Assessment respondents are informed of Golden LLC's data privacy policies, upon completion of the assessment. 8) Golden LLC does not maintain any credit card information.

The description summary below describes the terms in the GoldenProfiler.com Online Assessment and Administration Platform Use Agreement. USE AGREEMENT - Golden grants non-transferable and non-exclusive access to the Online Assessment and Administration Platform upon registration. TERM: - The agreement's duration starts with the issuance of a Login ID and continues until termination by either party. CREDIT CARD PAYMENTS: - Purchase of assessment credits is subject to acceptance by Golden. - Charges are payable at the time of purchase or within 30 days of the invoice. - Unused credits do not expire, and refunds are subject to conditions. PROPER USE OF ASSESSMENTS: - Administrators agree to use assessments within their professional competence and in line with intended use. - Use for pre-employment screening is not authorized. PROTECTION OF ASSESSMENT PRODUCTS: - Assessments, reports, and delivery mechanisms are proprietary property. - Administrators agree to maintain confidentiality and not share products without authorization. PERSONAL DATA AND DATA PROCESSING: - Golden processes personal data in accordance with its Privacy Notice. - Administrators appoint Golden to process personal data for assessment availability. -Compliance with data protection laws is emphasized. WARRANTY: -Golden warrants that products and the online platform will not infringe upon existing patents, copyrights, or trademarks. TERMINATION: - Either party can terminate the agreement for breach, with specific provisions for breaches related to Golden's rights. LIABILITY: - Golden's liability for loss or damage is limited to charges paid for the products. - No liability for third-party claims, lost business or profits, indirect, special, or consequential damages. GENERAL: -The agreement is governed by the laws of Florida and the United States. - Disputes will be brought before competent U.S. courts. - It constitutes the complete agreement between Golden and administrators. Please note that this is a summary, and for the detailed terms, it is advisable to refer to the actual agreement.

The following is a Summary of the GoldenProfiler.com Privacy Statement agreed to by Account Administrators: The Privacy Statement outlines Golden LLC's commitment to privacy and details the collection, protection, use, and sharing of personal information through their site. Key points include: COLLECTION AND USE OF INFORMATON: - Collected for online products, services, support, and addressing inquiries. - Application and System Logs, Web Analytics, and Cookies are used for site health, improvement, and security. COOKIES AND RELATED TECHNOLOGIES: - The site uses cookies and similar technologies, but disabling them may affect functionality. Security: - Golden LLC employs physical, administrative, and technical security measures to safeguard personal information. CHILDREN AND ADULTS: - The site is not directed at children. - Marketing communications may be sent to adults with consent, following legal obligations. SALE OF PERSONAL INFORMATION - Golden LLC does not rent or sell personal information for payment. SHARING AND DISCLOSURE: - Personal information may be disclosed as required by law, with consent, for security, or in business transactions. - Golden LLC does not provide personal information to third-party ad networks within the site. REQUESTS AND CONTRACT: - Users can contact Golden LLC for privacy-related requests or questions. CHANGES TO PRIVACY STATEMENT: - The Privacy Statement may be revised, with updates highlighted and material changes noticed conspicuously. - Continued use of the site after a revision indicates acceptance. For specific details, users may contact GoldenLLC to request and actual copy of the complete Privacy Statement.

There is no single global standard for access to personality testing. The standards for access to personality testing can vary widely across different countries and regions. However, below a general overview of key considerations and factors that may influence access to personality testing globally: Professional Guidelines and Standards: Various professional organizations, such as the American Psychological Association (APA) and the British Psychological Society (BPS), have established guidelines for the ethical use of psychological assessments, including personality tests. These guidelines emphasize the importance of qualified professionals administering and interpreting personality tests and ensuring that individuals undergoing testing are provided with informed consent and feedback. Regulation and Licensing: Some countries have regulatory bodies or licensing boards that oversee the practice of psychology and the use of psychological assessments. Professionals may be required to obtain licenses or certifications to administer certain types of personality tests. Licensing requirements can vary significantly between countries. Educational and Training Requirements: Access to personality testing may be influenced by an individual's educational background and training in psychology or a related field. Completing specific training programs or courses in psychological assessment may be a prerequisite for professionals to use personality tests. Cultural Sensitivity and Diversity: Considerations of cultural sensitivity and diversity play a crucial role in access to personality testing. Test developers and users are encouraged to ensure that assessments are culturally appropriate and do not discriminate against specific groups. Online Platforms and Accessibility. The advent of digital platforms has made many personality tests accessible online. However, concerns about the ethical use of online assessments, data privacy, and the potential for misuse have also emerged. Research and Validation: Standards for access may involve the requirement for personality tests to undergo rigorous research and validation processes to ensure their reliability and validity across different populations. Ethical Considerations: Ethical considerations, such as obtaining informed consent, ensuring confidentiality, and providing feedback to individuals, are fundamental to standards for access to personality testing. It's essential to note that developments in the field of psychology, changes in regulations, and the emergence of new technologies may impact the standards for access to personality testing. For the most up-to-date and specific information, individuals and professionals should refer to the guidelines provided by relevant national or regional psychological associations and regulatory bodies. Additionally, any changes or developments in this field after 2022 would not be included in this answer.

Yes, Golden LLC charges VAT for online purchases made by customers on GoldenProfiler.com. VAT will be added to the amount charged for the report credits purchased. Customers exempt from VAT will not be charged provided their exempt VAT # is provided to Golden LLC at the time of account registration either manually or as part of the registration process.

Yes, unlimited sub-administrators to an account can be assigned. This feature is designed for companies or organizations who have staff members or employees who need to access the account, invite clients to take the GPP, download, create, purchase or manage reports. The primary Administrator/Account Holder can set the rights and authorizations as they deem necessary or required. Find this feature and settings under the Account Details panel of your dashboard.

Golden LLC Announces Launch of GoldenProfiler.com Coral Gables, Florida – [01/30/2024] Golden LLC, headquartered in Coral Gables, Florida, announces the launch of its revolutionary new online administration platform, GoldenProfiler.com, meticulously developed over the past two years, is set to provide existing administrators with access to the Golden Personality Profiler in the European, British, and APAC markets. Dr. John Golden, President and author of the Golden Personality Profiler, expressed his enthusiasm for the new platform, stating, "Golden LLC and the Golden family have been innovators in the personality assessment industry for more than 80 years. Our commitment to online test administration since the late 1990s positions GoldenProfiler.com as a game-changer in the global market." GoldenProfiler.com has been designed to streamline the administering and reporting of the Golden Personality Profiler in multiple languages, including French, Dutch, Spanish, British, and American English. Dr. Golden emphasized the user-friendly and cost-effective nature of the platform for counselors, coaches, educators, and talent management professionals. Existing Pearson TalentLens customers can easily register for a new account in as few as five minutes, with Golden LLC providing transfer credits to facilitate a smooth transition to the innovative platform. "Our platforms are shaped by direct feedback from our customers and their clients," said Dr. Golden. "Listening to customers is key to innovation, and our commitment is to always be at the leading edge of the rapidly evolving assessment testing industry. GoldenProfiler.com is not only a testament to our dedication but also a platform open to other authors with great ideas, providing a global market presence for their products." Golden LLC plans to continually enhance the platform by adding other multi-language assessments, whether administered, developed, or planned for development, by Golden LLC or other authors, over the next decade. The company envisions GoldenProfiler.com as a catalyst for bringing diverse and innovative assessments to the forefront of the global market. For further information, please contact: Dr. John P Golden President [email protected] About Golden LLC: Golden LLC, based in Coral Gables, Florida, is a pioneering force in the personality assessment industry for over 70 years. The company is committed to advancing assessment tools through innovation and technology, with GoldenProfiler.com being the latest manifestation of this commitment.

There is no single global standard for access to personality testing. The standards for access to personality testing can vary widely across different countries and regions. However, below a general overview of key considerations and factors that may influence access to personality testing globally: Professional Guidelines and Standards: Professional organizations, such as the American Psychological Association (APA) and the British Psychological Society (BPS), have established guidelines for the ethical use of psychological assessments, including personality tests. These guidelines emphasize the importance of qualified professionals administering and interpreting personality tests and ensuring that individuals undergoing testing are provided with informed consent and feedback. REGULATION and LICENSING: Some countries have regulatory bodies or licensing boards that oversee the practice of psychology and the use of psychological assessments. Professionals may be required to obtain licenses or certifications to administer certain types of personality tests. Licensing requirements can vary significantly between countries. EDUCATION and TRAINING: Access to personality testing may be influenced by an individual's educational background and training in psychology or a related field. Completing specific training programs or courses in psychological assessment may be a prerequisite for professionals to use personality tests. CULTURAL SENSITIVITY and DIVERSITY: Considerations of cultural sensitivity and diversity play a crucial role in access to personality testing. Test developers and users are encouraged to ensure that assessments are culturally appropriate and do not discriminate against specific groups. ONLINE PLATFORMS and ACCCESSIBILITY. The advent of digital platforms has made many personality tests accessible online. However, concerns about the ethical use of online assessments, data privacy, and the potential for misuse have also emerged. RESEARCH and VALIDATION: Standards for access may involve the requirement for personality tests to undergo rigorous research and validation processes to ensure their reliability and validity across different populations. ETHICAL CONSIDERATIONS. Such as obtaining informed consent, ensuring confidentiality, and providing feedback to individuals, are fundamental to standards for access to personality testing. It's essential to note that developments in the field of psychology, changes in regulations, and the emergence of new technologies may impact the standards for access to personality testing. For the most up-to-date and specific information, individuals and professionals should refer to the guidelines provided by relevant national or regional psychological associations and regulatory bodies. Additionally, any changes or developments in this field after 2022 would not be included in this answer.

Anyone who seeks to use the Golden in a professional capacity with their clients, students, and employees. Typical administrators are Counsellors, HR Talent Managers, Trainers, Coaches, Educators, Social Workers, Clergy, Managers, and Business Owners.

No, you don't need to complete the course again. The best way to make sure you don't need it is to register for an account. If your education and qualifications meet set standards, then you don't need to complet any training. If at any time you desire to expand or refresh your knowledge, completing a "Bridge" training my be the right step to take. Some administrators elect to take a training course anyway. Some do it for the structured learning built into the process, others want the "Certifide" or "Qualified" status to add to their personal branding credentials.

No, there is no test required at the completion of any GoldenProfiler.com training program. The training course offered by Golden LLC/GoldenProfiler.com is designed as a blended learning experience including personally taking the assessment yourself, giving the GPP to others, interpreting the reports, attending one-on-one and group distant learning sessions designed to give you the knowledge, skill and confidence needed to administer and interpret the GPP. Following adult learning principles, knowledge testing is antithetical to mastery of the tool.

The length of the course is unique to each student depending on their specific needs and background,. Administrators with little to no education and experience in the use of psychological tests will spend a minimum of 16 hours completing structured assignments. Outside of the course itself, there is additional recommended reading that they may voluntarily want to engage in. Administrators with more education and experience can expect to spend 8 hours working through the training sessions.

The blended course is structured with self-study, in-person and group ZOOM sessions. Training includes; completing the GPP, having 3-4 other people complete the GPP, individual sessions are scheduled with a GPP faculty member, and group Zoom Sessions are scheduled on to fit the needs of registered participants.