1. Mass Customization-Based, "Lowest" Cost, Pre-Employment Assessment System for Entry Level, Front Line Jobs through Lower Level Management Positions HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.comtference@hrmdco.com Website: www.hrmdco.comwww.hrmdco.com

2. Lowest Cost Assessment System For Entry-Level, Front-Line Jobs Assessment systems for entry level, professional or supervisory jobs are usually more expensive than need be due to high overhead costs of brand name HR I/O firms Vendor Principals of this firm are industry leading I/O psychologists with vast F100, 500,1000 + mid-sized employer experiences Provide high quality service & flexibility that includes: ~Components: variety of tests, interviews, simulations ~Administration methods: paper-and-pencil, web-based ~Reports: “Scores & Interpretations”, “Suggested Interview Questions” as standard or, reports customized to client needs Tests & interviews focus on: Job Performance, Absenteeism, Turnover & Training effectiveness / reduced training time Per-head or annual licensing fees @ 50% to 70% below market -

3. Perspectives of This Assessment The key to an engaged and effective workforce is to successfully identify those candidates that fit with both the organization and job ~Candidates whose personality profile aligns with the organization and job ~Candidates who have the necessary knowledge, skills, abilities, and aptitudes to perform the job ~Candidates whose attitudes, beliefs, and interests align with the organization’s mission and values By assessing candidates’ fit with the organization, outcomes to be realized include: ~Improving job performance ~Improving training effectiveness ~Reducing absenteeism ~Reducing turnover ~Reducing training Personality Workforce Aptitudes Attitudes, Beliefs, & Interests

4. Possible Traits Tested For- Depending on Industry Workplace Aptitudes Personality Attitudes & Beliefs -The testing system contains three main clusters of items focused on traits that lead to success on entry-level jobs -Different combinations of these traits allow targeted tests to be produced for specific jobs and different industry groups Work Focus Personal Presence Connection to Others Social Presence Honesty / Integrity -Reasoning -Basic Math -Detail Orientation -Mechanical Aptitude -Attendance -Business Attitudes -Theft -Substance Abuse

5. Candidate Reports Candidate Summary Reports provide graphic and textual summaries of candidate performance, including: A graphic profile of scores (represented on a 1-9 “stanine” scale) Textual descriptions that provide brief interpretations of the scores attained by the candidate Interviewer Reports provide a summary of overall strengths and weaknesses as identified by the test, and suggest one or more interview questions that might be useful in evaluating the strengths/weaknesses of the candidate on each dimension Dimension and DefinitionScore Fairness and Respect: Recognizes the value of fairness and that treating others "fairly" does not always mean "equally" (individual circumstances need to be taken into account). Acts with integrity and keeps own word. Respects and values the ideas and opinions of others. 8 Interpretation: Expresses strong belief in the importance of treating others (students and adults) fairly and with integrity. Respects differences among people, and values the opinions and ideas of others. Tries to make each student feel special in his or her own way.

6. Sample Demonstrated Impact - Productivity & Quality The proportion of distribution center employees with outstanding productivity and quality was nearly three and a half times higher among high test scorers versus low scorers; the proportion with weak/poor productivity and quality was more than 60% lower among high scorers

7. Sample Demonstrated Impact – Attendance 7 The proportion of manufacturing employees with outstanding attendance was more than seven times higher among high test scorers versus low scorers; the proportion with poor attendance was 85% lower among high scorers

8. Next Steps This product/service is contained in the HR Specialty Products & Services Catalogue™ Operational level details about this particular service provider can be obtained in conference with the vendor The HR Mining &Distribution Co. is an independent and contracted representative of the vendor Upon your request, we will arrange for an introduction that can range from a simple, quick conference call to a services overview / system demo Tom Ference 219-662-0201 (Chicagoland area) or tference@hrmdco.com Thank you for your potential interest in this fresh thinking