The BIP was specifically developed from the very comprehensive IP200 for the purpose of having a condensed instrument available to 'shortlist' people regarding Integrity in the World of Work. It consists of only 35 test-items and generates 18-scales of which 13 are of the First Order (representing the primary areas within the field of Integrity) and five of the Second Order (representing the weighted composite areas embodying the primary areas it consists of). The BIP takes about 10 to 15 minutes to complete and is especially useful for shortlisting purposes, as was mentioned above, but because the INTEG-TESTS were developed on the same model and programme and ‘talk’ to each other, much more detail, critical and related information can be deducted from these limited areas assessed in this condensed instrument through the highly sophisticated computer-programme/software.

Measuring Areas – Scales

1. Honesty
2. Reliability and Dependability
3. Worth Ethic
4. Orientation to Corporate Environment & Authority/Management
5. Behavioural Disposition
6. Verifiable Factors
7. Monitor, Lie Detector, Consistency & Exaggeration
8. The Verifiable Factor consists of and the two Summarized Scales, i.e., Integrated Integrity Rating & Adapted Integrity Rating

Purpose: Abbreviated Integrity Measure in the World of Work.

1. Short & Simple
2. Selection
3. Promoting Integrity
4. Investigation
5. Shortlisting

Reliability: Ranging from 0.79 to 0.83 (Significant)

Validity: Ranging from 0.39 to 0.61 (Significant)

Fairness: No significant difference were found via the ‘Normal Process’ regarding four critical factors, i.e., age, gender, ethnicity and language at the 0.01 level.

Readability & Ease of Comprehension: “A maximum of sixth grade on the Fry Readability Graphs was adhered to”. There is no time-restriction applicable to the completion of the BIP and a trained administrator is always available to answer questions of the testee regarding the meaning of words and sentences.

The seven ‘Readability Action (described earlier in the paper) were/are applied on the BIP.

The BIP can be used at grade 6 schooling level.

A Lie-Detector score of 5-sten (and lower) should be perceived as a knock-out score.

Considering the fact that the BIP is mainly used as a shortlisting tool, it can be administered and interpreted (as such) by a competent HR-official.

It is suggested that the BIP-results be used during the structured interview to utilise the information gathered by the ‘Verifiable Factors’ in full.

It is advisable to adhere to a ‘4’-sten (and above) on the ‘Adapted Integrity Rating’ scale for shortlisting purposes.