The world is in need of Rolling Out the Culture of Integrity (representing the motto upon which our organisation was established more than 50 years ago) and to reap the benefits it offers. Over the years, longitudinal research, sound and dedicated experience have demonstrated that Integrity, as a single concept, is probably the most significant ‘force’/reason for ongoing growth from a human perspective across all countries, nations and cultures. Similar to love, it knows no boundaries.

Integrity established itself as a proven principle and led to the slogan by Dr Louis Fick of INTEG, “Integrity Differentiates” – i.e., always better; it is not a dream, but a reality. This is something he and his experienced team are still involved in, albeit in a much wider international, but at the same time, detailed and defined way. This is where the name of Integrity International came from. It represents the nesting place giving birth to the name INTEGRITY INTERNATIONAL.

Considering the complexity and sensitivity of the Integrity concept, a specialized process was used in developing instruments to assess it in its full perspective. It was determined over time that an arsenal of seven dedicated instruments was required to effectively assess Integrity at different (organisational) levels and from different dimensional angles. A distinctive feature of our Integrity measuring instruments is that they are exclusively used to assess Integrity.

1. The flagship is the IP200 (Integrity Profile-200) and if the intention is to assess Integrity in all its facets for the purpose of (clinical) diagnoses, counselling and/or development in a work environment or to base decisions for senior staff on, the choice will naturally be to use this instrument.
2. The IMI (Integrity Measuring Instrument) is a highly structured and standardised instrument that is easy to use and interpret, but it is, nevertheless, covering the integrity domain well with the ten-dimensional scales it has to offer its user, in half the time of the flagship, but of course not providing as much detail.
3. Using the BIP (Basic Integrity Profile) would be the natural choice if it were necessary to evaluate a large number of people, at the lower organizational level in a relatively short amount of time, such as when creating a shortlist of contenders for a particular post.
4.  The GIP (General Integrity Profile) is the only instrument that is devised to measure and serve people without work experience – typically people coming directly from  school, college, university, etc. It is the integrity instrument of choice to measure candidates for selection, for example, entering leadership programs. It is more of a clinically orientated instrument which enables the user thereof to predict a person’s work success after training.
5. The OCB (Organizational Citizenship Behaviour) is a ‘positively-orientated’ assessment instrument in the sense that it assesses the test-takers disposition to helping/assisting others and to serve the best interest of the organization by demonstrating a willingness ‘to walk the extra mile’ in assisting co-workers when in personal need as well as developing their skills and further their careers, as well as serving the organization even if it is not officially required of them to do so, without expecting something in return.
6. The CWB (Counterproductive Work Behaviour) is more of a ‘negatively orientated’ instrument in the sense that it assesses the tendency on the part of the candidate to demonstrate (or succumbs to) behaviour that is (or maybe) to the detriment of the organisation he/she belongs to or even his/her co-workers.
   The above two tests can also be used in a survey-format regarding present staff or they can be used as screening tools in the case of the selection process.
7. The seventh ‘test’ (i.e., Culteg: Integrity Profiles: Culture of Integrity) forms part of a structured development process in Rolling Out the Culture of Integrity in an organization, by determining where the shortcomings of the need for integrity in the candidate lies and, in concluding (after the needed training), how successful the training was in addressing the said shortcomings.

Along with the above dedicated integrity tests, INTEG offers the two psychometric tests which specialise in the classic domains of COGNITION (COPAS - Cognitive & Potential Assessment) and PERSONALITY (PAW - Personality At Work) as well as the following specifically career-orientated assessments, in which integrity plays an important dimensional role: