The WOT provides us with a corporate perception of the role played by Integrity, Personality, Behaviour and Competency in assessing the probability of the candidate to perform his job as well as, or even better, from a home-based situation.

The WOT presents a Questionnaire consisting of 134 test-items. A One-Pager Summarized Report as well as an Extended Defined Report, a Manual and a Progressive Norm Table are available to assist the user to identify which of their candidates should most probably be capable in performing their tasks effectively from home.

Although the test has no formal time restriction, it should normally be completed in approximately 30 minutes
Measuring Areas:
  • Composite Integrity – the CIAS-Model.
  • Integrity – Classic Historically Proven Properties.
  • Work Ethic – Workplace Integrity : Related Properties.
  • Personality – Typical Dispositional & Trait Forces at play in work.
  • Behaviour – Typical Developed Behavioural Guiding Factors in Work. 
  • Competency – Capability, Expertise and Know-how. 
  • Monitor – Degree of accuracy in completing the test.


To determine the probability of the candidate to perform the (his/her) job as well/effectively, or even better, from another workplace (e.g., home) than the traditional office or work environment /situation or identifying the shortcoming to be developed or does the candidate represents a ‘knockout’ category.


Reliability: 0.92 – total score.

Validity: Ranging from 0.52 to 0.67 (Significant).

Fairness (Norming Process): “Although the Standard Error of the Main and the Standard Error of Measurement were both calculated in all four variances of the above demographics, no significant results were obtained” and “The T-test to establish whether significant statistical differences exist, render ‘no significant differences’ at the lowest level – i.e. 0.001”.

Readability & Ease of Comprehension: A scholastic Grade 10-level was used as the language complexity/difficulty level during the development phase of the WOT, but continued attention is given in terms of statistical analysis, the use of language experts, as well as gathering and implementing ‘post-mortem’ information on tests used in practice – especially when tests are applied for the first time to particular groups and under specific circumstances or conditions.


The WOT can be used at a Grade 10 schooling level.

Consider a score of below a 5-sten on the Lie-Detector scale as a knock-out score.

The WOT must be interpreted by a registered psychologist.



In contrast with the WOT, the WOC is not a psychometric test, but a survey that was developed in the format of a checklist to gather and provide the user with a more comprehensive and practical set of information (supplementary to the information gathered via the WOT) to determine the probability of the employee/candidate to effectively perform his job/function from home as well as involving the candidate in the process of smoothly conducting the changeover process from working in a corporate environment to a remote workplace (home) where he is to function permanently on his own in terms of the three important factors playing a role in such, namely the candidate’s typical job, his home facilities, the resident features related thereto as well as three additional developmental factors in terms of his formal academic/scholastic qualifications, his work experience and training as well as his corporate familiarity – the latter is honing in on the candidates exposure to the routine of work-life and knowing his organisation’s policy, mission, vision, culture, customs, internal administrative functioning, the divisions and the relevant people associated thereto – especially as it effects himself.

The WOC provides the user with well-structured and informative ‘tables’ to be used in the change-over process to working from home rather than from the corporate office


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