The Employment Equity Act [Act No.55 0f 1998] Explicitly states:

Psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used- 

(a) has been scientifically shown to be valid and reliable;

(b) can be applied fairly to all employees;

(c) is not biased against any employee or group.

Using overseas tests could be an unfair Labour practice 

The star, 29 September 1999, on a finding of prof Fatima Abrams, Dean of the Faculty of Economics and Management Science, University of the Western Cape.

Prof Abrams’ findings

The 16 PF, including its SA adaptation by the HSRC, shows bias against black student groups. The nature of above findings should sound a clear warning against the use of such [ UK -and US-based] tests. An urgent call for the development from scratch of South African tests. 

More about JP Expert, Pib Speex, and JPAMI 360º

What makes JP Expert, Pib Speex, and JPAMI 360º different?

  • They have all been developed in South Africa
  • They are all fully computerised
  • All of them operate from the basis of our unique state-of-the-art Situation-Specific Technology

Situation Specific Technology (SST) facilitates:

The tailor-making for the particular job or role for purpose of selection and placement in the workplace of: 

(a) assessment and performance auditing tools (Pib Speex); and 

(b) questions for interviewing of candidates.

Creates norms (Pib Speex) and performance or competence standards applicable to the particular environment or situation, job or role, thereby ensuring high predictive validities and more precise fingerprint-matching between prospective candidates and the requirement of particular situation or job. 

Situation Specific Technology ensures compliance with the most basic global requirements for just and fair evaluation of workers as this relates to present South African labour legislation. 

The USA court found as follows in Grigg vs Duke Power Co (401 US424, 1971):

What Congress has commanded is that any tests used must measure the person for the job and not the person in abstract. 

Our present Labour Relations Act implies the following for assessment: The reasonable employer assesses workers and prospective workers in terms of job-related competencies only.

The above, in fact, in no uncertain terms points directly to the requirement to comply with the principles of situation specific assessment and skills or competence auditing. In ordinary terms it simply implies that every job or role should be judged in terms of the unique demands it makes on human potential, on the one hand, and competence, on the other.

Helena Kriel, Research Counsellor, Department of Student Counselling, Bureau for Academic Support, Pretoria Technikon, sates as follows at a conference held on 6 June 1999 with reference to Pib Speex:

It can be concluded that the current Situation Specific potential assessment policy followed by adheres to legal and professional guidelines set for psychometric evaluation. Using Pib Speex for the selection process at the Pretoria Technikon resulted in an increase in the pass rate of students, for example: 


Journalism                         22%

Marketing                              25%

Analytical Chemistry          26%

Biomedical Technology     18%

Veterinary Technology     36%

Therefore, don’t compound the problem by:

  • Using adopted or adapted assessment or performance auditing tools not designed for our political or employment climate;
  • Using antique ways of generalised standardisation and benchmarking and thus exposing yourself of accusations of an fair Labour practice;
  • Relying on diversity unfriendly assessment tools.

The odds are simple not favour of such an approach.

Pib Speex (Prospective Psyhoclogical Assessment of Potential), provided the perfect solution: Situation-Specific Assessments as demanded by present labour legislation. 

JP Expert & Pib Speex equips you with the blueprint for effective competency-based, situation-specific assessments of workers for purposes of:

  • Recruitment and Selection
  • Training and Development
  • Affirmative Action
  • Succession Planning
  • Career Planning
  • Organisational Development