Products and Services

PLM was founded on an innovation that expanded upon the DISC four-factor assessment method (such simple methods we refer to as (A)-level methods) to allow for further analysis of eight additional sub-factors. This new, significant development became known as the ADVANCED ANALYSIS (B). Over the next 15 years, PLM developed and introduced a revolutionary new assessment system. This next generation method is the ADVANCED ANALYSIS (C).


The (C) offers you the comprehensiveness, accuracy and reliability otherwise only available through a skilled assessment psychologist—it’s the most powerful and sophisticated assessment method in the marketplace. It assesses the “whole person” and is remarkably effective for hiring, coaching, counseling, managing, promoting and succession planning.

We recommend it be used wherever possible to help you make the best “people decisions.”


The (B) is a shorter, less comprehensive analysis than the (C), but by adding another layer and eight additional sub-factors, it offers significantly more comprehensiveness and accuracy than traditional 4 or 5-factor (A)-level methods. If time and budget constraints limit your options, the (B) is a great alternative.

The Position Analysis

By drawing on the depth and breadth of the ADVANCED ANALYSIS sophisticated interpretive engine, PLM’s Position Analysis gives you a powerful tool to assess both the person and the role.

The Position Analysis first helps you to understand and define the attributes that contribute to the success of top performers in a given role within your unique culture. It then gives you the ability to compare candidates to a benchmark set of qualities you establish.

If you’re serious about finding the “right fit”, the Position Analysis can take you to a whole new level.

The benchmark set of qualities or “Ideal” can be established in a couple of ways:

        • A manager or group of executives /hiring managers familiar with the role completes a questionnaire identifying attributes and other qualities they believe contribute to success in the given role.
        • You choose a number of good performers already in the role, and have each of them complete the (C). The more people included in the process, the more statistically sound the results will be.


Once the ‘Ideal’ is established, each (C) assessment for a related role will automatically compare the candidate to the “Ideal” relative to some 30 indices.


“We have been using PLM ADVANCED ANALYSIS for over four years. It has proven to be an invaluable tool in selecting candidates. Its accuracy is phenomenal!”
Jennifer Grams, Adams Rite Manufacturing Co
“Over the years, you have saved this company hundreds of thousands of dollars, particularly when it comes to hiring talented salespeople.”
Paul Gordon, J.B. Hanauer & Company
“The Analysis has been a great asset in helping us evaluate candidates applying for development and other university advancement positions.”
Joseph G. Sandman, Ph. D., Seton Hall University,
“The accuracy of the PLM Advanced Analysis is uncanny. Having processed over 1500, I can honestly say that there has not been one which I have taken exception with.”
Victor Apa, Victor Apa & Associates
“We are consistently amazed at the results it produces. Very often the results confirm what was learned during the interview process.”
George Heisel, Metro Ambulence & Home Care Service
“The findings were astounding. In a very short period… an incredibly in-depth profile was established.”
M.T.A.C.L. Job Placement Center
“I commend this method to you and also strongly endorse the analytical skills of Peter McQuaig whose even-handed and fair descriptions have “showed the light” to many in our business..”
Michael Watt, Dir. of Marketing, MDI
“Even the most unbelieving members of our management team have come to respect and acknowledge the accuracy and validity of the ADVANCED ANALYSIS. We’re impressed!”
Sandy Lindeman, Independent Printing
“The ultimate throttle on growth for

any great company is not markets or

technology or competition or


It is the one thing above others;

the ability to get and keep enough

of the right people.”
Jim Collins, “Good to Great”