About the Judgement Index

The Judgement Index is the world’s original and best values based assessment tool and has no equal when it comes to identifying and developing the right people. Established in the 1970’s from decades of research by Nobel Prize nominee Dr Robert S Hartman, the Judgement Index has been integrated into forward thinking organisations long before “values” became a buzzword.

It is one of the most highly mathematical, scientific and logically-based assessment instruments ever created, and no other values based assessment comes close to it in terms of depth and sophistication. It empowers you to measure the value system and the judgement capacity and capability of an individual – and it does so with unswerving accuracy.

The Judgement Index is not a personality assessment

People can have pleasing and engaging personalities. They may even have the skill sets, experience, and knowledge your organisation requires. Studies have shown that people are more likely to hire someone they feel is “like them” and we often hear people say they recruit on “gut instinct”

However, if the candidate does not possess good judgement – the determining factor in how every other talent and capability they offer is utilised – then successful outcomes are often not realised.

Personality assessments often categorise people into one of sixteen personality types. In fact, someone who is a CEO and a particular personality type will no doubt find others with the same type serving life in prison. The differentiator between these people, one in prison and one regarded as a success is their judgement. Personality simple is not a good predictor of success – good judgement is.

How the Judgement Index works

“Generally speaking most assessment tools consist of a list of adjectives from which respondents select words that are most/least like them, and are designed to measure “style,” or tendencies and preferences. While they can seem highly insightful — not to mention being widely available and inexpensive — they have some severe shortcomings when used in high stakes applications such as hiring. For one, they tend to be highly transparent, enabling a test taker to manipulate the results in a way that they feel will be viewed favourably by the administrator.” Whitney Martin, HBR Blog Network, August 2014

The Judgement Index is a simple, online assessment and whilst it is not timed, it takes on average around 20 minutes to complete. The participant is twice required to drag and drop 18 abstract phrases into a sequence and order that feels right for them. Because of the abstract nature of the phrases, the assessment forces the participant to reflect and sieve through their own value systems before deciding on an order, which is why it is not possible to predict a desired order and sequence – or outcome.

There are over 12 trillion possible outcomes from the Judgement Index and the results are shown in over 60 different indicators, looking at the participants work and self (personal) side, their internal, external and big picture values, along with their balance of values, and depending on the needs of the organisation we can strip those indicators down to the essential, or provide full written narratives & development workshops as required.


The Judgement Index is affiliated with the following:

  • CPD (Continuing Professional Development) – accredited
  • HELP (Hostile Environment Liability Protection) – recognised expert
  • ILM (Institute of Leadership & Management) – accredited training centre
  • ICF (International Coach Federation) – approved
  • ECITB (Engineering Construction Industry Training Board) – approved & recommended
  • NCCER (National Centre for Construction Education & Research) – approved
  • EEOC (Equal Employment Opportunity Commission) – accredited

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