Predictive Index PI Cognitive Assessment — Questions and Answers

Question 1: In PI's framework, what does 'behavioral stretch' mean for a manager?

Requiring an employee to consistently act outside their natural behavioral tendencies (Correct answer)
Asking an employee to take on a more senior role
Setting aggressive performance targets for high achievers
Expanding a manager's span of control

Correct answer: Requiring an employee to consistently act outside their natural behavioral tendencies

Behavioral stretch occurs when a job or manager consistently requires behaviors that go against an employee's natural drives, which is draining over time.

Question 2: Which of the following best describes the 'Self' pattern in the PI Behavioral Assessment?

How a person naturally and authentically behaves (Correct answer)
The reference group average score
The gap between natural and adapted behavior
How a person believes others want them to behave

Correct answer: How a person naturally and authentically behaves

The 'Self' pattern reflects a person's natural, authentic behavioral drives free from external pressure.

Question 3: What is the BEST explanation for why PI uses a forced-choice word selection method rather than a rating scale to measure the four core factors?

Word selection captures linguistic intelligence in addition to behavioral tendencies
Forced-choice formats reduce social desirability bias by requiring trade-offs between equally positive options (Correct answer)
Rating scales are less statistically reliable than forced-choice formats for cognitive assessments
The forced-choice method allows the assessment to measure both self and self-concept simultaneously

Correct answer: Forced-choice formats reduce social desirability bias by requiring trade-offs between equally positive options

Forced-choice formats reduce the tendency to give socially desirable answers by forcing respondents to prioritize among words — revealing true behavioral preferences.

Question 4: Complete the series: Z, X, V, T, R, ___

N
Q
P (Correct answer)
O

Correct answer: P

Each letter skips one backward in the alphabet: Z, X, V, T, R, P.

Question 5: An employee's PI pattern shows a Self graph with low B (Extraversion) and high D (Formality). However, their Self-Concept graph shows a significantly higher B and a significantly lower D. What is the most likely interpretation of this discrepancy?

The employee's core personality is permanently shifting to be more outgoing and less formal.
The employee is highly engaged and finds the job's behavioral demands to be a perfect match for their skills.
The employee is naturally collaborative and is finding the role too isolating and rigid.
The employee feels pressure to be more socially engaging and flexible, which is contrary to their natural inclinations. (Correct answer)

Correct answer: The employee feels pressure to be more socially engaging and flexible, which is contrary to their natural inclinations.

The Self pattern represents an individual's natural, core behavioral drives, while the Self-Concept reflects how they believe they are expected to behave in their role. [3, 4] A Self-Concept with higher Extraversion (B) and lower Formality (D) than the Self indicates the person perceives a need to adapt by being more outgoing and less rule-bound, which consumes energy because it goes against their more reserved and precise nature. [3]

Question 6: A hiring manager sees a candidate with high Patience (Factor C). Which work environment would be the WORST fit?

Steady, process-oriented roles with predictable workflow
Fast-paced environments with frequent task-switching and rapid change (Correct answer)
Roles requiring deep specialization over long periods
Positions that emphasize consistency and follow-through

Correct answer: Fast-paced environments with frequent task-switching and rapid change

High Patience indicates a preference for stability and consistency, making high-change, fast-switching environments a poor natural fit.

Question 7: If X + Y = 10 and X − Y = 4, what is the value of X?

6
8
5
7 (Correct answer)

Correct answer: 7

Adding the equations: 2X = 14, so X = 7.

Question 8: According to PI, which factor most directly predicts on-the-job performance across all roles?

General cognitive ability (PI CA score) (Correct answer)
Dominance score
Formality score
Extraversion score

Correct answer: General cognitive ability (PI CA score)

Research consistently shows that general cognitive ability (measured by the PI Cognitive Assessment) is the strongest predictor of job performance across diverse roles.

Question 9: When interpreting a PI pattern for a sales leadership role, which factor combination would be considered the STRONGEST natural fit?

Low Dominance, High Patience, High Formality
High Dominance, High Extraversion, Low Patience (Correct answer)
Low Dominance, Low Extraversion, High Formality
High Patience, High Formality, Low Extraversion

Correct answer: High Dominance, High Extraversion, Low Patience

Sales leadership typically demands assertive goal pursuit (high A), social drive (high B), and urgency (low C) to push teams and close deals.

Question 10: If a PI pattern shows all four factors in the middle of the range (moderate scores), this is often interpreted as:

An invalid assessment due to random answering
A profile that is difficult to interpret and may warrant a follow-up conversation (Correct answer)
The candidate being the most versatile hire available
A Craftsman reference profile

Correct answer: A profile that is difficult to interpret and may warrant a follow-up conversation

Moderate scores on all factors can make behavioral tendencies less predictable and warrant conversation to understand how the person actually operates.

Question 11: MANEUVER is to USE as a STEER.To MANHANDLE is to .

Mustache
Gentlemanly
Shove (Correct answer)
Assist

Correct answer: Shove

MANEUVER is to STEER as SHOVE is to MANHANDLE. In this analogy, "maneuver" implies controlled and intentional action, similar to "steer." The opposite action to "manhandle" (which is rough and uncontrolled) among the given options is "shove."

Question 12: In PI's employee engagement model, what are the two primary dimensions measured?

Performance and productivity
Satisfaction and commitment (Correct answer)
Engagement and retention risk
Culture fit and job fit

Correct answer: Satisfaction and commitment

PI's EX Survey evaluates how engaged employees are and how likely they are to leave the organization.

Question 13: An organization uses PI to build a team report. The report reveals the team has no high-Dominance members. What risk should the manager address?

The team will likely struggle with interpersonal conflict and communication
The team will produce work with low accuracy and high error rates
The team may lack technical expertise in specialized domains
The team may lack internal drive to set bold goals or push back on poor decisions (Correct answer)

Correct answer: The team may lack internal drive to set bold goals or push back on poor decisions

Without high-A members, the team may avoid productive conflict, struggle to champion priorities, and lack urgency in pursuing stretch outcomes.

Question 14: In PI's framework, 'needs' are best described as:

Skills and competencies required to perform a job effectively
The cognitive demands of a given role based on complexity level
Compensatory preferences expressed during onboarding interviews
The environmental conditions or work experiences that allow a person to feel engaged and perform at their best (Correct answer)

Correct answer: The environmental conditions or work experiences that allow a person to feel engaged and perform at their best

In PI, needs are the flip side of drives — the work environment conditions (autonomy, structure, collaboration, pace) that satisfy a person's behavioral drives.

Question 15: According to PI, how should a manager give feedback to a high-Formality (Factor D) employee?

Verbally and spontaneously in real time
With specific data, clear structure, and written documentation (Correct answer)
Casually and conversationally without structured documentation
Only through group performance reviews in team meetings

Correct answer: With specific data, clear structure, and written documentation

High-Formality employees value precision, structure, and documentation, so feedback should be detailed, data-driven, and formally delivered.

Question 16: Which PI reference profile category is described as 'Analytical' profiles and is characterized by precision, skepticism, and a focus on data?

Analytical profiles (Correct answer)
Stabilizing profiles
Social profiles
Persistent profiles

Correct answer: Analytical profiles

Analytical profiles in PI include types like the Scholar and Craftsman, characterized by high formality, precision, and a data-driven, skeptical approach.

Question 17: How does a high Factor D (Formality) combined with low Factor A (Dominance) typically show up in workplace behavior?

Social connector who builds consensus through conversation
Aggressive enforcer of standards who challenges colleagues
Careful rule-follower who avoids conflict and defers to authority (Correct answer)
Spontaneous and creative thinker who ignores procedures

Correct answer: Careful rule-follower who avoids conflict and defers to authority

High D drives adherence to rules while low A removes the assertive drive, resulting in a compliant, non-confrontational detail-oriented worker.

Question 18: Which PI tool is specifically designed to help organizations reduce voluntary employee turnover?

PI Job Assessment
PI Employee Experience Survey (Correct answer)
PI Cognitive Assessment
PI Behavioral Assessment

Correct answer: PI Employee Experience Survey

The PI EX Survey identifies disengagement drivers that often predict voluntary turnover.

Question 19: When creating a PI Job Target, which four behavioral factors are used to define the ideal candidate profile?

Dominance, Extraversion, Patience, Formality (Correct answer)
Drive, Influence, Stability, Compliance
Leadership, Communication, Adaptability, Detail-Orientation
Conscientiousness, Agreeableness, Openness, Neuroticism

Correct answer: Dominance, Extraversion, Patience, Formality

PI Job Targets are built around the four PI Behavioral Assessment factors: Dominance (A), Extraversion (B), Patience (C), and Formality (D).

Question 20: What is the recommended time limit for completing the PI Cognitive Assessment?

60 minutes
12 minutes (Correct answer)
30 minutes
5 minutes

Correct answer: 12 minutes

The PI Cognitive Assessment has a strict 12-minute time limit, which is intentionally challenging to differentiate cognitive processing speed among candidates.

Question 21: When PI EX Survey results show high engagement but high retention risk, what is the most likely explanation?

Employees are unmotivated and planning to retire
Employees have strong job fit but weak manager relationships
Employees love their work but may leave for better opportunities or management issues (Correct answer)
The survey data is invalid and must be recollected

Correct answer: Employees love their work but may leave for better opportunities or management issues

Employees can be engaged with their work yet still consider leaving due to external offers or unresolved workplace concerns.

Question 22: The PI Cognitive Assessment measures which of the following?

General cognitive ability and capacity to learn (Correct answer)
Job-specific technical knowledge
Emotional intelligence and empathy
Leadership style preferences

Correct answer: General cognitive ability and capacity to learn

The PI Cognitive Assessment measures general cognitive ability—the capacity to learn, process information, and adapt—rather than specific knowledge or skills.

Question 23: In PI, the concept of 'behavioral adaptation' describes what phenomenon?

How PI factor scores change when an individual changes industries or job functions
The process by which teams collectively adapt their communication styles to match a leader's PI profile
How individuals change their core PI factor scores over time through professional development
The gap between one's natural behavioral drives and how one adjusts behavior to meet job demands (Correct answer)

Correct answer: The gap between one's natural behavioral drives and how one adjusts behavior to meet job demands

Behavioral adaptation in PI refers to the effort individuals expend when their natural drives differ from what the job requires — visible in the gap between the self and self-concept patterns.

Question 24: Yarns are sold by Dana by the pound. The price per pound is $5.20. With $78.00, how many pounds can you buy?

17
12.5
15 (Correct answer)
16.5

Correct answer: 15

To find out how many pounds Dana can buy with a budget of $78.00 at a cost of $5.20 per pound, you can use the formula: Number of pounds= Total budget Cost per pound Number of pounds= Cost per pound Total budget Substitute the values: Number of pounds= 78.00 5.20 Number of pounds= 5.20 78.00 Number of pounds= 15 Number of pounds=15 Therefore, with a budget of $78.00, Dana can buy 15 pounds of yarn. So, the correct option is 15.0.

Question 25: 5 x 4 x 6 x 0 =?

0 (Correct answer)
30
120
60

Correct answer: 0

When you multiply any number by zero, the result is always zero. Therefore, in the expression 5 x 4 x 6 x 0, the overall product is zero. 5 x 4 x 6 x 0 = 0

Question 26: A manager notices that a direct report's PI Synthesis pattern scores are noticeably higher in Dominance than their Self pattern. What is the most reasonable interpretation?

The employee is naturally very dominant but hides it
The employee is dissatisfied with their compensation
The assessment results are invalid and should be retaken
The employee perceives the job requires more assertiveness than feels natural to them (Correct answer)

Correct answer: The employee perceives the job requires more assertiveness than feels natural to them

When the Synthesis (perceived job demands) exceeds the Self (natural style) on Dominance, the employee is stretching to be more assertive than is natural.

Question 27: The PI Behavioral Assessment is based on which psychological theory of workplace behavior?

Myers-Briggs Type Indicator theory
Maslow's hierarchy of needs
Free-choice behavior theory (Correct answer)
Holland's RIASEC model

Correct answer: Free-choice behavior theory

The PI is rooted in free-choice behavior theory, observing which adjectives people naturally select to describe themselves and others.

Question 28: What does a high Dominance (A) score typically indicate about a candidate?

They require frequent reassurance and structured feedback
They are driven to assert ideas, take control, and influence outcomes (Correct answer)
They thrive in stable, predictable environments
They prefer to follow detailed procedures without deviation

Correct answer: They are driven to assert ideas, take control, and influence outcomes

High Dominance indicates a strong drive to exert influence, take charge of situations, and shape outcomes independently.

Question 29: Which PI factor most directly predicts a person's comfort with ambiguity, risk, and challenging the status quo?

Extraversion (Factor B)
Formality (Factor D)
Dominance (Factor A) (Correct answer)
Patience (Factor C)

Correct answer: Dominance (Factor A)

High Dominance drives individuals to challenge, compete, and push boundaries, making them more comfortable with risk and ambiguity.

Question 30: When comparing two PI patterns, one is described as 'wide' (factors are far from the midpoint) and the other as 'narrow' or 'situational' (factors are close to the midpoint). For a role requiring significant behavioral flexibility and adaptability to changing demands, which pattern is generally more suitable?

Neither, as pattern width has no correlation with flexibility.
The narrow pattern, as it suggests the individual can more easily adapt their behavior without strong needs pulling them in one direction. (Correct answer)
The wide pattern, because it indicates strong, predictable behaviors.
The wide pattern, because having access to behavioral extremes allows for more options.

Correct answer: The narrow pattern, as it suggests the individual can more easily adapt their behavior without strong needs pulling them in one direction.

A narrow pattern, where the factors are closer to the midpoint, is often called a 'situational' pattern. [13] It suggests that the person's behavioral drives are less intense and more balanced, allowing them to adapt more easily to various situations without feeling significant stress. A wide pattern indicates more specialized, less flexible behavioral needs. [13]

Question 31: In the Predictive Index methodology, what is the primary purpose of the Synthesis pattern?

To represent the individual's core, unchangeable drives.
To show the individual's ideal job environment.
To diagnose potential areas of workplace stress and burnout.
To provide a composite view of the most likely observable, day-to-day behaviors. (Correct answer)

Correct answer: To provide a composite view of the most likely observable, day-to-day behaviors.

The Synthesis graph is a calculated average of the Self and Self-Concept patterns. [10, 11] Its purpose is to represent the blend of a person's natural behaviors and their adaptations to their environment, thus predicting the behaviors most likely to be observed by others in their current role. [4, 10]

Question 32: What is a key limitation of using the PI Behavioral Assessment as the SOLE criterion for hiring decisions?

It cannot be taken online and requires in-person proctoring
Behavioral profiles alone do not assess skills, experience, or cognitive ability needed for job performance (Correct answer)
The assessment takes too long for candidates to complete
It is too expensive for small companies to administer

Correct answer: Behavioral profiles alone do not assess skills, experience, or cognitive ability needed for job performance

While PI provides valuable behavioral insights, it does not measure technical skills, job knowledge, or cognitive capacity, so using it alone would miss critical performance predictors.

Question 33: What is the recommended PI-based approach for resolving recurring conflict between two team members with opposing profiles?

Have HR arbitrate and document the conflict formally
Require both employees to take communication skills training
Share both employees' PI profiles with each other to build mutual understanding of their different drives (Correct answer)
Move one employee to a different team to eliminate friction

Correct answer: Share both employees' PI profiles with each other to build mutual understanding of their different drives

PI recommends using profile transparency to help conflicting team members see each other's behaviors as driven by natural tendencies rather than personal intent.

Question 34: A team member with high Patience (Factor C) is assigned to a project with a sudden, compressed two-week deadline requiring constant reprioritization. The BEST managerial approach is to:

Give them complete autonomy to manage the change however they prefer
Acknowledge the change, provide clear structure, and check in regularly to minimize disruption (Correct answer)
Reassign them to another project immediately
Increase their workload to force adaptation to the new pace

Correct answer: Acknowledge the change, provide clear structure, and check in regularly to minimize disruption

High-C individuals need support during rapid change — clear structure, empathy about the disruption, and consistent check-ins reduce adaptation stress.

Question 35: Which PI Reference Profile is best characterized by high Dominance, high Extraversion, low Patience, and low Formality?

Scholar
Maverick (Correct answer)
Craftsman
Controller

Correct answer: Maverick

The Maverick profile combines high drive and social boldness with low structure-seeking and low patience, making them entrepreneurial risk-takers.

Question 36: A team composed entirely of high-Extraversion, low-Formality members would most likely struggle with:

Communicating across departments informally
Engaging external stakeholders and customers
Generating creative ideas in brainstorming sessions
Building detailed, compliance-heavy documentation and processes (Correct answer)

Correct answer: Building detailed, compliance-heavy documentation and processes

High-B, low-D profiles favor energy and flexibility but typically resist the structured, detail-heavy work required for rigorous documentation.

Question 37: How does PI's Team Discovery tool help leaders address a team with a collective high-Formality (Factor D) profile?

It identifies which team members should be moved to compliance roles
It recommends increasing documentation requirements across the organization
It highlights the risk of over-analysis and process rigidity, so leaders can introduce more agility (Correct answer)
It automatically reassigns low-D members to different teams

Correct answer: It highlights the risk of over-analysis and process rigidity, so leaders can introduce more agility

Team Discovery surfaces the risk of excessive rule-following and analysis paralysis on high-D teams so leaders can intentionally introduce flexibility.

Question 38: A project manager's PI pattern shows both a very high Factor A (Dominance) and a very high Factor D (Formality). When faced with an urgent crisis that requires a rapid decision that bends company rules, how is this individual most likely to behave?

They will experience internal conflict between the drive to take charge and the need to follow procedures, likely seeking an approved exception. (Correct answer)
They will immediately bypass the rules to assert control and solve the problem.
They will delegate the decision to a subordinate to avoid being responsible for breaking the rules.
They will strictly adhere to the established, slower procedure, prioritizing compliance over speed.

Correct answer: They will experience internal conflict between the drive to take charge and the need to follow procedures, likely seeking an approved exception.

This pattern presents a conflict between two strong drives. The high A (Dominance) creates a need to take charge and act decisively. [6] The high D (Formality) creates a need for structure and adherence to rules to avoid mistakes. [1, 6] The most probable outcome is a feeling of tension and an attempt to reconcile these drives, such as finding a way to get rapid, formal approval or using an official 'emergency' protocol, rather than simply ignoring one drive for the other.

Question 39: When a manager's PI pattern has very high Formality (Factor D) and a direct report has very low Formality, the most common friction point will be around:

Expectations around process adherence, accuracy, and structured communication (Correct answer)
Salary negotiation and career advancement expectations
Disagreements about work-life balance and scheduling
Differences in career ambition and risk appetite

Correct answer: Expectations around process adherence, accuracy, and structured communication

High-D managers value precision and process; low-D employees prefer flexibility and informality, creating recurring tension around standards and documentation.

Question 40: Which scenario best illustrates 'behavioral stretch' in PI terminology?

A candidate whose Self and Synthesis patterns are nearly identical
A high-Dominance employee who receives a promotion to management
An employee whose PI pattern matches the job target perfectly
An introvert (low B) who regularly leads large group presentations as part of their job role (Correct answer)

Correct answer: An introvert (low B) who regularly leads large group presentations as part of their job role

Behavioral stretch occurs when a person consistently operates outside their natural behavioral preference, such as a low-B individual performing high-social tasks repeatedly.

Question 41: An employee with a low Formality (Factor D) score is likely to:

Follow detailed procedures meticulously and resist deviation
Show low energy and resist taking on new responsibilities
Struggle with collaboration and interpersonal tasks
Prefer flexibility over rigid rules and adapt quickly to informal systems (Correct answer)

Correct answer: Prefer flexibility over rigid rules and adapt quickly to informal systems

Low Formality indicates a preference for flexibility, informality, and adaptability rather than strict rule adherence.

Question 42: A hiring team wants to build a Job Target from scratch. What is the recommended first step in PI's process?

Survey candidates about their preferred working style
Administer the PI to all current employees and average their scores
Set the cognitive score minimum based on educational requirements
Conduct a job analysis to identify the critical behavioral requirements of the role (Correct answer)

Correct answer: Conduct a job analysis to identify the critical behavioral requirements of the role

A proper Job Target begins with a job analysis—understanding what drives, needs, and cognitive demands the role actually requires.

Question 43: What is the primary goal of sharing PI Behavioral Assessment results with employees (not just managers)?

To increase employee self-awareness and improve workplace communication (Correct answer)
To allow employees to choose their own job responsibilities
To determine salary adjustments based on behavioral type
To allow employees to contest their assessment scores

Correct answer: To increase employee self-awareness and improve workplace communication

Sharing results with employees fosters self-awareness and helps them communicate their needs and working styles more effectively.

Question 44: When a PI assessment reveals a manager has very low Dominance (Factor A), what management challenge should their organization anticipate?

The manager will micromanage employees to compensate for low confidence
The manager may struggle to assert authority, set firm boundaries, or make unpopular decisions (Correct answer)
The manager may be overly aggressive and competitive with peers
The manager will prioritize data and compliance above team relationships

Correct answer: The manager may struggle to assert authority, set firm boundaries, or make unpopular decisions

Low-Dominance managers tend to be collaborative and accommodating, but may find it difficult to enforce decisions or hold firm positions under pressure.

Question 45: The PI 'Operator' reference profile is characterized by which behavioral tendency?

Creative and spontaneous with low patience and formality
Bold, fast-paced, and socially persuasive with high dominance
Analytical and independent with high dominance and high formality
Reliable, steady, and process-driven with low dominance and low extraversion (Correct answer)

Correct answer: Reliable, steady, and process-driven with low dominance and low extraversion

Operators are dependable, methodical team contributors defined by low A/B and higher C/D — they value stability and follow-through.

Question 46: It costs $50 to travel 300 miles on gas. What is the entire cost of petrol for him on a 1500-mile drive?

$250 (Correct answer)
$450
$500
$300

Correct answer: $250

First, calculate the gas mileage or cost per mile. If $50 covers 300 miles, the cost per mile is $50 / 300 miles = $1/6 per mile. To find the total cost for a 1500-mile drive, multiply the cost per mile by the total distance: ($1/6) * 1500 miles = $250. Alternatively, 1500 miles is 5 times 300 miles (1500 / 300 = 5), so the cost will be 5 times $50, which is $250.

Question 47: The PI 'Fit' score compares a candidate's behavioral assessment to a job target. A fit score of 900 indicates:

The candidate has failed the assessment
A perfect match between candidate and job target (Correct answer)
The candidate should be placed on a performance plan
The candidate has average cognitive ability

Correct answer: A perfect match between candidate and job target

A fit score of 900 represents a perfect alignment between the candidate's behavioral profile and the defined job target.

Question 48: Which of the following best describes 'behavioral fit' in the context of PI hiring?

The candidate's work history matches the job description requirements
The candidate scored above the 50th percentile on all four behavioral factors
The candidate shares the same cultural background as the team
The candidate's natural drives and needs align with what the role requires day-to-day (Correct answer)

Correct answer: The candidate's natural drives and needs align with what the role requires day-to-day

Behavioral fit means the candidate's innate motivational drives match the behavioral demands of the role, predicting sustainable performance.

Question 49: When onboarding a new hire using PI, what is the recommended first step a manager should take?

Review the new hire's PI Behavioral Assessment results to understand their drives and communication preferences (Correct answer)
Assign the new hire their highest-priority project on day one
Have the new hire retake the assessment to confirm results
Share the new hire's PI results with the whole team immediately

Correct answer: Review the new hire's PI Behavioral Assessment results to understand their drives and communication preferences

Reviewing the new hire's PI results before they start helps the manager prepare a tailored onboarding experience aligned with the individual's needs.

Question 50: Which statement about using PI Reference Profiles in hiring is most accurate?

Reference Profiles are useful guides but should not be used as rigid pass/fail criteria (Correct answer)
Only candidates with profiles in the 'Analytical' group should be hired for analytical roles
Reference Profiles replace the need for structured interviews
Candidates must match the Reference Profile exactly to be considered

Correct answer: Reference Profiles are useful guides but should not be used as rigid pass/fail criteria

PI Reference Profiles are descriptive tools to guide conversations and fit analysis, not strict cutoff criteria for hiring decisions.

Question 51: Which PI feature allows a practitioner to view how a candidate's behavioral pattern overlaps with the Job Target on a single graph?

Performance Report
Candidate Comparison View
Pattern Overlay (Correct answer)
Behavioral Gap Analysis

Correct answer: Pattern Overlay

The Pattern Overlay places the candidate's behavioral pattern directly on top of the Job Target, making it easy to visualize alignment and gaps.

Predictive Index PI Cognitive Assessment

The Predictive Index (PI) Cognitive Assessment is a 12-minute timed aptitude test consisting of 50 questions across verbal reasoning, numerical reasoning, and abstract reasoning. It measures general mental ability (GMA) and is used by employers to predict a candidate's capacity to learn, adapt, and succeed on the job. Scores are reported on a scaled range of 100–450 compared against a norm group of over 288,000 test takers.

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