Measuring What
Actually
Matters.

The OAIRS measures organizational readiness for meaningful AI adoption across six dimensions shared by nonprofit and corporate contexts, with sector-specific subscales for each. Where most AI readiness tools assess technical infrastructure, the OAIRS measures the human conditions that determine whether adoption succeeds: leadership vision and commitment, staff digital literacy, data governance, change management capacity, equity awareness, and strategic alignment. A companion Technical Readiness Module (OAIRS-TR) extends the instrument to IT and systems respondents. Designed for AI readiness consulting engagements, organizational needs assessments, vendor evaluation support, and change management planning.

The PPRRS-WA measures the psychosocial and situational risk factors associated with early departure from workforce development programs, adult education, community-based training, and other structured learning programs serving working adults. Grounded in Tinto's departure theory, Bandura's self-efficacy research, Eccles's expectancy-value model, and Bean and Metzner's nontraditional student attrition framework, the instrument captures eight dimensions that distinguish adults who complete programs from those who disengage. Higher total scores indicate lower departure risk and higher persistence likelihood. A separate Risk Index can be computed from reverse-coded items to support targeted program intervention planning.

The SBIIS measures the belonging and institutional identity constructs that predict adult online learner persistence and departure risk. The instrument captures eight dimensions that research identifies as predictive six to ten weeks before any academic metric moves. Scoring produces a departure risk tier for each respondent: High, Moderate, or Lower departure risk. Currently preparing for pilot deployment at Indiana Wesleyan University National and Global. Designed for institutions serving adult learners in online and hybrid contexts where traditional belonging interventions frequently fail because they are built for residential, traditional-age student populations.

The LCEP measures a leader's cognitive empathy accuracy. Specifically the ability to accurately take the perspective of people whose social identity (race and ethnicity, gender, generation, socioeconomic background) differs from their own. No validated psychometric instrument currently exists that measures social identity-differentiated cognitive empathy in organizational leadership contexts. Existing empathy instruments measure general empathy traits without reference to the social identity of the empathy target. The LCEP fills this gap directly from the theoretical and empirical grounding of Dr. Sims's doctoral dissertation on social identity heuristics and cognitive empathy. The instrument is designed for pre-post deployment in leadership development programs and for expert witness use in legal contexts involving leadership behavior toward employees from protected social identity categories.

The PACCI measures cultural compatibility risk between an acquiring organization and a target organization prior to deal close. Both organizations complete the same 35-item survey from their own organizational perspective. Gap scores between the two profiles on each dimension constitute the risk indicators: high gap scores signal high integration risk on that dimension. No validated psychometric instrument for cultural compatibility risk currently exists for small to mid-market transactions. Cultural fit is assessed qualitatively or not at all in most deals below fifty million dollars. The PACCI fills this gap for business brokers, private equity portfolio managers, and M&A advisors who need an empirically grounded cultural due diligence tool. Pre-post administration at deal close, 60 days post-close, and 90 days post-close produces a longitudinal Cultural Integration Trajectory.