1701 Golf Road, Tower 2, Suite 1100
Rolling Meadows, Illinois 60008
Contact Office: Valtera Corporation
Contact Name: Karen Barbera, Managing Principal
Phone: 847-640-8820 Fax: 847-640-8830 Email: firstname.lastname@example.org
Corporate Officer Information:
Corporate Officer: Karen Barbera, Managing Principal
Phone: 847-640-8820 Fax: 847-640-8830 Email: email@example.com
Safe Harbor Information:
Signed up to safe harbor 04/23/2004 12:30:10 PM
Next certification 04/23/2010
EU/EEA Countries From Which Personal Information Is Received: Ireland, Austria, Italy, Belgium, Luxembourg, Denmark, Netherlands, Finland, Portugal, France, Spain, Germany, Sweden, Greece, United Kingdom
Industry Sector: Management Consulting Services - (MCS)
Personal Information Received From the EU: Valtera Corporation’s products and services include employee opinion surveys, organizational climate and culture surveys, targeted surveys (e.g., surveys dealing with recruiting and on-boarding experiences, reasons for exiting the organization, reactions to a merger or acquisition, etc.), multi-rater (360) performance feedback systems, competency identification, and selection systems development and consultation. Our solutions are customized to meet the needs of individual clients.
Personal information received from the EU is collected for projects with client companies. These data are obtained by Valtera Corporation in three ways:
Data may be collected as part of a survey process where each individual respondent answers questions about themselves. In the context of an employee opinion survey, most of the questions simply ask employees’ perceptions of different aspects of their work environment (e.g., supervision, teamwork, physical work environment, work itself, leadership, etc.). However, demographic questions may be asked for the purpose of allowing our clients to look at different subsets of employees at an aggregated level. For example, our clients might ask a question about pay level that allows them to compare how employees at different levels feel about particular issues. In the context of a multi-rater survey, employees would be providing information about their perceptions of another employee’s performance. These self-report data may be collected via paper, web, fax, e-mail or phone, with the primary means being paper and web.
Alternatively, our clients might send us demographic information about employees drawn from the company’s HR Information System for use in conjunction with the survey. This information would be matched to the self-report data provided by individual employees for the purpose of reporting data at an aggregated level. In these cases, respondents are informed that additional information will be matched with their survey data. This allows the survey to be shorter and provides a level of accuracy that cannot usually be reached when respondents simply provide the information themselves (there is always some amount of user error for all data that are collected). Variables that might be pre-coded in this fashion include name, address, home phone, work phone, salary level, tenure, age, etc. Essentially, any information an employer would keep on an employee might be sent to us to be used in this way. In the case of a multi-rater survey, pre-loaded information could also include the respondent’s relationship to the employee being rated (e.g., peer, direct report, supervisor).
Finally, data may also be collected as part of a selection process. A variety of information including test data, performance data, job analysis data, and demographic data may be gathered.
The data collected in a selection context are determined by the client and typically based on extensive research demonstrating the job relevancy of the information collected or on the requirements of local equal employment opportunity laws. Candidates completing tests or questionnaires as part of a hiring or promotion process are asked questions that measure their knowledge, skills, abilities, or other personal characteristics that are related to the job. For example, they might be asked to respond to math word problems questions or questions about a reading passage or answer questions about their work-related attitudes, work styles, preferences, and personality characteristics. Test scores are based on responses to the questions and provide information about the likelihood of being successful on the job.
As part of selection research studies, performance information about an individual is collected and stored. Performance information may include supervisor ratings as well as other objective data. Job analysis information may also be collected from incumbents, their supervisors, and others who are knowledgeable about the job. Typically, job analysis surveys collect employees’ ratings of the importance of tasks and the frequency with which they are performed and the importance of knowledge, skills, abilities, and other characteristics and the extent to which they are needed at entry to the job.
Candidates may be asked to provide demographic information voluntarily. Candidates are usually told that demographic information is collected for reporting purposes and is not used in the hiring decision. At times, demographic data are provided to the employer for purposes of EEO reporting as required by law, or they may be used by Valtera to create summary reports for the employer. Demographic data are not typically included on individual reports that go to individual candidates or hiring managers. In some cases (e.g., concurrent validation studies), demographic data are collected but are disassociated with the name of the individual. Coding systems are used to link files of demographic information, test scores, and performance data with name.
The personal information in our possession including demographic information, test scores, and performance ratings are considered highly confidential and can only be released to people authorized by the employer.
The personal information in our possession is only used for analyzing data in conjunction with HR Measurement efforts, and reporting those data back to organizations at aggregated levels. If individual level data will be shared with an organization, respondents are informed of this in advance so that they can opt not to participate. In the case of multi-rater feedback data, performance information about individual employees may be shared with the organization (e.g., copies of their reports may be given to their supervisor or HR representative). Both the respondents and those who are being rated are informed in advance of whom the data will be reported to. Valtera Corporation is under strict contractual obligations with our clients concerning the use and transfer of said information.
Personal data about individuals may also be collected during marketing efforts. Individuals might opt-in to our marketing database by requesting additional information at a tradeshow or industry conference, or through our inquiries mailbox. Information gathered through marketing efforts is never sold or shared outside of Valtera Corporation.
Regulated by: Federal Trade Commission
Privacy Programs: None
Dispute Resolution: American Arbitration Association. European Union Data Protection Authorities for Human Resources Data only.
Personal Data Covered: All personnel data we process is covered
Human Resource Data Covered: Yes
Do you agree to cooperate and comply with the European Data Protection Authorities? Yes
Certification Status: Current
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