...FICO Credit scores and the Fair Credit Reporting Act (FCRA) 1. The most widely used credit score is the FICO Score, the credit score system created by the Fair Isaac Corporation. 2. Lenders use the FICO Score to help them make billions of credit decisions every year. 3. Fair Isaac calculates the FICO Score based solely on information in consumer credit reports maintained at the credit reporting agencies. 4. The Fair Credit Reporting Act (FCRA) requires Equifax, Experian, and TransUnion (credit- reporting agencies) to provide you with a free copy of your credit report once per year. 5. FICO Credit scores have five factors Payment History, Outstanding Debt, Length of your Credit History, Recent Inquiries on Your Report, Types of Credit in Use. 6. How to improve your fico score Request a free copy of your credit report and check it for mistakes, such as incorrect late payments and balances. 7. Make sure that you pay your bills on time. 8. Consider setting up automated payments or payment reminders if you continue to have problems paying your bills on time. 9. Stop using your credit cards and start paying them off. 10. Don't close credit cards once they are paid off and don't apply for credit cards unnecessarily. 11. Refrain from using your credit cards again until they are paid off and you know how to use them. 12. Learn how to manage your finances in a positive way that increases your FICO Score and gets you into a more positive position. ...
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...calculate jersey numbers but stats maybe 2. The Fair Isaac Corporation (FICO) credit rating scores obtained in a simple random sample are listed below: 714 751 664 789 818 779 698 836 753 834 693 802 a. Find mean, median, mode, and midrange. 714+ 751+ 664+ 789+ 779+ 698+ 836+ 753+ 834+ 693+ 802= 9131 Mean 760.9 Median 766 Mode 0 Midrange 766 b. As of this writing, the reported mean FICO score was 678. Do these sample FICO scores appear to be consistent with the reported mean? No it was much higher 3. A student earned grades of 92, 83, 77, 84, and 82 on her five regular tests. She earned grades of 88 on the final exam and 95 on her class projects. Her combined homework grade was 77. The five regular tests count for 60% of the final grade, the final exam counts for 10%, the project counts for 15%, and homework counts for 15%. What is her weighted mean grade? Grades 92+ 83+ 77+ 84+ 82/ 5 = 83.6 Regular grades 83.6 x0.60= 50.16 Final exam 88 x 0.10 = 8.8 Class project 95 x 0.15 = 14.25 Homework 77 x 0.15 = 11.55 Her weighted mean grade is 84.71 4. Bao Xishun is the world’s tallest man with a height of 92.95 in. (or 7 ft. 8.95 in.). Men have heights with a mean of 69.6 in. and a standard deviation of 2.8 in. a. Convert Bao’s height to a z-score. Z= (92.95 - 69.6) / 2.8 Z= 8.33 b. Does Bao’s height meet the criterion of being unusual by corresponding to a z-score that does not fall between -2 and 2? No it was...
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...for whom the numbers on the active players’ jerseys are 29, 41, 50, 58, 79,…, 10 (listed in alphabetical order of the players’ names). Does it make sense to calculate the mean of those numbers? Why or why not? 2. The Fair Isaac Corporation (FICO) credit rating scores obtained in a simple random sample are listed below: 714 751 664 789 818 779 698 836 753 834 693 802 a. b. Find mean, median, mode, and midrange. As of this writing, the reported mean FICO score was 678. Do these sample FICO scores appear to be consistent with the reported mean? 3. A student earned grades of 92, 83, 77, 84, and 82 on her five regular tests. She earned grades of 88 on the final exam and 95 on her class projects. Her combined homework grade was 77. The five regular tests count for 60% of the final grade, the final exam counts for 10%, the project counts for 15%, and homework counts for 15%. What is her weighted mean grade? 4. Bao Xishun is the world’s tallest man with a height of 92.95 in. (or 7 ft. 8.95 in.). Men have heights with a mean of 69.6 in. and a standard deviation of 2.8 in. a. b. Convert Bao’s height to a z-score. Does Bao’s height meet the criterion of being unusual by corresponding to a z-score that does not fall between -2 and 2? 1...
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...HAND TEST DR. EDWARD E. WAGNER HISTORICAL DEVELOPMENT • The first scientific attempts in relating the hand to personality developed out of the study of the body types (asthenic/thin; atheletic/ muscular; pyknic/ stocky) by Ernst Kretschmer in 1931. o BODY TYPES--- TRAITS( PSYCHOPATHOLOGIES ▪ PYKNIC: friendly ( depressive ▪ ASTHENIC: timid, introverted ( schizophrenic • Charlotte Wolff (1943) studied certain characteristics of the hand and handedness and derived a practical method of the hand interpretation based on the studied characteristic. o The Hand in Psychological Diagnosis (1951) considers the significance of endocrinological dysfunction, its psychological effects and chirological manifestations & outlines how and why the hand reflects temperament and personality. • The first empirical research was a report by Carmichael, Roberts and Wessell (1937) which showed that , to some degree, emotions can be encoded in and decoded from dynamic body movements, gait, and manual gestures. • The Hand Test was originated by E. Wagner in 1958 and was primarily used to differentiate normal from schizophrenic. • In 1962, Bricklin Protowski and Wagner published a monograph with an initial rationale and scoring for the Hand Test. THEORETICAL FRAMEWORK • Hand Test was developed to meet the general criteria for a projective test and also to be easily classified for empirical examination ...
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...Culverhouse College of Commerce: AC210 Fall 2012 Course number and title: AC 210 Introduction to Accounting. Course description: Introduction to accounting and financial reporting concepts and the use of accounting information in financial and managerial decisions. Credit hours: Four hours, including a one-hour required lab. Prerequisites: EC 110. Instructor: Lisa McKinney Office address: 364 Alston Hall E-mail address: lmckinne@cba.ua.edu Phone number: 348-6679 Office hours: MW 9:30am – 11:00am. Other times by appointment. Instructor: Dr. Xiaochuan (Kelly) Huang Office address: 361 Alston Hall E-mail address: xhuang8@cba.ua.edu Phone number: 348-0577 Office hours: TR 1:00pm – 1:45pm & TR 3:30pm – 4:45pm. Other times by appointment. Instructor: Kelsey Brasel Office address: 329 Bidgood Hall E-mail address: krbrasel@crimson.ua.edu Phone number: 348-0150 Office hours: TR 11:00am – 12:15pm. Other times by appointment. Instructor: Amanda Beck Office address: 329 Bidgood Hall E-mail address: aebeck@cba.ua.edu Phone number: 348-0150 Office hours: MW 2:00pm - 3:15pm. Other times by appointment. Required text: Phillips, Libby, and Libby, Fundamentals of Financial Accounting, 3rd edition, 2011, McGraw-Hill Irwin, hardcopy or loose-leaf option. Also, you will need a Pass Code for Connect, the online homework program that accompanies the text. A Pass Code for the online homework is only valid for one semester so you cannot purchase...
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...If sprintAverage == 800 ThenDisplay “Sprint download rate is 800”End If | Sprints download rate is 800 | If attAverage >= 1300 OR tmobileAverage >=900Display “Select either carrier”End If | Select either carrier | Score | Employment Category | Interview Possibility | 85 or above | Definite | Yes | 70- 84 | Likely | Yes | 60-69 | Maybe | Yes | 59 or below | No | No | Main Module() //Declare variable on the next 3 lines //Declare Interger testScore = 0 //Declare String category = “ “ // Declare String inverview = “ “ //Make Module calls and pass necessary variables on the next 4 lines //Module getScore() //Module employCat() //Module interviewPoss() //Module displayInfo() End Main Module getScore(Interger Ref testScore) //Ask the user to enter a test score End Module Module employCat(Integer testScore, String Ref category) //Determine what employment category they are in based on their test score //Similar to if the score is less than 60, then category is “No” //Otherwise, if score is less than 70 then category is “Maybe” //…and so on End Module Module interviewPoss(Integer testScore, String Ref interview) //Determine if they qualify for an interview based on their test score //Similar to if the score is less than 60, then interview is “No” //Otherwise, interview is “Yes” End Module Module displayInfo(Interger testScore, String category, String interview)...
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...can derive an un-weighted gap score or a weighted gap score. Weighting depends upon how you allocate 100 points among the five SERVQUAL categories. A modified use of the questionnaire is to limit it to just the total or average Perception score. This is called SERVPERF and is used when Expectations are likely to be all the same (typically high). Weights can be applied here as well. STEPS TO OBTAIN UNWEIGHTED SERVQUAL SCORE Step 1. Select a business the service quality of which you want to assess. Using the SERVQUAL instrument, first obtain the score for each of the 22 expectation questions. Next, obtain a core for each of the perception questions. Calculate the Gap Score each of the statements (Gap Score = Perception – Expectation). Step 2. Obtain an average Gap Score for each dimension by assessing the Gap Scores for each of the statements that constitute the dimension and dividing the sum by the number of statements making up the dimension. Step 3. In TABLE 1 transfer the average dimension SERVQUAL scores (for all five dimensions) from the SERVQUAL instrument. Sum up the scores and divide it by five to obtain the unweighted measure of service quality. STEPS TO OBTAIN THE WEIGHTED SERVQUAL SCORE Step 1. In Table 2 calculate the importance weights for each of the five dimensions constituting the SERVQUAL scale. (The instructions are provided along with the table). Step 2. In Table 3 enter the average SERVQUAL score for each dimension (from Table...
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...76 range. Organizations with employees who score low are more likely to experience higher absenteeism and turnover. Gary is reliable and always on time. He is frequently counted on to ensure tasks are completed by other employees and has good leadership qualities. His time management is definitely a concern. He waits until the last minute to accomplish tasks and leaves team members scrambling when trying to accomplish tasks. Am I Engaged? Gary scored a 9 indicating that he is very detached from his current duties. Those who score high are more likely to have job satisfaction, work through problems and challenges, and devote more time to their jobs. Gary has the ability to overcome his lack of interest in his position though his work ethic. If challenged with different tasks it will spark his creative side and gain his attention again. If Gary has no interest in his assignments then he won’t give 100% to the team which will lessen his engagement. How Are You Feeling Right Now? Gary scored 33 from a range of 10 to 50. Higher numbers indicate more positive emotions, which benefit the organizational culture. Gary knows how to compose himself when in a work setting. He does fly off the handle at employees or make anyone nervous. Gary focuses on the negatives rather than the positives. This action tends to bring employees down around him. What’s My Affect Intensity? Gary scored 31 from a range of 10 to 50. The higher the score the more emotionally intense people tend to...
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...Total Points: 100pts (25 points per critique) Instructions: 1. Each student must review FOUR peer’s ePortfolio sites. Review it carefully for all required items. 2. Score each site using the below Peer Critique Worksheet. Please provide comments justifying the score issued (this is required!). 3. Submit on Blackboard using the assignment link all FOUR critiques by the due date and time. Due Date: • Monday, March 20, 2012 by 11:59 pm. (NO LATE SUBMISSIONS ALLOWED!) Your Name: __________________ Peer Name (Site you Critiqued): ____________________ Skill Exceptional: [20 points] Effective: [15 points] Acceptable: [10 points] Unsatisfactory: [5 points] (Did not turn in an ePortfolio) [0 points] Student Score Response to ePortfolio Assignment (Required Content Areas) Followed all of professor’s directions; completed the assignment; added extra material. Followed most of the professor’s directions; completed the assignment. Did not follow most of the professor’s directions or failed to complete part of the assignment. Disregarded professor’s directions and failed to complete a significant part of the assignment. Did not complete the ePortfolio assignment. Creative Use of Technology Innovative use of graphics, sounds, e-mail, links, additional software and Internet resources: superior presentation. Several creative sounds, graphics, and links used; presentation: keeps readers attention. Some uses of interesting sounds...
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...| State Code of Eligibility: (14) HIMACHAL PRADESH | Percentile Score in Qualifying Examination : Paper I : 79.73 Paper II : NA | All India Percentile Score in JEE(Main)-2014 Paper I : 87.93 Paper II : NA | JEE (Main) Score (a) | Qualifying Examination Normalized Score (b) | Total {60% of (a + 40% of (b)} (c) | Paper | Subjects | Marks Obtained | | | Paper - I | Physics | 24 | 79.24 | 83.90 | | Chemistry | 50 | | | | Mathematics | 13 | | | | Total | 87 | | | Paper - II | Mathematics | NA | NA | NA | | Aptitude Test | NA | | | | Drawing Test | NA | | | | Total | NA | | | | | B.E./B.Tech | B.Arch/B.Planning | | Overall Rank | Category Rank | Overall Rank | Category Rank | ALL INDIA | 211656 | 9451 | ------ | ------ | STATE | 1159 | 102 | ------ | ------ | Remarks : | B.E./B.Tech :- | Permitted to fill up choices online for counselling | B.Arch/B.Planning :- | | | | Note: 1. The Category and Sub –Category has been indicated as mentioned by the candidate in the application form. 2. State Ranks are based on State Code of Eligibility ie. State from where the candidate has passed +2 examination. Those who have not filled up State Code of Eligibility, their State rank have not been indicated. State Rank is provisional subject to verification of documents at the time of counselling. 3. Percentile Score in Qualifying Examination has been calculated...
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...that the test was accurate because some of the questions were trick questions and I believe that there was no right answer for any of them. I do feel a simple test like the one that we had to take can determine what someone’s IQ is. The test said my IQ was an 87 and the average of people who take the test get a 100. When they say the average is 100 that makes me think of 100% and I would think the score I got would be closer to an average score. I feel that the test is biases because the way the test was conducted was not very legit. If someone else were to take it I feel as if they would be offended because they would think to themselves well I am not the average then what am I retarded. In order for it not to be biases they also need to get opinions from other sides instead of just its own because it is a computer and how can a computer tell you how smart you are. I do not like these scores being used to compare to me another person because I do not like being compared to other people in the first place. I think in order to use these scores to compare you would need more scores to use. You cannot use just one because what if this test is wrong and the IQ you got is not the right one. You will never know unless you find another site to use. Everyone has their own IQ and should not be compared to others using the average because we are all...
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...ratings of job performance and of theft, discipline problems, and excessive absenteeism” (Robbins & Judge, 2011, pg. 1). As a manager for Riordan Manufacturing, three employees took a series of self-assessment tests for my organization. The analysis and interpretation scores of all three are positive and all three would make a great contribution to the organization. Positive people cognitively process more efficiently and are more productive. Job Satisfaction and Engaged High job satisfaction was above the range that determines lower levels of absenteeism, and their general attitude toward work is positive. Their engaged scores were also high, which defines these employees are in a positive state of motivation and fulfillment. “Individuals who score high in this category are loyal, dedicated, willing to devote considerable time to work, feel inspired by and proud of their work, and become immersed and absorbed while performing their work” (Stephen P. Robbins/University of Phoenix, 2005-2009). My employees are content coming to work and will possess good work ethics and values. They are self motivated will perform to high standards and will create a positive work. Emotional Emotional intensity scores for all three were a bit higher than the average scale. Emotions, moods, and dispositions have an impact on job performance, decision making, creativity, teamwork, and leadership. However, this is good if emotions are displayed in a positive and not...
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...Finding the Leader in You: Self-Assessment / Johari W Leadership and Organizational October 24, 2013 Develop a profile of your personality characteristics and assessment results My career development has turned me into the person that I am today within my work environment. I have learned and overcome many obstacles along the way. I would like to think of my career as consistent growth and change. I am always willing to adapt and adjust within my position as time goes on and technology becomes more enhanced. My career has leaded me to a path where I can always advance within my job and there is always knowledge and experience to grow from. One of my biggest personality traits that are of importance to me is to hold high ethical and moral standing within my company. I had to progress in my company from a server to working within the Human Resource Department. It is my duty as an HR assistant to ensure that all of our employees are treated fairly and equally as for their human rights. As professionals, we are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct. And we are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations. We are also entitled as HR professionals to consider and protect the rights of individuals, especially in the achievement and propagation of information while ensuring truthful...
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...Attitude Survey Paper In today’s economy, measuring attitudes is important. According to Hogan (2007), an attitude is usually defined with respect to its object. Objects include concepts, practice, group, institutions or an individual (p. 573). Attitudes consist of three components: cognitive, emotional and behavioral. I designed an attitude survey using the SERVQUAL approach to assess the attitudes of my coworkers at Ralcorp Frozen Bakery Products (RFBP). The purpose of the survey is to gain an understanding of the attitudes and perceptions that RFBP employees have toward the company. The purpose of the paper is to discuss the design, administration, scoring, and interpretation of the survey as well as any issues I experienced while creating the survey. Design According to Fink and Kosecoff (1998), surveys are a collection of data used to obtain information from individuals. The design of the survey was based on the SERVQUAL approach. The survey was designed for two purposes: employees to express his or her concerns toward Ralcorp and measure his or her expectations of the company while employed. The audience for this survey was employees who have been with the company for less than a year and for employees who have been with the company more than five years, to see if any improvements have been made. The survey will be administered two weeks after he or she comes off probation through a written format. This survey consisted of 11 items and took each employee...
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...Republic of the Philippines BATANGAS STATE UNIVERSITY Alangilan, Batangas City COLLEGE OF ENGINEERING, ARCHITECTURE, FINE ARTS, AND COMPUTING SCIENCES Chemical and Food Engineering Department Consumer Acceptability Test (Sensory Evaluation and Product Development) Submitted by: Group 3 Culiat, Lea G. Dimasacat. Mariel Garejo, Nikki Rose S. Pasia, Nekke Lettie Joy A. Submitted to: Engr. Marielli Katherine C. Untalan February 16, 2013 I. Introduction: Consumer acceptability tests are one form of quantitative affective test. Quantitative affective tests are those which determine the responses of a large group (50 to 400) of consumers to a set of questions regarding preference, liking, sensory attributes, etc. The analysts use Hedonic Scale Rating Test for determining the consumer acceptability of the product sample. This method shows the degree of liking for a product sample to be evaluated and indirectly shows preference. However, it does not show the reason for acceptability. In addition, it cannot be used for quality control purposes since it does not show product development. II. Objectives: 1. To learn to conduct acceptability tests. 2. To know and understand the different types of consumer acceptability tests 3. To understand the principle involved in consumer acceptability test 4. To learn and understand how to analyze data from consumer acceptability test III. Materials: * Watermelon wine ...
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