History of Psychological Consultants, Inc.

In September of 1953, Dr. Merton E. Carver and Dr. Robert J. Filer, professors at the University of Richmond, began providing pre-employment psychological testing services for local companies. In 1958, they incorporated as Psychological Consultants, Inc. (PCI) and had four clients. Psychological testing was PCI’s main activity during the 1950’s.

The 1960’s

While psychological testing was the primary business activity for PCI during the 1960’s, the company was also involved in a variety of educational and research projects. These included the development of a speed-reading course for executives, a research study to determine signage for the Chesapeake Bay Bridge Tunnel, and political polls for gubernatorial and congressional candidates. In addition, PCI developed home study courses for the Certified Medical Representatives (CMR) Institute and constructed examinations for these courses. This program included courses in anatomy, physiology, microbiology, pharmaceutical history, medical terminology, biochemistry, and pharmacology. The institute was sponsored by several pharmaceutical companies.

The 1970’s

During the 1970’s, psychological testing was the primary business of PCI, but as the decade progressed, it gradually represented a decreasing percentage of the company’s business. Activities included consultation with Medical and Pharmaceutical Educational Programs, Inc. to help develop the CMR Program for international markets. This involved supervising the translation of the programs into Spanish and Japanese. PCI obtained the rights to the CMR Program for international markets and formed a separate company, International Consultants, Inc., to develop the program, known internationally as the Accredited Medical Representative Program (AMR). The program was particularly successful in Japan, and over 5,000 pharmaceutical company representatives have been accredited there. PCI also began designing and implementing assessment centers in the mid-1970’s.

The 1980’s

Major activities during the 1980’s included the conducting of assessment centers for various government agencies, including: the US Treasury Department, the US Department of Agriculture, the US Drug Enforcement Agency, and the Central Intelligence Agency.

PCI also conducted assessment centers for a growing number of pharmaceutical companies and expanded its staff of professional assessors. Industry-specific management simulation exercises were developed, and behaviorally-anchored rating scales were devised. As the decade progressed, PCI began emphasizing the developmental aspects of the assessment center programs and compiled a catalogue of developmental strategies, including readings, courses, and on-the-job activities. Assessment center applications were expanded from first-level management to executive management. Several clients began using assessment centers for succession planning at the senior level.

Expanding internationally, PCI established consulting relationships with companies in Mexico, Malaysia, and the United Kingdom. Through several joint-venture operations, PCI established assessment center programs, adapting procedures and exercises to local cultures.

The 1990’s

In the early 1990’s, there was a substantial shift in assessment center formats from internal to external programs. Many of PCI’s pharmaceutical company clients who had been running internal programs (using their own managers as assessors) began to see the advantages of external programs. A growing number of companies contracted with PCI to conduct programs using PCI’s staff of professional assessors, thus eliminating complaints of bias, subjectivity, and politics often associated with internal assessors. As PCI’s external assessment center programs expanded in number, significant additions were made to the assessment center staff. Through referrals and extensive promotional efforts, PCI greatly expanded its client base within the pharmaceutical industry.

In addition to assessment center programs designed for sales representatives being considered for promotion into sales management positions, programs have also been developed for current district managers, regional directors, and marketing managers.

International activities continued to expand, with PCI forming joint venture arrangements with consulting firms in Asia and Europe. Members of PCI’s staff conducted seminars on psychological testing, executive assessment, and assessment centers in England, Malaysia, Mexico, Puerto Rico, and Singapore.

During the 1990’s, PCI’s staff expanded from 10 to 45 employees.

The 2000’s

Since 1953, PCI has assessed over 80,000 individuals. PCI has become an assessment center specialist for the pharmaceutical, biotech, and medical device industries. Leadership assessment activities constitute the majority of the company’s business.