Performance Perspective Inventory is a valid predictor of management skills and leadership through personality traits. Melani D. Bridges Capella University The Big Five Personality test is the most accepted and commonly used model of personality trait detection in field of psychology. Statically studied, the big five test was created to analyze responses to personality items. Factor analysis is a procedure use to capture the responses of individuals to hundreds and has been performed with multiple samples throughout the world and where it seems that this dimension to have unlimited personality variables, the big five explains a persons personality through categories of extraversion, neuroticism, agreeableness, conscientiousness and openness to experience. The Big Five Personality dimension have been used in many test instruments and one in particular is the Performance Perspective Inventory which is designed to predict job performance, satisfaction and other occupational categories which hales a question of is the Performance Perspective Inventory a valid predictor of management skills and leadership through personality traits. The Performance Perspective Inventory is a test instrument design for the business atmosphere in which employees are given a155 item personality questionnaire that measures the Big Five personality extents that consist of 22 facets and seven occupational scales formulated to predict job, performance, satisfaction, selection, promotions and broader occupational sections. The initial estimates of reliability and convergent and discriminates validity provided by the Oregon Research Institute (Goldberg, 1999b) were asses using the data set of 989 respondents of American men and woman, China samples of graduate students and India samples all adults seeking employment or promotion (Goldberg, 1999b). The Big Five dimension can be scored by categories of stability(S), extraversion (E), openness(O), agreeable (A) and conscientiousness (C) and given in phrases of 2 to 10 words while employees respond accurately described phrases using a scale from 1 to 5. Scale scores are generated by raw scores and present on a percentile scale with the employees scores shown by specific symbol on a linear scales with ranges from low, average and high providing for several norming samples. The refinement sample ranked the females higher on Agreeableness, Implementing, and Providing Service with d .41, .26 and .32 where as men ranked high in analyzing with the d .40. The difference in male and female Big Five or Occupational scale means showed no significant neither did the difference amongst African American and Caucasians however, there were no scores available for gender and ethnic group that could be compared to the Performance Perspective Inventory component scores. Age and Educational level in the refinement sample was positively correlated with Agreeableness, Impression Management, Conscientiousness Implementing, Extraversion and Stability and negatively correlated with Openness, Creating and Analyzing with all correlations less than .24. The coefficient alpha reliability estimates for the Big Five Scale ranged from .78 to .88 for the refinement sample with coefficient alphas for component scale ranging from .72 to .87 with a mean of .795. Base on a 32 day interval for 73 case subset of the refinement sample the test retest reliability were comparable. Whereas the preliminary sample coefficient alphas were comparable with the refinement sample. However, finding the convergent validity instrument was assessed by correlating the preliminary sample and the Big Five scale scores with equivalent NEO-PI which resulted in .73, .75, -.85, .83, and .65 for A, C, S, E and O. Another correlation was based on samples of employees with ratings of peers using the Mini Maker Adjective Checklist resulted in .59, .44, .41, .36 and .46 for E, A, C, S and O. For instance, one study shows evidence of criterion related validity