2025-11-21 Merit Appeal Board Minutes

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Merit Appeals Board November 21, 2025 So, for example, I know when I got my results which showed that I’m introverted—my Deputy, Danny, he was like, “No way. No way. That is wrong”—and I was like, “No”—and he’s like introvert versus extrovert is where your energy comes from. It may not necessarily be like— during the day for my position, I need to be more extroverted—and then, that zaps all my energy. But my preference in my free time is quietly listening to an audio book, or reading a book, or doing something by myself. I get my energy from more singular things. So, we’re using it like that as opposed to using it as an indicator of somebody’s psychological status, I guess. MR. THOMAS: But the op-ed reports to be a management tool and that’s part of what concerns me is that people will take it more seriously, perhaps, then they should. MS. TOKIHIRO: Yeah, I mean, I— MR. THOMAS: It’s almost as if there should be some kind of disclaimer. MS. TOKIHIRO: Yeah—and when she does the training and provides the background, she discusses where it came from—what the origins are—but, again, it’s not something that is part of anybody’s personnel file. It’s not being used as a tool to identify whether or not someone should be employed or whether or not someone should be promoted. It’s really being used as a tool to, kind of, foster that communication and understanding. MR. THOMAS: Perhaps, if she’s encouraged—perhaps, if she’s just encouraged to read some of the literature about this test, she will come up with some ideas about how to put it to best advantage, if she decides to continue to use it. MS. TOKIHIRO: Mm-hmm. MS. BOND: Well, it’s mostly for training exercises, right? MS. TOKIHIRO: Yeah. MR. THOMAS: Yeah, it’s billed as training, which if it’s scientifically so problematic when asked—has to ask whether this is something we should really (inaudible). MS. BOND: But there’s the training exercises where you get a parachute and everybody jumps underneath—and I mean, I—it’s more about teamwork and getting people to work together than it is about the scientific—the merits of it. I think it’s about how you get people to engage as a group. And I’ve done the Myers-Brigg thing—and every time I’ve done it, I have a different result. I have never gotten the same result twice. So, I mean, it depends on your mood that day—how you answer the questions. It’s all—there’s a whole lot of things that go into it. And if anybody—I mean, I don’t know—I guess, there are people out there that take it super seriously but I think—and especially in something like this, it’s Page 17