The Hartman Value Profile is an assessment instrument created in the mid-1960s by Robert S. Hartman, one of the world’s foremost leaders in the philosophical field of axiology—the study of human beings from the perspective of their value systems. The tool is not designed to be a measure of IQ/rational intelligence, psychological tendencies, or—most importantly—“personality.” The tool focuses attention of the measurement of good judgment—the capacity to be a keen observer of situations, to discern what will constitute best responses in that situation, and to execute those best responses. The correlation of excellent skill sets and good judgment is seen as producing optimal performance outcomes. The Hartman tool has been used in major healthcare settings across the United States since the late 1970s. It has been used as a recruitment, placement, development, and team-building device. Exceptional results have been achieved by using the tool as an adjunct element in better understanding of human beings individually and in teams. In 2007, the University of South Florida—under the direction of Dr. David Smith—began to use the tool as part of its residency selection process. With success in the plastics area, its usage was expanded to all surgery areas. The tool has also been used as a developmental tool with faculty physicians. A participant is asked to rank order, prioritize two sets of 18 items in a process that requires about 20 minutes. Both generic and customized reports are created that are influenced by best-performance studies. Since the inception of the University of South Florida program, almost 600 candidates have been assessed. In a most recent study, assessment scores were matched with performance outcomes, faculty evaluations, and internship placements. Very distinct paradigms have been created that demonstrate the correlation of 7 specific scoring areas with most successful performers. Best performers score exceptionally well in areas such as problem-solving ability, creativity, ability to deal with change, being driven to excel, and sense of quality. In addition, factors such as balance in judgment and work–life balance were examined. When strength of judgment was supported by these other factors, highest excellence in performance and resiliency under stress were achieved. Now, the most concrete paradigm used in the program will be used in applications moving into the future. It is believed that these measures can be of strong benefit to other similar programs. First, the tool is used to augment the selection process. Then, it is used as a counseling/development tool in residency onboarding. At midcourse in the residency program, there is a second assessment to show score movements so that midcourse corrections/attention can be made. Finally, the tool is used at the program end to show overall maturity of resident judgment and overall impact of program. A “resume enhancer” is created to be used with internship applications. Perhaps most significantly, the tool becomes a “platform” for vital communication relating to the entire residency program. By promoting better understanding of residents and by increasing resident self-understanding, task accomplishment and personal interactions are notably enhanced.