With the increasing globalization of human resources practices, a commensurate increase in demand has occurred for multi-language ("global") personality norms for use in selection and development efforts. The combination of data from multiple translations of a personality assessment into a single norm engenders error from multiple sources. This article outlines a model that addresses three primary sources of error: sample differences, translation differences, and cultural differences. For each source, specific examples are provided to illustrate the impact that error can have on the final norm. Previous research is cited and commentary is provided to help researchers and practitioners understand the potentials for error and how to address and/or control for them. (Contains 1 table and 1 figure.)