INDIVIDUAL ASSESSMENT REPORT

Transcription

UserID: IK467773
INDIVIDUAL ASSESSMENT REPORT
The purpose of the assessment has been to provide further
information to assist with the selection or career development of:
Mr. Joe Sample
On: Friday, August 26th 2005
PREPARED BY:
Level 4, 398 Lonsdale Street
MELBOURNE VIC 3000
Ph: 1300 302 154
www.psychpress.com
CONFIDENTIALITY
This highly confidential document is provided to the client
on the candidate named on the cover sheet on the basis
that the need for this confidentiality is recognised, accepted
and that such confidentiality will be strictly maintained.
It should therefore only be read by staff specifically
involved with the selection, promotion or development of
the person named, and stored securely with minimum
access.
Should a report be required at a later date, it can be
obtained without further cost, from PsychPress archives.
OBJECTIVES
CROSS VALIDATION
OF OUTCOMES
The report on the candidate’s capabilities has been done
based on several assessment materials used to provide
objective information about the competencies which might
be required for the specific position.
This report provides objective information on candidate’s
capabilities. We recommend supplementing it with other
information obtained from other sources like interviews or
other reports.
© Copyright Psych Press Pty Ltd, 2005
2
Content
Abilities and Aptitudes
4
CONCEPTUAL REASONING
4
VERBAL REASONING
5
EMOTIONAL REASONING
6
Behaviour Style Profile
7
INTERPERSONAL STYLE
7
THINKING STYLE
8
COPING STYLE
10
CAREER THEME SCALE
11
ADDITIONAL COMMENTS
13
SCORES’ SUMMARY
14
General Information for Interpreting Report findings
16
3
The following report has been based on a series of scientifically
validated profiles, each providing elements of insight or
understanding into the Mr. Sample’s behavioural style and
capabilities. Each profile is intended to provide you with a point of
reference from which you can objectively assess Mr. Sample’s
behaviour style and performance.
Abilities and Aptitudes
Ability
Percentile Result
Conceptual
Reasoning
81st percentile
Verbal Reasoning
42nd percentile
(50 attempted, 28
correct)
(27 attempted, 15
correct)
Emotional
Reasoning
50th percentile
Norm Group
Australian general
population
Australian general
population
Australian general
population
Conceptual Reasoning: 81st Percentile
The test of Conceptual Reasoning provides a valid measure of
generalised intellectual functioning and correlates most highly with other
tests of generalised or natural problem solving capacity. The test itself
requires the candidate to work with ambiguous, novel and highly complex
information. The ability to grasp complex conceptual relationships and to
operate without a basis of prior knowledge are some of the aptitudes
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found to be measured by this test. Job competencies relevant to this
measure include the capacity for flexible and creative thought, technical
problem solving, the capacity to acquire information quickly and an
aptitude for adapting existing knowledge to new situations.
Mr. Sample’s performance on the test of Conceptual Reasoning has placed
him in the above average range compared to the Australian general
population. The result reflects strong lateral thinking skills and the ability
to grasp complex abstract concepts. Mr. Sample’s conceptual strengths
are likely to be evident in the speed with which he integrates new
information and the capacity to develop knowledge of the company’s
strategic issues as well as monitor and analyse different processes and
information. Mr. Sample is also likely to be effective with respect to
problem solving and able to adapt knowledge and skills to issues that are
outside his previous experience.
Verbal Reasoning: 42nd Percentile
The Verbal Reasoning assessment measures the ability to communicate
in English, written communication skills, the ability to understand written
instructions and the ability to convey information in a clear and
understandable format such as presentations to individuals and groups.
Mr. Sample’s performance on the measure of Verbal Reasoning is
commensurate with the Australian general population. The result suggests
that the Mr. Sample should be able to meet the communication
requirements of the role, to understand and interpret reports and to
convey information to others. As a career development strategy he should
be encouraged to work on further development of this skill.
5
Emotional Reasoning: 50th Percentile
The test of Emotional Reasoning measures the ability to identify what
emotions people are feeling in a given situation, and the ability to predict
someone's future emotional responses, given an understanding of a
current situation. It is seen as a key competency in ‘connecting with
people’ and building rapport and good working relationships.
Mr. Sample’s performance on the Emotional Reasoning assessment has
placed him in the average range compared to the Australian general
population. This result indicates that Mr. Sample has a sound ability to
identify emotions in others, and to predict their future emotions and
actions. Mr. Sample appears to be able to interact well with other people,
and is likely to usually be able to judge others' emotional state and
respond appropriately. Mr. Sample should be able to build rapport and
establish empathy in most circumstances. Mr. Sample should be able to do
well in areas such as influencing through management, and managing
others.
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Personality Assessment
INTERPERSONAL STYLE
Scale Sten
Introverted
Extraverted
1
fA
2
Distant Aloof
fF
4
fH
fQ2
2
3
4
5
6
7
8
9
%
10
Empathic
2
Sober Serious
Enthusiastic
24
4
Retiring
Socially-bold
28
3
Self-sufficient
Group-orientated
15
Note: Scores in the range 4-7 are considered average
Mr. Sample's interpersonal style is relatively introverted. That is, his
attention and energies will be oriented towards things rather than people. His
tendency towards inhibition with people will make him appear to lack selfconfidence and expressiveness in social situations. His tendency to withdraw
from social interaction may be interpreted as cool disinterest and a lack of
interpersonal warmth. As a consequence, he may be regarded as
unsympathetic, distant and aloof. This is probably more of a reflection of him
being in his element when working alone with relatively little personal
contact. Mr. Sample simply derives his satisfaction from solitary activities
rather than those activities that require a great deal of interpersonal contact.
However, this is more a reflection of his social anxiety and lack of ease in
social settings. Being on his own, engaged in solitary pastimes, Mr. Sample
will not feel threatened. Tending not to let go in social settings, his reaction
to situations will generally be fairly sober and serious.
Mr. Sample may possibly come across as a little stiff and perhaps slightly
lacking in spontaneity. Unexpected events, or rapidly changing situations,
may make him disgruntled. In the right setting however, he should be
capable of a fair degree of enthusiasm. Being somewhat retiring and quite
self-conscious, he may wish to avoid high-profile participation in social
gatherings. Mr. Sample may experience a degree of embarrassment if
unexpectedly made the focus of group attention. Outside familiar circles, Mr.
Sample may come across as slightly inhibited and formal, his conversation
appearing somewhat hesitant at times. Mr. Sample is a relatively self-reliant
individual who generally prefers to work on his own. Not having a great need
for group contact or support, he will avoid unnecessary group distractions.
Mr. Sample may be seen as reclusive and out-of-touch with public opinion.
7
Scale Sten
Independent
Agreeable
1
ß
5
Low Intellectance
fE
6
Accommodating
fL
6
Trusting
fQ1
5
Conventional
2
3
4
5
6
7
8
9
%
10
High Intellectance
39
Dominant
55
Suspicious
53
Radical
36
As amenable and co-operative as most, Mr. Sample will generally not seek
confrontation for confrontation's sake. Being moderately competitive, he
should not be averse to meeting challenges. While capable of being
outspoken on occasion, Mr. Sample should not be oblivious to others'
sensibilities. As adaptable and accommodating as the norm, Mr. Sample's
initial approach is to give people the benefit of the doubt. If he feels that his
trust is being abused, his tolerance may rapidly turn to scepticism.
In personal exchanges, Mr. Sample maintains a balance by not being too
overbearing or too easily dominated. Mr. Sample will assert himself or give
way as the situation demands. Mr. Sample is no more or less assertive than
most people are. Mr. Sample appears to be as sensitive as most people to
the demands of social situations. Mr. Sample will generally resist saying
things that could cause upset or offence.
THINKING STYLE
Scale Sten
Pragmatism
Openness
1
fI
5
Hard-headed
fM
3
Concrete
fQ1
5
Conventional
2
3
4
5
6
7
8
9
%
10
Tender-minded
41
Abstract
13
Radical
36
Mr. Sample is a somewhat tough-minded individual, who is inclined to adopt
a no-nonsense approach to problems. Quite realistic in his orientation to life,
he has a somewhat preference for evidence, being inclined to reject more
speculative, intuitive approaches. In general, he will tend not to allow
sentiment to control his behaviour. As receptive as most are to new ideas, he
will not reject established, conventional methods out of hand. Neither
constantly seeking innovation, nor resistant to change, he tends to take the
8
middle ground between established and radical methods in problem solving.
Mr. Sample is neither excessively hardheaded, tough and utilitarian nor
highly softhearted and sentimental.
Having an appreciation of aesthetic issues whilst keeping functional
considerations in mind, he strikes a balance between the rational and the
emotional in decision-making. Mr. Sample will generally give his attention to
practical matters and will be quite alert to external realities. Relatively down
to earth, he will tend to focus on the here and now. Alertness, caution and
practical concern should contribute to a low frequency of accidents. Inclined
to reject abstract ideas that have little practical relevance, he will have little
time for highly conceptual, theoretically-minded individuals.
Scale Sten
Low Self-Control
High Self-Control
1
fG
2
Expedient
fN
5
Direct
fQ3
6
Informal
2
3
4
5
6
7
8
9
%
10
Conscientious
2
Restrained
42
Self-disciplined
49
Having below average levels of self-control, Mr. Sample's behaviour and
attitudes are more a function of his own personal belief system than social
norms and expectations. In general, he is likely to be fairly self-disciplined
and will be as respectful of authority as most. Whilst not in awe of others'
social standing, he will not reject formality and protocol out of hand.
Manifestly unconstrained to a very high degree, he has a strong inclination to
bypass rules and cut corners, particularly when it is expedient to do so.
Mindful of obligation, nevertheless, he might be rather an inconsistent
finisher as far as the loose ends are concerned. Mr. Sample will prefer to
have a number of ongoing commitments, but is prone to put them down as
quickly as he picks them up. Mr. Sample is averse to deliberation and
procrastination. Viewing things from a global perspective, work that requires
close attention to detail may be an anathema to him.
9
COPING STYLE
Scale Sten
Low Anxiety
High Anxiety
1
fC
8
Affected By Feelings
fL
6
Trusting
fO
1
fQ4
7
2
3
4
5
6
7
8
9
%
10
Emotionally stable
84
Suspicious
53
Self-assured
Apprehensive
0
Composed
Tense-driven
65
Mr. Sample is currently experiencing below average levels of anxiety.
Relatively emotionally resilient and stable in mood, he should have little
difficulty facing challenges in a calm, collected manner. Generally unruffled
by events, he is likely to be viewed as being dependable in a crisis. Mr.
Sample should have sufficient energy to cope with quite demanding
situations. Mr. Sample should generally be able to rapidly recharge his
depleted energy resources after having faced demanding work schedules.
Highly secure and self-assured, Mr. Sample is likely to be cheerful, optimistic
and free of regrets and self-doubt. Extremely sure of himself, he is likely to
appear confident, although this may not present itself in social settings. If
things go wrong Mr. Sample is liable to blame others. Although not inclined
to experience mood swings, when under pressure Mr. Sample may become
somewhat tense and agitated. When his goals are repeatedly frustrated, he
may become somewhat impatient and irritable. Mr. Sample may therefore
have some difficulty unwinding at the end of a particularly demanding day.
10
Career Theme Scales
Career-Themes are based on the work of Holland. These provide a match
between Mr. Sample's personality profile and those of the broad occupational
groups listed. The scores take no account of other important factors such as
interests, aptitudes, qualifications and work experience.
Sten
Scale
Left Dimension
1
8.2
Realistic
4.3
Investigative
3.1
Artistic
2.3
Social
7.0
Enterprising
4.9
Conventional
2
3
Centre
4
5
Right Dimension
6
7
8
9
10
Realistic Theme: Activities involving manipulation of mechanical devices
and principles of mechanics and physics. High scorers are likely to be
technically orientated, repairing mechanical devices, working on motor cars.
They may also enjoy outdoor activities.
Investigative Theme: Activities involving the manipulation of ideas and
scientific principles. High scorers will enjoy applying logical and/or scientific
principles to the resolution of experimental problems. They may enjoy
laboratory work.
Artistic Theme: Activities centred around the expression of artistic and
creative ideas. High scorers are typically interested in the Arts in the
broadest manifestation e.g. art, music, writing, composing, dance, design
etc.
Social Theme: Activities centred on helping or caring for others. High
scorers tend to express an interest in charitable work, involving caring for
the elderly, children with special needs or counselling, teaching and generally
assisting others to achieve their potential.
Enterprising Theme: Activities involving the attainment of objectives
through people. High scorers generally express an interest in managing or
leading others or taking charge of situations. As such, they are attracted to
business related situations where they are able to exercise leadership,
managerial skills and public acclaim.
11
Conventional Theme: Activities involving organising, administration and
well established work practices. High scorers enjoy developing and
maintaining systems, operating business machines, doing paperwork,
bookkeeping and accountancy.
12
Additional Comments
The following section lists a number of points, which can be inferred from Mr.
Sample's assessment report. The interviewer may wish to use these as the
basis for further probing during the interview or counselling discussions.
POTENTIAL STRENGTHS
•
•
•
•
•
Will generally appear to be self-assured and confident.
May be self-sufficient, without the need for group support.
Will have a tendency to be effective in situations where he has a number
of ongoing commitments, where he can concentrate on the global
requirements of a task.
Should be able to focus his efforts on the most important and/or
rewarding projects without being deflected by remote prospects.
Will tend to be practical and realistic, with his feet firmly on the ground.
POTENTIAL DEVELOPMENT NEEDS
•
•
•
•
•
•
At times his self-confidence may be interpreted as complacency.
May tend to be something of a loner and not "walk the talk" as much as
might be necessary.
May have difficulty adhering to highly structured work procedures and
may overlook the detailed requirements of a task.
May be disinclined to persevere when confronted with tedious tasks.
May tend to lack interest in conceptual issues and be inattentive to the
global aspects of a task.
May over-estimate his ability to achieve results within realistic
timescales.
13
Primary Factors
Scale Sten
Left Dimension
Right Dimension
1
2
3
4
5
6
7
8
9
%
10
Empathic
2
Low Intellectance
High Intellectance
39
8
Affected By Feelings
Emotionally stable
84
fE
6
Accommodating
Dominant
55
fF
4
Sober Serious
Enthusiastic
24
fG
2
Expedient
Conscientious
2
fH
4
Retiring
Socially-bold
28
fI
5
Hard-headed
Tender-minded
41
fL
6
Trusting
Suspicious
53
fM
3
Concrete
Abstract
13
fN
5
Direct
Restrained
42
fO
1
Self-assured
Apprehensive
0
fQ1
5
Conventional
Radical
36
fQ2
3
Self-sufficient
Group-orientated
15
fQ3
6
Informal
Self-disciplined
49
fQ4
7
Composed
Tense-driven
65
Right Dimension
%
fA
2
Distant Aloof
ß
5
fC
Global Factors
Scale Sten
Left Dimension
1
2
3
4
5
6
7
8
9
10
E
3
Introversion
Extraversion
8
N
4
Low aNxiety
High aNxiety
22
O
4
Pragmaticism
Openness
16
A
5
Independence
Agreeableness
48
C
4
Low Self-Control
High Self-Control
19
14
Response Style Indices
Sten
Additional Scales
%
1
2
3
4
5
6
7
8
9
10
SD
7
Social Desirability
72
CT
3
Central Tendency
13
INF
6
Infrequency
58
FG
7
Fake Good
72
FB
4
Fake Bad
22
Additional Scales
Raw
Additional Scales
%
1
2
3
4
5
6
7
8
9
10
eIQ
20 Emotional Intelligence
14
WA
22 Positive Work Attitude
15
Norms based on a sample of 4295 Australian Professional Managerial
15
General Information for Interpreting Report findings:
OBJECTIVE
INFORMATION
This report provides objective information on the candidate’s
abilities.
EDUCATED
DECISION MAKING
The candidate’s performance is compared with a relevant
population group to assist in achieving effective Human Capital
decision making.
INTERPRETING
RESULTS
POPULATION
NORMS
SCORE RANGES
The results are presented in terms of a percentile (%) score for
each test administered. A percentile is a score equal to or below
which a certain percentage of the members of a selected
sample group fall.
Percentile scores can be misleading if small differences between
individuals’ scores are interpreted as implying significant
differences in work performance.
Candidate’s specific scores can be compared to a relevant
Australian adult sample as a reference group or to a relevant
sample from ones organization.
PsychPress uses a basic score range for ability percentile
scores:
91st - 99th percentile – Superior performance
63rd - 90th percentile – Above Average performance
37th - 62nd percentile – Average performance
10th - 36th percentile – Below Average performance
1st - 9th percentile – Poor performance
16

INDIVIDUAL ASSESSMENT REPORT

Transcription

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