Sam Sample - Basic Non-Management Report

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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

© Copyright Psych Press Pty Ltd, 2005

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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

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.

CROSS VALIDATION OF OUTCOMES

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.


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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


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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 Norm Group

Conceptual Reasoning

81st percentile

(50 attempted, 28 correct)

Australian general population

Verbal Reasoning

42nd percentile

(27 attempted, 15 correct)

Australian general population

Emotional Reasoning

50th percentile 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.


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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 2 3 4 5 6 7 8 9 10

fA 2 Distant Aloof Empathic 2

fF 4 Sober Serious Enthusiastic 24

fH 4 Retiring Socially-bold 28

fQ2 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 self-confidence 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.


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Scale Sten Independent Agreeable %1 2 3 4 5 6 7 8 9 10

ß 5 Low Intellectance High Intellectance 39

fE 6 Accommodating Dominant 55

fL 6 Trusting Suspicious 53

fQ1 5 Conventional Radical 36

Note: Scores in the range 4-7 are considered average 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 2 3 4 5 6 7 8 9 10

fI 5 Hard-headed Tender-minded 41

fM 3 Concrete Abstract 13


Note: Scores in the range 4-7 are considered average 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


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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 2 3 4 5 6 7 8 9 10

fG 2 Expedient Conscientious 2

fN 5 Direct Restrained 42

fQ3 6 Informal Self-disciplined 49

Note: Scores in the range 4-7 are considered average 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.


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COPING STYLE

Scale Sten Low Anxiety High Anxiety %1 2 3 4 5 6 7 8 9 10

fC 8 Affected By Feelings Emotionally stable 84


fO 1 Self-assured Apprehensive 0

fQ4 7 Composed Tense-driven 65

Note: Scores in the range 4-7 are considered average 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.


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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 Scale1 2 3 4 5 6 7 8 9 10

8.2 Realistic

4.3 Investigative

3.1 Artistic

2.3 Social

7.0 Enterprising

4.9 Conventional

Left Dimension Centre Right Dimension

Note: Scores in the range 4-7 are considered average 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.


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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.


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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.


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Primary Factors

Scale Sten Left Dimension Right Dimension %1 2 3 4 5 6 7 8 9 10

fA 2 Distant Aloof Empathic 2

ß 5 Low Intellectance High Intellectance 39

fC 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


fM 3 Concrete Abstract 13

fN 5 Direct Restrained 42

fO 1 Self-assured Apprehensive 0


fQ2 3 Self-sufficient Group-orientated 15

fQ3 6 Informal Self-disciplined 49

fQ4 7 Composed Tense-driven 65

Global Factors

Scale Sten Left Dimension Right 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

Note: Scores in the range 4-7 are considered average


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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

Note: Scores in the range 4-7 are considered average

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

Note: Scores in the range 4-7 are considered average Norms based on a sample of 4295 Australian Professional Managerial


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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

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.

POPULATION NORMS

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.

SCORE RANGES

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

Documents

Sam Sample - Basic Non-Management Report