Person Job Match. Selection Report - Short Form. Name Mr Sample Candidate. Date September 18,

Size: px
Start display at page:

Download "Person Job Match. Selection Report - Short Form. Name Mr Sample Candidate. Date September 18,"

Transcription

1 Person Job Match Selection Report - Short Form Name Mr Sample Candidate Date

2 EXECUTIVE SUMMARY This report tells you about Sample Candidate s potential fit to the competency requirements of this job, based on a detailed assessment of Sample Candidate s personality. Overall Person-Job Match Rating 48 Moderate - Sample Candidate has a reasonable match to the requirements of Associate Marketing Manager, but will require development of competencies in some areas. Sample Candidate s areas of key strength are likely to be: Applying Expertise and Technology Analyzing Learning and Researching Delivering Results and Meeting Customer Expectations Following Instructions and Procedures Achieving Personal Work Goals and Objectives Sample Candidate s areas of likely limitation are: Deciding and Initiating Action Persuading and Influencing Creating and Innovating Formulating Strategies and Concepts Coping with Pressure and Setbacks USING THIS REPORT On the following pages, you will find a more detailed overview of Sample Candidate s suitability for the role of Associate Marketing Manager, relative to the competencies that are essential and desirable for success in the role. There are also a number of interview questions at the end of the report which have been selected based on Sample Candidate s match to the role of Associate Marketing Manager. It is important to review all the information in this report along with other information that you have gathered about Sample Candidate, including their previous work history and relevant educational attainment(s) and interview performance. Please note, this report has been produced to assess Sample Candidate s suitability for the role of Associate Marketing Manager, and should only be used for this job. The information contained in this report is valid for up to 12 months. SHL, a part of CEB. All rights reserved. Sample Candidate 2 of 11

3 SUMMARY MATCH TABLE Job Importance Lower importance Higher importance Unused Potential Areas of Strength Excellent or Good Potential Applying Expertise and Technology Learning and Researching Following Instructions and Procedures Analyzing Delivering Results and Meeting Customer Expectations Achieving Personal Goals and Objectives Competency Potential Moderate Potential Undeveloped Areas Leading and Supervising Adhering to Principles and Values Writing and Reporting Areas for Development Working with People Relating and Networking Presenting and Communicating Information Planning and Organizing Adapting and Responding to Change Entrepreneurial and Commercial Thinking Marginal or Poor Potential Undeveloped Areas Formulating Strategies and Concepts Coping with Pressure and Setbacks Areas of Concern Deciding and Initiating Action Persuading and Influencing Creating and Innovating SHL, a part of CEB. All rights reserved. Sample Candidate 3 of 11

4 ESSENTIAL COMPETENCIES Key Strength Likely Strength Moderate Likely Limitation Key Limitation Deciding and Initiating Action Places quite a high emphasis on achieving difficult targets. Is fairly comfortable taking charge of situations. Has a slight tendency to go along with the group consensus. Is likely to be cautious and slow when making decisions. Relating and Networking Is highly likely to adapt personal style when relating to others. Is likely to be lively and animated in groups. Is likely to feel as confident as most others in formal business situations. May not consistently seek to understand what motivates others. Persuading and Influencing Is very likely to be outgoing when in group situations. Is as comfortable as most with promoting own credentials. Is as likely as most to feel confident when influencing others, including strangers. May not consistently seek to understand other people s needs and motives. Strongly dislikes selling and negotiating. SHL, a part of CEB. All rights reserved. Sample Candidate 4 of 11

5 Presenting and Communicating Information Adapts very comfortably to the needs of the audience. Is likely to feel moderately confident when formally presenting. May nearly always feel tense before important occasions. Strongly dislikes using persuasion when putting forward an argument. Analyzing Is very interested in dealing with abstract concepts. Is likely to enjoy analyzing numerical information. Will probe information for potential errors in analysis. Planning and Organizing Places a high priority on completing plans to deadline. Is fairly comfortable managing others. May be a little less focused on details when planning than their peers. May have a tendency towards adopting a more reactive than strategic approach. Delivering Results and Meeting Customer Expectations Places a high priority on completing tasks in line with expectations. Is quite likely to set ambitious goals for themself or others. As likely as most to adhere to rules, regulations and set procedures. May not always adopt a methodical and organized approach. SHL, a part of CEB. All rights reserved. Sample Candidate 5 of 11

6 DESIRABLE COMPETENCIES Key Strength Likely Strength Moderate Likely Limitation Key Limitation Working with People Is likely to nearly always provide support and sympathy to colleagues. May not consistently seek to understand the reasons for others' behavior. Some desire to spend time away from people may affect team work. Very rarely seeks contributions from others in order to make a decision. Is highly competitive. This is highly likely to prevent co-operation with colleagues. Creating and Innovating Is very interested in applying a conceptual approach to problem solving. Likes a small amount of change in work routine and appreciates stability. Is quite likely to favor traditional methods. Almost certainly does not see themself as a creative individual. Adapting and Responding to Change Is likely to considerably adapt an interpersonal style across situations. Likes some variety and new experiences balanced with an appreciation of routine. Is quite likely to prefer well-established work methods. May not consistently seek to understand differences in motives and behaviors of others. SHL, a part of CEB. All rights reserved. Sample Candidate 6 of 11

7 Achieving Personal Goals and Objectives Is likely to be extremely comfortable in competitive situations. Is quite likely to be driven to progress their career. May only to a small degree enjoy a busy schedule. May take only a short term approach to their own development. Entrepreneurial and Commercial Thinking Is very likely to excel in the competitive environment of commercial situations. Tends to enjoy working with financial information. Is quite likely to be motivated by ambitious financial targets. SHL, a part of CEB. All rights reserved. Sample Candidate 7 of 11

8 DEFINITIONS OF ESSENTIAL COMPETENCIES Deciding and Initiating Action Takes responsibility for actions, projects and people; takes initiative and works under own direction; initiates and generates activity and introduces changes into work processes; makes quick, clear decisions which may include tough choices or considered risks. Relating and Networking Easily establishes good relationships with customers and staff; relates well to people at all levels; builds wide and effective networks of contacts; uses humor appropriately to bring warmth to relationships with others. Persuading and Influencing Gains clear agreement and commitment from others by persuading, convincing and negotiating; makes effective use of political processes to influence and persuade others; promotes ideas on behalf of oneself or others; makes a strong personal impact on others; takes care to manage one s impression on others. Presenting and Communicating Information 1 Speaks fluently; expresses opinions, information and key points of an argument clearly; makes presentations and undertakes public speaking with skill and confidence; responds quickly to the needs of an audience and to their reactions and feedback; projects credibility. Analyzing 1 Analyzes numerical data and all other sources of information, to break them into component parts, patterns and relationships; probes for further information or greater understanding of a problem; makes rational judgments from the available information and analysis; demonstrates an understanding of how one issue may be a part of a much larger system. Planning and Organizing Sets clearly defined objectives; plans activities and projects well in advance and takes account of possible changing circumstances; identifies and organizes resources needed to accomplish tasks; manages time effectively; monitors performance against deadlines and milestones. Delivering Results and Meeting Customer Expectations 3 Focuses on customer needs and satisfaction; sets high standards for quality and quantity; monitors and maintains quality and productivity; works in a systematic, methodical and orderly way; consistently achieves project goals. SHL, a part of CEB. All rights reserved. Sample Candidate 8 of 11

9 DEFINITIONS OF DESIRABLE COMPETENCIES Working with People Shows respect for the views and contributions of other team members; shows empathy; listens, supports and cares for others; consults others and shares information and expertise with them; builds team spirit and reconciles conflict; adapts to the team and fits in well. Creating and Innovating 1 Produces new ideas, approaches, or insights; creates innovative products or designs; produces a range of solutions to problems. Adapting and Responding to Change Adapts to changing circumstances; tolerates ambiguity; accepts new ideas and change initiatives; adapts interpersonal style to suit different people or situations; shows an interest in new experiences. Achieving Personal Goals and Objectives Accepts and tackles demanding goals with enthusiasm; works hard and puts in longer hours when it is necessary; seeks progression to roles of increased responsibility and influence; identifies own development needs and makes use of developmental or training opportunities. Entrepreneurial and Commercial Thinking 1 Keeps up to date with competitor information and market trends; identifies business opportunities for the organization; maintains awareness of developments in the organizational structure and politics; demonstrates financial awareness; controls costs and thinks in terms of profit, loss and added value. SHL, a part of CEB. All rights reserved. Sample Candidate 9 of 11

10 NOTES The Overall Competency Potential Match Score is calculated for a person based on their scores on the personality questionnaire and available ability tests. When comparing different people: Areas of match and mismatch should be examined individually. The tests and questionnaires that they have taken must be identical and the same norms must have been used. Their reports will only be comparable if this is the case. The index numbers in brackets (e.g. 4.3 for Analyzing) refer to the 20 competency dimensions of the SHL Universal Competency Framework TM. FOOTNOTES 1: Assessment of this competency is best undertaken with a measure of personality and one or more measures of aptitude or ability. 2: This report only assesses some aspects of this competency, specifically related to the areas of rulefollowing and utilizing diversity. 3: Assessment of this competency may be based on a measure of personality and a measure of the ability to check details. Paragraph1 PERSON DETAILS Name Candidate Data Mr Sample Candidate RP1=1, RP2=7, RP3=9, RP4=4, RP5=8, RP6=3, RP7=5, RP8=6, RP9=2, RP10=10, TS1=8, TS2=6, TS3=4, TS4=7, TS5=8, TS6=1, TS7=5, TS8=9, TS9=3, TS10=4, TS11=8, TS12=6, FE1=4, FE2=9, FE3=2, FE4=4, FE5=10, FE6=8, FE7=4, FE8=9, FE9=7, FE10=3, CNS=2. Report PJM Selection Report v2.0 Job Name Associate Marketing Manager ASSESSMENT METHODOLOGY This report is based upon the following sources of information for Questionnaire / Ability Test Comparison Group OPQ32r UK English v1 (Std Inst) OPQ32r UK English Finance and Insurance 2011 (IND) SHL, a part of CEB. All rights reserved. Sample Candidate 10 of 11

11 ABOUT THIS REPORT This report was generated using SHL s Online Assessment System. It includes information from the Occupational Personality Questionnaire TM (OPQ32). The use of this questionnaire is limited to those people who have received specialist training in its use and interpretation. The report herein is generated from the results of a questionnaire answered by the respondent(s) and substantially reflects the answers made by them. Due consideration must be given to the subjective nature of questionnaire-based ratings in the interpretation of this data. This report has been generated electronically the user of the software can make amendments and additions to the text of the report. SHL Group Limited and its associated companies cannot guarantee that the contents of this report are the unchanged output of the computer system. We can accept no liability for the consequences of the use of this report and this includes liability of every kind (including negligence) for its contents. SHL, a part of CEB. All rights reserved. SHL and OPQ are trademarks of SHL Group Limited which is registered in the United Kingdom and other countries. This report has been produced by SHL for the benefit of its client and contains SHL intellectual property. As such, SHL permits its client to reproduce, distribute, amend and store this report for its internal and noncommercial use only. All other rights of SHL are reserved. SHL, a part of CEB. All rights reserved. Sample Candidate 11 of 11

OPQ Profile. Person Job Match. Selection Report. Name Mr Sample Candidate. Date 18 September

OPQ Profile. Person Job Match. Selection Report. Name Mr Sample Candidate. Date 18 September OPQ Profile Person Job Match Selection Report Name Mr Sample Candidate Date 18 September 2013 www.ceb.shl.com EXECUTIVE SUMMARY This report tells you about Mr Sample Candidate s potential fit to the competency

More information

Person Job Match. Selection Report. Name Mr Sample Candidate. Date 18 September

Person Job Match. Selection Report. Name Mr Sample Candidate. Date 18 September Person Job Match Selection Report Name Mr Sample Candidate Date 18 September 2013 www.ceb.shl.com EXECUTIVE SUMMARY This report tells you about Mr Sample Candidate s potential fit to the competency requirements

More information

OPQ Profile OPQ. Universal Competency Report. Name Mr Sample Candidate. Date September 20,

OPQ Profile OPQ. Universal Competency Report. Name Mr Sample Candidate. Date September 20, OPQ Profile OPQ Universal Competency Report Name Mr Sample Candidate Date September 20, 2013 www.ceb.shl.com INTRODUCTION This report is intended for use by managers and HR professionals. It summarizes

More information

SHL JobMatch JobMatch Plus Report. JobMatch Plus Report. Name Ms Joan Smith. Job / Position Relationship Manager

SHL JobMatch JobMatch Plus Report. JobMatch Plus Report. Name Ms Joan Smith. Job / Position Relationship Manager SHL JobMatch JobMatch Plus Report JobMatch Plus Report Name Ms Joan Smith Job / Position Relationship Manager Date 12 April 2012 EXECUTIVE SUMMARY This report tells you about Ms Joan Smith s potential

More information

OPQ Universal Competency Report OPQ. > Universal Competency Report. Name Ms Sample Candidate

OPQ Universal Competency Report OPQ. > Universal Competency Report. Name Ms Sample Candidate OPQ Universal Competency Report OPQ > Universal Competency Report Name Ms Sample Candidate Date 26 September 2012 INTRODUCTION This report is intended for use by managers and HR professionals. It summarises

More information

OPQ Manager Plus Report OPQ. > Manager Plus Report. Name Ms Sample Candidate

OPQ Manager Plus Report OPQ. > Manager Plus Report. Name Ms Sample Candidate OPQ Manager Plus Report OPQ > Manager Plus Report Name Ms Sample Candidate Date 26 September 2012 INTRODUCTION This report is intended for use by line managers and HR professionals. It contains a range

More information

OPQ Profile OPQ. UCF Development Action Planner. Name Mr Sample Candidate. Date 18 September

OPQ Profile OPQ. UCF Development Action Planner. Name Mr Sample Candidate. Date 18 September OPQ Profile OPQ UCF Development Name Candidate Date www.ceb.shl.com INTRODUCTION You have recently completed a self-report personality questionnaire in order to provide a framework for discussing your

More information

OPQ Profile CCSQ. Manager Report Customer Facing Roles. Name Mr Sample Candidate. Date 19 September

OPQ Profile CCSQ. Manager Report Customer Facing Roles. Name Mr Sample Candidate. Date 19 September OPQ Profile CCSQ Manager Report Customer Facing Roles Name Mr Sample Candidate Date 19 September 2013 www.ceb.shl.com INTRODUCTION This SHL Manager Report will help you establish Mr Sample Candidate s

More information

> Manager Report - Customer Facing Roles. Name: Mr Peter Sample

> Manager Report - Customer Facing Roles. Name: Mr Peter Sample > Manager Report - Customer Facing Roles Name: Mr Peter Sample Date: 27 October 2008 INTRODUCTION This SHL Manager Report will help you establish Mr Sample s likely success in a customer-facing role. This

More information

OPQ Sales Report. Name Test Candidate. Date 07 July cebglobal.com

OPQ Sales Report. Name Test Candidate. Date 07 July cebglobal.com OPQ Sales Report Name Test Candidate Date 07 July 2016 cebglobal.com Introduction The CEB Sales Report helps you understand Mr Test Candidate's potential fit in a sales role. This report is based on the

More information

OPQ Emotional Intelligence Report

OPQ Emotional Intelligence Report OPQ Emotional Intelligence Report Name Mr Sample Candidate Date SHL.com INTRODUCTION This report describes competencies key to the development of Emotional Intelligence or EI which can be defined as how

More information

OPQ. Team Impact Report - Individual Development. Name Mr. SAMPLE REPORT

OPQ. Team Impact Report - Individual Development. Name Mr. SAMPLE REPORT OPQ Team Impact Report - Individual Development Name Mr. SAMPLE REPORT Date August 12, 2013 INTRODUCTION Mr. SAMPLE REPORT, you recently completed an occupational personality questionnaire called OPQ32.

More information

OPQ The Leadership Report

OPQ The Leadership Report OPQ The Leadership Report Name Mr Sample Candidate Date 19 September 2018 SHL.com INTRODUCTION The framework used in this report differentiates management and leadership in terms of the widely recognised

More information

OPQ UCF Development Action Planner

OPQ UCF Development Action Planner OPQ UCF Development Action Planner Name Mr Sample Candidate Date 26 September 2018 SHL.com INTRODUCTION You have recently completed a self-report personality questionnaire in order to provide a framework

More information

> Careers Guidance Report. Name: Ms Sample Candidate

> Careers Guidance Report. Name: Ms Sample Candidate > Careers Guidance Report Name: Ms Sample Candidate Date: 22 January 2013 INTRODUCTION This report is intended for use in careers guidance situations. You can use it as part of a facilitated session with

More information

> Team Impact Individual Selection Report. Name: Sam Sample

> Team Impact Individual Selection Report. Name: Sam Sample > Team Impact Individual Selection Report Name: Sam Sample Date: 12 September 2006 INTRODUCTION Sam Sample has recently completed the Occupational Personality Questionnaire (OPQ32). The responses she provided

More information

> Sales Report. Name: Mr Sample Report

> Sales Report. Name: Mr Sample Report > Sales Report Name: Mr Sample Report Date: 27 th August 2008 INTRODUCTION The SHL Sales Report helps you understand Sample Report s potential fit in a sales role. This report is based on the results of

More information

Motivation Questionnaire

Motivation Questionnaire OPQ Profile Motivation Questionnaire Employee Motivation Report Name Mr Sample Candidate Date 26 September 2013 wwwcebshlcom Employee Motivation Report Introduction This report describes the factors that

More information

NUMBER & TYPE OF JOBS REPORTING DIRECTLY (1ST LEVEL)

NUMBER & TYPE OF JOBS REPORTING DIRECTLY (1ST LEVEL) Job Description Job title Key Accounts Manager / Regional Key Account Manager Department Sales Reporting structures Sales Executive DIRECTLY 1ST LEVEL Chief Strategy Office REPORTING 2ND LEVEL NUMBER &

More information

Ability. Verify Ability Test Report. Name Ms Candidate. Date.

Ability. Verify Ability Test Report. Name Ms Candidate. Date. Ability Verify Ability Test Report Name Ms Candidate Date www.ceb.shl.com Ability Test Report This Ability Test Report provides the scores from Ms Candidate s Verify Ability Tests. If these tests were

More information

OPQ The Leadership Report

OPQ The Leadership Report OPQ The Leadership Report OPQ The Leadership Report Name Mr Sample Candidate Comparison Group OPQ32r_EN_GB_IS01_ General Population- 2007 Date August 30, 2011 INTRODUCTION The framework used in this report

More information

Development Action Planner

Development Action Planner Expert Report SAMPLE REPORT Development Action Planner Mr Sample Respondent 7 September, 2004 Internet: http://www.shlgroup.com Email: info@shlgroup.com SHL Group plc. 2002. All Rights Reserved SHL and

More information

> Emotional and Social Competence Report. Name: Mr Lyle Bosley

> Emotional and Social Competence Report. Name: Mr Lyle Bosley > Emotional and Social Competence Report Name: Mr Lyle Bosley Date: 6 June 2014 Self - Awareness Self - Regulation Motivation Competency Profile Charts Emotional Competency Profile 8 Emotional Awareness

More information

Interview. guide. Sam Sample. Emotional Intelligence Profile. Tuesday 16 May 2017 General Working Population (sample size 1634) Sam Sample

Interview. guide. Sam Sample. Emotional Intelligence Profile. Tuesday 16 May 2017 General Working Population (sample size 1634) Sam Sample Interview guide Tuesday 16 May 2017 General Working Population (sample size 1634) Emotional Intelligence Profile 1 Contents 04 About this report 06 Emotional Intelligence competencies 07 Competency potential

More information

Solution Selling. Sample Solution Candidate

Solution Selling. Sample Solution Candidate Role: Name: Solution Selling Sample Solution Candidate Date: 20 June 2012 :: Introduction This Sales Talent Assessment report is designed to help you understand the candidate s potential fit to the selected

More information

Expert Report Chris Park

Expert Report Chris Park Expert Report Chris Park Performance 0 Report for Chris Park Comparison Group: Professionals & Managers (20) Generated on: -Jan-20 Page 2 20 Willis Towers Watson. All rights reserved. Contents Introduction

More information

Company Synlait Milk Ltd Date: January 2014

Company Synlait Milk Ltd Date: January 2014 Position Reports to Senior Communications Advisor Marketing and Communications Manager Company Synlait Milk Ltd Date: January 2014 Location 1028 Heslerton Road, Dunsandel, Canterbury Purpose To be our

More information

Registration Details. How to Interpret the Report?

Registration Details. How to Interpret the Report? Mettl Leadership Assessment - Demo sample_report@mettl.com Test Taken on: June 14, 2017 07:02:4 PM IST Finish State: Normal Registration Details Email Address: sample_report@mettl.com First Name: Sample

More information

Job Profile Summary. Electrical Engineer I, Electrical Engineer II, Senior Electrical Engineer, Principle Electrical Engineer

Job Profile Summary. Electrical Engineer I, Electrical Engineer II, Senior Electrical Engineer, Principle Electrical Engineer ITW Core Values: Integrity, Simplicity, Trust, Respect, Shared Risk ITW Organizational Goals: Solid Growth, Strong Returns, Best in Class Job Profile Summary Job Profile: Business Unit Title: Reporting

More information

Ability. Verify Ability Test Report. Name: Ms Sophie Sample. Date 16 October SHL.com

Ability. Verify Ability Test Report. Name: Ms Sophie Sample. Date 16 October SHL.com Ability Verify Ability Test Report Name: Ms Sophie Sample Date 16 October 2018 SHL.com Ability Test Report This Ability Test Report provides the scores from Ms Sophie Sample s Verify Ability Test. If this

More information

Registration Details. How to Interpret the Report?

Registration Details. How to Interpret the Report? Mettl Leadership Development Report sample sample.report@mettl.com Test Taken on: September 13, 2017 0:4:09 PM IST Finish State: Normal Registration Details Email Address: sample.report@mettl.com First

More information

Assessment Center Report

Assessment Center Report Assessment Center Report Candidate Name: Title: Department: Assessment Date: Presented to Company/Department Purpose As of the Assessment Center Service requested by (Company Name) to identify potential

More information

Ability. Verify Ability Test Report. Name Sample Candidate. Date 28 September SHL.com

Ability. Verify Ability Test Report. Name Sample Candidate. Date 28 September SHL.com Ability Name Date 28 September 2018 SHLcom n Ability Test Report This Ability Test Report provides the scores from s Verify Ability Tests If these tests were unsupervised, there is a small possibility

More information

Report For: John Doe ID: UH Date: January 28, HOGAN ASSESSMENT SYSTEMS INC.

Report For: John Doe ID: UH Date: January 28, HOGAN ASSESSMENT SYSTEMS INC. Report For: John Doe ID: UH565702 Date: January 28, 2016 2013 HOGAN ASSESSMENT SYSTEMS INC. INTRODUCTION The Hogan Personality Inventory is a measure of normal personality that contains seven primary scales

More information

Watford FC s Community Sports & Education Trust Job Description. Job Holder Grade Staff Reports to Community Development Manager Salary 18-24k

Watford FC s Community Sports & Education Trust Job Description. Job Holder Grade Staff Reports to Community Development Manager Salary 18-24k Watford FC s Community Sports & Education Trust Job Description Job Title Premier League Kicks Project Officer Date Prepared 03/08/17 (PLKPO) Job Holder Grade Staff Reports to Community Development Manager

More information

Insight Hogan Personality Inventory (HPI)

Insight Hogan Personality Inventory (HPI) Insight Hogan Personality Inventory (HPI) Report For: Martina Mustermann ID: HC580149 Date: 5.24.2018 2018 Hogan Assessment Systems Inc. Introduction The Hogan Personality Inventory is a measure of normal

More information

Report For: HPI Insight Sample ID: HB Date: August 26, HOGAN ASSESSMENT SYSTEMS INC.

Report For: HPI Insight Sample ID: HB Date: August 26, HOGAN ASSESSMENT SYSTEMS INC. Report For: HPI Insight Sample ID: HB936690 Date: August 26, 2013 2013 HOGAN ASSESSMENT SYSTEMS INC. INTRODUCTION The Hogan Personality Inventory is a measure of normal personality that contains seven

More information

Saville Consulting Wave Professional Styles Handbook

Saville Consulting Wave Professional Styles Handbook Saville Consulting Wave Professional Styles Handbook PART 3: OUTPUTS Chapter 15: Reports This manual has been generated electronically. Saville Consulting do not guarantee that it has not been changed

More information

Profile - Professional Sales

Profile - Professional Sales Profile - Professional Sales Report Name Julie Sample Email/ID toni.employtest@gmail.com Date 3/3/2016 Test Version 1.0 eticket number Issued to Time 11:28:00 Time Taken 00:47:00 6355987158270311746 Proctored

More information

Behavioural Attributes Framework

Behavioural Attributes Framework Behavioural Attributes Framework There are eight attributes in the University of Cambridge Behavioural Attributes Framework: Communication; Relationship Building; Valuing Diversity; Achieving Results;

More information

Insight Hogan Personality Inventory (HPI)

Insight Hogan Personality Inventory (HPI) Insight Hogan Personality Inventory (HPI) Report For: Sam Poole ID: UH608703 Date: 01.5.2018 2018 Hogan Assessment Systems Inc. Introduction The Hogan Personality Inventory is a measure of normal personality

More information

Expert Report for Prof David Hall. Professional. Styles

Expert Report for Prof David Hall. Professional. Styles Expert Report for Prof David Hall Professional Styles Contents Introduction to Assessment Report... 3 Executive Summary Profile... 4 Psychometric Profile Overview... 5 Psychometric Profile - Thought Cluster...

More information

DNA 25. Dina Sample. Talent. ABC Corp NEW 25. Copyright Target Training International, Ltd.

DNA 25. Dina Sample. Talent. ABC Corp NEW 25. Copyright Target Training International, Ltd. DNA 25 Talent ABC Corp 12-23-2015 NEW 25 Introduction Your success in any job depends on the value of your contribution to the organization. Managers, mentors and professional coaches can encourage, advise

More information

CREATIVE STYLE QUESTIONNAIRE

CREATIVE STYLE QUESTIONNAIRE CREATIVE STYLE QUESTIONNAIRE Personal Report JOHN SMITH 2017 MySkillsProfile. All rights reserved. Introduction The CSQ measures aspects of your creative style by asking you questions about how your behaviors,

More information

Provide a positive image of EHA and EDC to customers, stakeholders and other relevant outside bodies.

Provide a positive image of EHA and EDC to customers, stakeholders and other relevant outside bodies. EDEN HOUSING ASSOCIATION JOB DESCRIPTION JOB TITLE: DEPARTMENT: RESPONSIBLE TO: JOB PURPOSE: Accommodation and Support Officer Operations Housing Options Manager To assist in the delivery of high quality,

More information

Insight Hogan Personality Inventory (HPI)

Insight Hogan Personality Inventory (HPI) Insight Hogan Personality Inventory (HPI) Report For: Sam Poole ID: HF175947 Date: 2.06.2019 2018 Hogan Assessment Systems Inc. Introduction The Hogan Personality Inventory is a measure of normal personality

More information

Travel and Subsistence Included in day rate within M25. Payable at department s standard T&S rates outside M25.

Travel and Subsistence Included in day rate within M25. Payable at department s standard T&S rates outside M25. Skills For the Information Age (SFIA) Definitions & Rate Card Standard Rate Card Strategy & architecture Business change Solution development & implementation Service management Procurement & management

More information

myskillsprofile MLQ30 Management and Leadership Report John Smith

myskillsprofile MLQ30 Management and Leadership Report John Smith myskillsprofile MLQ30 Management and Leadership Report John Smith Management and Leadership Questionnaire 2 INTRODUCTION The Management and Leadership Questionnaire (MLQ30) assesses management and leadership

More information

MANAGEMENT AND LEADERSHIP QUESTIONNAIRE

MANAGEMENT AND LEADERSHIP QUESTIONNAIRE MANAGEMENT AND LEADERSHIP QUESTIONNAIRE Personal Report JOHN SMITH 2017 MySkillsProfile. All rights reserved. Introduction The MLQ30 leadership assessment test measures your management and leadership competencies

More information

Report Work-related Personality Inventory Normative (WPI-N)

Report Work-related Personality Inventory Normative (WPI-N) Report Work-related Personality Inventory Normative (WPI-N) Name Consultant John Example Voorbeeld Adviseur Date completed 0-12-201 Introduction Before reading your results This report is a tool for gaining

More information

U N I T E D N A T I O N S C H I L D R E N ' S F U N D

U N I T E D N A T I O N S C H I L D R E N ' S F U N D U N I T E D N A T I O N S C H I L D R E N ' S F U N D JOB DESCRIPTION PROFESSIONAL IMIS POSITION NUMBER: CASE NUMBER: POSITION TITLE: Communication for Development Specialist (FOR DHR USE ONLY) Generic

More information

Report. Date completed

Report. Date completed Report Date completed 10-09-201 Introduction Before reading your results This report is a tool for gaining self-insight. We therefore cannot accept responsibility for the accuracy of the descriptions and

More information

Candidate Assessment Report. Chris Williams ABC Company

Candidate Assessment Report. Chris Williams ABC Company Candidate Assessment Report 06-November-2013 INTRODUCTION This Candidate Assessment Report presents the results of an evaluation on as part of a candidate selection process for. It is based upon the completion

More information

A Guide to Competencies and Behavior Based Interviewing

A Guide to Competencies and Behavior Based Interviewing A Guide to Competencies and Behavior Based Interviewing 9.14.2015 HR Toolkit http://www.unitedwayofcolliercounty.org/maphr 2015 Competence is the ability of an individual to do a job properly. Job competencies

More information

A Guide to Competencies and Behavior Based Interviewing. HR Toolkit

A Guide to Competencies and Behavior Based Interviewing. HR Toolkit A Guide to Competencies and Behavior Based Interviewing HR Toolkit 2015 Competency models help make transparent the skills an agency needs to be successful. Start by identifying competencies that predict

More information

Personnel Selection Report

Personnel Selection Report Personnel Selection Report Prepared for: Sample Client 06/27/2014 Copyright 2014 by PAR. All rights reserved. May not be reproduced in whole or in part in any form or by any means without written permission

More information

UC San Diego Core Competency Model Behavioral Indicators

UC San Diego Core Competency Model Behavioral Indicators UC San Diego Core Competency Model Behavioral Indicators Rev. 08/21/2014 COM M UNI C AT I O N Shares and receives information using clear oral, written, and interpersonal communication skills. Behavioral

More information

COMPETENCY PROFILE FOR THE RESEARCH, ANALYSIS AND LIBRARY SPECIALISTS GROUP

COMPETENCY PROFILE FOR THE RESEARCH, ANALYSIS AND LIBRARY SPECIALISTS GROUP COMPETENCY PROFILE FOR THE RESEARCH, ANALYSIS AND LIBRARY SPECIALISTS GROUP Introduction What is a competency profile? Competencies are specific behavioural manifestations of knowledge, skills and qualities

More information

Sales Personality Assessment Report

Sales Personality Assessment Report Sales Personality Assessment Report Assessment Code: 3v1qo4 Date: Jun23, 2009 Location: 1 Sales Personality Assessment Overview Sales Personality Assessment is developed to assess sales success orientation

More information

LEADERSHIP POTENTIAL INDICATOR

LEADERSHIP POTENTIAL INDICATOR LEADERSHIP POTENTIAL INDICATOR Personal Report John Smith 2017 MySkillsProfile. All rights reserved. Introduction The (LPI) measures aspects of your leadership style by asking you questions about your

More information

Competency Assessment System (CAS)

Competency Assessment System (CAS) (CAS) Including Interview questions Competency profile: Example participant client HFMtalentindex This report was generated by the HFMtalentindex Online Assessment system. The data in this report are based

More information

Suggested Attributes to Determine Performance Evaluation Ratings

Suggested Attributes to Determine Performance Evaluation Ratings Below are attributes to consider when looking for behaviors that represent an overall rating and/or a rating for each core expectation category. What behaviors define what a 5, 4, 3, and 2 rating looks

More information

COMPETENCY FRAMEWORK

COMPETENCY FRAMEWORK COMPETENCY FRAMEWORK Version Produced by Date 1.0 Claire Salter 15.02.2016 MESSAGE FROM THE BOARD The key to success within any organisation is how we recruit, retain and develop our staff. How each individual

More information

development report name: Sample Example 01/Mar/16 date:

development report name: Sample Example 01/Mar/16 date: development report name: date: Sample Example 01/Mar/16 introduction In order to ensure optimal performance from their employees, organisations have to consider both their competency and their motivation.

More information

MY Self Premium Report Sample Candidate

MY Self Premium Report Sample Candidate MY Self Premium Report Sample Candidate MY Self Questionnaire Generated on: 25-Jul-2011 Page 2 2011 Saville Consulting. All rights reserved. Introduction The following report is based on your completion

More information

Personal Qualities Framework for G3

Personal Qualities Framework for G3 Personal Qualities Framework for G3 The following table below provides a summary of PQF behaviours by NCA grade. PQF - BEHAVIOURS DD G1 G2 G3 G4 G5 G6 WORKING WITH OTHERS Communication A A B B C C D Teamwork

More information

MANAGING FOR SUCCESS

MANAGING FOR SUCCESS MANAGING FOR SUCCESS Work Environment Version Manager Acme Virtual Technics vs. Data Dome, Inc. Johnnie Sample's Natural Style Improving Communications & Performance through Behavioral Analysis info@datadome.com

More information

GLOBAL ASSESSMENT INVENTORY

GLOBAL ASSESSMENT INVENTORY GLOBAL ASSESSMENT INVENTORY Development Guide A Brookfield Company GLOBAL ASSESSMENT INVENTORY Development Guide This Report is Prepared for: GAI Sample Participant This Report is Prepared by BGRS Intercultural

More information

TTI TriMetrix Job QUESTIONNAIRE

TTI TriMetrix Job QUESTIONNAIRE TTI TriMetrix Job QUESTIONNAIRE 1 TTI TriMetrix Job Response Instructions Every job in every organization is unique and should be treated as such. The TTI TriMetrix Job is designed to analyze the specific

More information

Assistant Director Safeguarding

Assistant Director Safeguarding Job Title: Assistant Director Safeguarding Reports To: Director for Education Grade: JNC Level Job Purpose The organisation s vision to be a Council of the Future has been developed closely with members

More information

Job Description. Legal Adviser. Commercial Property

Job Description. Legal Adviser. Commercial Property Job Description Legal Adviser Commercial Property Location: York Department: Commercial Property Reports to: Head of Department/Directors Hours of Work: Full time Competency Band: Band 3 JOB DESCRIPTION

More information

Delegated Authority Level 5. Human Resources Department. Job Purpose

Delegated Authority Level 5. Human Resources Department. Job Purpose Post: Delegated Authority Level 5 Team: Responsible to: Responsible for: Human Resources Department Director of HR & OD Recruitment Administrators X Job Purpose To take a lead role in managing and developing

More information

Management Pro (MPP III) Interpretation Manual

Management Pro (MPP III) Interpretation Manual Management Pro (MPP III) Interpretation Manual TABLE OF CONTENTS Introduction to the MANAGEMENT PRO 3 Processing the Management Pro 4 The Management Pro Report 5 MPP III Interpretation Information 6 Snapshots

More information

C A R E E R H O G A N D E V E L O P DEVELOPMENTAL TIPS ON CAREER MANAGEMENT. Report for: Sam Poole ID: HC Date: February 23, 2017

C A R E E R H O G A N D E V E L O P DEVELOPMENTAL TIPS ON CAREER MANAGEMENT. Report for: Sam Poole ID: HC Date: February 23, 2017 S E L E C T D E V E L O P L E A D H O G A N D E V E L O P C A R E E R DEVELOPMENTAL TIPS ON CAREER MANAGEMENT Report for: Sam Poole ID: HC560419 Date: February 23, 2017 2 0 0 9 H O G A N A S S E S S M

More information

Assitant BAKERY MANAGER Section 1: Position Details

Assitant BAKERY MANAGER Section 1: Position Details Section 1: Position Details NOTE: In a franchise environment this position description may not exactly fit the requirements of the role. Position Reports To: Bakery Manager/MSOM/Area Manager/Regional Director

More information

Competencies Rating Guide

Competencies Rating Guide Competencies Rating Guide Rating Drive for Results Makes a significant contribution to business practice/policy/procedure resulting in improved best practices. Proactively works to exceed performance expectations,

More information

ORGANIZATIONAL ACCOUNTABILITIES. Sample Phrases for Appraiser Coach-ability Receptive to feedback Willingness to learn

ORGANIZATIONAL ACCOUNTABILITIES. Sample Phrases for Appraiser Coach-ability Receptive to feedback Willingness to learn PERFORMANCE APPRAISAL TOOLKIT FOR MANAGERS PERFORMANCE APPRAISAL DO S AND DON TS Do: Prepare in advance Be specific about reasons for ratings Consider your role in this Decide on specific steps to be taken

More information

Employee Position Description Thursday, March 29, 2018

Employee Position Description Thursday, March 29, 2018 Employee Position Description Position Title Team Unit Location Thursday, March 29, 2018 Business Development Manager Business Development Messe Frankfurt Middle East GmbH Dubai Branch, United Arab Emirates

More information

CORE COMPETENCIES. For all faculty and staff

CORE COMPETENCIES. For all faculty and staff SELF-AWARENESS & PROFESSIONALISM Being mindful of one s impact on others and managing thoughts, feelings and actions in an effective manner. INTEGRITY Conducting oneself and activities according to the

More information

The FIRO-B tool provides information about three fundamental dimensions of interpersonal needs:

The FIRO-B tool provides information about three fundamental dimensions of interpersonal needs: FIRO-B Profile Prepared for July 21, 2007 The FIRO-B instrument identifies how you tend to behave toward others and how you want them to behave toward you. Your FIRO-B results can help you increase your

More information

General Manager Manufacturing (SML) 1028 Heslerton Road, Dunsandel, Canterbury

General Manager Manufacturing (SML) 1028 Heslerton Road, Dunsandel, Canterbury Position Reports to Environmental General Manufacturing (SML) Company Synlait Milk Ltd Date: March 2014 Location 1028 Heslerton Road, Dunsandel, Canterbury Purpose To provide environmental leadership to

More information

Deputy Manager (Complex Needs) Islington Mental Health Services. Frontline Staff, Volunteers & Peer Mentors

Deputy Manager (Complex Needs) Islington Mental Health Services. Frontline Staff, Volunteers & Peer Mentors Post: Deputy Manager (Complex Needs) Delegated Authority Level 6 Team: Responsible to: Responsible for: Islington Mental Health Services Service Manager Frontline Staff, Volunteers & Peer Mentors Job Purpose

More information

Student case study questions

Student case study questions Student case study questions Female Male Undisclosed 1. Icebreaker: Thanks for coming along. Can you tell me what you're studying, how far through the course you are, and when you hope to complete? Major:

More information

G-Cloud 8 Attachment 5 - RATE CARD TEMPLATE

G-Cloud 8 Attachment 5 - RATE CARD TEMPLATE G-Cloud 8 Attachment 5 - RATE CARD TEMPLATE Framework Reference: RM1557viii Page 1 of 6 Skills For the Information Age (SFIA) Definitions & Rate Card Standard Rate Card Strategy & architecture Business

More information

INFORMATION CIRCULAR OPCW-S/IC/105 SUBJECT: GUIDE TO OPCW CORE VALUES AND COMPETENCIES

INFORMATION CIRCULAR OPCW-S/IC/105 SUBJECT: GUIDE TO OPCW CORE VALUES AND COMPETENCIES 19 October 2011 INFORMATION CIRCULAR OPCW-S/IC/105 SUBJECT: GUIDE TO OPCW CORE VALUES AND COMPETENCIES This guide should be read in conjunction with the Administrative Directive on Performance Management

More information

ONTARIO FEDERATION. OF SNOWMOBILE CLUBS Welham Road, Barrie Ontario Canada L4N 8Z6 Tel: Fax: Executive Director

ONTARIO FEDERATION. OF SNOWMOBILE CLUBS Welham Road, Barrie Ontario Canada L4N 8Z6 Tel: Fax: Executive Director DATE ISSUED: January 30, 2018 POSITION TITLE: CLASSIFICATION: Full Time, Regular REPORTS TO: President ACCOUNTABLE TO: Board of Governors Summary: The is the organization s chief-of-staff and is solely

More information

BC Assessment - Competencies

BC Assessment - Competencies BC Assessment - Competencies This document provides a list and description of all of BC Assessment s core competencies, as well as the level of competency required for a given position, as defined in each

More information

Performance Review Pre-work Materials for Employee

Performance Review Pre-work Materials for Employee Performance Review Pre-work Materials for Employee Performance & Progress Conversation Pre-work for Employee What are Performance Reviews? Performance Reviews are structured discussions between employees

More information

Getting Things Done Insight and Awareness Working Together Accountability Achieving goals Prioritising & Planning Learning & Change

Getting Things Done Insight and Awareness Working Together Accountability Achieving goals Prioritising & Planning Learning & Change Competency Framework At UP Projects we have a competency-based approach to staff recruitment, performance review and development. The Framework underpins the culture of the organisation and adds to what

More information

C A R E E R H O G A N D E V E L O P DEVELOPMENTAL TIPS ON CAREER MANAGEMENT. Report for: Kelly Warren ID: UC Date: March 17, 2009

C A R E E R H O G A N D E V E L O P DEVELOPMENTAL TIPS ON CAREER MANAGEMENT. Report for: Kelly Warren ID: UC Date: March 17, 2009 S E L E C T D E V E L O P L E A D H O G A N D E V E L O P C A R E E R DEVELOPMENTAL TIPS ON CAREER MANAGEMENT Report for: Kelly Warren ID: UC195499 Date: March 17, 2009 2 0 0 9 H O G A N A S S E S S M

More information

UC Core Competency Model

UC Core Competency Model UC Core Competency Model Developed and Endorsed by: UC Learning and Development Consortium Chief Human Resources Officers Date: May 2011 University of California Staff Employees Core Competencies Communication

More information

COMPETENCY PROFILE FOR THE PROFESSIONALS AND TECHNICAL SPECIALISTS GROUP

COMPETENCY PROFILE FOR THE PROFESSIONALS AND TECHNICAL SPECIALISTS GROUP COMPETENCY PROFILE FOR THE PROFESSIONALS AND TECHNICAL SPECIALISTS GROUP Introduction What is a competency profile? Competencies are specific behavioural manifestations of knowledge, skills and qualities

More information

Your Professional Development Style: ENTREPRENEUR

Your Professional Development Style: ENTREPRENEUR Client Name: Client Number: Test NZ 13-TEST Participant Name: Chris Sample Personality Group: The Entrepreneur Group Number: 200531 Report Date: Nov 20, 2015 Dept./Div.: Your Professional Development Style:

More information

First Name, Surname - Sales Profile Report (Client code)

First Name, Surname - Sales Profile Report (Client code) First Name, Surname - Sales Profile Report (Client code) Pacific Dolphin Profile Ref: I/S 4 Primary Characteristics This candidate has great people sales skills and will be very well suited to a new business

More information

Career Counseling Assessment. Prepared for John Lee. April 28, 2014

Career Counseling Assessment. Prepared for John Lee. April 28, 2014 Career Counseling Assessment Prepared for John Lee April 28, 2014 Reason for Referral John was referred to the Career Counseling Center to assist him with choosing a major area of study and potential career

More information

L E A D E R S H I P. Sweet Leticia

L E A D E R S H I P. Sweet Leticia L E A D E R S H I P Sweet Leticia 27-August-2014 About this Report The Work Personality Index Leadership Report describes key features of your personal style to help you understand your role as a leader

More information

Professional Coach. The Performance DNA System Identifying, Prioritizing and Calibrating Performance Criteria

Professional Coach. The Performance DNA System Identifying, Prioritizing and Calibrating Performance Criteria The Performance DNA System Identifying, Prioritizing and Calibrating Performance Criteria A Complete Evaluation of the competencies necessary to achieve superior performance in the position of: Professional

More information

JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT

JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT JOB TITLE: Media Manager [Sub-Region] DIRECTORATE: Campaigns and Communications PROGRAMME: Media REPORTING TO: Regional Director, [Sub-Regional

More information

Commercial Planning Manager. Supply Planning Manager Heslerton Road, Dunsandel, Canterbury

Commercial Planning Manager. Supply Planning Manager Heslerton Road, Dunsandel, Canterbury Position Reports to Commercial Planning Manager Supply Planning Manager Company Synlait Milk Limited Date: March 2016 Location 1028 Heslerton Road, Dunsandel, Canterbury Purpose This is a key role to support

More information

The Birkman Method COMPONENTS. One on one communications, relating to important or significant individuals Usual Behaviors

The Birkman Method COMPONENTS. One on one communications, relating to important or significant individuals Usual Behaviors COMPONENTS ESTEEM SSP*: er-lower- *special scoring pattern ACCEPTANCE SSP: Lower-er- Low One on one communications, relating to important or significant individuals Usual Behaviors Stress Behaviors Needs

More information