Candidate: Jason Mussleman. Date: 04/02/2012

Transcription

1 Behavioral Health Specialist Assessment Report Jason Mssleman 04/02/ To Improve Prodctivity Throgh People.

2 Jason Mssleman 04/02/2012 Prepared For: Resorce Associates Prepared by: John Lonsbry, Ph.D. & Lcy Gibson, Ph.D., Licensed Indstrial-Organizational Psychologists The following pages represent a report based on the reslts of a psychological assessment. The profile presented below smmarizes key reslts in each area compared against general poplation norms (indicated by the descriptors Low, Below Average, Average, Above Average, and High) and with norms for high performers in the type of job for which the candidate is applying (indicated by the shaded areas). The candidate's score is indicated by the diamond symbol : ALL RESULTS SHOULD REMAIN STRICTLY CONFIDENTIAL Agreeableness Low Below Average Average Above Average High Assertiveness Cstomer Service Dependability Emotional Stability / Resilience Empathy Extroversion Impression Management Integrity Intrinsic Motivation Nrtrance Openness Optimism Teamwork Work Drive Overall Cognitive Aptitde copyright 2012 Resorce Associates Page 2 of 7

3 Jason Mssleman Cognitive Aptitde Assessment Compared to general adlt norms sing standardized tests which were validated for a wide range of positions, we estimate Jason's overall level of general intellectal aptitde to be in the Top 10 percentile range. His individal aptitde levels are: Abstract Reasoning Nmeric Reasoning Verbal Reasoning Top 10%ile 50-59%ile 80-89%ile Jason has a high level of general cognitive aptitde. He can learn new information qickly, solve complex problems efficiently, and be able to handle a heavy information-processing load on this job. Explanation of Cognitive Aptitde Scores: The aptitde scores in this section reflect percentile rankings -- not percent correct on the test. With percentiles, the average is the 50%ile. Half of the people score below this score and half score above it. As another example, if a person scores 80-89%ile on a specific test in this report, it means that they scored as well as or better than 80-89% of the norm grop, bt not as high as 11-20% of the norm grop. The Overall Cognitive Aptitde is an average of the separate aptitde sections given to this candidate. The lower the Overall Cognitive Aptitde score, we predict that the candidate will have difficlty learning new information and making decisions. For example, if they are well experienced in their occpation, they may be able to contine to perform well practiced tasks adeqately, bt have difficlty learning new things. As sch, they will need additional training time and more spport from spervisors. People who prodce lower Overall Cognitive Aptitde scores generally prefer tasks that call for specific responses rather than ones reqiring insightfl soltions. They are also slower in processing information and are often easily overwhelmed by complex problems, especially ones they have not dealt with before. The higher the Overall Cognitive Aptitde score, the more we predict that the candidate will learn qickly, pick p a lot of new information on their own withot needing to be trained, handle a large information load easily, make decisions in an efficient manner, and show a great deal of insight abot how to solve new and complex problems. copyright 2012 Resorce Associates Page 3 of 7

4 Jason Mssleman Personality Assessment Strengths: He tends to be easy to get along with. Jason avoids argments and npleasantness nless the topic or the person is one that really makes him pset. Jason is assertive, bt by no means aggressive or oppositional. He will make reqests of others in a low-key, non-invasive manner. Jason has some interest in providing good service to yor clients. He is nlikely to do anything that wold lead to overt complaints. People like Jason will generally respond well to training on good cstomer relations. Jason is moderately reliable in his work habits. However, he also ses his own jdgment to determine how promptly or thoroghly he will carry ot his job responsibilities and commitments. He is very attned to other people s behavior and pays a lot of attention to their feelings and emotional states. Jason is likely to be perceived by the people he works with as someone who is empathetic and considerate. When they have problems, he will make himself available to assist them. Jason is typically cordial, friendly, and expressive. On the job, he will sally be an effective commnicator who facilitates interactions among people in his workgrop. He is very concerned with adjsting his speech and behavior to make others think highly of him. Jason tailors his image to sit his adience. Jason is above-average in terms of honesty and integrity on the job. He can be trsted to perform his job in a rle-following manner, consistent with company rles, ethical codes, and vales. He is mch more motivated by intrinsic rewards on his job than by extrinsic, tangible factors. Jason appreciates recognition in the form of praise and recognition of his contribtions. He is also attracted to variety and personal responsibility for work otcomes. Jason is a caring, nrtring person who enjoys taking care of others. Even when there is high demand for his time, he contines to give selflessly. He is ready to try new ways of doing things and to engage in innovation initiatives. Jason will generally be energized by opportnities for on-the-job learning and professional development. He tends to be on the lookot for people who are trying to lie, deceive, or maniplate. Jason is sally vigilant in looking for potential problems in the workplace and qick to spot the downside of proposed projects. Jason has a solid teamwork orientation. He likes working cooperatively with others to achieve common objectives. Jason s work drive is average. He sally works hard enogh to meet the demands of his job and to fit into the norms of the grop in terms of trying to meet goals in a reasonable and timely manner. copyright 2012 Resorce Associates Page 4 of 7

5 Jason Mssleman Developmental Concerns: In trying to handle sitations that are particlarly psetting or aggravating, he can sometimes be disagreeable or harsh in how he comes across to others. Jason might benefit from feedback on maintaining consistently positive relationships with others on the job. Jason cold be more assertive and inflential in some settings. He cold be more willing to take charge of sitations and confront problems head-on. Jason cold probably pt a more emphasis on cstomer satisfaction in his work. He does not pt a great deal of energy into going the extra mile to ensre satisfaction of patients and their families. Jason may occasionally be too lax in the way he flfills his work commitments and his timeliness in doing so. He cold be more consistently dependable on the job. Jason is not very stable or well-adjsted. When it gets hectic and stressfl, he may lose control of his emotions when sbjected to extensive pressre at work. It may be hard for Jason to critically evalate information abot other people and to make objective decisions which affect them. He may need to pt more psychological distance between himself and other people at times. Jason can so strongly identify with the emotional experience of his cstomers or clients that he can confse their feelings with his own. Jason can sometimes give ndly positive presentations abot himself, his work, and his intentions. He cold be more straightforward and realistic in his job-based interactions. Jason cold be more optimistic and pbeat at times. He cold occasionally look more for positive qalities in the people he works with and the sitations he works in. He may qit working on problems too qickly becase he views them as nsolvable. Jason may sometimes need to work longer hors and extend himself for his job. He may need to pt more time and effort into his work. copyright 2012 Resorce Associates Page 5 of 7

6 Jason Mssleman INTERVIEW QUESTIONS After reviewing the assessment reslts for this candidate, yo may want to condct a strctred interview to frther explore and clarify some specific concerns. The interview qestions listed below reflect areas of concern raised by the assessment reslts. Yo shold keep asking qestions ntil yo have gained confidence in yor assessment of the candidate. Yo can se some or all of these qestions when interviewing the candidate. Yo will probably want to cstomize these qestions to best fit yor style and what yo already know abot the candidate as well as the job for which s/he is being considered. Most of these are behavioral description items which ask the candidate to describe specific behavior on the job. Some additional probes which yo might want to se with individal qestions are: * When did this take place? * What factors led p to it? * What were the otcomes? * What did others in the organization say abot this? * How often has this type of sitation arisen? EMOTIONAL STABILITY/RESILIENCE Tell me abot a time when yo had to keep on working despite having some problem or concern weighing on yor mind. [Probes: How long did it go on? How was it resolved? How often has this kind of thing happened in the last six months?] Stress is a natral part of most work environments these days. Describe a sitation where some significant form of stress has impacted yo on yor job and how yo dealt with it. Describe a sitation where yo learned to live with something stressfl at work. EMPATHY Tell me abot a time when yo were dealing with a difficlt person. What made them hard to take? What was going on that made this person act or feel that way? (Listen for a broad nderstanding of that person's personality and an nderstanding of the context that might have contribted to the sitation.) Tell me abot a time when yo conseled an employee (or peer) who was going throgh a difficlt time. What was the problem? What did yo do? What was the reslt? Describe a time when someone at work responded emotionally to something yo said or did. How did yo respond? What was the reslt? (Listen for awareness of body langage, voice tone, etc. as well as an ability to see the person in distress, not necessarily someone who is jst offensive.) INTRINSIC MOTIVATION Tell me which factors define sccess for yo in a job. Describe how yor feelings of job satisfaction are affected by how mch challenge and variety yo have at work. Tell me what yo wold do if yor job became repetitive and rotine. copyright 2012 Resorce Associates Page 6 of 7

7 Jason Mssleman Describe the kind of work that really motivates yo. OPTIMISM Sometimes it helps to prepare for the worst and try to anticipate potential problems at work. Describe a time when yor concerns abot possible ftre problems were jstified. What wold yo say to a coworker whom yo felt was being naïve or gllible abot some new job they were considering? If asked, what advice wold yo give? How do yo personally gard against nrealistically high expectations at work or being blindsided by nanticipated problems? WORK DRIVE Under what conditions, if any, do yo think a company has a right to ask its employees to work long hors? What is the pper limit for yo on how many hors/week yo are willing to work on an ongoing basis to meet the demands of yor job. Describe some ways that yo think yor commitment to yor family or personal life away from the job may have limited yor advancement opportnities or earnings potential. How do yo feel abot this? What are the potential problems associated with a company expecting too mch overtime from their employees or encoraging them to become workaholics? Describe how yo keep work separate from yor home and personal life and how yo keep job demands from intrding on yor free time. Under what sitations wold yo be willing to work overtime and weekends for yor job? How long wold yo be willing to do so? The information contained in this report is Resorce Associates, Inc. bsiness information intended only for the se of the individal or entities named above. If the reader of this report is not the intended recipient yo are hereby notified that any dissemination, distribtion or copying of this report is strictly prohibited. If yo have received this report in error, please notify s immediately at (800) or by sending to info@resorceassociates.com. copyright 2012 Resorce Associates Page 7 of 7