TTI TriMetrix DNA Job Benchmark QUESTIONNAIRE Helen Bradford Hanley, CPBA/CPMA*, FACMPE** 727-809-1299 helen@hanleyconsulting.com www.hanleyconsulting.com *Certified Professional Behaviors and Motivators Analyst **Fellow, American College of Medical Practice Executives 1
TTI TriMetrix DNA Job Response Instructions Let the Job Talk! Before completing the questionnaire, a word of caution is in order. As tempting as it may be to answer the questions in terms of how you perform in the position or how you would like to perform in it, do not allow yourself to lapse into that mindset. The quality of the data is contingent upon your ability to answer the questions from an objective perspective. The intent of the questionnaire is to focus on the position in terms of what it requires for superior performance not on how people currently perform in the position. When thinking about this position, there are three voices that you will hear: 1. The voice of how the work is currently being performed. 2. The voice of how you like the work to be performed. 3. The voice of the work telling you how the work should be performed. Do your very best to listen to the third voice when completing this questionnaire. Only the third voice will speak clearly about how the work should be performed. 2
A Word About Hard Skills... As organizations evolve from highly structured hierarchies to flatter more fluid forms, soft skill competencies are becoming at least as important as hard skills. This questionnaire, therefore, has intentionally ignored the analysis of the hard or technical skills required for superior performance. We find that many organizations have an understanding of the technical skills and knowledge necessary to perform in positions specific to functional areas within their industry. The purpose of this questionnaire is to clarify and prioritize the more obscure yet essential soft skill competencies. The technical or hard skills will need to be analyzed by organizations utilizing a separate process. REMEMBER, FOCUS ON THE POSITION, NOT PEOPLE! The TTI TriMetrix DNA Job questionnaire consists of the following sections: Section 1: Position Analysis Section 2: Job Energizing People Profile Section 3: Workplace Behaviors 3
Position Analysis Response Instructions The objective of the Position Analysis questionnaire is to identify the most important soft skills required for superior performance in a position/job. Let the Job Talk! Before completing the questionnaire, a word of caution is in order. When analyzing a posi- tion there are three voices that are typically heard: 1.The voice of how the job is currently being performed. 2. The voice of how you would like the job to be performed. 3. The voice of the job talking about how it should be performed. Do your very best to listen to the Third Voice. Only the Third Voice speaks without bias about how the position/job should be performed. The quality of the information is contin- gent upon your ability to answer the questionnaire from an objective perspective. REMEMBER, FOCUS ON THE JOB, NOT PEOPLE! In Section One, you will be asked to read each of the statements and select ALL that relate to the position/job being analyzed. Section Two focuses on different requirements of the position/job. You will be asked to read each statement and rank its importance by selecting a number from 1-6. 1= and 6 = Section Three addresses specific activities and other issues that impact position/job re- quirements. You will be asked to select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. 1= and 6 =. 4
Section 1 Read each of the statements and check ALL that relate to the position/job being analyzed. 1. This position has the authority to: Hire and/or fire employees Establish performance objectives for others Conduct and sign performance evaluations Place employees in a disciplinary process Grant salary adjustments and/or increases Change processes, procedures or schedules with approval Change processes, procedures or schedules without approval Change the objectives of the position 2. This position s financial responsibility, authority and control is in: Managing personal business expenses Participating in the budgeting process Preparing the final budget Administering funds (signing purchase orders or checks) Approving budgets of others Meeting profit goals and controlling losses Formulating policies 3. Decision-making authority in this position is demonstrated by: Providing input or participating in the collection of data Voting or influencing team decisions Making decisions about processes or procedures Making policy decisions 5
Section 1 Read each of the statements and check ALL that relate to the position/job being analyzed. 4.This position is held accountable for the following performance objectives: Personal performance objectives only Directing or facilitating the work efforts of a team or shift Meeting a team, shift or business unit objectives Multiple teams, shifts or business units objectives The business objectives of the entire organization 5.The consequences for the organization when mistakes are made in this position are: Lost business opportunities Lost time Lost equipment or resources Lost productivity Lost customers Lost revenue or profits Lost reputation, image or credibility 6. Employees in this position have access to: Cash/checks Valuable inventory or merchandise Vital systems and/or equipment Dangerous chemicals Controlled substances (drugs) Customer lists Financial data Trade secrets Negotiable securities Bank accounts 6
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 1. Anticipating events, taking initiative and acting rather than waiting for direction: 2. Reacting to eventsand waiting for direction before acting: 3. Taking personal responsibility for actions and/or results: 4. Being accountable for producing results: 5. Treating all people fairly and with respect: 6. Being sensitive to different races, nationalities, cultures, sexes, disabilities: 7. Establishing and maintaining key alliances or partnerships within the organization: 7
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 8. Establishing and maintaining key alliances or partnerships outside the organization: 9. Continuously learning for career advancement: 10. Continuously learning to keep current or ahead of technology: 11. Inspiring others with a compelling vision, purpose or goal: 12. Coaching and counseling: 13. Recognizing and appreciating the contributions of others: 14. Encouraging, supporting and mentoring the development of others: 8
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 15. Understanding and adapting to the needs of different people: 16. Commanding and exercising authority in decisions affecting people: 17. Commanding and exercising authority in decisions on how to spend money: and allocate resources 18. Commanding and exercising authority in strategic decisions: 19. Commanding and exercising authority in making policy: 20. Referring important decisions to someone in authority: 9
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 21. Effectively handling sensitive issues within the organization: 22. Effectively utilizing people: 23. Building effective teams: 24. Holding people accountable: 25. Delegating responsibility and empowering others: 26. Striving for continuous improvement: 10
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 27. Demonstrating genuine concern, caring and compassion for others: 28. Meeting deadlines: 29. Effectively handling sensitive issues outside the organization: 30. Effectively utilizing funds: 31. Effectively utilizing material, equipment, etc.: 32. Seeing unique or unusual perspectives: 11
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 33. Identifying patterns, themes or connections not noticed by others: 34. Trying new methods, techniques and processes: 35. Increasing quantity, output or yield: 36. Working quickly or reducing the time needed to perform work: 37. Improving quality or processes: 38. Reducing or eliminating costs: 12
Section 2 Read each statement and rank its importance by selecting a number from 1-6. Remember, Focus on the Job, not People! 39. Serving customers face to face: 4 0. Making presentations to customers: 41. Serving customers on the telephone: 42. Communicating with customers in writing: 43. Communicating with customers on the internet: 13
Section 3 Select anumber from1to 6 for eachstatement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 1. The speed at which change occurs in areas such as tasks, priorities, job responsibilities, processes or procedures is: 2. The level of activity on a given day is: 3. The opportunity for training or learning is: 4. The amount of change occurring in areas such as tasks, priorities, job responsibilities, processes or procedures is: 5. The variety of tasks is: 6. The amount of freedom to act without checking with someone in authority is: 14
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 7. The amount of freedom to move around and set personal schedules is: 8. The necessity for repeating tasks is: 9. The necessity for influencing others is: 10. The necessity for supervising others is: 11. The necessity for dealing with customers is: 12. The necessity for resolving interpersonal conflict is: 13.The necessity for critical thinking is: 15
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 14. The necessity for employee discipline is: 15. The necessity for resolving fairly simple problems is: 16. The necessity for resolving complex problems is: 17. The necessity for decision-making is: 18. The amount of authority is: 19. The necessity for dealing with competition in the marketplace is: 16
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 20. The necessity for developing a plan of action to meet goals (strategic planning) is: 21. The necessity for developing detailed long-range plans is: 22. The necessity for detailed organizing is extensive: 23. The necessity for developing detailed short-range plans is: 24. The necessity for comprehensive time-management is: 25. The necessity for maintaining composure is: 26. The necessity for optimism is: 17
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 27. The necessity for using caution is: 28. The level of decision-making risk is: 29. The necessity for creativity or innovation is: 30. The extent to which difficult decisions need to be made is: 31. The extent to which unpopular decisions need to be made is: 32. The amount of uncertainty about goals, direction, job tasks, or expectations is: 18
Section 3 Select anumber from1to 6 for eachstatement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 33. The necessity for continued learning is: 34. The necessity for working closely with others is: 35. The necessity for effective listening is: 36. The necessity for counseling others is: 37. The necessity to delegate work to others is: 38. The necessity for measuring the performance of others is: 39. The necessity for coaching or mentoring others is: 19
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 4 0. The amount of paperwork is: 41. The necessity for adhering to standard procedures is: 42. The necessity for following policies is: 43. The necessity for persistence is: 44. The impact on product quality is: 45. The necessity for considering the needs of others is: 20
Section 3 Select anumber from1to 6 for eachstatement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 46. The necessity for negotiating is: 47. The impact on quality service is: 48. The impact on the organization s image is: 49. The amount of contact with external customers, vendors and community is: 50. The amount of face-to-face communication/conversation is: 51. The amount of telephone communication is: 52. The amount of electronic (computer) communication is: 21
Section 3 Select a number from 1to 6 for each statement to indicate how accurately it describes the position/job. REMEMBER, Focus on the Position, not People! 53. The amount of written communication is: 54. The amount of presentations and public speaking is: 55. The necessity for writing proposals, reports, newsletters, or other business documents is: 22
Jobs Energizing People Profile Response Instructions Job satisfaction and performance are two predictable outcomes when a job rewards individuals for pursuing what they value most. This questionnaire identifies and prioritizes the key factors that contribute to personal fulfillment in a job. Let the job talk to you. Read each statement as it relates to the job. Mark the number from 1-6 to indicate how well the statement describes the job. 23
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 1. This job has a broad range of learning opportunities 2. This job has opportunities to help others 3. This job requires adherence to high aesthetic standards 4. This job rewards contribution to revenue and/or profit 5. This job requires adherence to established approaches and/or procedures 6. This job gives the opportunity to be free wheeling 7. This job gives the opportunity to help disadvantaged people and/or eliminate injustice 24
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 8. This job gives the opportunity to challenge the status quo 9. This job has the authority to control self and others 10. This job gives the opportunity to do research and collect data 11. This job rewards disciplined adherence to rules 12. The organization and management team invest resources in public image 13. This job provides an opportunity to receive bonuses, commission or merit pay based on performance 25
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 14. This job provides an opportunity for advancement, recognition and/or prestige 15. This job rewards improving speed and efficiency 16. This job requires application of knowledge or theories 17. This job rewards self-sacrifice 18. The organization and management team reinforce following procedures 19. The organization and management team encourage and support continuous learning 20. This job provides freedom to be unconventional 26
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 21. The organization and management team encourage maximizing resources 22. This job rewards preserving or enhancing image 23. The organization and management team encourage and/or promote humanitarian efforts 24. This job rewards championing change, taking risks and making tough decisions 25. This job provides pleasant, attractive and comfortable decor 26. The organization and management team respect self-promotion and/or strong egos 27
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 27. This job requires a strong belief in a specific philosophy 28. This job requires adherence to policies and/or standards 29. This job gives the opportunity to improve the image, feeling of things or experiences 30. This job requires research and data collection 31. The organization and management team encourage involvement with charitable organizations 32. This job gives the opportunity to explore new ways to solve old problems 28
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 33. The organization and management team encourage and reinforce ambition 34. This job requires genuine compassion towards others 35. The organization and management team encourage and support preservation of the environment and/or natural resources 36. The organization and management team reinforce bottom line contributions 37. The organization and management team offer, encourage and pay for seminars, training and education 38. This job rewards contributions to others and/or a social cause 29
Let the job talk to you.read each statement as it relates to the job.mark the number from 1-6to indicate how well the statement describes the job. 39. The organization and management team encourage following a set of principles and values 40. This job requires strict compliance to a set of principles 41. This job requires ongoing study, ideas and learning just to keep current 42. This job requires protecting and/or preserving natural resources 30
Workplace Behaviors Response Instructions Let the job talk! Before completing the questionnaire, a word of caution is in order. As tempting as it may be to answer the questions in terms of how you perform in the position or how you would like to perform in it, do not allow yourself to lapse into that mindset. The quality of the data is contingent upon your ability to answer the questions in terms of what the job requires for superior performance, not on how people currently perform in the position. When thinking about this position, there are three voices that you will hear: 1. The voice of how the work is currently being performed 2. The voice of how you like the work performed 3. The voice of the job telling you how the work should be performed Do your very best to listen to the third voice when completing this questionnaire. Only the third voice will speak clearly about how the work should be performed. This system allows the individual to focus on the behavioral demands of the job itself, NOT the behavior of the person performing the job. Consequently, when responding to the instrument, the focus must be an objective view of the job. If the JOB could talk, this is the way it would rate the statements. 31
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 1. Freedom to set work schedules is: Does not Apply to this Job 2. The need for high quality controls is: Does not Apply to this Job 3. Freedom from detailed activities is: Does not Apply to this Job 4. The necessity for resolving interpersonal conflict is: Does not Apply to this Job 5. Task-oriented concentration is: Does not Apply to this Job 6. The necessity for detailed organizing is: Does not Apply to this Job 7. Flexibility is: Does not Apply to this Job 32
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 8. Repetitive tasks are: Does not Apply to this Job 9. Generating enthusiasm is required: Frequently Rarely Does not Apply to this Job 10. Challenging assignments are: Frequent Rare Does not Apply to this Job 11. Exhibiting patience is required: Frequently Rarely Does not Apply to this Job 12. The extent to which unpopular decisions need to be made is: Does not Apply to this Job 13. Initiating action with strangers is: Does not Apply to this Job 14. Expediting action is: Does not Apply to this Job 33
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 15. The necessity for persistence is: Does not Apply to this Job 16. Analysis of data and facts before acting is: Does not Apply to this Job 17. The necessity for working alone is: Does not Apply to this Job 18. Freedom from confrontation is: Does not Apply to this Job 19. Concentration on details is: Does not Apply to this Job 20. Multi-tasking is: Does not Apply to this Job 21. The necessity for a clean and organized work station is: Does not Apply to this Job 34
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 22. The necessity for negotiating is: Does not Apply to this Job 23. Initiating change is: Does not Apply to this Job 24. The necessity for decision-making is: Does not Apply to this Job 25. Changes in tasks, priorities and responsibilities are: Does not Apply to this Job 26. The amount of face-to-face communication/conversation is: Does not Apply to this Job 27. The amount of change and instability of assignments is: Does not Apply to this Job 28. The frequency of presentations and public speaking is: Does not Apply to this Job 35
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 29. Freedom to move around is: Does not Apply to this Job 30. The necessity for following procedures to perfection is: Does not Apply to this Job 31. The necessity for persuasive communications is: Does not Apply to this Job 32. The need for work to be completed right the first time and performing to standards is: Does not Apply to this Job 33. Identification with the team and being a team player is: Critical Not Necessary Does not Apply to this Job 34. Utilizing systematic work habits is: Does not Apply to this Job 35. The necessity for influencing others is: Does not Apply to this Job 36
For eachstatement, indicate your reponseon the scale provided by selecting anumber between 1and 6. Select 7,or Doesnot Apply to thisjob, onlyif thestatement isinsignificant to thejob. 36. The necessity for using caution is: Does not Apply to this Job 37. Achieving results in the face of adversity is required: Frequently Rarely Does not Apply to this Job 38. Verbalizing thoughts and ideas are required: Frequently Rarely Does not Apply to this Job 39. Demanding deadlines are assigned to this position: Frequently Rarely Does not Apply to this Job 4 0. The need for optimism is: Does not Apply to this Job 37
Utilize the contact information below to obtain the website information and your link for the computer assessment. Helen Bradford Hanley, CPBA/CPMA*, FACMPE** 727-809-1299 helen@hanleyconsulting.com www.hanleyconsulting.com *Certified Professional Behaviors and Motivators Analyst **Fellow, American College of Medical Practice Executives 38