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Define Success, Hire the Best, Develop Excellence Using ASSESS Competency-based Reports

Revised: 5/2006

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Topics

Strategic Human Resources

Guiding Concepts and Job Effectiveness

ASSESSv2

Define Success

ASSESS Competency Library

Strategic Success Modeling

Hire or Promote the Best

ASSESS Selection Report

Success Profiles

Develop Excellence

ASSESS Development Report

ASSESS 360 Feedback Report

Resources to Support ASSESS in Your Organization

Summary

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Companies that prosper in good times and in difficult times

Understand what their customers want and need

Do the right things to consistently meet or exceed customer expectations

Focus on the most important things to achieve these expectations

Incorporate all of this into a well defined strategy

Prosperous companies use this strategy to guide

How they spend money

Which products and services they offer

How they organize themselves

How they staff their organisation

How they define what their people should do

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Prosperous companies, all over the world, are using competency models to

Translate strategy into human requirements

Define the best behavior to achieve strategic goals

Specify the desired skills, abilities and personal attributes for people at all levels in the organization

….So that their people do the right things, the most important things

Good competency models guide all HR processes

Performance Evaluation

Compensation

Training and Development

Recruitment and Selection

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Guiding Concepts

All organisations want people to be effective in their jobs.

People are more effective in some roles than others.

From a selection perspective, if we can put the right people in the right role we will maximise our success.

From a development perspective, within their roles, we should help people grow and develop.

Finally, from a business perspective, we must continually increase the capabilities of the workforce to prepare for the future.

Introduction

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Define Success

Focuses on the Critical Competencies which Define Success

Built from the Business Strategy

Defined by the important job outcomes

Emphasise what is important

Focus on optimal performance

Allows Us to Understand Our People Needs

What Innate and Learned Capabilities lead to the display of these Competencies?

Innate Capabilities are inherent in the person and change little over time.

Learned Capabilities develop with effort and experience.

A Competency Model:

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An Integrated Selection Process Utilises a Series of Assessments to Evaluate the Candidate’s Fit with the Role.

Innate Capabilities

Assessment

Learned Capabilities

Resume

Work Samples

Behavioral Interview

Past Demonstration of the Competencies

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Develop Excellence

An Integrated Development Program Evaluates, Develops and Measures Against the Competency Model.

Benchmark Evaluation

Assessment

360 Survey

Performance Feedback

Personal Development

Targeted Individual Development Plans

Measure Improvement

360 Survey

Performance Feedback

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ASSESS v2

Define Success

Easily link an existing model or build a new model using Strategic Success Modeling


Selection Report with an Interview Guide

Develop Excellence

Development Report with Developmental Suggestions

360 Feedback Report with Developmental Suggestions

ASSESS provides a platform to integrate these important human resources activities…

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Background

Since late 1950’s the developers of ASSESS (Bigby Havis & Associates) have been evaluating managers and professionals using a battery of tests.

Personality

Intellectual abilities

360 Feedback

In the 1970’s they developed an expert system for the selection of managers and professionals.

In the late 1980’s they took this to a PC platform and added a development report.

In 1999 they were the one of the first to take the expert system to the Internet.

In 2001 they launched research efforts to adapt ASSESS for the international market.

In 2003 they released ASSESSv2 -- a Platform for Competencies.

A History of Blending Assessment Expertise and Leading-Edge Technology

ASSESS Applications

Define Success

ASSESS Selection Report and ASSESS Development Report


ASSESS Support

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ASSESS Competency Library

Thinking Working Relating

•Visioning or Innovation•Problem Solving & Analysis or Decisive Judgment•Championing Change or Adapting to Change•Courage of Convictions•Business Acumen•Functional Acumen

•Planning And Organizing•Driving For Results or Delivering Results•Quality Focus or Continuous Improvement or Policies, Processes & Procedures•Safety•Customer Focus or Customer Service•Integrity•Resilience•Continuous Learning

•Teamwork & Collaboration•Influencing & Persuading or Persuading to Buy•Managing Others or Team Leadership•Coaching & Developing Others•Motivating Others•Organizational Savvy or Relationship Management•Negotiation or Conflict Management•Interpersonal Communication•Written Communication•Presentation Skills•Meeting Leadership or Meeting Contribution•Respecting Diversity

The underlying ASSESS competency library has 38 competencies addressing the areas of Thinking, Working and Relating.

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For each competency, we have developed definitions and identified representative behaviors.

The Competency Library

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Define Success

We can link assessment results to your competency model(s)

Link to the ASSESS Competency Library

Add Custom Competencies, or

We can help you to develop a model and then customise ASSESS accordingly.

Strategic Success Modeling Process Using the ASSESS Competency Library

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Strategic Success Modeling (SSM)

A Facilitated Process With Job Content Experts To:

Align people-strategy with business-strategy

Define what competencies are important for success in a role

Use and customise competencies from the ASSESS Competency Library

Add Custom Competencies As Needed

Customise ASSESS selection and development reports and ASSESS 360 to focus on the key competencies

Efficient and Cost Effective

One, or half day workshop with support materials

Immediate use of the customised model, selection, development and 360 assessments

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Outcomes of SSM

A Construct Validation Report Which Documents the Linkage Between the Competency Model and the Job

A Customized Selection Assessment

ASSESS Competency-based Selection Report with a Tailored Interview Guide

Customised Developmental Assessments

ASSESS Competency-based Development Report


ASSESS Applications

Define Success



ASSESS Support

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ASSESS Measures

Intellectual Abilities (modular approach)

Critical Thinking

Abstract Reasoning

Mental Quickness

Work Personality Thinking

Reflective

Structured

Serious-Minded, Restrained

Fact-Based

Realistic

Working

Work Pace

Self-Reliance

Work Organization

Multi-Tasking

Follow-Through

Acceptance of Control

Frustration Tolerance

Need for Freedom

Need for Attention

Detail Orientation

Relating

Assertiveness

Sociability

Need to be Liked

Positive about People

Insight

Optimism

Criticism Tolerance

Self-Control

Cultural Conformity

Characteristics related to success in management and professional positions:

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How ASSESS Works

Candidate Completes the ASSESS Battery

Signs a Statement of Informed Consent

Completes Paper and Pencil Intellectual Ability Tests

Completes the ASSESS Personality Survey

Internet

Paper and Pencil

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How ASSESS Works

Results are normed

Raw scores compared to a normative database (over 45,000 cases)

NZ Management Norms (400)

Percentile scores created

Percentile scores evaluated by the system

Logic statements capture the judgments of psychologists

Profile-level (configural) interpretation

Reports are “Written” andImmediately Availableon the User Site

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ASSESS Results

The Graphic Profile

Quickly see where the respondent “stands out” from other managers and professionals.

Later, the report will help you to understand the implications for job effectiveness.

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Competency-based Reports

Competency-based reports help the reader understand the impact of personal characteristics and abilities on the development and display of competencies

Assessment feedback details how specific characteristics can help or hinder the display of each competency.

The model provides a common language and framework for evaluating a respondent’s “fit” with the job role.

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Selection Report

A partial excerpt from a report describing the personality implications of the respondent’s results on the competency of In-Depth Problem Solving.

Respondent scores falling in the green range indicate areas of strength or “fit” with the competency. Scores falling in the red or yellow zones indicate areas of concern.

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Behavioral Interview Guides: The report also contains an Interview Guide with Probes based on respondent results.

An excerpt from a report showing part of the Interview Guide showing standard competency questions for In-Depth Problem Solving and special probe questions

based on the ASSESS results.

Selection Report

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Decision Making Matrix: The report may also include a evaluation table that adds discipline to the selection process by asking interviewers to rate the candidate on the success factors.

Selection Report

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Management Suggestions: If the candidate is hired, additional suggestions to guide management are provided. Later, the ASSESS Developmental report provides more detailed feedback to the individual.

Selection Report

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Selection Report Optional Success Profiles

•Highlights desirable ranges

•Computes a prediction score and provides selection advice

Developed via a validation study, a Success Profile is used to predict future job performance of a candidate and helps to make hiring decisions.

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A partial excerpt from a report describing the personality implications of the respondent’s results on the competency of Delivering Results.

The “green” zone indicates desirable

ranges while “white“ zones suggest areas

for improvement.

When scores fall outside the desirable

range, Developmental

Suggestions are provided later in the

report.

Development Report

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Developmental Suggestions: This section of the report provides on-the-job activities, books, courses, etc. to help manage the personality characteristic. These can be customised.

Reports can include

Organisational Resources and

Internal Training.

Development Report

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Action Planning Guidance: This section of the report guides the individual to use their ASSESS results to identify and utilise areas of strength and manage or compensate for potential weaknesses.

Development Report

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Development Applications

Overall fit of the group with the competency model

Group Summary Reports

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At the Competency Level

Average score of the group on each personality characteristic

Percentage of participants receiving developmental suggestions



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Summary of developmental suggestions by personality characteristic



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Most frequent developmental suggestions



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Looks at combinations of ASSESS characteristics and how these might impact team effectiveness

Comparison Plots

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Use from the 17 standard

comparison plots, or create custom plots

Comparison Plots


ASSESS Applications

Define Success



ASSESS Support

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ASSESS 360

Dimensions and behaviors populated directly from your competency model

Web-facilitated survey administration and reporting

Gathers confidential feedback from Boss, Peers, Direct Reports, etc. on behaviors related to job success

Provides Detailed Feedback:

Competency Rankings

Behavior Ratings

Developmental Suggestions

Action Planning Guidance

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Quickly Identify Areas of Strength and Weakness.

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Detailed Developmental Suggestions for Lowest Rated Competencies


Comprehensive Competency-based

Developmental Suggestions

Summary with Activities

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Books, On-line Learning, Courses, Multimedia

These can be customised

to your organization.

ASSESS Applications

Define Success



ASSESS Support

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Resource Sites

To better support the use of ASSESS in your organization we have two web-based resource sites. These are accessed from URLs which are hot linked from the ASSESS reports.

The Selection Report directs managers to a Managerial Site to assist the managers in using ASSESS for Selection and Coaching.

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Resource Sites

The Developmental Report directs the respondent to a Career Development Site for employees to assist with report interpretation, goal setting and action planning.

If authorization has been given, employees may also view their reports on-line.

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ASSESS Training

ASSESS In-Depth Training (1 day)

Deep understanding of scales and interactions

Certified to coach one-on-one, deliver individual and team developmental workshops

Certified to use the new Group Summary Reports and the person-to-person or workgroup Comparison Plots

Workshop trainer guide and ASSESS personal Developmental Workbook materials are provided

ASSESS SSM Training (1 day)

Understand the mapping of competencies to ASSESS personality and ability constructs

Certified to use SSM to build competency models

Workshop trainer guides, card-sort supplies, workshop presentation and model-building software are provided

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Summary of Key ASSESS Features

Web-based -- anytime, anywhere, worldwide

Comprehensive Work-Related Assessment for Selection & Development

Based on Your Model of Success

Excellent Resources and Supporting Materials

Customer Support, Training, Workshop Facilitation and Train-the-Trainer

Customisable

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Documents

right people

people needswhat

right things

learned capabilities

development perspective

innate capabilities

selection perspective

right role