Define Success, Hire the Best, Develop Excellence Using ASSESS Competency-based Reports Revised: 5/2006

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

Strategic Human Resources  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

Strategic Human Resources  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

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

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:

Hire or Promote the Best  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

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

ASSESS v2  Define Success  Easily link an existing model or build a new model using Strategic Success Modeling  Hire or Promote the Best  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…

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 360 Feedback Report ASSESS Support

ASSESS Competency Library ThinkingWorkingRelating 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.

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

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

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

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 360 Feedback Report

ASSESS Applications Define Success ASSESS Selection Report and ASSESS Development Report ASSESS 360 Feedback Report ASSESS Support

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:

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

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” and Immediately Available on the User Site

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.

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.

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.

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

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

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

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.

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

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

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

Development Applications  Overall fit of the group with the competency model Group Summary Reports

 At the Competency Level  Average score of the group on each personality characteristic  Percentage of participants receiving developmental suggestions Development Applications Group Summary Reports

 Summary of developmental suggestions by personality characteristic Development Applications Group Summary Reports

 Most frequent developmental suggestions Development Applications Group Summary Reports

Development Applications  Looks at combinations of ASSESS characteristics and how these might impact team effectiveness Comparison Plots

Use from the 17 standard comparison plots, or create custom plots Comparison Plots Development Applications

ASSESS Applications Define Success ASSESS Selection Report and ASSESS Development Report ASSESS 360 Feedback Report ASSESS Support

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

ASSESS 360 Feedback Report Quickly Identify Areas of Strength and Weakness.

Detailed Developmental Suggestions for Lowest Rated Competencies ASSESS 360 Feedback Report Comprehensive Competency-based Developmental Suggestions Summary with Activities

ASSESS 360 Feedback Report Books, On-line Learning, Courses, Multimedia These can be customised to your organization.

ASSESS Applications Define Success ASSESS Selection Report and ASSESS Development Report ASSESS 360 Feedback Report ASSESS Support

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.Managerial Site

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

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

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