Sample Highest and Lowest Competencies Report

Recruiting and Developing your staff

The Changekey Partnership

CONFIDENTIAL

Competencies - High/Low

for

Sam Sample

Produced by The Changekey Partnership for

Example Organisation

Report Date Monday 8th March 2014

Norm Group = General population

This report has been prepared with every care and in good faith. However the interpretation arises from the sum of the candidate's choices and preferences in answering a series of self-report inventories, and should therefore be seen purely as indicative of certain trends in their attitudes at that time.

The results are presented as stens where a score of 1 is low and 10 is high.
They are colour-coded; the darker the colour the higher the score and the stronger the persons preference.

No liability can be accepted by the interpreter or by The Changekey Partnership.

All rights reserved.
No portion may be reproduced by any process whatsoever without prior written permission of the copyright holders.

Presented here are the candidate's 10 highest and 10 lowest scoring work competencies, based upon the 130 competencies within our directory. Each Sten score is accompanied by a small piece of text to indicate the likely behaviours which are associated with the result which they have obtained.

Taken together, these are likely to provide an indication of the detailed work areas and activities to which they may be suited. Remember that no-one can score very highly on every competency.

HIGHEST RATED COMPETENCIES

AMBITION

Their ambition and achievement drive are undiminished by setbacks. They can be persistent and durable in spite of considerable challenges and frustrations.

STRESS TOLERANCE

Is very consistent in performing under pressure, and shows equanimity in adversity or disappointment.

COPES WITH PRESSURE

Is very consistent in performing under pressure, and shows equanimity in adversity or disappointment.

PERFECTIONISM

Unwilling to accept second best. Will not complete a task until it is of the highest possible standards.

LOYAL

They are conscientious and conventional, putting more value on commitment than personal self-interest.

RESPONSIBLE

Takes commitments extremely seriously and will go to any length to avoid breaking them once taken on. Expects the same standard from others.

DETACHMENT

They display the capability to evaluate issues impartially and also probably display some reserve when with others. While this will have benefits in situations where they may need to discipline someone, it may prevent others being as open with them as may benefit work to maximum effect.

RETICENT

They may be cautious about initiating close personal contact with others and prefer them to show openness to them before they respond. They will find that many people respond warmly to their initiatives.

DETAIL CONSCIOUS

Strongly attracted to work which involves the accurate handling of administrative matters and detail.

INDEPENDENT

Is independent and acts on their own convictions most of the time.

LOWEST RATED COMPETENCIES

CHARISMA

Such people probably display a short-term vision and prefer to stick to their own tasks, rather than spending much time influencing and networking with other people.

COMMUNICATION STYLE

May be cautious and intuitive, not always being easily understood by others, particularly those who do not share job responsibilities. May find it uncomfortable to confront other people.

INTERPRETS OTHERS' BEHAVIOUR

May be relatively slow to reach conclusions about the quality of other peoples' work and may see each person, event or issue separately, not linking them with corporate priorities.

CURIOUS

They will focus attention on the maintenance of the present system and will respond critically to new suggestions for improvement. Quality and standards may engage their attention, rather than the rapid completion of tasks.

ENERGY

Very little energy or enthusiasm. Is likely to slow down work pace either with or before others.

SENSITIVE

May prefer group settings, but may not always assert their needs within the group. One-to-one situations may be uncomfortable.

ATTITUDE TO AUTHORITY

Prefers job discretion to do what they believe are the priorities, even if they vary from agreed goals. May not always display tenacity.

PERSONAL RELATIONS

Their relationships at work are important but will not prevent them from achieving their work objectives. They may be more individual than group oriented.

TEAM DEVELOPMENT

They are more of an individualist than team player, and probably focus on their own objectives most of the time.

CUSTOMER RELATIONS

Customer relations may not be a priority and they may not be keen on customer-facing work responsibilities. They may be more technically oriented or prefer administrative tasks.

This is the end of your report.