Values Report

Recruiting and Developing your staff

CONFIDENTIAL

Assessment report

for

"Sam Sample"

Produced by The Changekey Partnership

Report Date Friday 16th May 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.

The Changekey Partnership
1A Private Road Sherwood Nottingham NG5 4DD
Phone +44 (0)115 9523602 Email info@changekey.co.uk
All rights reserved.
No portion may be reproduced by any process whatsoever without prior written permission of the copyright holders.

VALUES

Here the 14 Work Values are clustered into 6 groups for reporting purposes. The clusters will assist the evaluation of candidates in relation to specific areas of work activity. They have emerged as the result of the analysis of the work values of people in many different jobs and careers. So, someone who aspires, for example, to a managerial career may be expected to display strong values in the Management Values cluster, amongst others.

An individual's Values are changeable with circumstances and experience, and the profile provides a useful summary of the person's state at the time of the assessment.

JOB VALUES

Job Values are characteristic of those who seek a single job for now, rather than a progression of jobs, which we call a career. Such people are concerned to produce results now and to do so regularly and reliably.

Work Ethic

People with results similar to this value work, unless they find it unenjoyable. Their approach to work is characterised by a tendency to finish what they begin, although work may not be the dominant in their life at this point. The community associated with their employment will be important to them at this stage in their career.

Task Orientation

When such people are clear about the objectives with which they have been tasked, they will work hard to achieve them. They regard schedules as an indication rather than a deadline, and although they usually complete what they begin, this is not exclusively the case.

Need To Achieve

They probably strive for frequent success, and revise the goal once success has been achieved. It is difficult to satisfy such people, and they will set tough standards for both themselves and others at work. They are probably seen by others as successful, and value this highly.

PEOPLE VALUES

People Values are characteristic of those who seek work where being in contact with other people in a team is the priority and working as a valued member of the group is important.

Sociability

Although people with a similar result value contact with other people, they are able to work effectively on their own for considerable periods. They value effective working relationships, but probably place greater emphasis upon achievement of the task. They will be able to undertake work which involves periods of solitariness as well as working alongside others. However, they might be uncomfortable if exposed to other people all the time, such as working in a highly sociable environment.

Inclusion

They are people who enjoy working with others, but who is also able to work in a solitary environment. While they are able to work with others when their role is clear, they do not join in with others purely for the sake of their company. While they enjoy the support of others this person does not depend upon it for their effective functioning.

MANAGEMENT VALUES

Management Values are characteristic of those who want responsibility for results as well as events, issues and people around them. They want to be in charge.

Responsibility

Most people will regard them as relatively trustworthy, and believe in their reliability. However, they probably experience divergent thoughts from time to time, and may not always fulfil others expectations of their behaviour. It is likely that they are still settling into the acceptance of responsibility, irrespective of their experience.

Leadership

Such people value being in charge, and probably find themselves in such a position in many areas of activity. Some who may resist them may say that they are dominant, although they would maintain that they are trying to provide direction for others. They easily take on leadership tasks and enjoy these.

PROFESSIONAL VALUES

Professional Values are characteristic of the more innovative and irregular roles which people seek to undertake. The challenge is the appeal and such people will not value routine activity.

Innovation

Such people enjoy the idea of ideas, and are probably reluctant to do the same thing twice. For them experimentation is a source of pleasure, and they may sometimes cause frustration to some of the more pragmatic of those around them. Routine may frustrate them.

Intellectual Demands

While they value originality when time and opportunity permits, they probably tend to take a conventional approach to many issues, and do not value too much intellectual debate. They are capable of logic at work, but they probably utilise considerable intuition instead.

Risk Taking

They enjoy excitement in their work, and probably need adrenalin in order to perform effectively for long periods. They are very prepared to take on things that other people feel are too difficult, and this will be a characteristic of their work behaviour.

ORGANISATION VALUES

Organisation Values are characteristic of some management roles and those seeking a secure, stable and predictable work environment, where people know their 'place' and where they 'stand'.

Stability

They are concerned about having sufficient stability in their work in order for them to be clear about which areas of responsibility are their own. However, so long as they are clear about expectations which others have of them, they will be able to think widely about approaches to doing the work itself. They generally take responsibility seriously, and people will usually say that they behave in a predictable and orderly way.

Structure

Such people are keen to understand the parameters within which they are expected to work. In addition, they will take some care to clarify the expectations which others have of them, and will value those who clarify their expectations of them, and vice versa, before commencing work. Although high levels of structure are not necessary for their effective functioning, some feelings of uncertainty may develop if it is missing for long periods.

Status

They value the visible status afforded by success. For them title and position are important, since they form part of the basis of the respect others may show them. They value this, both for themselves and others, and will work hard to achieve it.

PERSONAL VALUES

Personal Values are characteristic of those who seek to learn and grow as a key part of their work experience and to apply the newly acquired knowledge and skill to what they do.

Training & Development

Their work will be characterised by being longer term and probably strategic in its approach. They will value the acquisition of understanding highly, and encourage this quality in others. For such people as this learning never ceases, and it may be hard for others to understand the value they place upon it at times. It is unlikely, therefore that they would flourish for long in work roles which involve a very short term approach.

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