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BELOW
AVERAGE
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AVERAGE
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ABOVE
AVERAGE
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ADMINISTRATIVE & INTELLECTUAL SKILLS
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PROBLEM SOLVING
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NUMERICAL SKILLS
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ATTENTION TO DETAIL
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OFFICE TERMS
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PARTS
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VERBAL FLUENCY
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REPORT WRITING
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MEMORY
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CRITICAL THINKING
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MANAGEMENT-RELATED SKILLS
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BUSINESS JUDGMENT
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SUPERVISORY PRACTICES
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MANAGEMENT TRANSACTIONS AUDIT
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POWER MANAGEMENT INVENTORY
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INTERPERSONAL SKILLS
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DESIRE FOR PEOPLE CONTACT
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EMOTIONAL STABILITY
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ADMINISTRATIVE
& INTELLECTUAL SKILLS
Problem
Solving Ability
Problem Solving tests a
person's ability to attack and solve difficult problems, think logically,
foresee and plan, and deal with abstract relations. A score of 15 points, or
higher, for this skill is considered superior. By correctly answering 15
questions, the candidate was evaluated as superior
in problem solving ability.
Numerical
Skills
This section of the test
measures the candidate's ability to work rapidly and accurately with numbers,
files, codes, symbols and simple arithmetic. This candidate achieved a score of 26
points, which demonstrates superior
numerical skills. A superior score for numerical skills is 25 points or more.
Attention
to Detail
Attention
to detail is a basic and important administrative skill. It measures the
candidate's ability to scan and locate details in words, numbers and symbols
rapidly, and to recognize likenesses and differences quickly. A superior score
would be 30 points or more. Therefore, with a score of 23
points, this candidate exhibited high
average ability in this area.
Office
Terms
This
test measures one's ability to understand information of an office or business
nature. For a superior score, 47 points are needed. This candidate scored in the
above average range with 41
points.
Parts
Parts tests a person's
layout and organizational ability. This candidate showed extremely poor performance by scoring 0 points. A superior score is 46 points or more. This candidate
attempted the problems, but her answers were all incorrect.
Verbal Fluency
The
ability to think of words rapidly and easily, to write or talk without blocking
or searching for the right word is measured in this section. A superior score is
43 points or higher. Therefore, high
average skill in this area was shown with a score of 29
points. The candidate demonstrated above
average written communication skills.
Memory
The
ability to recognize and recall associations such as names, faces, numbers,
prices and other specific details is measured with the Memory test. With a superior score of 40
points, this candidate should not have difficulty. To achieve a superior rating,
a score of 35 points or more is necessary.
Watson-Glaser Critical Thinking Appraisal
This
test measures five abilities that appear to be related to the concept of
critical thinking. These are: the ability to (1) define a problem, (2) select
pertinent information for the solution of the problem, (3) recognize stated and
unstated assumptions, (4) formulate and select relevant and promising
hypotheses, and (5) draw valid conclusions and judge the validity of inferences.
This candidate scored in the 62nd
percentile, which was high average.
MANAGEMENT-RELATED
SKILLS
Business Judgment
This test is designed to be a measure of empathy or "feel" for the
generally accepted ideas and opinions on desirable courses of action in
interpersonal relationships. A superior score for Business Judgment is in the 95th
percentile. Therefore, by scoring in the 84th percentile, this candidate was in the
far above average range.
Supervisory Practices
This test seeks to assess the extent to which the individual
perceives a desirable course of action in a specific type of situation when
compared with the perception of others, both managerial and subordinate. Scoring
in the 95th percentile will result in a superior rating. This
candidate was rated as above average
by scoring in the 80th
percentile.
Management
Transactions Audit
This audit is designed to
be an assessment of one's interpersonal transactions and their implications for
managerial effectiveness. This candidate is inclined to be logical and objective
with subordinates, colleagues, and superiors. She exhibited a high degree of
constructive transactions.
Power Management Inventory
This measures why a person values and desires power. The most
satisfactory answer for this position is for purposes of serving and benefiting
the common welfare. This candidate demonstrated a personalized power motive.
Persons with this power motive have a need for public acclaim and a tendency to
value and desire power for purposes of personal aggrandizement and control.
INTERPERSONAL
SKILLS
C.P.F.
measures the candidate's desire for daily people contact on-the-job. A person
who scores in the average range prefers a job with an equal mix of people
contact and administrative work. A superior score is 29 points or higher.
Therefore, with a score of 24 points,
this candidate displayed an above average
desire for people contact.
N.P.F.
measures a person's emotional stability, responsibility and resistance to
stress. This candidate exhibited far
above average emotional stability with a score of 28
points. A superior score is 29 points or higher. Groups constituted of persons
of at least high average stability generally make strong teams, trusting one
another and free from manifestations of panic and low morale.
16
P. F. (Personality Factors) 5th Edition
Ms. Christensen appears to be reserved and cautious about involvement and
attachment. She may be uncomfortable in situations that call for emotional
closeness and extensive interaction. However, she can be outgoing in certain
types of social situations, and has the ability to "take charge" when
she is required to do so.
This candidate demonstrated a tendency to be conscientious and open to
change. As well, she can be expected to avoid unnecessary conflict, even if it
means setting aside her own wishes and feelings. Ms. Christensen appears to be
sensitive and intuitive, but can be counted upon to be practical in her
decision-making. In addition, she is forthright and self-assured, with a
preference for working as a part of a team.
C.P.I.
On
this multi-factoral personality inventory, this candidate was found to be of
high average social dynamism with an average level of responsibility. She
possesses high average tolerance of others and is somewhat concerned about
creating a good impression of herself to others. She appears to perform at a
higher level in an unstructured environment. The candidate is of high average
flexibility.
Recommendation
Ms. Christensen is recommended for the position subject to your company's
comfort level with the weaknesses stated in this report. Her administrative and
intellectual skills were found to be in the high average to moderately above
average range. However, she performed in a mixed manner on these tests. In this
regard, she displayed above average ratings on the conceptual aptitudes, but was
found to be very weak on layout and organization. This implies that she may
excel as a person of ideas, but may need administrative or organizational
back-up. Her score on critical thinking, which highlights the analysis of
written executive summaries, was considered to be adequate for the position. It
should be noted that there is some question as to whether some of the tests in
this section were properly administered.
Her interpersonal skills appear to demonstrate at least a high average, if not
an above average, profile for a leadership position in your organization. She is
straightforward and has a "take charge" attitude, which is very
positive for the position as described. Since she prefers group-oriented
decision-making, she appears to have the ingredients for success in your
environment as long as her need for power can be subordinated to the
organizational goals.
In summary, Ms. Christensen has excellent potential for above average
performance. If the appropriate feedback and the organization's culture is
explained to her at the final interview, and she agrees to some formalized
training, these concerns may turn out to be minor. She can be seen as a
person who desires power for self-aggrandizement. As a manager, she tends to be
adult-like in her transactions with peers, superiors and strongly
leadership-oriented with subordinates.
With strong overall scores, especially in business judgment, this candidate
appears to possess moderately above average potential for success in a
management role. She may be too competitive and should be advised to tone down
her strong competitive and power-oriented instincts by adopting a more humane
approach to management situations than she is likely to do. If this is done, she
will improve upon her chances for success in the environment as described.
