ipat 16pf profile and mgr feedback report sample(5)

7/28/2019 IPAT 16PF Profile and Mgr Feedback Report Sample(5)

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Profile and ManagerFeedback Report

Ima Leader

May 7, 2012

CONFIDENTIAL


2/11

Profile and Manager Feedback Report Ima LeaderIntroduction May 7, 2012

2

Introduction

This report should be used in conjunction with professional judgment. The statements it contains shouldbe viewed as hypotheses to be validated against other sources of data such as interviews, biographicaldata and other assessment results. All information in the report is confidential and should be treatedresponsibly. The 16PF5 Administrator's Manual contains background information on the materialcovered in this report.

Response Style Indices

Norm group

US Combined-Sex

All of the response style indices are within the normal range: there is no indication that it is necessary toprobe any of them further.

Impression Management

The individual has presented a self-image that is neither markedly self-critical nor overly positive.

Acquiescence

The individual has responded in a way that is not acquiescent; that is, they have not simply agreed witheach statement. However, the style of responding could also be compatible with someone who has

endorsed either a majority of 'b' ('?') or 'c' ('false') responses. Therefore the Infrequency index should becarefully examined in order to assess the extent to which their responses may be unorthodox or unusual.

Infrequency

The individual has endorsed most items in a way that is similar to other people; it is unlikely that theyhave responded randomly.


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Profile and Manager Feedback Report Ima LeaderGlobal Factors May 7, 2012

3

1 2 3 4 5 6 7 8 9 10

Extraversion

Independence

Tough-Mindedness

Self-Control

Anxiety

Sten

5

4

4

6

8

Introverted

Accommodating

Receptive

Unrestrained

Low anxiety

Extraverted

Independent

Tough-Minded

Self-Controlled

High anxiety

Global Factors

Global Factor definitions Contributing Primary Factors

ExtraversionSocial orientation; the desire to be around others and be noticedby them; the energy invested in initiating and maintaining socialrelationships.

A:F:H:N:Q2:

WarmthLivelinessSocial BoldnessPrivateness ()Self-Reliance ()

IndependenceThe role a person assumes when interacting with others; theextent to which they are likely to influence or be influenced by theviews of other people.

E:H:L:Q1:

DominanceSocial BoldnessVigilanceOpenness to Change

Tough-MindednessThe way a person processes information; the extent to which theywill solve problems at an objective, cognitive level or by usingsubjective or personal considerations.

A:I:M:Q1:

Warmth ()Sensitivity ()Abstractedness ()Openness to Change ()

Self-ControlResponse to environmental controls on behavior; internalself-discipline.

F:

G:M:Q3:

Liveliness ()

Rule-ConsciousnessAbstractedness ()Perfectionism

AnxietyEmotional adjustment; the types of emotions experienced and theintensity of these.

C:L:O:Q4:

Emotional Stability ()VigilanceApprehensionTension

() Indicates a negative relationship between the Global and Primary Factor


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Profile and Manager Feedback Report Ima LeaderPrimary Factors May 7, 2012

4

Primary Factors

1 2 3 4 5 6 7 8 9 10

Warmth

Reasoning

EmotionalStability

Dominance

Liveliness

Rule-Consciousness

Social Boldness

Sensitivity

Vigilance

Abstractedness

Privateness

Apprehension

Openness toChange

Self-Reliance

Perfectionism

Tension

A

B

C

E

F

G

H

I

L

M

N

O

Q1

Q2

Q3

Q4

Sten

5

9

3

4

5

7

2

8

4

4

7

7

7

4

5

8

Reserved

Concrete

Reactive

Deferential

Serious

Expedient

Shy

Utilitarian

Trusting

Grounded

Forthright

Self-Assured

Traditional

Group-Oriented

Toleratesdisorder

Relaxed

Warm

Abstract

Emotionallystable

Dominant

Lively

Rule-Conscious

Socially bold

Sensitive

Vigilant

Abstracted

Private

Apprehensive

Open to change

Self-Reliant

Perfectionistic

Tense


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Profile and Manager Feedback Report Ima LeaderItem summary May 7, 2012

5

Item summary

This page of 16PF scores is intended for qualified professionals only. Data on this page shouldbe treated with utmost confidentiality.

Item responses

1

2

3

4

5

6

7

89

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

3233

34

35

36

37

38

39

40

41

42

43

44

45

46

47

48

49

50

51

52

53

54

55

5657

58

59

60

61

62

63

64

65

66

67

68

69

70

71

72

73

74

75

76

77

78

79

8081

82

83

84

85

86

87

88

89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104105

106

107

108

109

110

111

112

113

114

115

116

117

118

119

120

121

122

123

124

125

126

127

128129

130

131

132

133

134

135

136

137

138

139

140

141

142

143

144

145

146

147

148

149

150

151

152153

154

155

156

157

158

159

160

161

162

163

164

165

166

167

168

169

170

171

172

173

174

175

176177

178

179

180

181

182

183

184

185

a

a

a

c

a

a

a

cc

a

c

c

c

c

c

a

a

c

a

c

c

a

a

c

a

a

c

a

c

a

c

aa

a

c

a

a

a

a

a

a

a

a

a

a

a

a

c

a

a

c

c

a

a

a

aa

a

c

c

a

a

a

a

a

c

a

a

a

a

a

c

c

a

a

a

a

a

a

aa

c

c

a

a

c

a

a

c

a

c

a

a

c

c

a

a

c

a

a

a

a

c

aa

c

a

a

a

a

c

c

a

a

a

a

a

c

c

a

c

a

a

c

a

a

a

cc

a

a

a

c

c

c

a

c

c

a

c

a

c

a

c

c

c

c

a

a

a

c

ac

c

a

a

a

a

c

c

c

c

a

c

c

c

a

a

a

c

a

c

a

a

c

ab

c

c

c

b

b

b

b

b

Number of a-responsesNumber of b-responsesNumber of c-responsesNumber of missing responses

====

106 out of 170 (62%)0 out of 170 (0%)64 out of 170 (38%)0 out of 185 (0%)

Factor

Raw scores

Missing items

A

14

0

B

15

0

C

8

0

E

10

0

F

10

0

G

20

0

H

0

0

I

20

0

L

6

0

M

2

0

N

16

0

O

16

0

Q1

22

0

Q2

2

0

Q3

12

0

Q4

18

0

IM

10

0

IN

0

AC

62

Summary statistics:

This report was processed using 16PF Fifth Edition Questionnaire US Combined-Sex norms.


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IPAT Inc.PO Box 1188Champaign, IL 61824-1188USAt: +1 217 352 4739t: +1 800 225 4728f: +1 217 352 9674

[email protected]

Copyright 2005 Institute for Personality and Ability Testing, Inc. (IPAT), PO Box 1188, Champaign, IL61824-1188, USA. All rights reserved. Other than for the purpose of using IPATs electronic assessmentservice, no portion of this publication may be translated or reproduced in whole or in part, stored in aretrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying,recording or otherwise) without the prior written permission of the copyright owner. This publication maynot be resold, rented, lent, leased, exchanged, given or otherwise disposed of to third parties. Neither

the purchaser nor any individual test user employed by or otherwise contracted to the purchaser may actas agent, distribution channel or supplier for this publication.

16PF is a registered trade mark of IPAT in the USA, the European Community and other countries.IPAT is a wholly owned subsidiary of OPP Ltd.

OPP is a registered trade mark of OPP Ltd in the European Community.


7/11

Manager Feedback

Ima Leader

May 7, 2012

CONFIDENTIAL


8/11

Manager Feedback Ima LeaderIntroduction May 7, 2012

2

Introduction

This report summarizes Ms. Leaders responses to the 16PF questionnaire.

Please note: the information presented here should not be used to make decisions in isolation.Decision-making using 16PF information should be based on the advice of a fully trained 16PF user, whowill interpret a more technical profile of the results in conjunction with their own professional judgment.The statements contained in any computer-generated report should be viewed as hypotheses to bevalidated against other sources of data, such as interviews, biographical data and other assessmentresults. All information in the report is confidential and should be treated responsibly.

Ms. Leaders responses have been compared with those of a large number of people who have also takenthe questionnaire. The statements therefore summarize how she answered the questions, but they alsoreflect how people who responded in similar ways have described themselves.

It is important to consider that:

The results are based on Ms. Leaders description of her own personality and behavior, whichmay not necessarily reflect the way other people see her. The accuracy of the results istherefore dependent on her openness in answering the questionnaire, and upon her level of self-awareness.

The report describes her likely style, but has not measured skills or knowledge, and therefore itdoes not present firm conclusions about her abilities.

There are no absolute rights or wrongs in personality each style has its advantages anddisadvantages, although some temperaments may suit some activities, jobs or interests betterthan others.

Results of psychometric questionnaires like this one enable a good prediction of how people will

behave in a variety of situations.

The results of the questionnaire are generally valid for 1218 months after completion, or less if individuals undergo major changes in their work or life circumstances.

If you require further information about this report, please contact the individual who provided it; theyshould be qualified in the interpretation of the 16PF questionnaire.


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Manager Feedback Ima LeaderNarrative section May 7, 2012

3

Manager Feedback

Relating to Others

Ms. Leader shows a moderate level of attentiveness and interest in others; she may find that she paysnotably more attention to people she finds most interesting. She will sometimes show caution and atother times will show spontaneity depending on the situation. At times she will appear more serious andcautious, but when she feels more relaxed she may be happier to act in a less controlled way. Ms. Leaderwill probably feel uneasy in most social settings and could give the impression of being shy or withdrawn.She is likely to be more comfortable in social situations where she is familiar with what is expected, orwhere she has a clear role. Her awareness of what people think of her may make her sensitive tocriticism, but also aware of the feelings of others. She is quite private and discreet, preferring to withholdpersonal information. In many situations she will avoid sharing her personal feelings or thoughts,disclosing these only to people to whom she feels close or who she trusts. She prefers to work withothers, contributing toward a common goal. She is likely to be happiest when she feels a sense of

belonging and can cooperate with others. However, there may be some situations where she is happierworking more independently.

Influence and Collaboration

Ms. Leader is relatively agreeable and accommodating and will generally seek to cooperate with thewishes of others. Her generally compliant behavior may mean that she finds it difficult to confront othersor to express contrary opinions. She will probably feel uneasy in situations where she feels the need toimpress others. She is likely to find it uncomfortable when attempting to directly state her opinions orviews, unless perhaps she is among people she knows well. She will prefer to listen to the opinions of others and may be particularly sensitive to the impression that she makes. Ms. Leader is likely to begenerally optimistic about people and will tend to trust their motives and intentions. She will usually givepeople a chance, and will not expect them to disappoint her. There are some situations where she will bemore reticent, possibly where she is aware of more competitive contexts or individuals. She prefers toexamine ways in which the present situation can be improved, rather than sticking to what is tried andtested. She might be happy to challenge the status quo, although in some situations she could prefer towork with what has been previously well established.

Thinking Style

With her typical level of interest in people, Ms. Leader will attempt to combine both detachment andconsideration for others in her thinking. In some settings she will be concerned for the feelings of others,whereas in others she will be less emotionally involved. She is likely to be very aware of her ownemotions and they will form an integral part of her decision-making process. She will probably find itdifficult to distance herself from her emotions in order to make objective decisions, and harsh or criticalenvironments are likely to make her feel uncomfortable. Ms. Leader will probably prefer to focus ondetails and to consider what is immediately apparent. She will feel less comfortable in ambiguoussituations, or where she has to consider less tangible links or possibilities.

She will prefer to examine ways in which the current situation could be improved, rather than sticking towhat is tried and tested. She will find it enjoyable to look at the world in new ways, and may find it moredifficult to consistently implement established procedures. Her responses to the reasoning questionsindicate that she are likely to be at ease with problems that involve abstract reasoning and conceptualthinking.


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Manager Feedback Ima LeaderNarrative section May 7, 2012

4

Structure and Flexibility

In some situations Ms. Leader is considerate and careful in her decision-making, tending to avoid risks.At other times she will be more spontaneous, acting more quickly or taking more risks. She may becomfortable when working within established rules and guidelines, seeing them as important formoderating behavior that would be detrimental to groups, organizations or society as a whole. She willonly break rules that she considers particularly unfair or irrelevant, and will generally choose to workwithin the established system. Ms. Leader prefers to take a grounded and practical approach. She willtend to focus on what is immediately apparent and will be most comfortable in situations where thisfocused attention is required. However, she will be less comfortable when she has to consider widerimplications or patterns outside the immediate area of focus: in such situations she will tend to constructthe broader picture from the details that she knows. Ms. Leader is likely to be relatively organized, but isalso able to tolerate shifting priorities or requirements. She will put some plans or structure in place, butshe will also be willing to adapt to changes in circumstances.

Management of Pressure

Ms. Leader sees herself as tending to react emotionally to the obstacles that she encounters in life. Whenthings are going well, she will show her enjoyment and satisfaction, which can be inspirational andmotivational to others. However, when things go badly, her feelings will be clearly revealed through heremotional reaction, which some people may see as disheartening or inappropriate. She has a generallyoptimistic view of the world and of other people. In most situations she will not be concerned aboutothers taking advantage of her, although she may be more questioning in situations involving people whohave let her down in the past. Ms. Leader may be relatively self-critical, and will often feel that her workis not as good as it could be. She will set high personal standards for herself and may only acceptpositive feedback from specific people or in particular situations. She is likely to be tense and driven, witha great deal of energy. She has a low tolerance for frustration, and this will lead her to take action toaddress the source of her concerns. She will perform most effectively in an environment whereimmediate activity is rewarded, although she could be impatient in her need for action.


11/11

IPAT Inc.PO Box 1188Champaign, IL 61824-1188USAt: +1 217 352 4739t: +1 800 225 4728f: +1 217 352 9674

[email protected]

Copyright 2005 Institute for Personality and Ability Testing, Inc. (IPAT), PO Box 1188, Champaign, IL61824-1188, USA. All rights reserved. Other than for the purpose of using IPATs electronic assessmentservice, no portion of this publication may be translated or reproduced in whole or in part, stored in aretrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying,recording or otherwise) without the prior written permission of the copyright owner. This publication maynot be resold, rented, lent, leased, exchanged, given or otherwise disposed of to third parties. Neither

the purchaser nor any individual test user employed by or otherwise contracted to the purchaser may actas agent, distribution channel or supplier for this publication.

16PF is a registered trade mark of IPAT in the USA, the European Community and other countries.IPAT is a wholly owned subsidiary of OPP Ltd.

OPP is a registered trade mark of OPP Ltd in the European Community.

ipat 16pf profile and mgr feedback report sample(5)

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