Competency Assessment Report

Participant Name: ABC

Report Date: 17thDecember 2016

Report for ABC Page 2

CONTENT OF THE REPORT

Serial Number

Section Name Page

Number

1

Introduction

3

2

Report Key

4

3 Executive Summary 5

4

Detailed Competency-wise Assessment

7

5

How to Interpret this Report

13

6

The Report can be used for

13

7

Assessment Description

14

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INTRODUCTION

This report is based on the candidate’s responses to the various exercises

conducted as part of the assessment process. It summarizes the candidate’s

likelihood of performance on five pre-identified competencies.

When using this report, it is important to consider the most essential

competencies that are relevant to successful performance in regard to the job

role in consideration.

This report has a shelf-life of 18-24 months and should be treated confidentially.

If you require support in interpreting this report, please mail us at

support@thinktalentnext.com.

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REPORT KEY

The following symbols indicate individual’s ‘High Score’ ranging from 3.5-5,

‘Moderate Score’ ranging from 2-3.5and ‘Low Score’ ranging from 0-2

respectively, against each competency.

Symbol

Short

Description

Score Definition

High Score

3.5 - 5

Demonstrates all elements of the behaviour or competency; close to being a role model

Moderate Score

2 – 3.5

Demonstrates many elements of the Competency and deploys them positively

Low Score

0 - 2

Does not demonstrate elements of the Competency sufficiently

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EXECUTIVE SUMMARY

The following table depicts a summary of Mr.ABC’s scores on five competencies.

Definitions of the competencies can be found towards the end of this report. The

scores range from 0 to 5:

Competency Score Range Symbol

Act Responsibly 3.5 High

Drive For Results 3.5 High

Engage People 4.5 High

Customer & External Focus 3.5 High

Improve, Innovate & Change 4 High

Functional Competence 3.5 High

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The following is Mr.ABC’s ‘Spider Web Profile’ based on scores across the five

competencies:

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

ActResponsibly

Drive ForResults

Engage People

Customer &External Focus

Improve,Innovate &

Change

FunctionalCompetence

Competency Scores

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DETAILED COMPETENCY-WISE ASSESSMENT

This section of the report depicts details on each competency based on

candidate’s performance on all the exercises.

ACT RESPONSIBLY

1

2

3

4

5

Acts in line with DSP values and champions these values among teams

Takes personal ownership and responsibility for organizational goals and values

Collaborates well with others to deliver on organizational priorities

Detailed comments

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DETAILED COMPETENCY-WISE ASSESSMENT

DRIVE FOR RESULTS

1

2

3

4

5

Sets and works on reaching stretch goals for self and others

Delivers against ambitious targets and commitments

Takes practical and timely decisions to get things done

Detailed comments

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DETAILED COMPETENCY-WISE ASSESSMENT

ENGAGE PEOPLE

1

2

3

4

5

Listens and appreciates others’ ideas and inputs

Empowers people to act with speed and agility; provides others with regular and effective feedback

Coaches team for success in the short and long term

Detailed comments

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DETAILED COMPETENCY-WISE ASSESSMENT

CUSTOMER & EXTERNAL FOCUS

1

2

3

4

5

Demonstrates a clear understanding of the broader industry and function trends

Takes an outside-in approach in setting priorities and direction

Understands short and long term customer priorities and maintains strong customer relationships

Detailed comments

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DETAILED COMPETENCY-WISE ASSESSMENT

IMPROVE, INNOVATE & CHANGE

1

2

3

4

5

Encourages others to challenge existing processes and bring in improvements that add value

Takes measured risks in order to drive and champion new ideas and processes

Initiates and manages change efforts effectively

Detailed comments

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DETAILED COMPETENCY-WISE ASSESSMENT

FUNCTIONAL COMPETENCE

1

2

3

4

5

Detailed comments

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HOW TO INTERPRET THIS REPORT

When interpreting the results, it is important to remember that the scores are not

good or bad, only more or less appropriate to certain types of work. Since the

results are based on one's own view of behavior, the accuracy of the results

depends upon both honesty and self-awareness while taking the assessment.

THE REPORT CAN BE USED FOR

Recruiting and selecting potential employees.

Gaining an understanding of an individual's strengths and growth

opportunities.

Training, developing and coaching the individual to perform better and to

reduce performance gaps.

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ASSESSMENT DESCRIPTION

The Exercises included in the Assessment process evaluate the candidate’s ability

to react to typical situations that occur in a typical professional role. In this

assessment exercise, the candidate was required to complete the following five

exercises:

In-basket Exercise (Duration - 60 minutes) - Computer-based exercise;

participants first familiarize themselves with the situation at a hypothetical

organization using data provided; they then answer emails in the inbox of a senior

Manager in the organization within limited time

Case Study & Presentation Exercise (Duration – 45+15 minutes)-Participants go

through and respond to questions based on an elaborate case of a hypothetical

organization; they present their solution to an assessor 1-to-1 and answer

queries.

Functional Interview (Duration - 45 minutes) - Interview conducted by an

experienced assessor focused on the functional competence of the candidates.

Competency-based Interview (Duration - 45 minutes) - Interview conducted by

an experienced assessor using the competency-based Interview methodology.

OPQ Psychometric Inventory (Duration - 20 minutes) -Participants complete the

online assessment questionnaire – report outlines their individual personality

type on various elements.