The following information is an example of an appraisal report on an individual who has responded to assessment questionnaires measuring Reasoning Abilities, Occupational Interests and the  15FQ™ Personality Questionnaire. 

REASONING ABILITIES

VR2: Verbal Reasoning

The Verbal Reasoning test assesses a person's ability to use words in a logical way. Consisting of items which involve an understanding of vocabulary, class membership and the relationships between words, the test measures the ability to perceive and understand concepts and ideas expressed verbally. While this test is a measure of reasoning ability rather than educational achievement, it is nonetheless generally recognised that verbal reasoning test scores are sensitive to educational factors. Thus significant discrepancies between verbal and abstract reasoning scores are often used to give an indication of the difference between a person's 'intellectual potential' and their actual attainment.

 Compared to the general population, Peter's performance on the verbal reasoning test indicates that he has an exceptional ability to understand verbal concepts. Achieving a score which is only obtained by the top 5% of the population, this strongly indicates that his verbal reasoning ability is well in excess of that of most people. Such a strong grasp of verbal concepts indicates that he will be able to understand the logic of subtle arguments and use words in an extremely rational and reasoned way. Consequently he should have no difficulty understanding instructions and explaining complex ideas to others.

NR2: Numerical Reasoning

 The Numerical Reasoning Test assesses a person's ability to use numbers in a logical and rational way. The test only requires a basic level of education in order to successfully complete and is therefore measuring numerical ability rather than educational achievement. The test consists of items which assess the candidate's understanding of such things as number series, numerical transformations, the relationships between numbers and their ability to perform numerical computations.

Peter Sample's performance on the Numerical Reasoning Test puts him in the top 3% when compared to the general population. This demonstrates a very strong grasp of numerical concepts and a good ability to work with numbers in a logical and rational way. Such a level of numerical skill would be expected only among highly numerate members of the population and suggests that he should be more than able to cope with the demands of jobs which are numerically based.

 AR2: Abstract Reasoning

The Abstract Reasoning Test assesses the ability to understand complex concepts and assimilate new information beyond previous experience. The test consists of items which require the recognition of patterns and similarities between shapes and figures. As a measure of reasoning it is independent of attainment and can be used to provide an indication of intellectual potential. Assessing the ability to quickly understand and assimilate new information it is likely to predict how responsive to training the person will be.

Peter's score on the Abstract Reasoning Test is within the top 4% of the general population, indicating an extremely high level of natural or fluid ability. This should enable him to rapidly grasp new and relatively complex concepts which are outside of his previous experience. Learning quickly, he would be expected to put training and instruction to good use.

CAREER INTERESTS

Below is a chart of Peter Sample's career interests. Most people have scores around the middle so it is the high and low interests which tell us most about how he differs from the 'average' person.

INTEREST DEFINITIONS

Artistic:

Interest in creative and expressive activities including art, design, drama, music and dance.

Practical

Interest in activities requiring a degree of manual dexterity and involving the use of tools, machines and/or engines. Practical occupations might include civil or mechanical engineering, crafts and trades, assembly, maintenance and construction work.

Scientific

Interest in activities involving the understanding of natural and physical sciences. Scientific pursuits might include physics, chemistry or biology based occupations and involve laboratory work.

Administrative

Interest in office based clerical and financial activities involving established procedures such as filing, coding and accountancy. These activities usually involve repetitive work of a paper and pencil or keyboard kind.

 Caring

Interest in activities centred on helping and caring for others. This interest may lead to employment in occupations such as training/teaching, customer servicing, social work and counselling.

Computational

Interest in activities requiring logical thought processes for problem-solving and a flair for numerical data analysis. Apart from statisticians and others employed in the broad area of mathematics, the computing/information technology industry offers opportunities for people in software programming and systems analysis.

 Persuasive

Interest in activities involving communication of information and ideas in a convincing manner. Persuasiveness, applied appropriately, is important in most supervisory and management positions and is vital in most selling positions.

PERSONALITY ASSESSMENT

Motivational Distortion

The 15FQ contains measures of the extent to which the respondent is attempting to present himself in a favourable manner. Mr Sample's responses suggest that he has been relatively concerned to answer many of the questions in a socially desirable manner. Some caution may need to be exercised in the interpretation of this report. The information, therefore, will be best interpreted in the light of other information available on the respondent such as motivation, interests, aptitudes, skills and actual experience.

Interpersonal Style

Peter Sample's interpersonal orientation is on the borderline of extraversion and introversion. Falling within this band, he will tend to communicate readily without having a requirement for excessive personal contact. He is as likely to be as happy dealing with people as when occupied with tasks, but will not be reticent about coming forward in social situations, even if this places him at the centre of attention. Neither a compulsive communicator, nor a person of few words, he has achieved a balance between being sociable and reserved. He is unlikely to get particularly close, nor remain too distant, in his personal contacts. In social relationships he is inclined to be self-assertive and self-centred, with a desire to have his own way. At times quite directive, Mr Sample is likely to have the capacity to dominate. He may have quite strong opinions which he may wish to impress on to others. If placed in the centre of attention of a group, although he is unlikely to perform to the gallery, he should not have too much trouble with "stage-fright". Once in a group situation, he has a sufficient level of social boldness to relate fairly comfortably with most people.

Temperamentally, Mr Sample is very trusting by nature and sees little reason to be suspicious of others' motives.  An easygoing, affable group member, he may occasionally be accused of being too trusting and overindulgent, but is sufficiently forceful not to be taken advantage of. Believing strongly that people are genuine and honest, he will usually give them the benefit of the doubt. This strong inclination may make him appear rather credulous and he may be easily taken in. Having scant regard for his social reputation, he does not feel much pressure to exercise control over his emotions or behaviour. He may exhibit rather erratic behaviour at times, not showing particular concern to present a positive image, preferring to relate casually to others rather than observe social etiquette. He is likely to be unimpressed by status, position or authority. Although his affinity with group activities is above average , he may have some difficulty conforming to its rules. A group leadership position, albeit more to his taste, may be subject to some inconsistencies. Unpretentious, genuine and extremely outspoken, Peter Sample may either lack insight into the motives of others or not be particularly concerned about what makes people tick. As a consequence, he may at times unintentionally "put his foot in it" by speaking without sufficient regard for the consequences. His direct and uncalculating manner may ruffle a few feathers. He will regard it as being "straight" with people.

Approach To Work

Peter's profile is typical of those who strike a balance between controlling and being controlled by their environment. As such, he is likely to exercise as much initiative as most people. If the circumstances are favourable, he should be capable of exercising initiative and making a personal impact in his work setting. Naturally curious about things, with a highly penetrating mind, he tends to go beyond the obvious. Keeping himself generally well informed, he will tend to adopt an empirical, at times, questioning stance. This may lead him to question older, established points of view and be reticent about accepting the status-quo. His inclination to be quite direct with people combined with his force of character may result in a poor trade-off between any innovations introduced and potential friction involved. Generally preferring to work within a team, Peter thrives on social recognition and approval. He may thus value peer consultation prior to decision making and action initiation. He is inclined to be creative, intellectually minded and somewhat introspective, being more absorbed with inner thoughts and concepts than outer realities and everyday matters. He will generally prefer to be involved in the generation of ideas, leaving routine, practical applications to others. A possible shortcoming is that he may be rather inattentive to detail.

In his approach to task completion, Mr Sample balances an ability to get things done effectively, and efficiently, with some awareness of the subtleties involved. He can act without allowing emotions to totally submerge his intellect. In comparison to those who approach problems dispassionately and those who emphasise the relationships involved, he takes the middle ground. On the tough-tender continuum, he is neither excessively hard-headed and unmoved nor too soft-hearted and sensitive. He tends to be spontaneous, enthusiastic and generally quite optimistic in his approach to situations. He is quite averse to deliberation and procrastination, preferring rapid action to lengthy contemplation. Spontaneity quite appeals to him. This might at times propel him into rash action. Manifestly unconstrained to a very high degree, he has a strong inclination to bypass rules and cut corners, particularly when it is expedient to do so. Unmindful of obligation, he might be rather an inconsistent finisher as far as the loose ends are concerned. This may be more apparent on work that he does not consider to be of great significance. Peter will prefer to have a number of ongoing commitments, but lacking a strong sense of personal obligation, is prone to put them down as quickly as he picks them up.

Emotional Adjustment

Very emotionally mature and well-adjusted Peter has a calm, composed approach towards life. Stable in character and emotionally resilient, he is the kind of person who will cope well under pressure. His profile suggests that he is currently not experiencing any personal problems or worries that are beyond his control. Very emotionally resilient, he faces difficulties in a realistic, even tempered way. He should be able to rapidly recharge his depleted energy resources after having faced demanding work schedules. Relatively emotionally secure, and self-assured, he is likely to be cheerful, free of apprehension, regrets and self-doubt. He often projects such a level of self-confidence that some colleagues may see him as a little too sure of himself. Peter appears to others to be easy going and composed. He is sedate and quite unperturbed, rarely being moved to anger, frustration or self-doubt. People may find his well-being and composure, in the face of a crisis reassuring.

TEAM ROLES

The Team Roles describe how Peter Sample is likely to interact with his colleagues in a team situation. The specific ways in which he will express his preferred team style may however vary according to the situation. In addition, this behavioural style takes no account of his intellectual approach to problems and the quality of his decisions. The scores below indicate Peter's general propensity for a particular team role orientation. It must be noted that different styles may be adopted according to the demands of the situation and consequently a description of Peter's predominant and secondary team styles is provided.

TEAM ROLE COMBINATION - RESOURCE INVESTIGATOR/INNOVATOR

Because he is both creative and good with people, Peter Sample is the kind of person who can come up with an idea and then sell it enthusiastically to others. He could be an excellent negotiator who will present his case logically and be able to respond to others as well. His spirit of enthusiasm and his wide-ranging social contacts also makes him likely to be a good entrepreneur who can take a new idea and get others to back it. He will need the opportunity to work both in solitude on his ideas and in the front lines where he can market them. He will thrive on novelty and tend to pick up and drop ideas quickly, so there may be a follow through problem once ideas are no longer new or stimulating to him. Equally he may not be sufficiently critical in evaluating an idea's worth and implications. Hence, he may need to work with others who can evaluate his proposals and provide the steadiness to implement them. Overall, he should prove to be a valuable asset to an organisation who wants a creative input and energy to get an idea off the ground.

LEADERSHIP STYLES

Based on the work of the American Organisational Psychologist Bass, the Leadership Styles describe which of a range of styles Peter Sample is most likely to adopt. This may be of interest in a variety of situations where there is a requirement to manage others. As with most personality characteristics, the profile only describes Mr Sample's most likely styles and not performance. Effective performance will depend on many factors including the organisational culture in which the individual is operating.

PRIMARY LEADERSHIP STYLE:  CONSULTATIVE LEADER

The Consultative Leadership Style combines elements of both democratic and directive leadership orientations. They will value group discussion and will encourage contributions from the separate members of the team. However, although group discussions will be largely democratic in nature Consultative Leaders will typically make the final decision as to which of the varying proposals should be accepted. Hence, the effectiveness of this type of leadership style will be very much dependent upon the individuals ability to weigh up the advantages and disadvantages of each of the varying ideas produced by the members of the group. This final decision may not necessarily be that favoured by the majority of group members.

 SUBORDINATE STYLES

Based on the work of the American Organisational Psychologist Bass, the Subordinate Styles describe which of a range of styles Peter Sample is most likely to adopt. This may be of interest in a variety of situations where a particular management style is in place. As with most personality characteristics, the profile only describes the style of management to which Peter is most likely to respond and not effectiveness. Effective performance will depend on many factors including the organisational culture in which the individual is operating.

PRIMARY SUBORDINATE STYLE: SELF-RELIANT SUBORDINATE

Self-Reliant Subordinates will be particularly effective when working in an environment that allows the freedom to express their own ideas. Being both innovative and concerned with achieving results such ideas will typically be imaginative and tailored to solving the particular problem in question. Problems may occur if such individuals are asked to work in contexts that require rigid adherence to existing procedures and methods. In such situations Self-Reliant Subordinates will come to believe that their individuality is being stifled thus causing them to become discontent and irritable. It would therefore be inappropriate to pair them with a manager with a directive style as this will invariably result in a mismatch between the manager and subordinate.

SECONDARY SUBORDINATE STYLE: RECIPROCATING SUBORDINATE

Reciprocating Subordinates are emotionally mature individuals who rarely become upset by criticism or setbacks. As such they will not be afraid of promoting their own ideas or engaging in negotiations with managers concerning the best approach to projects. Hence, they will be complementary to the Negotiative leader and given that the Reciprocative Subordinates have strong views of their own the exchanges between subordinate and manager will generally be productive.

SELLING STYLES

The Selling Styles describe which of a range of styles Peter Sample is most likely to adopt. This may be of interest in a variety of situations where there is a requirement to influence others or sell a product or idea. In a sales context, where there may be a need to match individuals to particular client or product areas, the selling profile may provide a useful indicator in conjunction with other relevant information. As with most personality characteristics, the profile only describes Peter's most likely styles and not performance. Effective performance will depend on many factors including the type of product, the customer, the selling situation and the organisational culture in which the individual is operating. Equally different styles may be adopted according to the demands of the situation and consequently a description of Peter's predominant and secondary selling style is provided.

PRIMARY SELLING STYLE: TECHNICIAN

The Technician is typically an intelligent individual who have a particular expertise in one area. Often found promoting hi-tech goods and services they take pride in their ability to objectively analyse the client's needs and arrive at a sound solution which is tailored to their requirements. Although they may occasionally appear condescending to those less knowledgeable than themselves, clients will tend to believe that they are getting solid and impartial advice from them.

SECONDARY SELLING STYLE: TEAM MANAGER

The Team Manager's primary concern is to motivate the individual members of the sales team. Typically they will have a good sales track record and will draw upon their experience in order to optimise the performance of the team. This will typically be achieved through the effective delegation of accounts to suitable members of the sales team, and by using appropriate rewards to maintain the morale and enthusiasm of each of the individual team members.

 ADDITIONAL COMMENTS

The following section lists a number of points which can be inferred from Peter's assessment report. The interviewer may wish to use these as the basis for further probing during the interview or counselling discussions.

Potential Strengths

• Will tend to assert himself and make his views very clear to people.
• Will have a tendency to be self-assured and confident.
• Will tend to feel unrestricted by protocol and established values.
• Will have a tendency to be effective in situations where he has a number of  ongoing commitments.
• Will tend to have a high regard for people and is likely to give others the benefit of the doubt.
• Should be able to concentrate his efforts on the most important and/or rewarding projects.
• Has a tendency to be extremely relaxed and self-assured - may provide reassuring composure to others.

Potential Development Needs

• May have a tendency to be forceful and inattentive to the needs of others.
• May appear too self confident and complacent.
• May exhibit a lack of concern for protocol and established values.
• May tend to be too trusting and take others at face value.
• May tend not to persevere when confronted with tedious tasks.
• May tend to lack a sense of urgency.