Assessment Programs and Solutions

Assessment Programs and Solutions

Hunter-Ross, LLCwww.hunterross.com

www.hunterross.com : 561-692-7405

Assessment Sciences Overview

Five Primary Sciences (Web-Based)Provide foundation for 100+ Assessment Profiles

Behavioral Style

Motivators & Values

Acumen Capacity

Emotional Quotient

Competencies

DNA

1. Behavioral Style2. Motivators & Values3. Competencies4. Emotional Quotient

(EQ)5. Acumen Capacity

Index


Behavioral Style (DISC)

Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. Behaviors/DISC examine an individual’s dominance, influence, steadiness and compliance, revealing the ways in which one responds to the following:

Problems and Challenges Influencing Others Pace of Environment Rules and Procedures


Motivators and Values

Motivators assessments reveal why people do what they do. These assessments examine the relative prominence of the following six basic interests (or Motivators – ways of valuing life):

Theoretical — the discovery of truth Utilitarian — money and what is

useful; ROI Aesthetic — form and harmony Social — an inherent caring for

people; helping others Individualistic — personal power,

influence and renown Traditional — a system for living


Competencies (DNA)

Research has shown that, for many jobs, personal skills (or soft skills) are just as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific. This profile examines the level of development of 23 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development. While not every job requires the development of all 23 Competencies, the profile examines the following personal skills:

Analytical Problem Solving Conflict Management Continuous Learning Creativity/Innovation Customer Service Decision Making Diplomacy Empathy Employee

Development/Coaching Flexibility Futuristic Thinking Goal Orientation Interpersonal Skills Leadership Management Negotiation Personal Effectiveness Persuasion Planning and Organizing Presenting Self-Management Teamwork Written Communication


Emotional Quotient (EQ)Emotional Intelligence (EQ) is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate higher levels of collaboration and productivity. Our research indicates that successful leaders and superior performers have well developed emotional intelligence skills, making it possible for them to work well with a wide variety of people and to respond effectively to the rapidly changing conditions in the business world. The assessment measures emotional intelligence (EQ) examine five key areas as they pertain to intrapersonal and interpersonal relations:

Self Awareness — Understanding one's moods, emotions and drives; also their effect on others

Self Regulation — Ability to control or redirect disruptive impulses and moods; also to think before acting

Motivation — Passion to work for reasons beyond money or status; pursuit of goals with energy and persistence

Empathy — Ability to understand the emotional makeup of other people

Social Skills — Proficiency in managing relationships and building networks


Acumen Capacity Index

Acumen indicators help people understand themselves, and how they analyze and interpret their experiences. A person’s Acumen, or keenness and depth of perception or discernment, is directly related to his or her level of performance. The stronger a person’s Acumen, the more aware that person is of his or her reality internally and externally. This assessment measures and examines the dimensional balance of six areas as they pertain to internal and external factors:

Understanding Others Practical Thinking Systems Judgment Sense of Self Role Awareness Self Direction


Gap Analysis

Summarizes Results versus Benchmark Target for all components of each Report.

Provides Compatibility Level by Science and Report

Debrief/Recommendations provided by Consultant for each candidate

Excerpt from sample Gap Chart


Key Accountabilities: Define, Prioritize and Weigh Key Accountabilities Through discussion, we will define a

comprehensive yet succinct group of 3-5 key accountabilities for the position. These will be ranked by importance and time requirement.

Job Benchmark: Based on the Key Accountabilities, we will define thresholds in conjunction with Key

Stakeholders in the client organization through a web-based Job Report. This will create the baseline for comparison to Assessment results.

Assessment: Short-list candidates will complete each Assessment through a secure web-based

portal. Results are retained by consultants and shared through Gap Analysis and Recommendation process.

Gap Analysis and Recommendations: Consultant will compare candidate Report results to the Job Benchmark for each of the

Five Sciences using a Gap Report. The results will be shared in summary and debrief format with the client, allowing client to determine the best job fit and identify development opportunities for successful candidate.

Position Benchmarking – Key Phases


Benchmark the Job•Define targets for each science

•Key Accountabilities•Job Benchmark

Assess Individuals•Web-based instruments for short-list candidates

•Tri-Metrix DNA, EQ, ACI

Gap Report and Review•Job Benchmark vs. Assessment Results

Analysis and Inputs•Briefing on Job Fit and Gaps

Selection DecisionOnboarding•Development Recommendations

•360 Feedback Tool

Benchmarking Process Overview(Selection – Internal and External)


Benchmark Job Groups•Define targets for each science

•Key Accountabilities•Job Benchmark

Assess Individuals•Web-based instruments for short-list candidates

•Tri-Metrix DNA, EQ, ACI

Gap Report and Review•Job Benchmark vs. Assessment Results Reports

Development Planning•Review Recommendations

•Incorporate into Performance Process

Group Diagnostic•Organizational Survey•Define group trend and action plans

Sustainability•360 Feedback tools•Repeat high gap profiles

•Incorporate into Performance Process

Benchmarking Process Overview(Employee & Organization Development)


Targeted Five Science Reports (Executive level, Mid-Level, Entry, Sales, Customer Service, etc.)

Combined Report Profiles 360 Survey Instruments (customizable) Sales Skills Index Organizational Surveys Customer Feedback Surveys Organizational Stages of Growth

Additional Diagnostics and Tools


Common Solutions

External Selection Internal Selection Employee Development Leadership Development Organizational Competencies Sales Team Development Job Benchmarking Performance Management

Processes Performance Coaching

Team Building Organizational Culture 360 Survey Tools Client Certification

Programs Training Program Strategy Risk Avoidance Succession Planning Outplacement Organizational Strategy


Research and Licensing Partner: TTI Success Insights (www.ttisuccessinsights.com)

Adverse impact: A study completed in 2014 concluded that there is no evidence to suggest that any TTI assessments measuring could cause adverse impact with regard to gender, race, disability or veteran status. All subgroups were EEOC compliant, well within the guideline of 80 percent, and well within the first standard deviation from the population mean.

Safe to use for hiring: Under the disparate Impact rule, an employer may not use an employment practice that, even though neutral on its face and applied to all applicants or employees, disproportionately excludes members of a protected category. TTI's assessments were found not to exclude any protected category, allowing users of TTI assessments as part of their hiring process identify the best individuals for the job.

EEOC compliant, Safe Harbor-approved: TTI’s products are Safe Harbor-approved, non-discriminatory and are fully EEOC compliant. TTI’s complete and comprehensive Adverse Impact Study validated the use of assessments within employment practices.

Research, Compliance & Validity

http://www.ttisuccessinsights.com/

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Assessment Programs and Solutions