8 Point Sample Assessment & Report

8 Point Sample Assessment

8 Point Sample Report

8 Point Sample Assessment

KnowYourStaff’s ‘8 Point Profile’ assessment is based upon an empirically derived
psychological theory that has been in practice for over 50 years. It measures the 8 critical
personality traits that are unique to ‘peak performing’ eyecare employees, but not problem-
solving ability. See the Sample Test below for examples of questions your employee or
candidate will be asked to answer.

Instructions

This survey contains some questions to see what interests you have and how you
feel about things.

Read the questions below and think about how you would answer them. Use the
mouse to click in the circle that best reflects your answer.

Sample Items:	Very Inaccurate	Moderately Inaccurate	Neither Accurate nor Inaccurate	Moderately Accurate	Very Accurate
1. Enjoy loud parties
2. Trust what others tell me
3. Procrastinate on chores and tasks
4. Always follow the rules
5. Am open and "easy to read"
6. Prefer variety to routine
7. Don't mind eating alone
8. Do things by the book

Our Reports Are Based On The Profiles Of ‘Top Performers’

KnowYourStaff customizes the reporting process by creating Target Profiles for
specific jobs such as Optometric Assistant or Office Manager. This allows you to compare
your candidate or employee to the psychological profile of the top performers nationwide
for that specific position. This process helps insure a high degree of fit between a
prospective employee and your practice.

Also provided with the Target Profile is the Similarity Index which represents how similar
a candidate is to the profile. The Similarity Index takes into account the various traits that
are measured and their importance to the particular position. Generally speaking, an
index of 90 to 100 indicates the candidate is an excellent match, while 80 to 89 is a very
good match. 79 or below is considered to be a weaker match.

Our clients find that Target Profiles dramatically enhance the power and usefulness of the
testing process. The '8 Point Profile’ Sample Report below details how one Office Manager
candidate compared to the target profile created by KnowYourStaff for that position.

KnowYourStaff 8 Point
Assessment and Development Report for:

Name: Margaret Manager
Company: Eyecare Practice
Position: Office Manager

Report Date: 13-Nov-2004

Comments or questions about The Computer Psychologist may be addressed to:

The Computer Psychologist, Inc.
233 Peachtree St. NE
Suite 900, Harris Tower
Atlanta, GA 30303
404-965-5221
info@ComputerPsychologist.com

Responsibility for proper use and interpretation rests with the user. All assessment-related
statements should be thoroughly probed (and confirmed or denied) by interview
responses and behaviors, background data and references, and behavioral performance.
Only then can a clear path of professional development be created.

Interpretation of Graph—Personality traits deemed (statistically and conceptually) most
relevant for the target position are displayed in the graph above. For each trait or dimension,
scores in the general adult population form a bell-shaped distribution around a mid-point of
5.5. A majority of people, more than 50%, obtain scores in the 4 to 7 range. It is very imortant
to realize that high scores are not necessarily good and low scores are not necessarily bad.

The red triangles represent this individual candidate's score on each scale. The green bars
represent the target range for this position; 2/3rds of the sample of top performers fell within
the range of the green bar. In evaluating a candidate, consider each scale in two ways. First,
think about how the candidate compared to the general population on the trait. More
importantly, think about how they compare to the sample of top performers. If they are in the
green bar, they are psychologically similar to the top performers. A score slightly above or
below the green bar is not a cause for excessive concern; statistically, 1/3 of the top
performers also fell above or below the green bar. Scores that are significantly above or
below the green bar should be explored through interview probing, behavioral observations,
reference checks, and other techniques.

The Similarity Index, displayed at the top of the graph, is an overall reflection of how the
candidate fits the target profile, across all traits. Scores can range from 0 to 100, with 100
representing a precise match between candidate and position. The contribution of each
scale to the Similarity Index varies with its relevance or importance to the position. Whereas
high scores are indicative of a good match, it is important to bear in mind that many
individuals earning lower Similarity Index scores are still suitable candidates; lower scores
are an indication that the profile should be examined more carefully and the candidate
probed more deeply.

Highlights

Potential Assets: Based upon the assessment, the following list prioritizes her greatest
potential assets. These potential assets should be confirmed through interview responses
and behaviors, background data and references, and behavioral performance.
They include:

She has a well-defined and crystallized system of values.
She has an above average level of stability and maturity.
She has a strong level of self-esteem.
She benefits from constructive critique.
She has a strong level of drive and she pushes herself to achieve.
She has a high level of self-confidence.

Potential Limitations: Based upon the assessment, the following list prioritizes her
potential limitations. These potential limitations should be confirmed through interview
responses and behaviors, background data and references, and behavioral performance.
They include:

She seems to be driven by strong ego needs.

Developmental Recommendations

Potential Limitation: She seems to be driven by strong ego needs.

Books

Building Trust: A Manager's Guide for Business Success (A Fifty-Minute Series Book), by Mary Shurtleff .

Coaching and Counseling: A Practical Guide for Managers and Team Leaders
(50-Minute Series), by Marianne Minor, 1996 .

Giving and Receiving Feedback: Building Constructive Communication (A Fifty-Minute Series Book), by Patti Hathaway .

Videos

Keeping Your Cool When Others Don't, by AMA, 1996 .

Audios

Training Seminars

Coaching and Teambuilding Skills for Managers and Supervisors, presented by SkillPath Seminars, 1-800-873-7545.

ComputerPsychologist.com utilizes a generalized assessment procedure. As such,
ComputerPsychologist.com will support and stand by its interpretations and
recommendations but not indemnify the user. It is programmed for general interpretation
and should be appropriate for all employee groups, ages, etc.

It is important to note that ComputerPsychologist.com interprets responses without
knowledge of race, creed, or age. It is up to the user to maintain any EEOC-mandated
records with regard to adverse impact.