CONFIDENTIAL

 

Competencies - High/Low

for

Sam Sample

 

 

Produced by Selby & Mills in partnership with

Example Organisation

 

Report Date Monday 3rd August 2009

Norm Group = General Population


This report has been prepared with every care and in good faith. However the interpretation arises from the sum of the candidate's choices and preferences in answering a series of self-report inventories, and should therefore be seen purely as indicative of certain trends in their attitudes at that time.

No liability can be accepted by the interpreter or by Selby & Mills Limited.


The results are presented as stens where a score of 1 is low and 10 is high.
They are colour-coded; the darker the colour the higher the score and the stronger the persons preference.


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Presented here are the candidate's 10 highest and 10 lowest scoring work competencies, based upon the 130 competencies within our directory. Each Sten score is accompanied by a small piece of text to indicate the likely behaviours which are associated with the result which they have obtained.

Taken together, these are likely to provide an indication of the detailed work areas and activities to which they may be suited. Remember that no-one can score very highly on every competency.

HIGHEST RATED COMPETENCIES

AMBITION  
10 
Their ambition and achievement drive are undiminished by setbacks. They can be persistent and durable in spite of considerable challenges and frustrations.
STRESS TOLERANCE  
10 
Is very consistent in performing under pressure, and shows equanimity in adversity or disappointment.
COPES WITH PRESSURE  
10 
Is very consistent in performing under pressure, and shows equanimity in adversity or disappointment.
RESPONSIBLE  
10 
Takes commitments extremely seriously and will go to any length to avoid breaking them once taken on. Expects the same standard from others.
PERFECTIONISM  
9 
Unwilling to accept second best. Will not complete a task until it is of the highest possible standards.
LOYAL  
9 
They are conscientious and conventional, putting more value on commitment than personal self-interest.
DETAIL CONSCIOUS  
8 
Strongly attracted to work which involves the accurate handling of administrative matters and detail.
DETACHMENT  
8 
They display the capability to evaluate issues impartially and also probably display some reserve when with others. While this will have benefits in situations where they may need to discipline someone, it may prevent others being as open with them as may benefit work to maximum effect.
RETICENT  
8 
They may be cautious about initiating close personal contact with others and prefer them to show openness to them before they respond. They will find that many people respond warmly to their initiatives.
JUDGEMENT  
8 
They evaluate options carefully before reaching their decision and will only occasionally allow work pressures to rush this process. They will value judgement above many things.
 

LOWEST RATED COMPETENCIES

BUSINESS DEVELOPMENT  
2 
Does not value non-client responsibility, and rarely takes on an internal authority role, works substantially independently of their peers.
CHARISMA  
1 
Such people probably display a short-term vision and prefer to stick to their own tasks, rather than spending much time influencing and networking with other people.
CURIOUS  
1 
They will focus attention on the maintenance of the present system and will respond critically to new suggestions for improvement. Quality and standards may engage their attention, rather than the rapid completion of tasks.
INTERPRETS OTHERS' BEHAVIOUR  
1 
May be relatively slow to reach conclusions about the quality of other peoples' work and may see each person, event or issue separately, not linking them with corporate priorities.
ENERGY  
1 
Very little energy or enthusiasm. Is likely to slow down work pace either with or before others.
TOLERANCE OF AMBIGUITY  
1 
Adjusts to changing situations very slowly, is extremely cautious about new ideas, maintains a similar style no matter what happens.
PERSONAL RELATIONS  
1 
Their relationships at work are important but will not prevent them from achieving their work objectives. They may be more individual than group oriented.
SENSITIVE  
1 
May prefer group settings, but may not always assert their needs within the group. One-to-one situations may be uncomfortable.
CUSTOMER RELATIONS  
1 
Customer relations may not be a priority and they may not be keen on customer-facing work responsibilities. They may be more technically oriented or prefer administrative tasks.
ATTITUDE TO AUTHORITY  
1 
Prefers job discretion to do what they believe are the priorities, even if they vary from agreed goals. May not always display tenacity.
 

This is the end of your report.

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