About Us

With more than 60 years combined experience in human resources and competency assessment & development, our executive team is well credentialed to deliver these cost effective and user friendly competency assessment and competency feedback tools online.

We are a web-based company and work with medium to large organisations and government agencies. We are proudly unique in our ability to custom design all assessment and feedback content to suit your business. There is no one size fits all approach. This means the results you receive will be reliable and relevant, empowering you to make the best possible human resource decisions.

Don J Thomson – Founder and Executive Director

 Leading our team is Don Thomson, a recognised specialist in the development of customised solutions that meet the unique needs of each of our clients. Don has more than 30 years experience in helping organisations transform their people into high achievers. He specialises in the identification and assessment of the critical competencies of high performing individuals who influence organisational success.

Prior to establishing Customised Assessments in 2008, Don was Founder and CEO of DTA Worldwide Group Pty Ltd, an international company that delivers performance development strategies to leading businesses around the world.

During this time Don was responsible for hundreds of cutting-edge, client-funded research and consulting assignments to establish and sustain competitive advantage through the selection, retention and development of high performers.

Other members of our team include industry experts with more than 30 years experience in human resources consultancy, training, development assessment and recruitment fields.

Their experience includes, reviewing and recommending new strategies to improve selection and retention issues, designing and introducing performance measurement practices, facilitation of training in recruitment, design and implementation of workflow processes.

Our experienced team brings an enthusiasm for change in the methodology of competency assessment and competency feedback for selection, retention, promotion, compliance, quality assurance, training & development.

Developing Critical Competencies

Each competency needs to be well defined to ensure the content of the Competency Assessment and/or Competency Feedback is relevant to the data you are seeking. Vague and inaccurate descriptions can compromise effective assessment. Customised Assessments can help you to get your critical competencies right.
Below is an example of a clear description of one of a number of role specific competencies developed by us for one of our customers.

CUSTOMER FOCUS:
‘Anticipates customers (internal and external) needs, takes ownership of, plus responsibility and accountability for the level of customer satisfaction by establishing productive relationships, answering customers questions concisely, proactively dealing with customers problems and exceeding customers expectations.’

Along with each competency description a set of performance standards are included. These performance standards form the basis for scoring of the candidates’ effectiveness in the competency.

Choosing the Right Measurement Tool

Your Competency Assessment will provide invaluable objective data about each participant’s level of knowledge of your critical competencies. This tool is used for in the employee selection proces and as a pre-course instrument for developmental workshops.

Your Competency Feedback will provide invaluable objective data on how well the participant delivers the critical competencies on the job. This tool is used for career development and as a post-workshop support.

Reliability and Relevance

Engaging content matter experts in the custom design of your Competency Assessment and/or Competency Feedback measurement tools adds reliability and relevance.

Reliability depends primarily on the quality of the Competency Assessment and/or Competency Feedback tools construction. Each measurement tool is therefore not generic it is custom designed, role specific and focused on either determining the level the individual comprehends the performance competencies critical for the target role or how well they deliver them on the job.

Relevance is the degree of correlation between the measurement tool content and the elements of the critical competencies being measurement. This approach (referred to as content related validity evidence) is built into the content by our developers. To create a measurement tool that has content related validity, the developers involve subject matter experts who thoroughly understand both the specific role and environment to which the competency assessment and/or competency feedback is to be applied.

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