faqFAQs

Q1. What are the benefits of using a customised competency assessment?

Benefits include:

  • Removes Subjectivity - Presents real world mini case studies that enable the participant to experience typical situations they will be confronted with on any given day in the target role.
  • Non Generic - The competency assessment content is custom designed to reflect the unique environment of the target role.
  • Valid – Prior to the release of the competency assessment the content is tested by stakeholders to ensure authenticity and appropriateness of its intended use.
  • Cost Effective – No purchase of software, no travel costs for candidates, no shipping costs, no delivery charges, no additional scoring setup charges.
  • Accessible – Client Administrators and participants can log on at any time and from anywhere via the Internet using discrete Project Codes, ID’s and Passwords.

Q2. How easy is it for a participant to complete a customised competency assessment on-line?

Individuals are emailed their own personal ID's and Passwords. When they are ready to complete the competency assessment they enter this information on the Login page of our website. This takes them directly to their own personal competency assessment where they complete each mini case study. When they submit their responses, their reports are processed and stored in a restricted entry location accessed via our website. A unique project code, ID and password, provided by us only to the client administrator, enables them access to this location for the monitoring of participant progress and the retrieval of reports.

Q3. How should the information contained in the reports be used?

Assessment of the performance competencies critical for success in the target role adds vital information to the decision process for compliance, quality assurance, training & development, selection, retention and promotion.

Q4. How long does it take to complete a competency assessment?

Ease of use and clear instruction mean the participant is not wasting time working out how to navigate through the competency assessment. Therefore the time it takes to complete a competency assessment is generally a maximum of 45 minutes.

Q5. Can the competency assessment be used for new hire employment selection and promotion as well as development?

Yes. Our approach to competency assessment is to identify the critical performance competencies needed for success in your chosen role. We then create custom designed content that comprehensively assesses against these critical performance competencies. Each custom designed competency assessment generates an individual report for each participant that provides insight into their unique levels of comprehension of each of the critical performance competencies assessed. The resulting data can then be used to assist in decisions on employment selection, retention and promotion as well as compliance, quality assurance and training & development. Every participant report includes a competency development action plan.

Q6. Can you help us identify and develop the performance competencies critical for success in the target role?

Yes we provide this whenever necessary. We first work with key stakeholders to establish an in-depth understanding of the specific requirements for success in the target role. This essential information is then used to identify the key performance competencies and descriptors that provide clarity of what each performance competency looks like in the role. These performance competency descriptors then form the basis for the development of the competency assessment content.

Q7. Our company uses a competency based interviewing process. How does this fit in?

It’s a perfect match. The competency assessment checks for comprehension of the actions that result in effective delivery of the performance competencies on the job. The individual reports that result from completing the competency assessment provide objective insight into what may need further investigation in the interview process. Interviewers can use this information to develop questions that probe areas of concern during interview.

Q8. What considerations should I take into account when using the competency assessment for employee evaluation?

It is recommended that job relevant data should be gathered in each step of the employee evaluation process and taken into account when making a final decision. When used for selection the competency assessment should count for no more than one-third of the employment selection decision.

 

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