faqFAQs

Q1. What are the benefits of using Customised Assessments?

Benefits include:

  • Rapid Setup - Custom design of content and commissioning of administrators competency assessment management system is usually completed within ten working days.
  • Non Generic - All content is custom designed to reflect the unique environment of the target role.
  • Useful Reports - Results show exactly how the individual rates on each of the competencies identified by you as critical for success in the target role..
  • Cost Effective – No lock-in contracts, no purchase of software, no travel costs for participants, no delivery charges, no additional scoring setup fee.
  • 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 or Competency Feedback on-line?

Individuals are emailed their own personal ID's and Passwords. When they are ready to complete their Competency Assessment or Competency Feedback they enter this information on the Login page of our website. This takes them directly to their personal site where they are given easy to follow instructions to complete their Competency Assessment/Competency Feedback.

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

The data gathered by the Competency Assessment is typically used for screening and short listing candidates for a specific role. In addition this measurement tool is being used extensively as a pre-course tool for participants of developmental workshops. The Competency Feedback is used to determine how well an individual delivers the competencies identified as critical for succes in a target role. Although each tool is independant of the other, when used as a pair, they are a very powerful method for determining if the individual 'knows what to do' (Competency Assessment) and if they 'actually do it' (Competency Feedback).

Q4. How long does it take to complete a Competency Assessment or Competency Feedback?

Easy to follow, clear instructions mean the participant is not wasting time working out how to navigate through the process. Therefore the time it takes to complete a competency assessment or competency feedback is usually between 15 and 45 minutes.

Q5. Can the Competency Assessment and Competency Feedback tools be used for new hire employment selection, development, role change as well as promotion?

Yes. The data gathered by the Competency Assessment is typically used for screening and short listing candidates for a specific role. In addition this measurement tool is being used extensively as a pre-course tool for participants of developmental workshops. The Competency Feedback is used to determine how well an individual delivers the competencies identified as critical for succes in a target role. Although each tool is independant of the other, when used as a pair, they are a very powerful method for determining if the individual 'knows what to do' (Competency Assessment) and if they 'actually do it' (Competency Feedback).

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

Yes we provide help 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 critical 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/competency feedback content.

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

The Competency Assessment is a perfect match as it checks for comprehension of the actions that result in effective delivery of the critical 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 and/or Competency Feedback for employee evaluation?

It is valuable that as much job relevant data as possible is gathered in each step of the employee evaluation process and taken into account when making HR decisions. Both the Competency Assessment and Competency Feedback are extremely effective tools for this purpose. When used for selection the data collected from these tools should count for no more than one-third of the employment selection decision.

 

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