WELCOME TO CUSTOMISED ASSESSMENTS
We are a web-based company working with medium to large organizations and government agencies.
We do not subscribe to a ‘one-size fits all’ approach. We are proudly unique in our ability to utilize your competencies to custom design all competency measurement content, to be relevant to your business. This means the data you receive will be relevant to your business and your human resource decisions.
With more than 80 years combined experience in human resources and competency assessment & development, our team is well credentialed to deliver cost effective and user-friendly competency measurement tools online.
Founder and Executive Director
Don J Thomson
Biography
Leading our team is Don J Thomson, a recognized specialist in the development of customized solutions that meet the unique needs of each of our clients.
Don has more than 30 years experience in helping organizations transform their people into high achievers. He specializes in the identification and measurement of the critical competencies of high performing individuals who influence organizational success.
In 1982 Don founded a global human performance consultancy delivering 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.
Don was CEO of the company for 26 years before selling it in 2008 and founding Customised Assessments.
Developing Critical Competencies
When developing critical competencies for assessment, choose only those competencies that are truly critical for success in the target role. We suggest that you limit your list to include only eight to 10 key performance competencies. This will keep you focused on the ‘have to haves’ rather than the ‘nice to haves’. Customised Assessments can support you in the identification and development of these 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.
Customer Focus
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.
Customised Assessments can help you to get your critical competencies right.
Powerful Custom Designed Competency Measurement Tools
Choosing The Right Measurement Tool
After developing the critical competencies, the next step is choosing the appropriate measurement tool to obtain the type of data you seek. This decision will depend on which question you want answered.
Do they know what to do? Do they do it? In other words, does the individual know what behaviours are required for each critical competency? Do they deliver these behaviours on the job?
Your custom designed Competency Assessment will provide invaluable, objective data about each participant’s level of knowledge of your unique critical competencies. This tool is used in the employee selection process and as a pre-course instrument for developmental workshops.
Your custom designed 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.
Ensuring Relevancy To Your Business
Our customised Competency Assessments and Competency Feedback tools use the competencies you have identified as critical for success in your target role and/or environment.
To ensure relevancy our content developers work with you to thoroughly understand both the specific role and environment to which the competency measurement tool is to be applied. Each competency assessment and/or competency feedback is never generic.
It is always custom designed, role and/or environment 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.
The data captured is therefore relevant to your business and assists in decisions of selection, development and career progression of your employees.
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.
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