Assessment Tools

Assessments and surveys are administered pre and post training to measure:

• Productivity & Effectiveness
• Job Satisfaction
  
• Organizational Coherence
• Stress Symptoms and Physiological well-being
  
• Communication Effectiveness
• Psychological Well-being
• Emotional Intelligence
  

These measurements can be administered at any time to obtain a baseline from which to evaluate the effectiveness of an intervention or other organizational change.

Personal and Organizational Quality Assessment Survey (POQA)
This assessment tool is delivered pre and post training, providing a detailed analysis of a workforce in several key dimensions of personal and organizational quality and effectiveness.

The POQA is an 80-item self-report inventory designed to reflect the key psychological and workplace elements that contribute to the overall quality of an organization. Provides a textured portrait of the workplace effectiveness, vitality, social attitudes, emotional stressors and physical symptoms of stress. Also assesses interactional aspects between the employee and the organization, such as "intent to leave."

The survey is scored and reported in terms of 14 dimensions (each comprised of three to six items) and 5 individual physical stress symptom items. Each construct consists of 3 or more questions with a 5-point scale. These measures provide a picture of the organizational and personal quality, before and after the training.

Collected as a confidential survey, the final report offers compelling insight into where training and development resources within the organization should be focused to eliminate energy drains, improve efficiency, and more fully utilize the human potential already existing in the workforce.

• 9 Organizational Constructs: Communication effectiveness, decision-making effectiveness, decision-making style, goal clarity, job satisfaction, productivity, social support, turnover intention (staying with job), work/personal conflict.
  
  
• 80 questions, each with a five-point scale
  
  
• 21 Individual Constructs: Anger, non-clinical depression, fatigue, happiness, mental clarity, outlook, caring, peacefulness, vitality, physical energy, sadness, positive mood, demographics (age, marital status, sex) physical symptoms of stress: body aches, backaches, headaches, indigestion, rapid heartbeats, sleeplessness, tension, anxiety.
  
  
• Takes about 15-20 minutes

• 29 Constructs, each comprised of five to ten items, and one global stress index
  
• 188 questions, each with a six-point scale
  
• Takes about 30 minutes

The constructs are divided into four main areas:

The OCS is designed to act as an early detection mechanism and to help identify the appropriate actions to be taken to restore healthy, coherent function to the organization.

Provides a picture of "current reality" vs. "perceived reality", with a clear view of which aspects are performing well (celebrate), performing poorly (fix), areas of redundancy/duplication (question & examine), and which should be ignored. With this insight into employees' priorities, management can choose and/or design the best interventions to affect change.

The OCS survey is generally used prior to any intervention, to help identify specific organizational issues that may be affecting individual performance and other bottom line measurements. It is often administered semiannually and/or annually to track climate changes.

The OCS assesses 6 areas:

• Taking Care of Business – the extent to which each key group of employees takes care of the interests of its customers, staff and shareholders.
  
  
• A Sense of Well-Being at Work – how employees feel in their workplace.
  
  
• Relationships at Work – how employees feel about their relationship with key individuals and groups.
  
  
• Managing People – the style of management that brings out the best in the employees surveyed and sustains their efforts in the longer term.
  
  
• Managing the Organization – how people feel about the balance between their work effort and the rewards they receive.
  
  
• The Working Climate – how employees feel working for their manager.
  
  
• Takes about 15-20 minutes
  
  The diagram below is a guide for the interpretation. The graph displaying the scores for each topic plots importance on the vertical axis and current perceptions of performance on the horizontal axis.
  
  

  OCS guide.

ECI™ - Emotional Competence Inventory
The ECI, authored by Richard Boyatzis, Ph.D., Daniel Goleman, Ph.D. and built on Hay/McBer's 35 years of competency research, is a multirater 360° feedback instrument that assesses 20 competencies corresponding with the emotional intelligence model introduced by Daniel Goleman in Working With Emotional Intelligence.

"The ECI is the only instrument that incorporates the full depth of my research and that of my colleagues. Other instruments use the words "emotional intelligence" but the ECI is the genuine article." Endorsed by Dr. Daniel Goleman.

It accommodates an unlimited amount of raters' perspectives on a series of research-validated behaviors that profile Emotional Intelligence. Based on the feedback from the individual's rater groups (Self, Peers, Managers, Direct Reports, Others), the ECI indicates the specific emotional competencies where development is needed to enhance the individual's emotional intelligence.

Step 1: Pre-assessment meeting. We meet with the individual or group who will be receiving the assessment to explain objectives and benefits of the ECI and answer questions. Participants then identify their selected raters who will provide anonymous feedback in Step 2.

Step 2: Each participant and all raters will receive an email with special passwords to access and complete the assessment.

Step 3: Shortly after Step 2, feedback reports are ready. We provide the reports and feedback in a one-to-one meeting. We take time to help the recipient clarify variables and gaps and comfortably understand their feedback. The next step is for each participant to identify their development goals and objectives and schedule individualized coaching.

Because all participants are individuals with their own strengths and challenges, we provide individual coaching to maximize the application of what each person has learned to their own, individual performance goals.

How can the ECI be used?
The ECI can evaluate both the individuals within an organization (Individual Feedback Reports) as well as the organization as a whole (Work Force Audits). These audits can provide an organizational profile for any size group within the company.

Individual Feedback Report

• Individuals receive a 20-page personalized feedback report, detailing level of proficiency in each of the 20 competencies.
  
  
• Competency details: level of proficiency in each of the 20 emotional competencies as rated by self, manager, direct reports, peers and others.
  
  
• Personal summary of emotional competence: a display of ratings for the entire portfolio of 20 competencies by self and combined total of all raters. Indicates competencies that exceed the tipping point and competencies that need further development.
  
  
• Validation of data quality in the feedback report (familiarity of the raters with the subject and inter-rater agreement).

Workforce Audit:
Organizations can use the ECI to diagnose an entire team, department or organization, profiling its overall strengths and development opportunities. Pooling the individual assessments of an entire work unit provides a comprehensive profile of the organization's emotional intelligence. This work force audit can reveal key gaps that may be limiting performance effectiveness.

• Single-page overview of competency gaps for the group.
• Index of the need for organization-wide attention.
• Recommended strategy for closing the competency gaps.
• Degree of urgency of attention for each competency.
• Recommendation of "development" or "selection" to close the organizational gaps.
  
  

LCI - Leadership Competency Inventory
What is a leader? A leader is someone who can communicate a common and inspiring vision. While some people appear to be born leaders, most have developed into that role. Hay Group research has identified four competencies essential to effective leadership:

• Information Seeking
• Conceptual Thinking
• Strategic Orientation
• Customer Service Orientation

The LCI measures an individual's use of these competencies, introduces the leadership model, analyses motives and values and provides competency development strategies.
Note: The LCI can be used as a self-assessment tool only, or as a 360° tool using the feedback version.

Feedback: Do you want to measure other people's (boss, peer, employee) perception of an individual's competency? Such feedback provides a 'reality check' to self-assessment. Use the feedback version and be sure to:

• have at least three people per participant to provide feedback
• collect the data yourself, or identify a third party for that responsibility
• provide participants with a composite of the feedback data
These steps will ensure confidentiality, and ultimately trustworthy data.

Leadership Competency Development Assistant (LCDA)
Now that your participants have assessed their leadership competency, take them to the next level. Give them a guide to assist them through the process of developing key leadership competencies. The Development Assistant helps individuals establish a development schedule and empowers them to strengthen the competencies they require to achieve excellence in their role.

The Leadership Competency Development Assistant is an invaluable participant guide that provides:
• definitions for an in-depth understanding of each competency
• examples of behaviors and real-life situations indicative of each competency
• obstacles, either situational or long-term, to using a particular competency, and how to address them
• resources for further development including reading lists, instructional videos, courses and workshops, exercises and on-the-job activities.

Provide each participant with this reference tool to keep the development momentum alive.

Note: The MCQ can be used as a self-assessment tool only, or as a 360° tool using the feedback version.

Feedback: Do you want to measure other people's (boss, peer, employee) perception of an individual's competency?Such feedback provides a 'reality check' to self-assessment. Use the feedback version and be sure to:
• have at least three people per participant to provide feedback
• collect the data yourself, or identify a third party for that responsibility
• provide participants with a composite of the feedback data
These steps will ensure confidentiality, and ultimately trustworthy data.

Managerial Competency Development Assistant (MCDA)
Now that your managers have completed the Managerial Competency Questionnaire (MCQ), take them to the next level with the Managerial Competency Development Assistant. Give each manager a guide to assist him/her through the process of developing key managerial competencies. The Development Assistant helps managers establish a development schedule and empowers them to strengthen the competencies they require to achieve excellence in their role.

This guidebook features:
• definitions for an in-depth understanding of each competency
• examples of behaviors and real-life situations indicative of each competency
• obstacles, either situational or long-term, to using a particular competency, and how to address them
• resources for further development including reading lists, instructional videos, courses and workshops, exercises and on-the-job activities

For real impact on the organization and the bottom line, provide each participant with a Development Assistant to keep the development momentum alive.

Note: The SCI can be used as a self-assessment tool only, or as a 360° tool using the feedback version.

Feedback: Do you want to measure other people's (boss, peer, employee) perception of an individual's competency? Such feedback provides a 'reality check' to self-assessment. Use the feedback version and be sure to:
• have at least three people per participant to provide feedback
• collect the data yourself, or identify a third party for that responsibility
• provide participants with a composite of the feedback data
These steps will ensure confidentiality, and ultimately trustworthy data.

Sales Competency Development Assistant (SCDA)
Take the assessment generated by the Sales Competency Inventory into the development stage. The Sales Competency Development Assistant provides sales people with practical, development assistance they need to design a developmental program and strengthen the competencies crucial to becoming a top sales professional.

This guidebook features:
• definitions for an in-depth understanding of each competency
• examples of real-life behaviors and situations indicative of each competency
• obstacles, both situational and long-term, to using a particular competency, and how to address them
• resources for further development including reading lists, instructional videos, courses and workshops, exercises and on-the-job activities.

Provide each participant with this invaluable guide and keep the development momentum going.

Pre-Program Interviews– Each participant has a confidential, face-to-face meeting with the facilitator. In this session they identify their personal goals and objectives to be addressed in the training, as well as their comments on desired organizational and/or team improvements. Each person then completes a written Individual Goals & Progress Journal, identifying their specific goals and objectives to be achieved as a result of the training. This Journal is updated at training and/or coaching contact 1, 2, 3 and 4 to record progress and successes.

Written Needs Analysis – A survey questionnaire specifically designed for your organization and/or team is distributed to each participant and other key individuals. Responses, which are anonymous, are gathered and studied by the facilitator and the training format is structured to focus on key issues. Recommendations are provided to your organization based on indicators in this written survey.

Post Training Written Questionnaire – Approximately 60-90 days post training, each person completes a written questionnaire which questions how the tools learned are impacting their day-to-day performance effectiveness.

 

Emotional Competence Inventory, ECI, Managerial Competency Questionnaire, Leadership Competency Inventory, Sales Competency Inventory are trademarks of HayGroup.