The post employment Competency Developmental report is written in plain business language for the individual manager. Its focus is to help managers:

• Understand what competencies are needed for different levels of management;
• Understand how their current level of proficiency in these competencies helps or hinders them in achieving their business goals;
• Understand how to improve on those competencies that are hindering their productivity and the development of management skills.

The Competency Developmental Report is divided into six sections:

1. Your Abilities Results - Deals with how the candidate thinks and processes information. Here are the sections covered.
   • Verbal Reasoning - Measures the ability to quickly analyze verbal information and deduce logical conclusions from that information (deductive thinking, etc.). Managers often see this as Tactical Thinking. Scores are in percentiles against general population norms and Professional/Managerial norms. A higher score is better.
   • Mental Alertness  - Measures intellectual quickness, ability to "switch gears" back and forth between problem types. Many managers refer to this as "Intellectual Horsepower". Scores are in percentiles against general population norms and Professional/Managerial norms. A higher score is better.
   • Abstract Reasoning Score - Is a measure of ability to reason through complex, abstract, nonverbal information and to grasp new ideas. This capacity includes the ability to solve problems in new situations where one has little experience upon which to draw. Managers often see this as the ability to think strategically. Scores are in percentiles against general population norms and Professional/Managerial norms. A higher score is better.
2. The Model – Defines the competencies necessary for the level of management selected.
3. Personality / Competency Results – explain how certain personality, behavior, and emotional intelligence traits aid or hinder a manager in achieving the competencies for the management level. The goal of this section is to help the manager or managerial candidate become self aware.
4. Development Suggestions - highlight the competencies that impact leadership and management success and give specific suggestions for action steps the manager may want to include in a Development Action Plan. These motivating recommendations include:
   • On-the-job Activities;
   • Books to read;
   • Tapes to listen to;
   • Seminars to attend.
5. Action Planning – This section helps managers to establish a Development Action Plan that:
   • Provides clear and well defined goals;
   • Defines outcomes;
   • Sets Action Steps that will delineate on-the-job activities and training;
   • Establishes target dates for completion, and includes Progress Indicators to recognize progress toward that goal;
   • Anticipates barriers that may hinder a candidates ability to complete the action steps and develops a strategy to overcome them.
6. Graphic Profile – A graphical representation of scores on all scales.

Sample Competency Development Reports:
Click on the links below to view some of our sample Post Employment Competency Developmental Reports.

Executive Competencies	Management Competencies
Supervisor Competencies	Sales Manager Competencies
Professional Competencies

Based on experience, this is a more holistic approach than just an intelligence or personality assessment. It improves the selection process and increases manager retention. If you would like to learn more about this powerful tool and if it fits your needs, please call 800-947-5678.

For Other Assessments click to visit Employee Selection and Development