Assessment Instruments

    Competency Attributes

    Organizational Modeling

Primary Research

Research - Assessment Instrument

An assessment instrument with associated calculation conventions and scoring algorithms and related compilation of information and findings derived from independent research examining the key attributes and behaviors associated with job performance and job satisfaction for individuals, groups, teams, and organizations administered, scored, and reported manually, electronically and/or web-based enabled.  The work of Isabel Myers and Katharine Briggs provides the baseline for the personality assessment component in which the results provide insight into performance behaviors that assist in understanding motivations, strengths, and potential areas for growth.  The research results are categorized into twelve areas for each of the sixteen personality types: characteristics, contributions to an organization, careers, management style, communication style, learning style, approaches to problem solving and decision-making, conflict resolution, motivators, on a team, change management, and opportunities for growth and development.

Author: Darlene Davis

Title: CenterMark Career Assessment

Copyright No.: TX 5-519-565

Effective Date: April 24, 2002

Research - Competency Attributes

The research presents a model of the desired behaviors, skills, knowledge, and attitudes needed at each level in the organization to exhibit the required leadership attributes and management competencies to execute the organization’s vision, mission and strategic intent.  

The progression of competencies serve as a roadmap to identify curriculum and development activities. The model highlights the critical needs to support the leadership attributes and management competencies by all employees in the organization.

Relationship to Job Function                                                                             

The leadership attributes and management competencies relate to all employees, regardless of their level or job function. The leadership attributes and management competencies form a common language across all job functions. 

Relationship to Job Performance  

The competency model illustrates a causal relationship between certain competencies and job performance. The skills, knowledge, and attitudes associated with a competency support certain behaviors. These behaviors directly affect job performance. By establishing a curriculum that develops the skills, knowledge and attitudes in the model, research shows that the organization, through its employees will affect job performance.

Author: Wayne Davis

Title: Pending

Copyright No.: Applied For

Effective Date: TBD

Research - Workplace Attributes Model

The research presents a model that illustrates the convergence of employee attributes together with employer attributes that defines a framework for initiating and sustaining workplace performance.  

Employee Attributes:

Employer Attributes:

Author: Wayne Davis

Title: Pending

Copyright No.: Applied For

Effective Date: TBD