Policy Statement on Psychological Assessments
We are committed to the highest standards of practice in the use of all assessment techniques in order to maximise the benefit to the organisation and the individual being assessed as well as to promote fairness and equality of opportunity for all.
Our assessment practice complies with the Employment Equity Act by ensuring that the assessments we use:
- have been scientifically shown to be valid and reliable
- can be applied fairly to all employees
- are not biased against any employee or group
As test users and registered psychologists, we subscribe to the guidelines laid down by the Psychometric Assessment Initiative of the Psychological Society of South Africa, the ethical standards for Psychologists published by PsySSA and the ethical standards laid down by the Health Professions Council of South Africa.
The Purpose of Assessments
Assessments can be used to enhance human capital strategies in the processes depicted in the diagram below:
Our Approach
Our assessment process ensures that the evaluation of candidates is neutral, professional and fair. We work closely with our clients to ensure that each project is aligned to the strategic goals of the organisation and to ensure that candidates understand what the process is, why it is important, how it will work and what the benefits of the process are. It is important that clients and candidates understand the above-mentioned aspects of assessments to ensure complete buy-in.
Assessment Methodology
Our methodology is based on the premise that assessments can be used to determine the overall fit of individuals in terms of person-job fit and person-organisational culture fit.
Assessment Process
Our assessment process is designed to provide a holistic and integrated picture of a person’s current and potential functioning. Assessment batteries are compiled according to the purpose of the assessment and the level of the candidate being assessed. We therefore use a combination of tools to assess pre-specified competencies.
Assessment Tools
We are committed to ensuring that the instruments recommended are valid and reliable. Our assessment methods include:
- Job Analysis and Competency Design
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Psychometric Assessments:
o Cognitive Ability
o Personality
o Management Competencies
o Emotional Intelligence
o Leadership Effectiveness o Motivation and Values
- Competency-based Assessment Centres
- Structured interviews
- Culture and climate surveys.
Feedback
Feedback to clients highlights the relative strengths and development areas of each candidate in relation to the specific job profile as well as the implication of the profiles for the organisation.
Feedback to individual candidates gives insight into strengths and developmental areas to encourage them to identify and implement specific development strategies.
Deliverables
- Comprehensive, integrated reports on the findings
- Qualitative and quantitative feedback to clients and candidates
- Conclusions and recommendations
The Benefits
Benefits to clients:
- Our service is delivered by qualified professionals
- Instruments and processes that are used are valid and reliable
- Objective analyses of human capital capacity against appropriate competency frameworks
- Organisations can build talent management strategies using valid and reliable information
- Information can be used to manage performance
Benefits to candidates:
- Candidates have better insights into themselves and their developmental needs
- Candidates feel valued and validated
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