Practitioner Guidelines for Psychometric Testing

Recommended Procedure For The Developmental Use Of Psychometric Profiling

In all cases where psychometric data has been obtained it should, where appropriate and possible, be used to help the test taker fashion a personal development plan. If this follows assessment for selection it can be used in the induction process; if it has been collected in a development setting it should be actively integrated into whatever personal agenda for action is currently in place.

The following guidance can be amended to suit each individual purpose. It is envisaged that this would be given to the person following their debriefing and upon receipt of their psychometric report.

  1. Be prepared for the SARA response –
    S - SHOCK
    A - ANGER
    R - REJECTION, before
    A - ACCEPTANCE

    This is quite a common reaction process and should not surprise anybody.
  2. On your own, take a highlighter pen and pick out the parts that stand out.
  3. Photocopy the report and give it to at least one person you know and trust. Ensure that it is someone who can offer you balanced feedback. Ask for their comments.
  4. Now plot all the points raised and highlighted on a ‘PMI Chart’ (see next page). This involves dividing one sheet of paper into three areas labelled ‘Plus Points’, ‘Minus Points’ and ‘Interesting Points’.
  5. Turning first of all to the ‘PLUS’ points, choose one area and either:
    a) devise a specific plan for coaching a colleague in that area, or
    b) a means whereby you can more visibly demonstrate that skill to your boss and those around you.
  6. Take one of the points you have rated as a ‘MINUS’ that you wish to address first. Your decision should be based on how critical this is for job success.
  7. For this ‘MINUS’ point devise a plan of action which focuses on each of the following:
    • MY GOAL – what I will have achieved to resolve it in three months
    • MY STRATEGY – how I am going to achieve that goal
    • WHO I SHALL INVOLVE – what I specifically need from others to gain success
    • WHAT I SHALL DO TOMORROW – the first step on my way
    • WHAT NEXT – having achieved my goal, which ‘PLUS’ and ‘MINUS’ characteristics I shall deal with next
  8. Discuss Steps 4 to 7 with your line manager, then write them up into a Development Plan which you should sign off with your boss.

Provide a copy of your Development Plan to interested parties.

 

PMI CHART

Instructions:

Consider the guidance given on the previous page before completing this Chart.

Candidates Name:
Position Applied For:

PLUS POINTS
[The findings I like and value in the Report that can contribute towards job success]

 

 

 

 

 

MINUS POINTS
[Any identified weaknesses, difficulties or areas of concern that require developing]

 

 

INTERESTING POINTS
[Any other points worth noting that might be taken into consideration]

 

 

 
Michael Lock Cert Ed, BA(Hons), MA, MSc, C Psychol, AFBPsS
Chartered Occupational Psychologist
Date: 20th April 2006


Name:
Date: