INTEGRATED COMPETENCY REPORT (ICR)

The Integrated Competency Report (ICR) is an assessment integrator which uses multiple assessment results from a test candidate; synthesizing and contextualizing them in terms of certain competency requirements at particular levels of work-complexity.

Holistic. Contextualised. Standardized.

DURATION

15 – 30 min
The time taken by a practitioner/organizational representative to specify the level-of-work complexity, associated competencies, enter/link test results, generate and edit the report.

MATERIAL

A report generator that synthesizes a candidate’s results from various psychometric tools in an adjustable, descriptive competency report.

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DETAILS

The ICR assists HR Practitioners, Professionals and Consultants to quickly and easily generate integrative, competency-based reports from the assessment results of test candidates.

In order to generate an ICR, four sources of information are required to initiate the report-generator algorithms:

  • A person’s CPP results and that of at least one, but preferably several sets of additional, assessment results are required.
  • The level of work complexity of the position in question, as indicated by the CCM or as estimated by an informed practitioner, is also necessary to select the correct level-specific competency definitions.
  • In addition, the ICR user needs to select the 10 – 12 most critical job-specific competency requirements associated with job performance from the 45 available competencies. This selection can be done independently by an informed practitioner, or by using the CCM job analysis tool.
  • Non-Cognadev assessment results are to be typed in.

The following assessments are required for the ICR report to be generated:

  • Cognitive Process Profile (CPP)

Plus at least one, but preferably several sets of additional (optional) assessments results, including the:

  • Value Orientations (VO)
  • Motivational Profile (MP)
  • Myers-Briggs Type Indicator (MBTI)
  • Fifteen Factor Questionnaire Plus (15FQ+)
  • Giotto
  • Belbin Team Role
  • Emotional Quotient Inventory 2.0 (EQ-i 2.0)
  • Occupational Personality Questionnaire (OPQ)
  • Hogan Personality Inventory (HPI)
  • Hogan Development Survey (HDS)
  • Motives, Values, Preferences Inventory (MVPI)
  • Wave™ Professional Styles / Focus Styles
  • Independent competency scoring (360 / Interview / CV)

Some more detail

The ICR report indicates the level of work complexity of the position in question and provides brief summaries of the candidate’s assessment results on each of the specific assessments included in the battery.

It also indicates the candidate’s scores per competency on a 5-point scale for each of the assessments separately. These scores are generated algorithmically. The practitioner working with the report can, however, adjust those scores that s/he does not agree with and can add a recommendation to round off the report.

The ICR also offers the option of generating detailed behavioural characteristics associated with the specific competencies, at the appropriate level of work complexity.

The ICR report can be used for talent management purposes such as:

  • Job- and organisational structuring
  • Selection and placement
  • Leadership identification and development
  • The identification of potential
  • Diversity management
  • Capacity building
  • Succession planning and career pathing
  • Personal and group development
  • Intellectual capital management

Advantages

Advantages to using the ICR include:

  • Saves the report writing time and effort of HR practitioners, Consultants and Psychologists
  • Reduces subjectivity in report interpretation by providing standardized scores based on algorithmic calculations
  • The contextualization of assessment results in terms of the level of work complexity and the competency requirements of a position
  • Allows the practitioners to adapt scores and text in the report should that be necessary
  • Holistic in the sense that various sets of assessment results can be synthesized
  • Accommodates a wide variety of assessments to cater to the psychometric preferences of consultants and companies
  • Summarizes and simplifies the complex reports of test providers

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