Evaluation Centre

Assessment and Evaluation centres are used to assess the attitudes and aptitudes of staff, identifying their strengths and areas for improvement. With this information training can be tailored to the individual needs, as opposed to taking a ‘sheep-dip’ policy of one training suits all.

From the assessment you can establish personal achievement and development plans, put in place a reward system based on real achievement, establish self-evident performance tools and have the right people doing the right things.

Insights Profiling

Using Carl Gustav Jung’s typology, Insights Discovery® Personal profiles offer a framework for self-understanding and development. Based on your responses to the Discovery evaluator, your own Foundation Chapter of approximately twenty pages will include:

  • Personal style
  • Interacting with others
  • Decision making
  • Strengths and possible weaknesses
  • Value to the team
  • Styles of Communication
  • Suggestions for personal development
  • The Insights wheel and colour dynamics

Other available chapters include:

  • Management (ideal environment, managing, motivating, management style)
  • Effective selling (approach to the sales task)
  • Personal achievement (life and time management, creativity, learning styles)



Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.

It is “The world’s most widely used personality assessment”, with as many as two million assessments administered every year.

The indicator is frequently used in the areas of:

  • Pedagogy
  • Career counselling
  • Team building
  • Group dynamics
  • Professional development
  • Marketing
  • Leadership training
  • Executive coaching
  • Life coaching
  • Personal development

Psychometric Tests and Profiles

All the tests and profiles listed below are available via our on-line system and take between 20 and 30 minutes to complete. The tests fall into 2 main categories of Aptitude and Ability, and Values, Interests and Communication styles.

Aptitude and Ability

Graduate Reasoning Test

A comprehensive test of mental ability, covering verbal, numerical and abstract reasoning. For graduate and management calibre adults. Used to assess potential high calibre staff from all educational backgrounds.

Critical Reasoning – Verbal

Assesses the ability to understand semi-technical reports and accurately draw logical conclusions and inferences from written information. For graduate and management calibre adults.

Critical Reasoning – Numerical

Measures the ability to understand and critically evaluate a wide range on numerical information presented in tabular form and accurately use this information in a logical way. For graduate and management calibre adults. Appropriate for graduate recruitment and senior management assessment, can be used to identify potential and further training and development needs.

General Reasoning – Verbal, Numerical and Abstract

Measures basic vocabulary, verbal fluency and ability to reason with words. Also measures ability to use numbers and ability to understand abstract logical relationships, and use new information from outside the range of previous experiences. Appropriate for all jobs which require a minimum degree of verbal ability (e.g. junior sales, clerical). For adults with a wide range of ability and people over 15. Useful for identifying those with potential and identifying further training and development needs, and useful for assess whether candidates have a minimum level of ability required for the job.

Abstract Reasoning Test

Assesses an individual’s capacity to perceive logical patterns and relationships and draw rational conclusions from these logical relationships. Abstract reasoning is often considered the purest form of general mental ability, and is not dependent of a person’s cultural or educational background.

Clerical Test Battery

Consists of 4 tests of verbal reasoning, numerical ability, clerical checking and spelling. Suitable for general clerical and administrative positions. The 4 tests can also be taken individually.

Technical Test Battery

Consists of 3 measures, which can be taken on their own, or as a set, and assesses the skills for engineering, craft and technical apprenticeships. The 3 tests are mechanical reasoning (mechanical concepts and physical principles), spatial reasoning (ability to visual shapes in 3D form, as well as spatial/diagrammatic ability) and Visual Acuity (ability to work with highly detailed technical material and diagrams).

Contact Centre Scenario Inventory

The CCSI offers an effective assessment tool for selecting and/or developing people who work in contact centres. It is a situational judgment test in which candidates are asked to judge whichbehaviours are most appropriate in a range of common and challenging contact centre scenarios.

Measures of Personality

Personality questionnaires provide a fair, objective and cost-effective method of predicting likelybehaviour in a wide range of settings.

15 Factor + Questionnaire

Suitable for an international business environment, assesses the original set of personality factors proposed by Cattell over 50 years ago, as well as the well established Big Five Personality factors. Dedicated measures of Emotional Intelligence, Integrity and Response Style are also available with the 15FQ. A measure of thinking style is also included.

Occupational Personality Profile

A comprehensive personality profile which measures 9 core traits, providing a detailed assessment of interpersonal style, thinking styles and patterns of coping with stress. It also predicts the respondents team role characteristics and preferred career themes, management and selling styles. It is a powerful tool for selection and development.

Jung Type Indicator

Developed as a modern alternative to the Myers-Briggs type indicator this test assesses personality within the framework of Jung’s type theory of personality, and provides a readily accepted and non-threatening framework for addressing work, interpersonal, management and teamwork issues. It is ideal for individual assessment and development, career counselling, team-building and organisation development.

Measures of Values, Interests and Communication Styles

Occupational Interest Profile Plus

Provides a comprehensive assessment of vocational interests and personal work needs, and is suitable for adults and young people over 15. Can be used in the context of career guidance, outplacements decisions or helping professionals explore new career directions.

Values and Motives Inventory

Profiles the motivating forces that are likely to determine the amount of energy or effort that and individual will expend in different activity areas. As such can be used on its own or part of an assessment battery for selection, development, guidance and team building. It can direct individuals to areas where they are most likely to gain most satisfaction and make greatest contribution.

Learning Styles Inventory

Assesses a person’s learning style and helps individuals identify strategies they are most likely and least likely to prefer when learning new material.

Sales Preference Inventory

Assesses an existing or potential employee’s likelihood of engaging in a range of sales related behaviours. It measures 6 core dimensions of sales activity: adaptive selling, emotional objectivity, outgoing sales persona, networking, organisational focus and competitiveness. Suitable for customer facing and senior roles, and examines personal attributes that have been found to impact on sales success.

Work Attitude Inventory

The WAI is a measure of an individual’s personal integrity and ethics in a work context. It uses an innovative format to minimise response bias. It is designed to help reduce counter productive work behaviours

Other Measures

Emotional Intelligence

Emotional intelligence refers to a set of skills that define how effectively an individual perceives, understands, reasons with, and manages their own and others’ feelings, emotions, and mood states. Research has suggested that people with high Emotional Intelligence (EI) tend to be more transformational in their leadership style, have better negotiation skills, higher stress tolerance, and less absenteeism.

This assesses how frequently an individual displays emotionally intelligent behaviours in the workplace. It is designed specifically for selection purposes and covers seven key EI skills and three response style validity scales.

Health and Safety Indicator

The HSI assesses a range of ability and personality characteristics that represent a tendency towards safe behaviour in the workplace environment.

Pressure Management Indicator

The starting point for managing pressure in the workplace is a well structured investigation to give a clear understanding of the size and nature of any problems that may exist. The PMI  provides a comprehensive, compact measure of occupational stress, wellbeing and coping mechanisms for occupational stress. The PMI gathers information on the sources, outcomes and behavioural and coping strategies used to manage pressures in the workplace.

For further information on how Positive Change Partners’s assesment centre can help your organisation please contact us