Procept has deep experience performing knowledge and skills assessments, and has done so for many public and private-sector organizations. We have a number of assessment options that vary in depth and outcomes. Below are details describing our three most common approaches.
Self AssessmentsWith this approach, participants self-score their individual knowledge and experience levels on a scale from one to ten against identified competence elements taken from company, national, or international standards. Our online assessment tool compares each individual’s scores against the range and average scores of his or her peer group, showing the individual where knowledge or experience gaps may lie. Individual development recommendations are included for an individual’s lowest scores. As this is based upon self-assessments, the results may be skewed by individual bias. While this is an inexpensive option, the results are less valid than in the other two approaches. |  |
Exam-Based AssessmentsWith this approach, participants complete a 2-hour exam on relevant topics. Aggregate scores are used to identify overall knowledge gaps for the group, which can be used to plan a tailored training program. This approach provides objective data; however, there may be resistance by individuals who do not want to write a stressful, timed exam. In fact, in public sector organizations, unions may block the use of this approach as there is fear the results may be used for individual performance appraisals. For an optional extra fee, Procept can substitute certain professional certification exams (if relevant). This means that candidates who pass the exam may receive professional certifications while completing the assessment. |  |
Development CentreThis comprehensive approach provides the most valid assessment data, based on a combination of data sources. It starts with the personal knowledge and experience self-assessment described above. Then, it asks participants to complete a questionnaire seeking information about their typical work responsibilities and work environment. The questionnaire looks at a number of questions that seek to clarify the management difficulty participants' roles, not the technical challenges or financial size. Participants are then invited to a two-day event wherein they will work in groups to complete five 90-minute case study activities. While participants are demonstrating specific relevant skills in case study groups, observers are evaluating each individual’s demonstration of their behavioural competences (soft skills). All observations and other data are combined into a complex analysis that produces individual skills development reports and one overall group development report. Individual reports are sent confidentially directly to participants, while the overall group report is sent to the sponsoring manager(s). Group reports make recommendations for training and development, process and policy changes, and other areas that may improve the skills profile of the group. |  |