INSIGHT Support

Population: INSIGHT Support is calibrated for use with routine operations personnel who are expected to solve problems within the context of an organization’s standard operating procedures.

Administration: Administer at any time, in any location with our user-friendly, encrypted, online, multi-lingual interface.

Support Materials: INSIGHT User Manual: Includes all needed information for the administration and interpretation of individual and group scores. A separate INSIGHT Support Debrief Document, which client may elect to provide to the persons who are assessed, is available at no additional charge.

Specs: Max 65 minutes timed administration.

• 25 minutes allotted for 73 Likert-style Agree-Disagree items – support staff work ethic related belief, value, and expectation statements.
• 50 minutes allotted for 23 engaging, operational staff workplace scenario-based reasoning skill evaluation questions.

Deliverables: Individual score reports of all metrics for each person assessed. Optional group graphics with statistical summary of scores; Excel spreadsheet of responses to all custom demographic questions, and all scores for each person assessed.

Results Reported (Actionable Metrics):

• Nine Fundamental Support Personnel Work Ethic Attributes

1. Dependability – Drive to do one’s part, to complete assigned tasks and take pride in doing so
2. Honesty – Respectful of property, following rules, keeping promises, and speaking truthfully
3. Job Commitment – Orientation toward the job and the company, its people, and its mission
4. Workplace Safety – concern for personal, coworker, and customer safety 
5. Professionalism – Focus on work responsibilities, collaboration, and positive leadership
6. Workplace Tolerance – Respectful of diversity, including of varying opinions and perspectives
7. Workplace Flexibility – Resilience, adaptability, openness to changing workplace demands
8. Desire to Work – Eagerness to work, engagement, pride in accomplishment of assignments
9. Desire to Learn – Desire for continuous development and readiness to retool as duties change

• Three Essential Support Personnel Workplace Thinking Skills, and an OVERALL rating

1. Understanding Directions – Correctly interpreting posted signs and duties as instructed
2. Seeing Consequences – Inferring the probable outcomes of decisions, actions, or events
3. Working with Numbers – Correctly understanding quantitative and numerical information

OVERALL Workplace Problem-Solving Skills – the integration of thinking and reasoning skills needed to address job-related problem-solving at an organization’s support personnel levels.

Scoring:

• Each support personnel work ethic attribute is scored on a 40-point scale divided into three qualitative categories (Not Manifested, Positive, Strong Positive).
• Each support personnel workplace thinking skill metric is scored on a 100-point scale with corresponding qualitative ratings (Not Manifested, Moderate, Strong, and Superior).

Optional Custom Questions: At no additional cost clients can add up to ten client-specific custom descriptive survey questions to the assessment profile to enable sub-group reports.

Currently Available Language: English

Licenses to Administer: Sold globally exclusively by Insight Assessment to by for-profit and not-for-profit businesses, institutions, and organizations, staffing agencies, and HR departments; competitive grant-funded project directors; qualified researchers and doctoral dissertation scholars; and other for-profit and not-for-profit entities.

Comprehensive assessment services are available to our clients using any of the assessments in our INSIGHT series, including INSIGHT Support, at no additional cost:

Starting with an initial consultation to learn about your project, our experienced assessment specialists support your project in multiple ways. 

• Instrument selection: We help the client find the INSIGHT tool that best fits the organizational level and industry sector of the individuals to be assessed.
• Administration strategies: Clients can keep test takers anonymous or use personal identifiers; sampling methods can measure an aggregated group profile without testing everyone.
• Assessment logistics: We help clients assess job applicants onsite or remotely; for development projects, we help in gathering pre- or post- training aggregated assessment data.
• Privacy Protection: We assist the client with privacy protection strategies, including, if needed, completely anonymous double-blind assessments.
• Introducing client-specific custom questions: Clients can enable organizing, managing, and analyzing the assessment data that they plan to collect by introducing up to ten client-designed demographic profile questions. We assist clients with this process.
• Login generation: We provide the client with as many single-use individual logins as requested so that test-takers can access our secure, encrypted, online assessment interface in a controlled manner.
• Report generation: We manage the online report generation tool and produce, at the client’s request, group reports, aggregating and disaggregating data by their client-specific custom demographic questions. Individual reports can be sent automatically in real time.
• 24/7/365 emergency technical support for our client testing administrators

We demonstrate how easy it is to administer assessments using our intuitive, browser-based, multilingual online testing system on almost any device: computer, tablet, or smartphone.

In addition to the full user manual included with each assessment instrument, preview packages enable future clients to experience the intended assessment tool in exactly the same way it will be used in their planned project. 

Support Personnel Work Ethic Attributes

1. Dependability: The Dependability Scale addresses motivation to complete assigned tasks and take pride in the accomplishment of work assignments. It speaks to the sense of responsibility one feels to coworkers or to do one’s part. Higher scores show a strong work ethic and attention to the demands of an assignment. Dependability is significant when an individual’s absence can have a negative ripple effect on the success of a project or team.
2. Honesty: The Honesty Scale addresses the inclination to respect other people’s property, follow rules, keep promises, and speak truthfully. Higher scores indicate trustworthiness and appreciation of honesty in communication and behavior. Honesty is very important for placement in higher risk or unsupervised positions.
3. Job Commitment: The Job Commitment Scale addresses orientation toward the job and the company, its people and its mission. Higher scores indicate feelings of loyalty to one’s workplace and its goals and ideals. Commitment to the job can be vital when assignments are essential to the organization, highly detailed, or if the function is repetitive.
4. Workplace Safety: The Workplace Safety Scale addresses diligence and concern for personal safety as well as that of coworkers. Higher scores indicate due regard for the value of workplace safety rules and precautions, rather than cutting corners and taking unnecessary risks. Due concern for workplace safety and job quality is important for the welfare and productivity of workers and co-workers.
5. Professionalism: The Professionalism Scale addresses social interactions in the workplace. Higher scores indicate the tendency to limit socializing to that which is necessary to get the job done and taking an appropriate and professional approach to social interactions at work. Professionalism is vital to maintaining a proper focus on work responsibilities, facilitating collaboration, and providing positive leadership.
6. Workplace Tolerance: The Workplace Tolerance Scale addresses respect for diversity in the workplace, including respect for varied perspectives and alternative opinions and solutions. Higher scores indicate respect for people independent of such factors as age, gender, and sexual orientation. Tolerance is valuable in all settings, but most important when functions require interaction with clients, customers, suppliers, colleagues or coworkers from broadly diverse demographic backgrounds.
7. Workplace Flexibility: The Workplace Flexibility Scale addresses adaptability to changing workplace situations and demands. Reaching solutions demands openness and willingness to adjust expectations. Higher scores on this scale indicate someone who is resilient and welcoming toward workplace requirements for change and for the application of new or different skills. Flexibility is highly valued in fast-paced or fluid environments.
8. Desire to Work: The Desire to Work Scale addresses eagerness to work and one’s sense of pride and self-worth derived from working. Strong desire to work is a positive reference to potential employment longevity. Higher scores indicate someone who tends to focus their energy on their work and to define themselves by the work they do. One’s desire to work speaks broadly to one’s own expected level of engagement and productivity.
9. Desire to Learn: The Desire to Learn Scale addresses the appreciation of continuous development and the need to retool in light of changing work responsibilities. As the workplace grows or changes, one can either aid in the transition or resist the personal impact of change, which inhibits institutional benefit. Higher scores indicate someone who is eager to learn new processes, new systems and new procedures. A willingness to learn is essential for positions where specific knowledge must be gained on the job.

Essential Business Staff Problem Solving Skills, and an OVERALL rating:

1. Understanding Directions: Correctly understanding directions as communicated through written instructions, signs, signals, or charts, or by a supervisor’s verbal instructions demands analytical and interpretive reasoning skills. A strong score on this scale indicates the reasoning skills workers need in order to understand their job duties and the conditions under which those duties are to be carried out. These skills provide the basis for workers to comprehend and communicate effectively about their tasks and duties as expressed either in writing or by the supervisor.
2. Seeing Consequences: The ability to anticipate or infer consequences of decisions, events or actions enables workers to complete their work efficiently and to avoid creating additional problems or difficulties. A strong score on this scale indicates positive skills in drawing good inferences in a wide variety of contexts including those requiring precision and those involving a reasonable element of uncertainty. Strength in this skill domain enables workers to contribute to team problem solving, to anticipate the needs of clients and customers, and to offer useful suggestions.
3. Working with Numbers: When important job-related information involves numerical data, workers must have the basic numeric literacy and quantitative reasoning skills necessary to understand what the job involves. A strong score on this scale indicates the numeric literacy skills needed to understand the basic meaning, quantitative relationships, and implications of numerical information as presented in charts, graphs and tables. These skills enable workers to understand and better fulfill their job responsibilities when those responsibilities involve numeric elements.

OVERALL: The OVERALL Thinking Skills metric on the INSIGHT Support represents the integration of thinking and reasoning skills needed to address job-related problem solving at an organization’s support personnel levels. (This is a holistic score which represents the result of the test-taker’s sustained effort at coming to reasoned judgments using the full set of more specific reasoning skills described in the other three metrics.)

The INSIGHT Support Report Package includes an individual test-taker report for each person assessed and optional group summary reports for each group and sub-group in the sample.

Reports are generated immediately after the conclusion of testing, making real time assessment possible. Read more about how our customer support specialists work with clients to select their reporting options on our Services tab or contact us for a free consultation.

Individual Reports include:

• Each work ethic attribute is scored on a 40-point scale divided into three qualitative categories (Not Manifested, Positive, Strong Positive). 
• Each thinking skill metric is scored on a 100-point scale with corresponding qualitative ratings (Not Manifested, Moderate, Strong, and Superior).
• The Individual Report can be pushed as PDF files to an email address of the client’s choosing (for example, to an HR department, hiring officer, manager, or to an operational personnel staffing service). 
• The client controls whether individual reports are made available to the test-taker.
• A short PDF assessment report debrief document to help in understanding scores – it can be distributed by the client to the people who were assessed.

Optional Group Analytics include:

• Excel spreadsheet files of all scores on all metrics. These also include the responses to optional custom demographic questions added by the client to the assessment profile.
• Presentation-ready tables and graphic representations of the score distribution for all metrics.
• Free upon request, our assessment support staff prepares and emails group analytical reports to clients using any of the INSIGHT series assessments.