Proposal for Indivdual Assessment...and train others in assessment methods such as Targeted Interviewing, Psychometric Testing, Simulations and Assessment/Development Centres implementation

INDIVIDUAL AUDIT PROPOSAL

for

XXXXXXX

Prepared by

August 2014


© Team Focus Limited 1



Contents

1 Why carry out an Individual Audit? ..................................................................................... 3

2 The Benefits of using Team Focus ..................................................................................... 4

3 Methods of Assessments Used ........................................................................................... 5

4 Format for the Assessments .............................................................................................. 6

5 Preparation for the Candidate and the Sponsor .................................................................. 7

6 Output and Outcomes ....................................................................................................... 8

7 What next? – follow-up development ................................................................................ 8

8 Costs .................................................................................................................................. 8

APPENDICES ........................................................................................................................... 10

A The Team Focus Quality Standards ............................................................................... 10

B Individual Audit - Commissioning Questionnaire .......................................................... 11

C About Team Focus Ltd .................................................................................................. 14

D Team Focus Consultants ............................................................................................... 15



1 Why carry out an Individual Audit?

There are two main reasons for increasing the sophistication of your assessment and development processes. These are based on the increasing scarcity of talent combined with the fact that the challenges of today are likely to change and so we are no longer able to rely on the skills of today being able to meet the challenges of tomorrow. The growing realisation that there is a scarcity of the kinds of skills needed to manage the modern workplace has been labelled the war for talent. It is no longer possible to rely on the obvious badges of success since these will be obvious to everyone – competitors included. There is therefore a need to increase sophistication by: 1. being better at understanding what skills are required 2. using more sophisticated techniques to assess them effectively 3. developing approaches which maximise the way assessment information is used to make

better selection, guidance and development decisions The best employers are using the individual audit today because: with external recruitment they are aware of the fact that some applicants have great talent

which is not recognised. No good recruiter is arrogant enough to believe their assessments and judgements are able to recognise talent in all its forms. This becomes an even more serious selection error when they end up working for a competitor.

With internal talent management they cannot afford to be complacent concerning the fact that many of their staff have much higher or different capabilities than their jobs allow them to demonstrate. Failure to use this talent pool is a tremendous waste of resources.

Whilst traditional talent is more easily recognisable, it is unorthodox talent and hidden potential that produces the quantum steps in performance. Every employer should be exploring how it identifies such talent. Those who are serious about this are enhancing their assessments and reducing their reliance on the traditional methods – education, track record, interview impressions or on-the-job observations. Whilst companies can be good at assessing current capability, the challenge is to identify potential for a changed world where new challenges require the ability to adapt, learn and develop behavioural rather than just technical competence.



2 The Benefits of using Team Focus

Methodology Team Focus is at the forefront of assessment and development methodology. We use some of the most sophisticated assessment methods available and have a recognised breadth of knowledge and experience. Grounded in the rigours of Occupational Psychology, we both use and train others in assessment methods such as Targeted Interviewing, Psychometric Testing, Simulations and Assessment/Development Centres implementation. We are therefore experienced in assessing others by a variety of methods and in a variety of different organisations. Experience Team Focus recognises that methods and techniques alone cannot provide a holistic assessment of an individual. We use experienced consultants who are capable of bringing additional expertise and judgement to an assessment process. All reports are written by people trained in the techniques to be used. We do not rely on computer-generated narratives and we obtain as broad a range of evidence as possible within the circumstances. Details of our quality standards will be found in the next section, but as Chartered Psychologists all our assessments are designed to implement or exceed the standards recommended by our professional body the British Psychological Society. Impact Team Focus specialises in quality assessments to produce tangible business benefits. These benefits include enabling employers to recognise the talent already employed by them or applying to them from outside. A feature of the assessments we carry out is that the candidates feel that they have been challenged, stimulated and given a good opportunity to demonstrate a range of skills. Since we always give feedback to the individuals concerned, even unsuccessful candidates have written to us and said how they enjoyed and benefited from the process. We make assessment stimulating and motivational – and this is essential because your employees or candidates can well have other choices. If you do not treat them right then the best may go elsewhere and it costs 7 times as much to recruit new talent as it does to retain it. In order to achieve this we need to know you, your business and culture. We will partner with you to make sure that what we are doing fits your needs and that the benefits mean that you keep coming back. However, to truly maximise the benefits of the individual audit we also offer follow-up coaching. Quality assessments are an excellent springboard for helping people to grow – and we know that the first hundred days in a new job are critical.



3 Methods of Assessments Used

We will agree with you the range of assessments to be used so that: your business needs are clearly reflected in the activities and are fully met by the process the critical competencies are assessed and measured to ensure consistency within the

process all individuals being assessed have ample opportunity to demonstrate his/her skills,

attributes and style. The methods of assessment will be drawn from the following:

1. Interviews - these are structured, targeted interviews designed to explore areas of

particular interest and to identify behavioural examples to illustrate the individual skill or style.

2. Ability Tests - these are computer administered or pencil and paper reasoning tests which can involve a wide range of verbal, numerical or abstract material requiring logic, judgement and mental flexibility. Team Focus have access to a wide range of tests in the market place and do not have a vested interest in choosing ones from any particular supplier.

3. Personality Questionnaires - these are computer administered or pencil and paper questionnaires that ask the individual about how they behave or prefer to behave in different situations. Different questionnaires rely on different levels of individual self-awareness and they all rely on a level of honesty. For this reason, such results are useful but need to be checked with the other evidence being collected. We use a range of questionnaires such as 15FQ+ / 16PF, NEO, TDI, MBTI, HPI, HDS, FIRO but we can also train others to use them to BPS Level B standards.

4. Values Questionnaires - like personality questionnaires, these rely on self-awareness but allow individuals to express the areas that are important to them which helps them to understand what is likely to motivate them in the longer term. We use MVPI, VBIM, GSIV, GSPV.

5. Fact-find Exercises - these are exercises which require the individual to read a short brief. They can then question a “Resource Person” prior to making a decision which they have to defend. These exercises examine the individual’s judgement, persuasion and influence strategies.

6. Role Play Exercises - these are exercises that require the individual to read a short brief and to then interact with the assessor who role-plays the scenario with them. These exercises examine the individual’s style, judgement and flexibility.

7 Oral Presentations – the individual is required to make a presentation for about 10 minutes, either on a topic of their special interest or one of a significant business nature. The aim is to allow the individual to demonstrate their abilities in communication, vision, impact and persuasion.

8. Written Communication – in which the individual produces a written report or proposal around an extensive brief. It enables demonstration of analytical skills and data organisation as well as communication and clarity of expression.

9. In-tray – the individual accepts an ‘in-tray’ at short notice and is required to establish the priorities for action and, where necessary, communicate those priorities to a colleague. It is an opportunity to show the skills of planning, organising, information sharing, and delegation.

Team Focus policy is to use a breadth of assessment since all methods contain inherent biases.



4 Format for the Assessments

Whilst assessments will vary, our usual process is to complete the exercises and pencil and paper questionnaires in one morning and carry out interviews and feedback in the afternoon. Different roles and different levels require different assessments. Below are some sample alternative programmes: Sample Programme 1: Existing or potential senior executives with strategic

responsibility

Before Attending: completion of on-line personality and Values questionnaires

09.00 - 09.15 Welcome, introduction and coffee 09.15 - 09.45 Verbal Reasoning Test 09.45 - 10.30 Ventura Fact-finding Exercise Coffee 10.45 – 11.15 Abstract Critical Reasoning 11.15 – 12.00 Prepare and Deliver Presentation 12.00 – 12.30 Decision Analysis Test Lunch 13.30 – 14.00 Role Play 14.00 – 14.30 Numerical Reasoning Test 14.30 - 16.00 Interview 16.00 - 16.30 Review and preliminary feedback

Sample Programme 2: Middle to Senior Manager Audit Before Attending: completion of on-line personality questionnaires 09.00 - 09.15 Welcome, introduction and coffee 09.15 - 09.45 Verbal Reasoning Test 09.45 - 10.15 Abstract Reasoning Test

Coffee 10.30 – 11.15 Fact-finding Exercise 11.15 – 11.45 Numerical Reasoning Test 11.45 – 13.00 Prepare and Deliver Presentation Lunch 14.00 – 15.00 Targeted Interview 15.00 - 16.00 Review and preliminary feedback Sample Programme 3: Short Capability Audit 09.00 - 09.15 Welcome, introduction and coffee 09.15 – 10.15 Verbal, Numerical and Abstract Reasoning Coffee 10.30 – 11.15 Binatone Fact-finding Exercise 11.15 – 12.00 Interview Coffee 12.15 – 12.45 Review and preliminary feedback Lunch and depart For each programme a report is written and then checked by another psychologist.



5 Preparation for the Candidate and the Sponsor

We propose to send information to the candidate in the form of a letter and a “What are Tests” leaflet or an on-line link to some practice tests. The broad form of such a letter when the purpose is the possible placement into a new role is shown below: Dear Candidate/Participant

RE: INDEPENDENT ASSESSMENT AND FEEDBACK

Purpose We have been asked to gather some further information about your abilities and style which can be used to discuss how you are likely to contribute in the new role. The purpose is not to assess whether you can do the job but how you are likely to do it. As a result the question of fit can be discussed to the mutual benefit of both parties. Our assessment only supplements the data already available but may help both of you to decide whether this is the right move.

Outline When you arrive at our offices you will meet one of our consultants who will explain the programme and answer any questions you may have. You will then be asked to do a number of tests and questionnaires until approximately 1.00pm. You may then take lunch and you will be invited back for an interview and to receive feedback on the test results which is an opportunity for you to understand and question the results.

This usually takes more than one hour but less than two hours. You can therefore expect to be away before 5.00pm. A report will then be written and sent to yourself and to the person who has asked for the assessment to be carried out. The purpose of the assessment is to discuss a possible appointment and it has been agreed that the report will not be used for any other purpose without your knowledge and permission.

It will not be used to make any decisions on its own and you will have an opportunity to put your own viewpoint based on the feedback session with our consultant.

Preparation Attached is a leaflet which illustrates some of the kinds of tests you could be asked to do. It is useful to do this practice leaflet in order to familiarise yourself with this kind of exercise. You should also endeavour to arrive on the day feeling fresh and rested. Yours sincerely



6 Output and Outcomes

As a result of the audit the following are the outputs: 1. A written report with suitable caveats sent to the individual and the sponsor. 2. Face-to-face feedback with the individual. 3. A springboard for development and the option of individual coaching

7 What next? – follow-up development

As mentioned earlier, good assessment is an excellent springboard for development. Team Focus has a wide range of executive coaches who can help individuals to learn the most from the assessments and to implement a personal change programme to enhance their effectiveness.

8 Costs

The cost of the process will vary depending on the extent of the assessments made, the venue for the assessments, whether there are several people who can be tested at one time to reduce the test administration time and whether there is to be further feedback from Team Focus in addition to that given face-to-face on the day. The assessment programmes included in this proposal together with a 1½ hour feedback session with the individual at a mutually convenient time at our offices would cost £4,400.





APPENDICES A The Team Focus Quality Standards

Guiding Principles Our assessments are carried out only by experienced Psychologists. The rights of both client and persons being assessed are declared and upheld. The whole process is open and accountable. Specific Principles The purpose of the assessment should be fully agreed and understood by each party

involved. There should be no secrecy concerning any aspect of the assessment process and the

individual has the right to see any report produced. Specific measures are taken to minimise bias and to maximise the objectivity of the report

and feedback. Personality questionnaires will only be used subject to provisos that ensure there is little

chance of over- or mis-interpretation. The individual and the sponsor will have the right to know the full name of any questionnaires or tests used.

Reasoning and ability tests will be reported in such a way that the reader is clear about the need to integrate the results with other practical measures of the relevant competence.

A Team Focus report will always be headed by specific caveats to help the persons being assessed and the readers to fully understand the nature of the process involved.

All Team Focus assessment reports carry on the front page a warning to safeguard the report from being used for purposes other than that for which it was commissioned.

Team Focus will not use computer generated reports except as starting points for a full interpretation by trained staff.



B Individual Audit - Commissioning Questionnaire

For Team Focus to carry out an individual audit, we require certain information to help us establish the purpose, to clarify some of the limitations of the assessments and to specify particular areas of skill, competence or style which need to be explored. To help with this process your answers to the following questions would be much appreciated.

1. Please give details of the person to be assessed. Name: .............................………............. Sex: .....................………….

Position:.......................………................... Age: ……............……..........

Contact Details (if appropriate):........................................................................

2. Please indicate to where the pre-assessment briefing should be sent Individual Sponsor 3. Please give details of the “sponsor” for the assessment. Name: .............................………............. Sex: .....................………….

Position:.......................………................... Age: ……............……..........

Contact Details (if appropriate):........................................................................

4. Please specify the relationship between the sponsor and the person to be assessed. ...........................................................................................................…..…….

..................................................................................................................……

..................................................................................................................……



5. Purpose

Please tick one of the following and add any comments in the space provided. Selection ............................…............……......

Promotion .........................................….............

Career Development ..............................................…........

Counselling .....................................…..........…...

Personal/Awareness/Growth .................................................…....

Team Fit .................................................…....

Problem Diagnosis ...................................................…..

Please note: We do not carry out assessments for selection for redundancy.

6. Team Focus will give verbal feedback to the person on the day of the assessment. Please indicate what further feedback the individual will receive by ticking one or more of the boxes below. Face-to-face with Team Focus at a later date

Face-to-face with the “Sponsor” at a later date

The full written report to be sent direct to individual

The full written report to be sent through the Sponsor

Other ..............................................................................................................

7. Please identify key skills, competencies, styles or issues which you would like the

report to address. .............................................................................................………................…...

.....................................................................................................…….............…..

8. Please specify where the assessments are to take place. At Team Focus At Company Site Other (please specify) .........................................................................................................…...........

.............................................................................................................….......

9. Is there a fixed date or target deadline for the assessments?



Yes Date .................................... No

10. Please indicate any further points, issues or information not covered above.

..............................................................................................…......................

..................................................................................................…..................

......................................................................................................…..............

* Please send in any further information which may be of use.

e.g. CV Job Description Self Assessment

** Please indicate any changes to the letter to be sent to the individual shown in Section 5.



C About Team Focus Limited

Team Focus has made its name by developing tools and consultancy that get to the heart of working relationships. We recognise that the way people apply their capabilities is critically influenced by how they manage themselves, both at an interpersonal level, and emotionally. That’s why in selection and development scenarios we look at people from multiple perspectives, in particular the ways in which personality, emotional intelligence and values shape performance.

The psychometrics we offer, like the TYPE MAPPING system, are designed to give everyone who uses them a broader yet more finely tuned assessment experience: be it through the integration of different tools or by using paired assessments. And it’s the insights gained from these extra dimensions that are leading increasing numbers of HR professionals, psychologists and coaches to choose our products.

Business focus

Our key brand is that, even in our assessment and selection work, people receive a truly developmental outcome. So tests and questionnaires are not used to label and constrain people, but as models for enabling them to enhance their own talent and build performance through better relationships.

Why we’re different

There are many consultancies and test publishers, offering good services and products, so why talk to us?

• We’re managed and staffed by Chartered Psychologists. This is a badge of quality that means we are not swayed by the latest management fad or proprietary consultancy process. What we introduce is best practice, the most up-to-date science, and challenging analysis and solutions.

• We don’t just give you the numbers and walk away. Whatever sort of assessments we use, including our own innovative tests and questionnaires, we take great pains to explain what the results mean and what you should do about them. And then how you can continue to gain value from the information you have gained.

• Team Focus comprises a small, dedicated team of professionals. That’s deliberate. We don’t treat people like an entry on a spreadsheet and if you phone you’ll talk to someone you know. What’s more the rest of the team will be told about your requirements and what you expect to happen next.

We understand that you have a full time job running your business or department. Team Focus can be an informed, constructive and critical friend, offering continuity and assurance in an often confusing and complex area: the psychology of people performance. Some key clients Admiralty Interview Board, Army Officer Selection Board, Bayer Crop Science, General Medical Council, Marks and Spencer, M&G Investments, National Policing Improvement Agency.



D Team Focus Consultants Roy Childs BSc, CE, AFBPS (Chartered Occupational Psychologist) Managing Director Overview Following in-depth research into the structure of human abilities as a Research Officer at NFER Roy applied his Psychology to the world of work where he has developed new approaches to help people in their working relationships. He combines a developmental approach with the rigour of strong numerate and psychometric approaches to understanding people. His willingness to embrace new technology has led to a distinctive approach which is embodied in Team Focus, a consultancy organisation he set up in 1989. Involved in the British Psychological Society, he ran workshops to help psychologists continue their development. His broad experience of many private and public sector organisations, as well as the challenge of running a successful consultancy business, helps him to understand the skills needed to succeed in the business world. Background: (and relevant career history) ♦ Has worked as an Occupational Psychologist for more than 20 years ♦ Research Officer at NFER specialising in test and questionnaire development and usage ♦ Member of the British Psychological Society’s Standing Committee on Test Standards responsible

for promoting ethical use of tests in the UK ♦ Runs professional development workshops through the BPS for CPD of psychologists including

Personality Tests compared ♦ Developed a variety of courses many of which are approved by the British Psychological Society in

good and ethical use of psychometrics including developing administration, interpretation and feedback skills

♦ Verified Assessor for the British Psychological Society in Level A, Level B Intermediate and Level B Full qualifications and current Level B verifier

♦ Developed a wide range of Management, Leadership and Coaching Development courses plus qualifying courses in Psychometrics which accredits people to Level B Full

♦ Consultant to many major companies and has published books and articles Member of the following professional bodies / qualifications / short courses: ♦ BSc Hons Psychology (Upper 2) from Exeter University 1974 ♦ Post Graduate Certificate of Further Education (PGCFE – distinction) from Roehampton College

1982 ♦ Associate Fellow of the British Psychological Society – AFBPS and Chartered Occupational

Psychologist ♦ Member of the Association for Coaching ♦ Action Learning facilitator and Solution Focused Therapy practitioner (series of short courses) Specialises in: ♦ Combining psychological rigour with high practicality ♦ Advanced psychometrics – the development of new tools and the advancement of psychometric

theory ♦ Helping people develop through self exploration and discovery ♦ Executive coaching and developing emotional intelligence ♦ Team development and relationship building ♦ Training in Interviewing, counselling, feedback, coaching and psychometrics ♦ Making Development Centres truly developmental ♦ Designing and developing assessment tools including 360s which have high reliability and validity



♦ Developing Performance Management processes and training staff to implement successfully ♦ Invited speaker to conferences and leadership programmes. Examples of relevant work and projects: ♦ Development of the PfS range of psychometrics that push the boundaries of existing technology ♦ Managed and delivered a major validation project for the MOD concerning selection of aircrew to

the Army, Royal Navy and Royal Air Force ♦ Validation of assessment procedures and tests for major companies ♦ Senior Level assessment, feedback and coaching for Bayer, Waitrose ♦ Complete design and roll out of large 360° projects including OUP, Exeter University, Norwich

Union ♦ 360° feedback for top senior management in Boots, John Lewis, Waitrose, Norwich Union, PPP ♦ Assessed the applicants to the Board of a major international company as a result of a merger and

then advised the CEO on the qualities and implications of particular appointments ♦ Author of various psychometric instruments designed for in-company use as well as some

published tests including the CAB, the Office Systems Battery and the Type Dynamics Indicator ♦ Executive Coaching and Team Facilitation – Norwich Union, Bayer, Waitrose, OUP, Rent Service ♦ Designed, developed and implemented development processes including competency

identification, development centre design, implementation and developmental feedback for Bayer, Nokia, Waitrose, AXA

♦ Training in assessment and feedback skills for many organisations. ♦ Consultant for the film “Link” based on the “Intelligence of Man and Chimpanzees” ♦ Worked with public (and privatised) organisations including AOSB, MOD, Civil Service, Foreign and

Commonwealth Office, several police forces, Northumbrian Water, Severn Trent Water, Northern Electric

Dr. Mark Parkinson Chartered Psychologist

Overview A Chartered Occupational Psychologist with extensive experience in consulting to blue chip companies at all levels. Particular expertise in the use of psychometric assessments linked to career development; as well as competency profiling, test design & development and implementation. Also integrating competency based interviewing with other psychological measures in assessment centres, or as part of recruitment programmes. In addition, considerable experience in delivering training programmes with psychological or psychometric content - in particular to careers advisors and HR & training practitioners. Clients include/have included: ARC, Aberdeen Asset Management, Balfour Beatty, British Aerospace, British Airways, Burmah-Castrol, CITB, DHL, Lex, McCain Foods, Pearson, Royal Mail, Tarmac, Waitrose and Xerox. Background: ♦ Team Focus (2004 – to date): Executive selection & individual audits for Waitrose and Bayer;

assessment system evaluation & test development for MOD/DPA and Pearson; assessment centres for GDUK, leadership and change programmes for Exeter, Cranfield & Reading Universities; board team building (Elexon); senior level assessment & selection for Amnesty International (all senior positions for last 4 years)

♦ Bluewater Partnership (2001 – 2004): Assessment & selection exercises completed for Balfour Beatty (2 x HR Managers); assessment of all graduate engineers for 2 years; DHL IT Manager; ISCO – consulting to National Director & charity board; training delivered to Connexions partnerships.



♦ Morrisby Organisation (1991 – 2000): For example, competency mapping for Tarmac, all professional & senior management grades / repertory grid work with HR Director & Board; consultancy support to Royal Mail management development programme, selection of senior managers for CCETSW; initial pilot selection for BAeFT for 5 years; consultant to DfES.

♦ University of Bath (1988 – 1990): Consultant with Centre for Executive Development, development centres for ARC; business simulations with senior MBA programme; work with BP Oil etc.

Member of the following professional bodies / qualifications: ♦ BSc (Psychology) – Exeter University. ♦ MSc (Applied Psychology) – Aston University. ♦ PhD – Management Science – Bath University. ♦ BPS – Chartered Psychologist – Full Member of Occupational Division – Associate Fellow. ♦ Science Council – Chartered Scientist & Royal Aeronautical Society – Member. ♦ Competence in Occupational Testing (Level-A) & Level-B Full (MBTI, TDI, OPQ, HDS & 16PF). Specialises in: ♦ Assessment & selection at all levels, in particular technical, graduate & managerial. ♦ Psychometric test & questionnaire design, ♦ Leadership development & change management. ♦ Competency modelling & profiling. ♦ Business innovation & creativity and the psychology of the entrepreneur (PhD subject). Examples of relevant work and projects: ♦ Senior level assessment & development work with Waitrose, Bayer, Amnesty International and a

number of UK universities. ♦ Work with ISCO (strategic development & alignment; product & service design) & Balfour Beatty

(graduate recruitment & development; ad hoc selection exercises). ♦ Change management project with Heads of School at Exeter University. ♦ Also work with senior staff at MOD, DfES and Home Office. Richard Stone BSC, MSc in IT

Overview: Richard is an experienced Organisational Behaviour practioner with over 21 years in consultancy and leadership development. He works across a range of industries including the Public Sector, Information Technology, Education, Professional (Accountancy, Law, Insurance), Engineering & Manufacturing (Aerospace, Marine, Automotive), and Science Technologies. He specialises in improving productivity by helping leaders, teams, and technical specialists develop higher quality working relationships through increased knowledge and enhanced inter-personal skills. Background: (and relevant career history) ♦ Teleios Consulting (1993-date): Founding Director of Teleios - an organisational development

consultancy, who specialise in leadership and team performance improvements. ♦ Bristol Business School (2008 - date): Senior Lecturer designing and delivering Executive

Development Programmes for a range of clients, including Professional Development Programmes for their MBA courses.

♦ Cranfield University, School of Management (1999-2001): As an Associate designed and delivered a range of Senior Management Development programmes for several clients, enhancing personal



development, leadership, team work, corporate vision, communication strategies, and personal influencing skills.

♦ Team Focus (1995): Associate in coaching programmes where 360 surveys and other diagnostic profiling tools need to be carefully applied to help focus and raise individual performance

Member of the following professional bodies / qualifications / short courses: ♦ BSc in Combined Science (Honours) – Portsmouth. ♦ MSc in Information Technology with Business Psychology – Loughborough University of Technology ♦ Qualified to levels A and B in a range of modern psychometric tools including FIRO Elements, MBTI,

Type Dynamics Indicator, The Relational Health Audit, Hogan Development System (the dark-side of personality), NEO PIR, plus ability testing and 360° survey tools.

Specialises in: ♦ Improving individual and team performance to strategic objectives ♦ Development of Leaders using Competency Frameworks and feedback ♦ Team dynamics, Career Development and Occupational Mentoring ♦ Structured Assessment and Development Centres, and Key Person recruitment ♦ Using carefully selected psychometric, 360 degree, or other diagnostic tools to enhance awareness

and develop action plans Examples of relevant work and projects:

♦ Milton Keynes, Oxfordshire & Buckinghamshire Improvement Partnership. This 4 year programme across 3 County Councils and 15 District /Borough Councils brought a common approach and language to business leaders providing an uplift in individual and team performance. As an example, Revenue & Benefits in West Oxfordshire implemented a Change and Lean Transformation Programme which resulted in the National Award for Excellence in Training, Education and Development, from the Institute of Revenues Rating and Valuation (IRRV).

♦ Hewlett-Packard - Consulting Skills & Customer Management Skills workshops for senior technical staff (e.g. programme managers), Communications Skills workshops for Intact Teams with dysfunctional relationships (internally and with international partners), and Leadership workshops. Led to accelerated progress in changing the business model from product selling to solution selling.

♦ National Grid - Led the Competency Performance Management Programme for 1100+ UK Managers earning a high commendation from corporate Head Office for the speed and quality of the roll-out.

♦ Rolls-Royce plc (aerospace, marine, energy)– Career Development Programmes for all management staff in a range of situations from Succession Planning, Secondments, Redeployment, Career Transition, and Career Coaching. The Programme was awarded the government Matrix Standard for Information, Advice and Guidance Services.

♦ AXA / PPP - Assessment and Development Centres and Recruitment of key people from senior Project Managers to senior Board Directors and Managing Directors for key subsidiaries.

♦ NHS and Social Care Sector - Various Leadership development programmes including accredited modules at ‘M’ level. Achievements included repeat programmes, high feedback ratings, and new business.



Janet Newman Chartered Occupational Psychologist

Overview A Chartered Psychologist with extensive experience in assessment and development centre design and delivery, supported by an in-depth knowledge of a varied range of psychometric assessments. Experience has ranged from regularly working on the Civil Service Fast Stream Development Programme, undertaking a year’s consultancy project with British Telecom, assessing the capability of its HR managers across the UK and worldwide to working on leadership development projects for the consultancy arm of Cranfield University. In addition, have considerable experience in delivering training programmes with psychological or psychometric content – especially to HR practitioners, psychologists and careers advisors. This work includes assessing delegates’ post-course work, reviewing their understanding and rigour in applying psychometric assessments in recruitment, assessment and developmental contexts. Background: ♦ Team Focus (1999 – to date): Executive selection & individual audits for Waitrose and Bayer;

assessment system evaluation & test development for MOD/DPA and Pearson; assessment centres for GDUK, leadership and change programmes for Exeter, Cranfield & Reading Universities; board team building (Elexon); senior level assessment & selection for Amnesty International (all senior positions for last 5 years).

♦ Bluewater Partnership (2001 – 2004): Assessment & selection exercises completed for Balfour Beatty Rail (HR Manager recruitment); assessment of all graduate engineers for 2 years; DHL (IT Manager recruitment); ISCO – consulting to charity board; training delivered to a number of Connexions partnerships.

♦ Morrisby Organisation (1991 – 2000): For example, competency mapping for Tarmac, all professional & senior management grades / repertory grid work with HR Director & Board; consultancy support to Royal Mail management development programme, selection of senior managers for CCETSW; ab initio civil aviation pilot selection for BAeFT and Cabair for 5 years; consultant to DfES.

♦ University of Bath (1988 – 1990): Consultant with Centre for Executive Development, including development centres for ARC; business simulations with senior MBA programme; work with BP.

Member of the following professional bodies / qualifications: ♦ BSc (Psychology) – Exeter University. ♦ MSc (Applied Psychology) – Aston University. ♦ PhD – Management Science – Bath University. ♦ BPS – Chartered Psychologist – Full Member of Occupational Division – Associate Fellow. ♦ HPC – Registered Psychologist. ♦ Science Council – Chartered Scientist & Royal Aeronautical Society – Member. ♦ Statement of Competence in Occupational Testing & Level-B Full (MBTI/TDI, OPQ/15FQ+/16PF,

HDS). Specialises in: ♦ Assessment & selection at all levels, in particular technical, graduate & managerial. ♦ Psychometric test & questionnaire design. ♦ Leadership development & change management. ♦ Competency modelling & profiling. ♦ Business innovation and the psychology of the entrepreneur (PhD subject).



Examples of relevant work and projects: ♦ Senior level assessment & development work with Waitrose, Bayer, Amnesty International and a

number of UK universities; including training of managers/HR specialists in competency-based interviewing.

♦ Work with ISCO (strategic development & alignment; product & service design) & Balfour Beatty (graduate engineer {electrical. electronic, mechanical} recruitment; ad hoc selection exercises).

♦ Change and leadership project with Heads of School at Exeter University & management of development centres for Research Fellows for last 3 years – medicine, physics, maths, biology & selected Arts disciplines.

♦ Also work with senior research and technical staff at MOD, DfES and Home Office. Ro Facer Overview Rosemary qualified in Psychology in 1973 and worked initially as a teacher and then as an Educational Psychologist for more than 10 years. She joined Team Focus to apply her skills and knowledge of assessment and counselling to the occupational area. She is currently involved in the Team Focus training course programmes as a tutor and she also carries out individual assessments. Her main interest, however, is in the development of people where her counselling and training in Brief Therapy and NLP give greater depth to her work.

She has experience in the educational assessment of children from pre-school to late adolescence as well as the adult population who also seek advice on issues related to learning and adjustment. Prior to becoming an Educational Psychologist Ro worked as a teacher in a wide variety of settings including special needs children, difficult to manage children, and mainstream secondary education.

Rosemary now works across both the educational and occupational divisions of Team Focus. Her educational role involves working with children with learning difficulties, behavioural difficulties as well as those with high ability and considerable learning potential where she offers services from tailor made assessments of individual children or adults, management and educational advice to parents and in-service courses to school staff. The setting for assessments is flexible. Her occupational role involves bringing her wide experience of tests, feedback and counselling to Team Focus training courses and consultancy.

Member of the following professional bodies / qualifications / short courses: • Member of the Association of Educational Psychologists, • Associate Fellow of British Psychological Society, • Chartered Educational Psychologist

Examples of relevant work and projects: • General Dynamics UK – principal observer on promotion assessment centre. Involving feedback,

exercise, psychometric questionnaire and test data to participants. • Galapagos glg - principle observer on promotion assessment centre. Involving feedback, exercise,

psychometric questionnaire and test data to participants • Tutoring and feedback on Level A and B BPS psychometric courses.

Documents

Proposal for Indivdual Assessment...and train others in assessment methods such as Targeted Interviewing, Psychometric Testing, Simulations and Assessment/Development Centres implementation