Vocational Counseling & Human Resource Development Tests
ASHLAND INTEREST ASSESSMENT (AIA)
Jackson, Douglas, Ph.D., and Connie Marshall, B.A.
~ (1997) measures vocational interest in a way that is suitable for those with very low reading level. It is espeicially helpful to those taking adult basic education, for participants in job market re-entry counselling and retraining, or those in rehabilitation. The AIA consists of 144 forced choice pairs written at approximately a grade 4 reading level. Twelve scales are provided: Arts and crafts, Sales, Clerical, Protective Service, Food Service, Personal Service, Health Care, General Service, Plant or Animal Care, Construction, Transportation, Mechanical.
Starter kits include: manual & 10 administrations
RANGE: 16+ years
ADMINISTRATION: Group, 30 minutes
LEVEL: A
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BARRIERS TO EMPLOYMENT SUCCESS INVENTORY (BESI)
Liptak, John J
~ (2007) is a self-scoring test to identify specific barriers to getting or keeping a job. Barriers assessed are: personal, physical and psychological, career planning, job seeking skills, and education and training.
RANGE: students - adults
ADMINISTRATION: Individual or Group
TIME: 20-30 minutes
LEVEL: A
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BASS ORIENTATION INVENTORY
Bass, Bernard M.
~ is a 27-item inventory consisting of forced choice interest/opinion items. Scales are: self-orientation, interaction orientation, and task orientation. This test can be used in team-building to provide feedback about personal affectedness in occupations and academia.
RANGE: 16+ years
ADMINISTRATION: Individual
LEVEL: B
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BRIGANCE EMPLOYABILITY SKILLS INVENTORY (GRAY) (BESI)
Brigance, Albert H.
~ is a criterion-referenced inventory for assessing basic skills related to employability in ESL & vocational/special education students. Areas assessed include: reading grade level, career awareness & self-understanding, job seeking skills and knowledge, speaking & listening, writing, and math skills and basic concepts.
RANGE: 16+ years
ADMINISTRATION: Individual or Group
LEVEL: B
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CAMPBELL HALLAM TEAM LEADER PROFILE
Campbell, David Ph.D.
~ provides feedback to work group leaders on attitudes and behaviors that impact team effectiveness. Scales include: communication, energy, resources, support, team skills, commitment, mission, activities, conflict, supporting members, promoting learning, innovation, feedback and performance.
NOTE: all reports must be mailed to Chicago for scoring.
Kit includes: self-survey, 10 team surveys, 5 observer forms & planning guide
RANGE: adults
ADMINISTRATION: Individual or Group
TIME: 30 minutes
LEVEL: B
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CAMPBELL INTEREST AND SKILLS SURVEY (CISS)
Campbell, David, Ph.D.
~ measures and cross-references a client's interests and skills such as: influencing, creating, adventuring, organizing, analyzing, helping and producing. The CISS estimates the individual's confidence in their ability to perform various ocupational activities.
RANGE: 15+ years
ADMINISTRATION: Individual or Group
TIME: 25 minutes
LEVEL: B
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CAMPBELL-HALLAM TEAM DEVELOPMENT SURVEY (TDS)
Campbell, David and Glenn Hallam
~ provides team and work group feedback to improve team effectiveness and help teams reach their potential. 19 scales are grouped into four major themes: resources, efficiency, improvement, team success, and procedural checks.
Kit includes: everything needed to evaluate 10 members
RANGE: adults
ADMINISTRATION: Group, 20 minutes
LEVEL: B
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CANADIAN WORK PREFERENCE INVENTORY (CWPI)
Employment and Immigration Canada
~ systematically catalogues and compares interests to different job types. The CWPI measures 5 interest areas which are: Methodical, Objective, Innovative, Directive, and Social.
Kit includes: Technical and User's manuals, Job Dictionary and 25 of each form French Kit includes French Self-Score Forms
RANGE: 15+ years
ADMINISTRATION: Group, 15-20 minutes
LEVEL: B
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CAREER ABILITY PLACEMENT SURVEY - CANADIAN EDITION (CAPS)
Knapp, Lila and Robert R. Knapp
~ measures vocationally relevant abilities for use in guidance and career counseling. The 8 subtests are: Mechanical Reasoning, Space Relations, Verbal Reasoning, Numerical Ability, Language Usage, Word Knowledge, Perceptual Speed and Accuracy, and Manual Speed and Dexterity. Examinees learn which occupational areas are most suited to present abilities and which areas require more training.
See also the COPS and COPES tests listed separately in this catalog.
CAPS is part of the COPS-system of career counselling tests. If all three tests are used (COPS, CAPS, COPES), a comprehensive guide should be used in place of the three separate profile and guide booklets. These guides allow easier integration of the inventory results. Comprehensive guides are listed separately under COPES.
RANGE: High School or College
ADMINISTRATION: Group, 5 minutes per subtest
LEVEL: A
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CAREER AND LIFE EXPLORER
Farr, Michael
~ (2007) is an informal (non-normed) career and life planning tool which encourages students to consider career as a positive journey, rather than a destination. Students provide information on who they admire, their strengths, values, importance of money, peers, and how much education/training they would consider. Results are cross-referenced to major career-reference systems. Administration information is included with the booklets.
RANGE: grades 6-12
ADMINISTRATION: Individual or Group
TIME: 40 minutes
LEVEL: A
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CAREER ASSESSMENT INVENTORY - ENHANCED EDITION (CAI)
Johansson, Charles
~ is an objective, vocational interest inventory that compares occupational interests and personality preferences with those of individuals in over 100 specific careers. The Enhanced version focuses on careers requiring various amounts of post-secondary education. This test helps students focus on the patterns of interest, advising individuals re-entering the workforce, assisting students in selecting major areas of study, screening job applicants and providing career development assistance to displaced workers.
RANGE: 15+ years
ADMINISTRATION: Individual or Group
TIME: 40 minutes
LEVEL: B
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CAREER ASSESSMENT INVENTORY - VOCATIONAL VERSION (CAI)
Johansson, Charles Ph.D.
~ identifies the occupational interests of individuals who plan to enter careers immediately after high school or community college and who are pursuing occupations that require less than two years of postsecondary education.
RANGE: 15+ years
ADMINISTRATION: Individual or Group
TIME: 40 minutes
LEVEL: B
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CAREER ATTITUDES AND STRATEGIES INVENTORY (CASI)
Holland, J. & Gottfredson, G.
~ is a self-administered, self-scored, self-interpreted assessment of career attitudes and career problems. Nine measures of career/work adaptation include: Job Satisfaction, Work Involvement, Skill Development, Dominant Style, Career Worries, Interpersonal Abuse, Family Commitment, Risk-Taking Style, and Geographic Barriers. This instrument is actually a refinement of two previous research instruments the authors and their colleagues developed in order to study job adjustment and to study people with unstable or chaotic work history.
Kit includes: manual, 25 booklets, 25 answer sheets, and 25 summary booklets
RANGE: adults
ADMINISTRATION: Individual, 30 minutes
LEVEL: A
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CAREER DECISION SCALE (CDS)
Osipow, Samuel H.
~ measures career indecison and its antecedents, as well as an outcome measure to determine the effects of relevant interventions.
Kit includes: manual & 50 booklets
RANGE: high school-college
ADMINISTRATION: Group, 10-15 minutes
LEVEL: B
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CAREER DIRECTIONS INVENTORY (CDI)
Jackson, Douglas
~ (1996) focuses on activities that relate to sales service and technical occupations useful in vocational counselling or in companies wanting information to help place individuals in areas consistent with their measured interests. Examinees are presented with 100 gender fair items that each consist of three statements from which the individual must choose one that best describes the self. Basic scales measure: Administration, Art, Assertiveness, Clerical positions, Food Service, Industrial Arts, Health Service, the Outdoors, Personal Service, being Persuasive, Sales, Science & Technology, Systematic types of work, Teaching/Social Service, and Writing.
CDI is only computer scored. The CDI computer report includes the above scales plus a profile for 7 general occupational themes, scores of similarity to 22 broad occupational clusters, narrative summaries of the three most similar clusters, sample occupations and a profile of similarity to over 100 educational/occupational groups.
Qualified users may call for a free start-up account and a sample of the internet edition of this test.
Specimen set includes: manual, and one extended report administration
Software Kit includes: manuals, disks & 10 coupons
RANGE: 16+ years
ADMINSITRATION: Individual or Group, 35 min.
LANGUAGES: English, French, Spanish. click here for a .PDF sample report. click here for a .PDF list of refrences.
LEVEL: A
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CAREER EXPLORATION INVENTORY - THIRD EDITION (CEI-3)
Liptak, John
~ (2006) is a 128 item self-report inventory used to help job searchers define areas of keen interest that can be used as a focus for job search activity. Results are tabulated in terms of 16 interest clusters. The inventory booklet is a 12 page self-scoring & panel fold-out. Results map to the U.S. GOE.
The CD-ROM goes beyond the free Administrator Guide included with CEI forms. It contains information on the CEI development and validity, guidance for administering the CEI in a variety of settings, and timeframes with various populations. A scripted workshop with PowerPoint slides is also provided.
RANGE: 16+ years
ADMINISTRATION: Group, 30-45 minutes
LEVEL: A
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CAREER OCCUPATIONAL PREFERENCE SYSTEM - PROFESSIONAL (COPS-P)
Knapp, Lila and R. Knapp
~ (2000) measures professional interests and provides job activity interest scores related to occupational clusters. Each cluster is keyed to choice of college major. Results are linked to major sources of detailed job information such as the O*NET, DOT, VIEW and the OOH.
COPS-P can be used to encourage high-school students to plan for college, is useful in helping college students select a major, and is helpful in assisting professionals with career transition. The test is not linked to the Canadian NOC.
RANGE: grade 11+
ADMINISTRATION: Group, 20-30 minutes
LEVEL: B
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CAREER OCCUPATIONAL PREFERENCE SYSTEM INTEREST INVENTRY (COPS)
Knapp, Robert and Lila F. Knapp
~ (1996) consists of 168 items providing individual career and occupational information. COPS provides job activity interest scores related to the 14 COPSystem Career Clusters. Each Cluster is keyed to high school and college curriculum, as well as occupations. Scales are: Professional Science, Skilled Science, Professional Technology, Skilled Technology, Consumer Economics, Outdoor, Professional Business, Skilled Business, Clerical, Communication, Professional Arts, Skilled Arts, Professional Service, and Skilled Service.
COPS is part of the COPS-system of career counselling tests. If all three tests are used (COPS, CAPS, COPES), the comprehensive guide (listed with the COPES in this Catalog), should be used in place of the three separate profile and guide booklets.
The Counsellor Packet includes the How to use COPS in Groups booklet.
The Career Briefs kit is a boxed set of 485 cards listing up to date information on various career possibilities. The cards are indexed separately according to each of the 14 COPS Career clusters. Each career card presents information on what to expect in a career, in terms of salary, work requirements, educational requirements, and outlook for the future. Career cards are linked to NOC/CCDO, OOH, and DOT/O*NET.
The Career Booklets kit consists of 14 booklets containing the information on careers in each cluster. All the information that is presented in the career cards kit is included in the career booklets kit. All of the career cards in a cluster are represented in a single booklet. The booklets kit contains 4 copies of each booklet. Thus there are 14x4= 56 booklets in the set. As with the cards, the booklets are keyed to NOC/CCDO, O*NET.DOT and the OOH.
RANGE grades 7-adult
ADMINISTRATION: Group, 20-30 minutes
LEVEL: B
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CAREER OCCUPATIONAL PREFERENCE SYSTEM PICTURE INVENTORY (COPS-PIC)
~ provides non-verbal assessment of Occupational Interests. This test is suitable for students who cannot read well enough to complete even a low-reading-level interest inventory.
Specimen Set includes Manual and one copy of all forms.
RANGE: Elementary through Adult NORMS: Grade 7-12
LANGUAGE: English/Non-reading
AMINISTRATION: 30 Minutes individual SCORING: 15-20 Minutes
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CAREER ORIENTATION PLACEMENT EVALUATION SURVEY (COPES)
Knapp, Robert and Lila F. Knapp
~ (1995) measures work environment preferences by promoting career exploration, and by providing career and occupational counselling. The values measured are: Investigative vs. Accepting, Practical vs. Carefree, Independence vs. Conformity, Leadership vs. Supportive, Orderliness vs. Flexible, Recognition vs. Privacy, Aesthetic vs. Realistic, and Social vs. Reserved.
COPES is part of the COPS-system of career counselling tests. If all three COPS-system tests are used (COPS, CAPS & COPES), a comprehensive guide should be used in place of the three separate Profile and guide booklets. Comp. guides allow easy integration of interest, apititude and work-related values scores.
RANGE: Grade 7-adults
ADMINISTRATION: Group, 30-40 minutes
LEVEL: B
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CAREER THOUGHTS INVENTORY (CTI)
Sampson, James P. et al
~ (1999) measures and identifies negative career thoughts using a 48-item 4-point Likert-type items. A total score is provided along with 3 construct scores: Decision Making Confusion, Commitment Anxiety, and External Conflict. The workbook is cognitive-therapy based, and is useful in helping adolescents and adults to modify negative career attitudes.
Kit includes: manual, 10 workbooks, and 25 test booklet
RANGE: high school to adult
ADMINISTRATION: Group, 12 minutes
LEVEL: B
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DEVELOPING THE LEADER WITHIN (DLW)
Phillips-Jones, Linda
~ provides feedback on leadership skills. The 45 item questionnaire comes in a either self-assessment form, and in a peer-rating form. This method allows an individual, plus up to 6 of his/her peers, to evaluate the individual's leadership ability. Leadership qualities measured are: Developing Within, Helping Others Excel, Improving Critical Processes, and Showing Commitment to the team. Forms must be mailed in for scoring. A report/workbook is returned which includes interpretation and a selected set of developmental exercises to help the individual develop more effective leadership talents. The computer generated report selects the best 4 out of 15 possible leadership exercises. If you would like to see all 15 exercises, order the generic leadership workbook listed below.
RANGE: adults
ADMINISTRATION: Group
LEVEL: A
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EMOTIONAL QUOTIENT INVENTORY (EQI)
BarOn, Reuven, Ph.D.
~ (1996) is five-point screening test designed to measure interpersonal, intrapersonal, stress management and general mood by assessing the following factors: emotional self-awareness, assertiveness, self-regard, independence, empathy, interpersonal relationships, social responsibility, problem solving, reality testing, flexibility, stress tolerance, impulse control, happiness, and optimism. The EQI-S (short) is a 51-item instrument designed to measure emotional intelligence when a detailed assessment is not possible.
NOTE: reports must be sent to Ontario for scoring
Kit includes: manual & 10 complete assessment sets
User's set includes: manual & guides
RANGE: 16+ years YOUTH: 7-18
ADMINISTRATION: Individual
TIME: EQI 30 minutes; EQI-S 15 minutes
LEVEL: B
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FUNDAMENTAL INTERPERSONAL RELATIONS ORIENTATION SCALES (FIRO)
Schutz, Will et al
~ (1986) is a 54 item self-administered assessment of how three personal needs (Inclusion, Control and Affection), affect behavior towards other people. A profile of the 3 FIRO scales is obtained for the examinee. This profiles can be used to explain how personality affects interactions and conflict/harmony with others. FIRO is most widely used in HR development and team building seminars.
Specimen set includes 1 self-scorable booklet, Introduction to the FIRO-B booklet, and an Understanding Your FIRO-B Results booklet.
RANGE: 13+ years
ADMINISTRATION: Group, 15 minutes
LEVEL: B
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GENERAL APTITUDE TEST BATTERY, THE (GATB)
HRDC Canada
~ (1986) is a Canadian edition of the GATB developed by the government of Canada from the original U.S. Employment Service test of the same name. GATB is a multiple-aptitude battery which measures: general learning ability, verbal aptitude, numerical aptitude, spatial aptitude, form perception, clerical perception, motor co-ordination, finger dexterity, and manual dexterity.
GATB provides a profile of 9 occupational aptitudes which are linked to the NOC Career Handbook. Canadian norms are available for Parts 1 to 7 of forms A & B of the test. Some examiners omit the pegboards so the other subtests may be group administered.
The original U.S. edition of GATB is out of print.
RANGE: Grades 9 to Adult
ADMINISTRATION: Individual, 1.5 hours
LEVEL: B
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HALL OCCUPATIONAL ORIENTATION INVENTORY - 4TH EDITION (HALL)
Hall, L.G.
~ (2000) helps explore values, needs, and interests with reference to careers and life-styles. The inventories are self-administered, self-scored, and self-interpreted. Two forms available Form II is for Junior High to Adults, and is at a lower level than the Young Adult College form (YAC). If you are counselling adults, we recommend that you use form YAC except with populations not anticipated to be pursuing college level training.
RANGE: Junior High -Adult
ADMINISTRATION: Group. 25 minutes
LEVEL: A
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INTERPERSONAL INTELLIGENCE INVENTORY (III)
Strom & Strom
~ (2002) assesses teamwork in terms of 5 major dimensions: (1) attends to teamwork, (2) seeks and shares information, (3) communicates with team-mates, (4) thinks critically and creatively, and (5) gets along with others. III provides formative and summative feedback, monitors progress, and recognizes individual achievement and can be used either with adolescents in school settings, or as part of a team-building exercise in an HR settings.
Forms pack includes: 10 booklets, 10 each profile forms, 20 team scoring forms, and 20 teamwork skills forms
Kit includes: Manual and Forms Pack.
RANGE: 10-adult
ADMINISTRATION: Group
LEVEL: B
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JACKSON VOCATIONAL INTEREST SURVEY (JVIS)
Jackson, Douglas N.
~ (1999) consists of 289 pairs of forced-choice statements describing job related activities. Basic scales include: creative arts, performing arts, mathematics, physical science, engineering, life science, social science, adventure, nature/agriculture, skilled trades, personal service, family activity, medical service, dominant leadership, job security, stamina, accountability, teaching, social service, elementary education, finance, business, office work, sales, supervision, human relations management, law, professional advertising, author/journalism, academic achievement, technical writing, independence, planfullness, and interpersonal confidence.
The extensive computer-generated report includes the above scales plus a profile of similarity to 17 educational field clusters. Cluster scores rank the examinee in terms of similarity of his/her scores to those of members of 32 occupational groups. A narrative explanation of the three most similar groups is included in the report. Results are linked to O*NET and Canadian NOC codes.
RANGE: 13+ years
ADMINISTRATION: Individual or Group
TIME: 45 minutes
This test is now available in an online edition. Qualified professionals may call to have an online testing account set up and to obtain a free sample administration of the test.
click here for a .PDF sample report. click here for a .PDF list of refrences.
LEVEL: A
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JOB SEARCH ATTITUDE INVENTORY (JSAI)
Liptak, John
~ (2006) assesses posititive and negative job search attitudes. Results are predictive of those who may find their own jobs rather than depending on others to do it for them. There are 32 statements which are marked either Agree or Disagree. Attitudes are measured on four bipolar scales: Luck vs Planning, Involved vs Uninvolved, Self-directed vs Other directed, and Active vs. Passive. See also the Barriers to Employment Success Inventory (BESI) listed separately.
RANGE: students - adults
ADMINISTRATION: Group, 20-30 minutes
LEVEL: A
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JOB STRESS SURVEY (JSS)
Spielberger, Charles and Peter Vagg
~ compares stress levels among employees in different departments or divisions within the same organization. The JSS contains 30 items measuring: job pressure and the lack of organizational support.
Kit includes: manual, 25 booklets, 25 profiles & scoring disk
RANGE: 18+ years
ADMINISTRATION: Group, 10 minutes
LEVEL: B
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KUDER CAREER SEARCH (KCS)
Kuder
~ (2002) is a brief vocational interest test which assesses opccupational preferences using six clusters: Outdoor/Mechanical, Science/Technical, Arts/Communication, Social/Personal Services, Sales/Management, and Business Operations.
RANGE: grades 7+
ADMINISTRATION: Group, 20 minutes
LEVEL: B
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KUDER INTEREST INVENTORIES (KOIS)
Kuder, G. Frederic
~ (1966) is a paper-pencil form of the Kuder Occupational Interest Inventory. It is available in single copies (preview package), or in packages of 25. KOIS is computer scored only, and yields a narrative report of the examinee's interests. It is available in a mail-in scoring form, .
The Kuder tests are Occupational interest inventories which have been widely used in adult basic education and in vocational counselling. The publisher recommends them as best suited for use with grades 11 & 12 students, but useful for persons of all ages with grade 10 or better education.
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LEADERSHIP DEVELOPMENT REPORT (LDR)
Hagberg, Richard & Doug Jackson
~ (2001) is a computer generated report designed to identify how an individual's personality may effect business relationships. LDR is comprised of 25 brief personality scales which are aggregated into 13 Leadership Dimensions and 5 Global Orientation scores: (1) Orientation to Other People, (2) Orientation to Work, (3) Temperamental Orientation, (4) Accountability, (5) Cognitive Orientation/OpenMindedness.
A comprehensive developmental report based on research with more than 1,500 senior managers. LDR results provide focused advice which is presented in simple language. The average length of and LDR report is 25 pages. This test is now available in an online edition. Qualified professionals may call for a online testing account setup and a free sample test.
click here for a .PDF sample report. click here for a .PDF list of suggested readings.
For those without an internet connection, answer sheets may faxed in and a laser printed and bound report returned by courier.
ADMINISTRATION: group 40 minutes
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MANAGERIAL AND PROFESSIONAL JOB FUNCTIONS INVENTORY (MPJFI)
Baehr, Melanie et al
~ uses two forms to assess basic job functions and the individual's ability to perform them. The Importance Inventory rates the importance of 16 basic functions for successful performance. The Ability Inventory rates the ability of an individual to perform the same 16 basic functions. Scales include: setting organizational objectives, financial planning, work procedures, interdepartmental coordination, technical ideas, decision making, teamwork, emergencies, safety attitudes, communications, developing potential, supervisory practices, self-development, personnel practices, community relations, handling outside contacts.
Kit includes: manual, 25 booklets & 25 score sheets
RANGE: adults
ADMINISTRATION: Group, 40-60 minutes
LEVEL: B
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MAYER-SALOVEY-CARUSO EMOTIONAL INTELLIGENCE TEST (MSCEIT)
Mayer, John D., Salovey, Peter & Caruson, David
~ (2001) is an ability-based assessment of emotional intelligence, measuring a person's capacity for reasoning with emotional information. These tests can ONLY be scored by faxing or mailint to the publisher.
Kit includes: manual, 1 booklet, 1 response sheet & 1 profile report
RANGE: 17+ years
ADMINISTRATION: Individual
TIME: 45-60 minutes
LEVEL: B
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MENTORING SKILLS ASSESSMENT
Phillips-Jones, Linda
~ is a personalized 360-deegree feedback type of assessment and report. MSA was designed to improve both mentoring and mentee skills. Four assessment of mentoring skills forms are provided. One is to be filled out by the mentor or mentee and up to 3 to be filled out by colleagues, team members or employees. The questionnaires collect information on Importance, Quality, and Frequency of mentoring.
Set includes: one personalized self-form and 3 rater forms
RANGE: 16+ years
ADMINISTRATION: Group
LEVEL: A
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MILITARY ENVIRONMENT INVENTORY (MEI)
Moos, Rudolph H.
~ The MEI assesses the social environment of varied types of military contexts. The test yields seven scores: Involvement, Peer Cohesion, Officer Support, Personal Status, Order and Organization, Clarity and Officer Control.
RANGE: military personnel
ADMINISTRATION: Group
LEVEL: B
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Multidimensional Emotional Intelligence Assessment (MEIA)
~ (2006) provides scales to assess all 10 facets of Salovey and MayerÂ’s (1990) model of emotional intelligence (EI). It is suitable for conducting Research on emotional intelligence, where a comprehensive, multidimensional measure of EI is needed. Results may also be helpful in Counseling, Career Guidance, or HR development.
MEIA is of 150-item, self-report measure. The assessment includes 10 primary scales (listed below), and an Infrequency scale to detect non-purposeful responding.
Recognition of Emotion in the Self
Regulation of Emotion in the Self
Recognition of Emotion in Others
Regulation of Emotion in Others
Nonverbal Emotional Expression
Empathy
Intuition versus Reason
Creative Thinking
Mood Redirected Attention
Motivating Emotions
Distinguishing Features
This inventory is also available in a workplace version – the Multidimensional Emotional Intelligence Assessment - Workplace (MEIA-W) with norms based on over 600 working adults. MEIA-W is suitable for use in Leadership training, and for researching EI in the workplace.
CALL for a free account set-up which will allow you to use this test online.
Sample MEIA Computer Report Sample MEIA Computer Report
LEVEL: B
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MULTIFACTOR LEADERSHIP QUESTIONNAIRE-3RD. ED. (MLQ)
Bass, Bernard, and Bruce Avolio
~ (2004) is a widely accepted 360-degree feedback assessment of leadership. MLQ surveys multiple raters to provide information about leader-qualities. Some have used this instrument to relate organizational outcomes to leadership style. An interpretive binder is available which shows how to use the data, explains the author's construct of "full-range leadership", and provides tips for the examinee on improving his/her leadership qualities.
If MLQ is computer scored by the publisher, an extensive Leadership Report is produced. An unlimited number of respondents may complete the survey over the internet. Internet surveys are integrated to provide data for the MLQ report. There is a samll fee for each survey, and a single fee for integrating the web-surveys and producing the leadership report.
NOTE: There is a self-report edition of MLQ, which is helpful for constrasting the self-percetions of an examinee with the perceptions of raters. However, the publisher recommends that self-report or single-ratings NOT be used to assess leadership style -- as the validty of this instrument comes from averaging feedback across multiple raters (R. Most, personal communication, 2004).
The research edition is a self-report form of the MLQ which does not use multi-rater feedback. It has however been widely used by researchers to investigate leadership style. The research ed. may be hand-scored by the researcher.
10 Scales are provided: Idealized attributes, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration, Contingent Reward, Management by Exception (Active and Passive), Laissez-Faire, Extra Effort, Effectiveness, and Satisfaction. The Research edition provides the MLQ forms and scoring as well as a technical report and bibliography of MLQ research. The Teams edition assesses the leadership style within a team.
RANGE: adults
ADMINISTRATION: Individual or Group
LEVEL: B
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OCCUPATIONAL APTITUDE SURVEY & INTEREST SCHEDULE-3RD ED (OASIS3)
Parker, Randall
~ (2001) assists in career development using two tests: Aptitude Survey and Interest Schedule. OASIS-3 Aptitude Survey measures six aptitude factors derived from research on the General Aptitude Test Battery (GATB) including: General Ability, Verbal Aptitude, Numerical Aptitude, Spatial Aptitude, Perceptual Aptitude, and Manual Dexterity. OASIS-3 Interest Schedule is a twelve factor interest inventory. Scales are: Artistic, Scientific, Nature, Protective, Mechanical, Industrial, Business Detail, Selling, Accommodating, Humanitarian, Leading-Influencing and Physical Performing.
Aptitude kit: manual, 10 booklets, 50 answer sheets, 1 workbook & 50 profiles
Interest kit: manual, 25 booklets, 50 answer sheets, 1 workbook, 50 profiles & 50 scoring forms
RANGE: 13+ years
ADMINISTRATION: Individual or Group
TIME: 30-45 minutes per test
LEVEL: B
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ORGANIZATIONAL DESCRIPTION QUESTIONNAIRRE
Bass, Bernard, and Bruce Avolio
~ consists of 28 items which help members of an organization explore the relationship between leadership style and their organizational culture.
RANGE: adults
ADMINISTRATION: Individual or Group
LEVEL: B
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POSITION CLASSIFICATION INVENTORY (PCI)
Gottfredson, Gary & John Holland
~ lets employers assign Holland Summary Codes to any position or job class in their organization. It is useful in areas such as: implementing career planning and development programs allowing employees to use Self-Directed Search resutls (SDS is listed separately) to match their personality to positions within the firm. PCI may also be used to assist separating employees to describe their job using the PCI, and perhaps to look for jobs having similar personality requirements. PCI can also be used to evaluate the degree of match between job and worker.
Kit includes: manual, 25 booklets, and 25 answer/profile sheets
RANGE: Adults
ADMINISTRATION: Individual or Group, 10 minutes
LEVEL: B
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SAFRAN STUDENT'S INTEREST INVENTORY
Safran, Carl
~ (1961) is a classic measure of vocational interest which provides the following 7 scales: economics, technical, outdoors, service, humane, artistic and scientific. The Safran is useful in determining broad interest categories. These categories may then be used to find large blocks of suitable occupations listed in the NOC or the O*NET.
RANGE: level 1-grades 5-9; level 2-grades 8-12
ADMINISTRATION: Individual or Small Group
TIME: 40 minutes
LEVEL: A
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SALIENT BELIEFS REVIEW
Block, Deborah, Ph.D.
~ (2003) identifies beliefs most important to work satisfaction. Responses are scored using the dimensions of change, balance, energy, community, calling, harmony, and unity. This process helps identify sources of unhappiness in their current work situations. It also helps learn to avoid such sources of dissatisfaction in the future, and to identify ways of increasing work satisfaction.
RANGE: adults
ADMINISTRATION: Individual or Group
LEVEL: B
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SELF DIRECTED SEARCH - 4TH EDITION (SDS)
Holland, John L.
~ (1994) is self-administered, self-scored, and self-interpreted. Respondents complete the assessment booklet to obtain a 2 or 3 letter summary Holland code designating their personality types. Occupations are also divided into clusters by Holland code.
The SDS occupations, job, or career finders list occupations sorted by Holland codes.
Form R is the Canadian English regular edition of the SDS. Form E (easy),Canadian English is written at a 4thgrade reading level with instructions in enlarged print. The French Canadian edition is a translated form R edition. The SDS Career explorer allows middle school students to answer questions about aspirations or daydreams to assess their vocational preferences. The Leisure Activites Finder may be used to find activities that match a participant's personality type (lists over 700 leisure pursuits). An optional Alphabetized Occupation Finder is available that lists occupations alphabetically by name rather than in order of Holland Code. Counsellors should have access to at least one copy of the Dictionary of Holland Occupational Codes which lists most of the jobs in the U.S. along with their holland codes.
The Educational opportunities finders helps examinees identify possible courses of further study. It lists over 750 courses of post-secondary training sorted by Holland code.
Career Explorer combo package includes: 35 assessment booklets, 35 careers booklets, and 35 Exploring yourfuture booklets.
Career Explorer kit includes: technical information, teacher's guide, 35 assessment booklets, 35 careers booklets, and 35 exploring your future
Form E kit includes: user's guide, technical manual, 25 assessment booklest and 25 job finders
Form R kit includes: user's guide, technical manual, 25 assessment booklets, 25 occupations finders, and 25 you and your career
RANGE: High school - adults
ADMINISTRATION: Individual or Group, 35-45 minutes
LEVEL: A
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SEX ROLE EGALITARIANISM SCALE (SRES)
King, Lynda, Ph.D. and Daniel King, Ph.D.
~ (1993) is a 95 item, 5-point Likert scale format, measuring the attitudes towards gender equality. Scales covered are: educational roles, employment roles, marital roles, parental roles, social-interpersonal-heterosexual roles.
Kit includes: manual, 10 question/answer sheets & 10 profiles
RANGE: 16+ years
ADMINISTRATION: Individual or Group
TIME: 25 minutes
LEVEL: B
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SKILLS AND ATTRIBUTES INVENTORIES (SAI)
Baehr, Melany
~ is a brief assessment of 13 personal skills used in successful job performance. The SAI can be used to classify a position, or to identify the types of skills successful employees possess. If one administers the SAI to incumbents, scores can be used to set standards for hiring or admitting personnel into training positions. SAI parallels the Managerial and Professional Job Functions Inventory, listed separately in this catalog. Scales include: intelligence, visual acuity, visual & coordination skills, physical coordination, mechanical skills, graphic and clerical skills, general clerical skills, leadership ability, tolerance in interpersonal relations, organization identification, conscientiousness & reliability, efficiency under stress, and solitary work.
Kit includes: manual, 25 booklets & 25 score sheets
RANGE: adults
ADMINISTRATION: Individual or Group
TIME: 30-45 minutes
LEVEL: B
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SURVEY OF WORK STYLES - 2ND EDITION (SWS2)
Jackson, Douglas, and Anna Gray
~ (1999) is a 96-item multidimensional measure of the Type A behavior pattern. This test is associated with the Rosenman Structured Interview and measures: anger, time urgency, job dissatisfaction, impatience, work involvement, and competitiveness.
Kit includes: manual, 25 question/answer sheets, 25 scoring sheets & keys
RANGE: 19+ years
ADMINISTRATION: Individual
LEVEL: B
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VOCATIONAL PREFERENCE INVENTORY (VPI)
Holland, John L.
~ (1970) is a brief personality test that employs occupational item content based on Holland's theory that occupations can be described in terms of personality characteristics. Clients who obtain undifferentiated or ambiguous profiles on other interest tests may find this test helpful. The VPI assesses five dimensions not covered by the SDS, but offers less comprehensive career assessment. Occupations are divided into 11 scales: Realistic, Investigative, Artistic, Social, Enterprising, Conventional, Self-Control, Status, Masc/Fem, Infrequency, and Acquiescence.
Specimen set includes: manual and 1 booklet
Kit includes: manual and 50 booklets
RANGE: adolescent - adult
ADMINISTRATION: Group, 15-30 minutes
LEVEL: B
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WORK POTENTIAL PROFILE (WPP)
Rowe, Helga
~ (1997) is a criterion-referenced tool for the initial assessment of unemployed persons. WPP identifies the individual's freedom from major barriers to employability and provides an indication of the client's overall effectiveness reflecting the need for support. Scales are: coping, freedom from major barriers, social resources, abilities, motivaiton, and physical ability.
RANGE: Adolescents and Adults
AMINISTRATION: Individual or Group
TIME: Untimed
LEVEL: B
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WORK READINESS PROFILE (WRP)
Rowe, Helga
~ (1995) is a criterion-referenced tool designed to assist in the initial assessmet of individuals with disabilities. WRP identifies strengths and assumes that with appropriate support, adaptive skills and behaviors can improve. Clients are rated on the following factors: Health, Gross motor skills and strength, Hearing, Social and interpersonal skills, Vision, Work adjustment, Travel, Communication effectiveness, Movement, Abilities and skills, Fine motor skills, and Literacy and numeracy. WRP is suitable for assessing all major disability groups, including those with multiple disabilities.
Kit includes: manual, 10 booklets, 10 individual and 10 group record forms
RANGE: Older Adolescents and Adults
ADMINISTRATION: Individual or Group
TIME: 15-20 minutres
LEVEL: B
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