Vocational Guidance, Career and Personal Development Tools:

D JEROMEL HEALTH-PSYCH CONSULTING offers a wide range of aptitude and personality tests commonly used for job selection, career and personal developments, and counselling purposes. These psychometrics assessment tools can be used individually or customised into a battery of tests to suit your needs and budgets. We welcome individuals, educational institutions and organisations to contact us to discuss their needs.

Interest Inventories

Occupational Interest Inventories

Our basic occupation interest inventory was first developed in 1971 by Dr Holland and has since been revised three times. It is popularly used as a basic tool in career guidance services to help identify one's preferred fields of studies through a clarification of their interests and abilities. It is highly valid as Dr Holland tested a couple of thousand people in a range of different occupations and developed their SDS profiles from his data. The matching of the profiles to the jobs is therefore based upon people who are actually in those occupations, not upon a theoretical construct of what they should be.

Occupational Personality Based Tests

16PF5-AUS QUESTIONNAIRE

The 16PF (16 Personality Factor Questionnaire) has long been recognised as one of the most popular and widely used instruments for the assessment of normal personality. The 16PF5 (1994) enhanced this reputation through a more contemporary presentation, administration and interpretation. In the mid 1990s, the Australian version of this popular personality assessment tool was developed.

Further research were done on this tool and in July 2002, the items have been rewritten allowing the 16PF5-AUS to provide more soundly based interpretations for applications within Australian occupational, vocational and clinical contexts. In addition, comparison group data is based on a general Australian population sample and research is ongoing to provide comparison group for specific occupational samples. As the Australian population has a large number of Asian immigrants, many clients from Asian countries such as Malaysia, Taiwan, and China also use the 16PF5-AUS version. Hence D Jeromel uses the 16PF5-AUS with their clients to minimise effects of cultural effects, if any.

Primary factors in the 16PF5 include Warmth, Reasoning, Emotional Stability, Dominance, Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Apprehension, Openness to Change, Self-Reliance, Perfectionism and Tension. The five global factors include Extraversion, Anxiety, Tough-Mindedness, Independence and Self-Control.

The 16PF5 is a restricted psychometric test, only certified psychologists and those with the appropriate qualifications have unrestricted access to this tool. There are three report options available from D Jeromel Health-Psych Consulting:

16PF5-AUS Basic Interpretive Report (BIR)

The BIR is a multi-purpose interpretation of the 16PF-AUS. It includes the basic 16 personality scores and other information about characteristics relevant to personal and vocational counselling.

The basic profile of the five global and 16 primary factors are presented in the first section of the report. The remainder of the report is divided up into three sections. First, basic personality information is organised in terms of the five global factors. That is, each global factor is profiled along with its related primary factors. Interpretative statements about the particular global factor and any primary factors outside the average range of scores follow each profile. The second section presents scores and narrative. The third section presents information on how the client's personality relates to six vocational orientations, based on Holland's RIASEC (Realistic, Investigative, Artistic, Social, Entrepreneurial and Conventional) scale of vocational orientations.

16PF5-AUS Personal Career Development Profile Report (PCDP)

Designed to be shared with the test-taker, the Personal Career Development Profile helps show clients how their personal strengths can lead to success. It offers a well-documented computer interpretation of the 16PF5-AUS that is an effective tool for human resource development, career exploration and personal growth. The profile includes client friendly narrative that provides insight into their personality as it relates to problem solving, stress, interpersonal relationships, work organisation and environment, career interests and personal growth.

The PCDP provides two pages of scores for the professional and a seven page narrative that interprets all personality characteristics as they relate to personal and career development, emphasising personal strengths and providing positive insights. It offers an updated career interest section that includes seven Activity themes, 20 Career Interest fields and 57 Occupational scales. Some narrative sections included in the PCDP are Problem Solving Patterns, Patterns for Coping with Stressful Conditions, Patterns of Interpersonal Interaction, Organisational Role and Work Setting Patterns, Patterns for Career Activity Interests and Personal Career Lifestyle Effectiveness Considerations.

16PF5-AUS Human Resources Development Report (HRDR)

For more information on this product, please contact us.

Cognitive Abilities Tests:

CULTURE FAIR INTELLIGENCE TEST (CFIT)

The Culture Fair Intelligence Test (CFIT) measures individual intelligence in a manner designed to reduce as much as possible the influence of verbal fluency, cultural climate, and educational level. The test is non-verbal and requires only that examinees be able to perceive relationships in shapes and figures. The CFIT is extremely time-efficient in that it is a timed test of only 12 minutes.

The CFIT contains four subtests involving different perceptual tasks: series, classification, matrices and conditions, so that the composite intelligence measure avoids reliance on a single skill.

Research has shown that intelligence makes an important contribution to the prediction of skill acquisition, problem solving, decision making and other performance related competencies. The CFIT is an excellent tool to use to assist any selection decision, particularly when the role will require the individual to be able to make decisions, think strategically and manage a range of tasks at once.

The CFIT can be used in situations where it is important to:

• Discover if the achievement of an individual is what would be expected from his or her intelligence;
• Assess potential to perform job-relevant tasks that involve cognitive ability;
• Increase the effectiveness of career development decisions.

Verbal & Numerical Reasoning (ML-MQ/PL-PQ)

The Higher Test ML-MQ and PL-PQ are parallel forms of a group of tests designed to measure general intellectual ability, the ability to see relationships and to solve problems.

The linguistic section contains verbal analogies, vocabulary, similarities and verbal reasoning. The quantitative section includes number series, arithmetic reasoning and number matrices.

These tests are suitable for use with students (with secondary 3 or higher education) and adults. Norms are provided for secondary students (aged 15) and for first year students at colleges of technical and further education.

The test is timed and the time allowed is 35 minutes (15 minutes for ML/PL and 20 minutes for MQ/PQ).

Verbal & Numerical Reasoning (AL-AQ/BL-BQ)

The Advanced Tests are parallel forms of a group of tests designed to measure general intellectual ability at advanced and tertiary levels.

Both forms, A and B, have a linguistic (L) section and a quantitative (Q) section intended to measure general intelligence as demonstrated by the ability to see relationships and to solve problems.

The tests are timed and allocated 35 minutes (15 minutes for AL/BL and 20 minutes for AQ/BQ).

COGNITIVE ABILITIES SCREEN – REVISED (CAS-R)

A modified version of the CAS, the CAS-R is a timed test (15 minutes) designed to quickly and efficiently 'screen' individuals in terms of two types of intellectual ability. With 40 questions, it measures:

• Abstract reasoning ability (that is, 'culture free'); and
• Formal or 'learned' intelligence (such as intellectual ability gained through formal education)

As a screening measure it is specifically designed to provide a 'sieve' at the initial stage of assessment from which one overall score or percentile ranking is provided; this one score incorporates all three areas of intellectual functioning. Given its brevity, the CAS-R is not designed to be broken down into two component parts, as this would dramatically reduce its validity and therefore its predictability.

APTS Verbal Reasoning

Verbal Reasoning is a powerful test for assessing underlying verbal communication abilities, general problem solving and trainability or ability to learn. It involves:

An understanding of the meanings of words
An understanding of the discrimination in meaning between words of similar meaning
A test of general vocabulary

This test is suitable for roles where communication, particularly negotiation and persuasion are important. For example, customer service, sales, negotiation, managerial and supervisory roles, graduates, trainees, clerical and administrative roles.

APTS Abstract Reasoning

The abstract reasoning test assesses a candidate’s ability to learn, solve problems and exercise judgment.

The ability to perceive relationships among different things and to reason on the basis of those relationships is a critical factor in doing well on this test. Hence it also has a link to strategic thinking. The abstract reasoning test is suitable for candidates of non-English speaking backgrounds. It is considered culture free since language is confined to the instructions.

The test is useful for roles where thinking, judgment and solving problems are important, such as managerial and supervisory roles, graduates, professionals, specialists, trainees, roles which involve training or retraining.

The test is timed and is divided into two 15-minute parts. The total time allocated is 30 minutes.

APTS Quantitative Reasoning

Quantitative or Numerical reasoning is a powerful test for assessing underlying numerical literacy, general problem solving and trainability or ability to learn. It involves:

An understanding of the basic number operations,
Problem solving,
And arithmetic reasoning.

This test is suitable for roles where numerical literacy is important, particularly those handling cash, such as managerial and some supervisory roles, graduates, clerical, accounting, and administrative.

Competencies Inventories:

Sales Attitude Survey (SAS)

The SAS is designed specifically to identify sales potential, to develop a sales culture, to train existing or internal applicants for sales-related roles, or to align sales approaches. Other features of the survey include:

designed to assess staff required to promote ideas or represent your organisation
screen candidates or develop staff
un-timed assessment
score range reported

This survey has been developed using ongoing research into the opinions and attitudes which underpin sales success. The statistical analysis of this data provides you with a benchmark from which a prediction is made of how strong your sales disposition is in relation to actual sales people, as well as individuals from your own industry.

Emotional Reasoning Questionnaire (ERQ)

Emotional Intelligence involves the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work, and has been related to both life satisfaction and success in occupations. The ERQ assess a key component of Emotional Intelligence, the emotional reasoning ability, through:

Identification of emotions felt by others
Prediction of future emotional responses across different contexts
Understanding of one's own emotional responses

The ERQ can assist you to:

Screen candidates and Assess staff ability in any roles that involve social interaction, customer service, team work and close relationships
Reduce costs and time by streamlining the recruitment process
Initiate discussion for team building workshops
Determine training needs for team development programs

The ERQ is un-timed, typically taking approximately 15 ¡V 20 minutes to complete.

Upon completion of the ERQ, an overall percentile ranking of candidates' level of emotional reasoning, along with a feedback report is provided instantly via email.

BarOn Emotional Quotient Inventory - EQ-i™

Based on 19 years of research by Dr. Reuven BarOn and tested on over 48,000 individuals worldwide, the BarOn Emotional Quotient Inventory is designed to measure a number of constructs related to emotional intelligence. Research had demonstrated that these constructs are critical in increasing sales performances of many multi-national companies and creating organisational cultures which promote excellent and engaging employees.

The BarOn EQ-i takes approximately 30 minutes to complete. It gives an overall EQ score as well as scores for the following 5 composite scales:

Intrapersonal Scales
Interpersonal Scales
Adaptability Scales
Stress Management Scales
General Mood Scales
and their 15 subscales

The BarOn EQ-i is also an excellent tool for individuals who want to enhance their emotional and physical health, interpersonal relationships and school achievements. And is associated with prevention of Juvenile Delinquency.

Other Personal and Clinical Tools:

Drug and Alcohol Screening (DAS)

Drug and Alcohol addictions can result in premature death of brain cells and deteriorating health. Not to mention the associated social issues and problems such as frauds to support these expensive addictions. Without formal training, these addictions in the initial stages can be difficult to detect during interviews. Moreover, many candidates may find it embarrassing to go for pathological assessments such as urine tests.

Highly suitable for selections of candidates for Senior and Middle Management positions and those whose responsibilities involve handling of finances such as Claims Executives, Accounts Managers and the likes.

The three-tier approach use in the DAS is non-invasive and untimed.

Coping Inventory for Stressful Situations

Please contact us at +65 6534 3603 for more details.

Interpersonal Behaviour Survey (IBS)

Please contact us at +65 9296 9096 for more details.

Kolb Learning Style Inventory - Version 3 (LSI3)

The Learning Style Inventory is a statistically reliable and valid, 12-item assessment tool, developed by David Kolb, Ph.D. Based on Experiential Learning Theory, it identifies preferred learning styles, and explores the opportunities different styles present for:

Problem Solving
Working in Teams
Resolving Conflicts
Communication at Work
Communication at Home
Considering a Career

Motivational Appraisal of Personal Potential

Please contact us at 65 6534 3603 for more details.

Our Screening Tool for Attention Deficit Hyperactivity Disorder (ADHD)

The Tests of Variables of Attention (T.O.V.A.) are computerised continuous performance tests designed specifically to diagnose and monitor treatment of children and adults with inborn or acquired attention disorders (such as ADHD). These tests are highly reliable, 1500+ children and 2500 adults between the ages of 4 and 80+ were tested in order to obtain comparison data these tests.

Features of these tests:

cultural differences are minimised

practice effects are minimised

Confounding factors are also minimised

use of nonlanguage-based stimuli and thus is able to discriminate ADHD from learning disabilities

the tests can be taken in either visual auditory format

Our expertise includes designing of psychometric tools (non-clinical psychological assessments) to fully meet the needs of individual organisations. Please contact us info@djeromel.com to discuss your specific needs.