Candidate: Suzanne Maxwell. Date: 09/19/2012

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1 Medical Coder / Billing Clerk Assessment Report Szanne Maxwell 09/19/2012

2 Szanne Maxwell 09/19/2012 Prepared For: NAME Prepared by: John Lonsbry, Ph.D. & Lcy Gibson, Ph.D., Licensed Indstrial-Organizational Psychologists The following pages represent a report based on the reslts of a psychological assessment. The profile presented below smmarizes key reslts in each area compared against general poplation norms (indicated by the descriptors Low, Below Average, Average, Above Average, and High) and with norms for high performers in the type of job for which the candidate is applying (indicated by the shaded areas). The candidate's score is indicated by the diamond symbol : ALL RESULTS SHOULD REMAIN STRICTLY CONFIDENTIAL Agreeableness Low Below Average Average Above Average High Assertiveness Comfort with Procedre Conscientiosness Detail Mindedness Emotional Stability / Resilience Integrity Intrinsic Motivation Optimism/Enthsiasm Orderliness Preference for a Qiet Job Teamwork Tolerance for Repetitive Work Work Drive Overall Cognitive Aptitde copyright 2012 resorce associates, inc. Page 2 of 8

3 Szanne Maxwell Cognitive Aptitde Assessment Compared to general adlt norms sing standardized tests which were validated for a wide range of positions, we estimate Szanne's overall level of general intellectal aptitde to be in the percentile range. Her individal aptitde levels are: Abstract Reasoning Nmeric Reasoning Verbal Reasoning 80-89%ile 60-69%ile 80-89%ile Szanne has a high level of general cognitive aptitde. She can learn new information qickly, solve complex problems efficiently, and be able to handle a heavy information-processing load on this job. Explanation of Cognitive Aptitde Scores: The aptitde scores in this section reflect percentile rankings -- not percent correct on the test. With percentiles, the average is the 50%ile. Half of the people score below this score and half score above it. As another example, if a person scores 80-89%ile on a specific test in this report, it means that they scored as well as or better than 80-89% of the norm grop, bt not as high as 11-20% of the norm grop. The Overall Cognitive Aptitde is an average of the separate aptitde sections given to this candidate. The lower the Overall Cognitive Aptitde score, we predict that the candidate will have difficlty learning new information and making decisions. For example, if they are well experienced in their occpation, they may be able to contine to perform well practiced tasks adeqately, bt have difficlty learning new things. As sch, they will need additional training time and more spport from spervisors. People who prodce lower Overall Cognitive Aptitde scores generally prefer tasks that call for specific responses rather than ones reqiring insightfl soltions. They are also slower in processing information and are often easily overwhelmed by complex problems, especially ones they have not dealt with before. The higher the Overall Cognitive Aptitde score, the more we predict that the candidate will learn qickly, pick p a lot of new information on their own withot needing to be trained, handle a large information load easily, make decisions in an efficient manner, and show a great deal of insight abot how to solve new and complex problems. copyright 2012 resorce associates, inc. Page 3 of 8

4 Szanne Maxwell Test Basic Math Skills - Arithmetic Percent Correct Score 100% Correct This score is considered to be: High Score Test Excel Proficiency 2007 Percent Correct Score 60% Correct This score is considered to be: Below Average Explanation of this Percent Correct Aptitde Score The scoring for tests like this one is based on a percent correct calclation which is total nmber of correct answers divided by total nmber of qestions on the test. The candidate has ample time to complete each qestion, so it is possible to achieve a 100% score. Lower scores sggest the candidate will make a high nmber of errors on the job. Their basic skills in this topic area are probably lacking. If hired, yo need to consider on-the-job training in this topic area. Higher scores sggest the candidate is less likely to make mistakes of this type on the job. Their skills are adeqate to good, so they can probably improve accracy as they practice tasks on the job - especially if yo give them feedback abot errors as they occr dring job performance. We offer the following gideline: 0% to 50% correct 51% to 70% correct 71% to 85% correct 86% to 100% correct Low Score Below Average Above Average High Score Most companies are simply trying to weed ot candidates who wold have the most troble handling job tasks of this natre. If that is the case, yo need to think abot what is the lowest Percent Correct score yo will tolerate. If errors are not particlarly costly to yor operations, then yo may be able to accept candidates who score in the Below Average range. Some companies are trying to enhance the overall qality of their workforce with the se of standardized aptitde testing. If this is the case for yor company, then we advise that yo accept candidates in the Above Average or High categories. If errors of this natre case very serios problems in yor company, then yo shold only hire people who score in the High category. copyright 2012 resorce associates, inc. Page 4 of 8

5 Szanne Maxwell Personality Assessment Strengths: She is very kind, agreeable, and accommodating. Szanne will not be disrptive in grop settings and will avoid conflict whenever possible. She is generos and giving of her time and attention. She is very motivated to have smooth, amiable working relationships. Szanne is qite accommodating and compliant, particlarly when conflict arises. She tries to be civil and polite at all times. Szanne tends to be very hmble, modest, and npretentios in her dealings with other people. She is mild-mannered and goes along with the wishes of others. Szanne is highly dependable and conscientios. She is likely to perform her work in a very responsible manner consistent with company standards and expectations. She flfills her job responsibilities reliably and conscientiosly. Szanne typically does what she says she will do in a manner others can depend on. Care and attention is given to her work to ensre that the final reslts will meet everyone s expectations. Szanne takes pride in the qality of her work prodcts. She is sally stable and in control of her emotions. Szanne can handle most normal forms of job stress withot lowering her job effectiveness. Szanne is likely to be a principled and ethical person who ses a strict moral code by which to jdge her choices. She will flly adhere to company rles and policies. Szanne wants a job that provides a variety of positive experiences at work. For her, doing interesting and personally meaningfl work is a highly desirable factor in a job. She is highly motivated by sch factors as challenge and task variety. Szanne wants a job that provides a variety of positive experiences at work. For her, doing interesting and personally meaningfl work is a highly desirable factor in a job. She is highly motivated by sch factors as challenge and task variety. Althogh fairly optimistic in her otlook most of the time, Szanne is not naïve or nrealistic. She tempers her positive expectations with an awareness of the potential for problems and difficlties. She is very methodical and organized in the way she approaches and carries ot tasks and assignments. She will be comfortable keeping track of data and information. Szanne prefers a work environment where there is not a great deal of social stimlation, bt she can tolerate some interactions withot losing a great deal of prodctivity. Szanne prefers some independence in addition to cooperative activity in her work. She vales both team player and individal contribtor fnctions in achieving organizational goals. Szanne has an above average work drive. She invests considerable time and energy into meeting the demands of her job and career. copyright 2012 resorce associates, inc. Page 5 of 8

6 Szanne Maxwell Developmental Concerns: Szanne definitely lacks assertiveness. She may be too meek, pliable, or threat- sensitive to be effective in some sitations to protect her own best interests or the best interests of the company. She will avoid being placed in roles where responsibility for others work is involved, and she will hesitate to offer opinions in meetings where different ideas and approaches are being discssed. She may have some difficlty handling high-pressre work sitations. Szanne may not be able to handle a lot of stress on this job, particlarly on a prolonged basis. She cold more actively cooperate and collaborate with other employees. There may be times when Szanne places too mch emphasis on individal contribtion rather than grop accomplishment. copyright 2012 resorce associates, inc. Page 6 of 8

7 Szanne Maxwell INTERVIEW QUESTIONS After reviewing the assessment reslts for this candidate, yo may want to condct a strctred interview to frther explore and clarify some specific concerns. The interview qestions listed below reflect areas of concern raised by the assessment reslts. Yo shold keep asking qestions ntil yo have gained confidence in yor assessment of the candidate. Yo can se some or all of these qestions when interviewing the candidate. Yo will probably want to cstomize these qestions to best fit yor style and what yo already know abot the candidate as well as the job for which s/he is being considered. Most of these are behavioral description items which ask the candidate to describe specific behavior on the job. Some additional probes which yo might want to se with individal qestions are: * When did this take place? * What factors led p to it? * What were the otcomes? * What did others in the organization say abot this? * How often has this type of sitation arisen? ASSERTIVENESS Describe a time when yo took charge of a difficlt sitation in yor organization and trned it arond into a sccess. Describe a time when yo spoke p on a matter of importance to yo, even thogh yo knew it wold not be well-received or when others in the company opposed yo. Tell me abot a time yo took the initiative to get a project started or to complete it in a timely manner. What wold yo do if yo felt that yor boss had been ignoring yo or not paying attention to yor ideas? Describe a time when yo sccessflly confronted a problem sitation that others had troble dealing with in the past. Tell me abot a time when yo effectively negotiated with pper-management to get them to accept yor recommendation over the recommendations of others. EMOTIONAL STABILITY/RESILIENCE Tell me abot a time when yo had to keep on working despite having some problem or concern weighing on yor mind. [Probes: How long did it go on? How was it resolved? How often has this kind of thing happened in the last six months?] Stress is a natral part of most work environments these days. Describe a sitation where some significant form of stress has impacted yo on yor job and how yo dealt with it. Describe a sitation where yo learned to live with something stressfl at work. INTRINSIC MOTIVATION Tell me which factors define sccess for yo in a job. copyright 2012 resorce associates, inc. Page 7 of 8

8 Szanne Maxwell Describe how yor feelings of job satisfaction are affected by how mch challenge and variety yo have at work. Tell me what yo wold do if yor job became repetitive and rotine. Describe the kind of work that really motivates yo. ORDERLINESS Tell me abot a time when yo organized the elements or parts of a project into a larger whole and came p with an integrated system. Describe how yo se details to make plans and develop long-term strategies. Tell me abot a time when yo were so focsed on details that yo got bogged down and spent too mch time on a task or assignment. Describe yor approach to doing long-range planning and strategic development on yor job. The information contained in this report is Resorce Associates, Inc. bsiness information intended only for the se of the individal or entities named above. If the reader of this report is not the intended recipient yo are hereby notified that any dissemination, distribtion or copying of this report is strictly prohibited. If yo have received this report in error, please notify s immediately at (800) or by sending to copyright 2012 resorce associates, inc. Page 8 of 8

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