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SOSIE
2 ND GENERATION

INTERPRETATION AND FEEDBACK GUIDE

WITH COMPETENCY MAPPING

John Sample
10/07/2012

Time to complete: 6:07

All information in this guide is confidential.

This guide is intended for those trained and authorised to use the SOSIE test. It is not intended for the person assessed.

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries.
 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

This report provides a detailed interpretation of the SOSIE assessment. Its information will underpin coaching and development
interviews, recruitment decisions and career guidance. It is written for trained users; non-trained colleagues and test-takers
may misinterpret this detailed and sensitive information. The report offers a comprehensive approach to the interpretation of the
multilayered SOSIE results and thus, facilitates the preparation and conduct of any feedback interview.

The Interpretation and Feedback Guide combines detailed information about the personality and values of the individual. It
therefore provides an in-depth perspective on fundamental questions raised in a number of evaluation contexts. For example,
what are the strengths and areas for further development of the person's behaviour at work? What impact will they have on
different professional domains and in terms of personal development? What kind of organisational environment will enable this
person to realise his or her full potential and to maximise their contribution?

The report is built around eight well known competencies which are important for a variety of jobs. In addition, the SOSIE
Interpretation and Feedback Guide examines what kind of organisational environment will provide the most motivation for the
individual. The report includes the following sections:

1. Self-Organisation 4. Emotional Adjustment 7. Influence

2. Adaptability 5. Sociability and Communication 8. Decision Making and Autonomy
3. Innovation 6. Teamwork 9. Motivational Factor: Favourable Environment

Each section provides:

a definition

the individual's scores on each of the basic SOSIE dimensions which contribute to the analysis

narrative interpretations of these results, based on whether the individual scored low, medium or high on the relevant
dimensions, and how these scores interact
suggested questions for further investigation

The purpose of this document is not only to confirm the person's test results during the interview, but also to better understand
them. The information provided by the test and by any interview is complementary and needs to be integrated in the feedback
process, in a dynamic and interactive way.

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SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

SELF-ORGANISATION
The Self-Organisation competency reflects the dynamism and energy with which people go about work, and how they organise their time
to meet key priorities and deadlines. An individual's style of self-organisation affects how they manage the risks involved in actions and
decisions, the impact of organisational procedures on their work and their respect for the organisation's way of doing things. This
combination of factors defines the extent to which they can be relied on to produce work that is delivered on time and to a certain level
of quality, thus helping to meet organisational objectives.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
2. Responsibility 12 2

5. Cautiousness 14 14

8. Vigour 13 7

12. Independence 15 72

17. Variety 14 63

19. Orderliness 15 74
Low Average High

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IXUWKHULQYHVWLJDWLRQLQDQ\LQWHUYLHZ

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SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

Suggested questions
• Can you give examples of times when you made decisions or acted without thinking about the issues and then regretted it?
• Have you felt particularly tired lately? Can you think of any reasons for this?
• What happens when you're pressed to meet a very difficult deadline?
• Can you think of an example of a time when you have been asked to do a repetitive, rule-based task? How did you react? What
was the outcome?
• How do you decide on priorities in your work?
• Can you describe what it means to you to do a job well? Can you give me some examples?
• How do you approach tasks in which you have very little interest?
• Have you ever been very closely managed in a job? How did you cope with the situation?
• Have you ever been told to approach a problem in a way you disagreed with? How did you approach the issue?
• Give me an example of a disorganised project you were involved in. How did you set about rectifying the situation?
• What do you do when you face a problem you can't solve yourself?

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SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

ADAPTABILITY
The Adaptability competency describes how flexible an individual will be when presented with different situations, people, environments
and ways of working. It suggests how far someone is open and able to work productively at times of personal, professional and
organisational change. It also suggests how far they question or seek to improve and adapt their own working methods.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
6. Original Thinking 12 3

7. Personal Relations 13 14

17. Variety 14 63

19. Orderliness 15 74

20. Goal Orientation 11 33

Low Average High

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Suggested questions
• How do you choose between different work priorities? Give me an example.
• What do you think makes a good manager? Can you give an example of a manager who managed you well? What was it about
their style that worked?
• Do you ever get irritated by lack of structure and processes? Give me an example.
• Have you ever been overwhelmed by change? Tell me what happened.
• Can you remember ever missing an opportunity because you got too immersed in getting things done? Explain what happened.
• How do you react to people who constantly come up with new ideas?
• Who do you trust at work? Why do you trust these particular people?

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SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

INNOVATION
The Innovation competency describes how open people are to new ideas, novelty and change; how far people question their own habits
and experience and looks at their attitude to conventional ways of doing things, thinking and behaviour.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
6. Original Thinking 12 3

10. Conformity 10 68

17. Variety 14 63
Low Average High

John seems to have little interest in creative debates and discussions about new ideas and may be uninterested or uncomfortable when
addressing complex problems and new ways of looking at things. People with this profile tend to be pragmatic, preferring not to
complicate things and tend to focus on practical action. John will tend to use tried-and-tested approaches. John also seems to appreciate
variety, novelty, change and originality as much as most people and should be able to adjust to changes and a diverse workload within
reasonable time scales if they are explained. By contrast, John reports valuing and respecting the rules and social norms of environments
as much as most people. People with this profile can usually be trusted to observe organisational rules and conventions, having a flexible
attitude to observing and breaking them.

Suggested questions
• Can you remember a time when a project was held up by too much discussion? How would you try to overcome this?
• How do you react when someone keeps on coming up with new ideas?
• Do you ever get bored by repetitive tasks or become overwhelmed by change? Can you give me examples?
• Really good workers break social and organisational conventions all the time to get things done and ensure group communication.
What do you think of this viewpoint?

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 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

EMOTIONAL ADJUSTMENT
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Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
3. Stress Resistance 14 10

7. Personal Relations 13 14

9. Support 13 32
Low Average High

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Suggested questions
• Have there been occasions or projects where you felt especially stressed or lost control of your emotions? What do you think
caused this?
• Give me an example of how you react to a conflict when it arises at work.
• How does it make you feel to apologise or admit you've acted badly?
• How do you feel when you ask for help or comments on your work and people show no understanding of what you're facing?
• Can you give me an idea of your different emotions during an average day at work?

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 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

SOCIABILITY AND COMMUNICATION

The Sociability and Communication competency addresses how people interact, how far they enjoy working with other people and feel at
ease in busy social and work situations. It suggests how assertive people are and how strongly they will make their presence felt in
groups. It also reflects people's open-mindedness, interest in supporting others and reaction to conflict. The precise pattern of responses
an individual makes suggests the sort of role they will be most comfortable in—whether an individually-based one or one which involves
interacting with a lot of people.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
1. Dominance 15 22

4. Sociability 11 17

7. Personal Relations 13 14

9. Support 13 32

13. Benevolence 12 27
Low Average High

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Suggested questions
• Give me some examples of how you feel when you're with a lot of people.
• What does it feel like when the spotlight is on you?
• Tell me how you try to put your ideas and views across in groups.
• How do you approach conflicts at work?
• Have you ever felt you didn't understand why other people worked the way they do? Can you give me an example?
• Who do you trust? Why?
• How do you react if you get no feedback on your work or ask for help but don't get it?

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries. John Sample Page 7 of 11
 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

TEAMWORK
The Teamwork competency addresses individuals' team behaviour: how far they collaborate; are open; share knowledge, resources and
skills; and how far they accept consensus views within their team. It also looks at the extent to which they will follow conventions and
behavioural rules within the team.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
7. Personal Relations 13 14

10. Conformity 10 68

12. Independence 15 72

13. Benevolence 12 27
Low Average High

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Suggested questions
• How do you react when someone tries to impose a rule or convention on you?
• What do you do when your team makes a decision you disagree with?
• What role do you think you take up in your team? How does this express itself?
• Can you give me an example of a time you got into trouble for 'breaking the rules your team imposes'? What happened?
• What do you do if there's a bad atmosphere in the team?
• How do you react when someone asks for your help and support?
• Have you ever found that you had upset someone by being insensitive? Can you describe what happened?
• Can you describe a really satisfying work relationship? What makes it work?
• Describe your ideal work environment.

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries. John Sample Page 8 of 11
 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

INFLUENCE
This competency reflects the extent to which an individual is active in gaining influence over others. It looks at how assertive they feel
they are, as expressed through their: impact on others; commitment to their job; readiness to defend their own views; persuasive
abilities; taste for power and their attitude to tasks and objectives which challenge them.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
1. Dominance 15 22

14. Power 12 68

16. Achievement 16 53

18. Conviction 10 48
Low Average High

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Suggested questions
• Do you think people in senior positions always deserve their status? Can you explain your views?
• Can you think of a time when people disagreed with a decision of yours, you made it anyway and they proved to be right? How
could you avoid this in the future?
• How do you go about setting yourself performance targets?
• How do you react if an area of authority or responsibility is taken away from you?
• What happens if you're asked to take a leading, visible role in a situation involving a lot of people?
• How do you go about making a decision to a very tight timescale?

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries. John Sample Page 9 of 11
 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

DECISION-MAKING AND AUTONOMY

This competency looks at how people go about decision-making and the extent to which their decisions are influenced by others or made
independently. It concerns the type and quantity of evidence people gather to make decisions, what they base decisions on, how quickly
they make them and how much they like facing decisions.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
12. Independence 15 72

18. Conviction 10 48

19. Orderliness 15 74
Low Average High

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Suggested questions
• How do you go about making decisions? Have you ever taken a critical decision too quickly, ignoring important information?
Explain what happened.
• Give me an example of an occasion when you wanted to do things 'your' way but other people disagreed. How did you solve the
problem?
• Do rules and procedures help you make decisions? Give me an example. What happened?
• Give me an example of an occasion when you were left to your own devices without any guidance? How did you approach your
work?

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries. John Sample Page 10 of 11
 TM

SOSIE
2 ND GENERATION
Name John Sample Date of Testing 10/07/2012
Organisation Pearson US QA Demo Norm Group Managers

FAVOURABLE ENVIRONMENT
Rather than describe how people report their own personalities and values and how these map onto personal competencies, this section
of the report suggests the sort of organisational environment in which the individual will feel most at ease and will perform at their best.
It looks at this optimum environment in terms of the rewards they receive, how far their achievements are recognised, its culture and
how far the environment offers support to individuals.

Scales Standardised Scores

Raw Percentile 0 10 20 30 40 50 60 70 80 90 100
Score Score
9. Support 13 32

11. Recognition 10 55

15. Materialism 9 43
Low Average High

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Suggested questions
• Give an example of a time when you achieved something important but no-one commented. How did you feel?
• What motivates you at work? And what demotivates you?
• Describe the way the best manager you've ever had treated you.

©Copyright Gordon Exclusive Rights ECPA – SOSIE is a trademark of ECPA in France and/or other countries. John Sample Page 11 of 11