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Guide to Caliper Scoring


Overview

The individual traits measured by the Caliper Profile are the cogs and gears that drive all Caliper Scoring. These traits are considered together to predict workplace behavior. Those behaviors act in unison to shape our competencies. A relevant set of competencies can then be used to predict success in a particular job model


Traits

The Caliper Profile measures 21 unique personality traits and 1 type of cognitive ability (Abstract Reasoning). Everyone has their own unique balance of these motivations and qualities.  With the exception of Abstract Reasoning, traits should be thought of as motivations or natural tendencies rather than abilities. These traits are invisible to others, but they act in combination with each other to shape our attitudes and actions at work.

Each trait is scored as a percentile representing a person’s degree of motivation relative to others in their country of employment. (More about norming) For example, a trait score of 50% would indicate an average, or normal, degree of motivation. An individual will not score highly on all traits, nor should this be expected. A typical individual will have a variety of high and low trait scores. Each trait can be a disadvantage or a strength, depending on the responsibilities at hand. 

Key Tip:
Never make an interpretation or assumption from a single trait. Traits are isolated motivations that always combine to shape our behavior.

Related: Glossary of Caliper Traits


Behaviors

Behavior scores predict an individual’s likeliness to display certain actions or tendencies on the job. Unlike traits, which represent motivations beneath the surface, behaviors are visible to others. The behavior scores Caliper provides are designed to aid you in understanding how traits play out in combination. Each of Caliper’s behavior scores are driven by a validated combination of traits that have been scientifically shown to predict that behavior. Combining a person’s traits in this way allows for far more nuanced predictions of how a person might act in a work situation. 

Example:

Behavior: Demonstrates an openness to learning new things
Contributing Traits: Flexibility, Openness, Abstract Reasoning 

Are you interested in learning more about how traits influence our behavior scores?  Become Caliper Certified for a complete list of contributing traits for Caliper’s behaviors.


Competencies

Competency scores predict how one will perform in the critical outcome areas for their role. While behaviors can be readily observed in the moment, it often takes a variety of successful behaviors over time to display a competency effectively. Caliper’s Competency Library is a comprehensive list of job competencies that shape success throughout the world of work. Competency scores are based on a combination of trait scores that contribute to success in that competency.

Example:

Competency: Learning Agility

Representative Behaviors:

  • Learns quickly when faced with new challenges and situations
  • Demonstrates an openness to learning new things
  • Analyzes both successes and failures to find applicable lessons
  • Links current issue to knowledge gained from a different situation in order to solve a problem
  • Updates knowledge and skills regularly

Click here for a complete guide to Caliper’s Competencies.


Job Models

Caliper’s approach to job modeling starts with identifying commonalities across jobs with similar tasks and objectives. For each of these common job types, we identify a set of 5-9 competencies that are key to success for that type of job. This set of relevant competencies for a job type is called a Job Model.  Individuals who show potential to display a Job Model’s key competencies are well positioned to excel in any role represented by that model. 

For specific details about each of Caliper’s job models, click here.


Job-Fit Scores

Job-Fit Scores predict the individual’s overall likelihood of succeeding in a particular Job Model.

This score is delivered on a scale from 1 to 99.

Interpretation guidelines:

  • For scores 1-39 - The individual is unlikely to enjoy or succeed in the role

  • For scores 40-59 - The individual may experience significant challenges performing in the role

  • For scores 60-79 - The individual is likely to succeed in the position if given support in certain key areas.

  • For scores 80-99 - The individual’s tendencies are a strong fit with the requirements of the role.

Important: To ensure this score is a valid and valuable data point, it is critical to select the Job Model that best pertains to your role. If no model fits well with your role, you can also request a customized job-fit recommendation from your Caliper Consultant.

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