Saville Consulting

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Level A&B Qualification

Saville Consulting

What’s Unique? 

This course is for participants who wish to apply occupational tests in their work and professional practice within recruitment or development. This training provides access to Saville Consulting Range of Psychometric and ability tests through its OASYS platform.
Equips delegates to use Saville Consulting’s full range of assessments for identifying, recruiting and developing talent. The course confers eligibility for the BPS Test User: Occupational Ability and Personality qualifications, also known as BPS Level A and B. Occupational Ability and Personality course (BPS Level A and B training) qualifies you to use Saville Consulting aptitude tests and Wave® personality questionnaires in just four days (plus approximately four hours of pre-course and four hours of post-course work).

 
Key Learnings

Level A:

  • Gain immediate access to over 90 individual Saville Consulting Aptitude Tests
  • Run professional supervised testing sessions
  • Interpret assessments and provide quality feedback
  • Profile the job requirements and choose suitable assessments
  • Predict job success and performance
  • Integrate assessments with wider processes
  • Ensure fair selection processes

Level B:

  • Gain immediate access to the Saville Consulting Wave questionnaires – Professional Styles and Focus Styles as well as the full range of output reports available from these questionnaires
  • Apply the Saville Consulting Wave model integrating behaviors, motivation, talent, competency potential and culture fit
  • Interpret and give quality feedback on Saville Consulting WaveStyles
  • Delve deeper with unique features - Motive and Talent ‘splits’, Normative and Ipsative ‘splits’ and Facet Ranges
  • Apply practical skills to work through case studies in selection, development and organizational analysis
Program Content:

Level A / Day 1

  • Introduction to Testing: To understand the range of occupational tests available and to understand what makes a test ‘psychometric’.
  • Job Analysis: To understand different techniques used to analyze a job; to profile a role using a card deck; to develop a selection process and to determine when and how to use tests.
  • Saville Consulting Aptitude Test Portfolio: To look at different testing options within our portfolio, including invited access and supervised access tests.
  • Test Administration: Covering the theory of how to conduct a professional test administration session and how to ensure standardization.
  • Test Administration Practice Session: Delegates practice administering tests in smaller groups; deviant behaviors are incorporated into sessions to make them more realistic.
  • Scoring: Delegates learn how to manually score a test answer sheet.
  • Test Feedback: Delegates learn how to give professional test feedback on test scores and test-taking style in observed practical sessions carried out in smaller groups.
  • Test Feedback Practice Sessions Continued
  • Test Administration Questions; Ethics and Equal Opportunities: Delegates consolidate knowledge on test administration options and learn about fairness in selection and best practice.

Level A / Day 2

  • Test Scores and Norms: Delegates learn about the normal distribution, central tendency, measures of spread and different types of scales and scores, the concept of norming and the standard error of mean.
  • Correlation: This module covers correlation, cause and effect, and the concept of significance.
  • Reliability: Delegates learn about the concept of error, why reliability is important, and the different ways reliability is assessed, the concept of the standard error of measurement.
  • Validity: Within this section, delegates learn how reliability interacts with validity, different ways of assessing validity, validity generalization and test utility to assess cost/benefit of interventions.
  • Test Theory: This module covers various methods and theories of test development.
  • Choosing Tests Practical (Case Study) In smaller groups, delegates select suitable tests for the role they profiled on the first day. The delegates are provided with a test brochure and a test manual, and must find the relevant information on norms, reliability and validity to assess test appropriateness.

End of Course Assessment

Level B / Day 1

  • Introduction to Wave Performance Culture Framework: Delegates learn how our model of potential and performance is applied.
  • Introducing Wave: This section provides an overview of the Wave questionnaires and how they work.
  • Deep Dives and Interpretation: Delegates learn about the three deep dives (facet range, motive-talent splits, normative-ipsative splits); response style; and how to identify potential distortion. Delegates are taught how to interpret different combinations of dimensions and learn how to make sense of the splits in profile.
  • Wave Expert Report Delegates are given an overview of the report.
  • Wave Feedback After covering best practice within feedback and watching video examples, delegates practice giving feedback to one another on Wave profiles in smaller groups.
  • Wave Feedback Practice Sessions Continued
  • Preparation for Second Wave Feedback Session (Focus Styles);
  • Reading ‘Ethics and Equal Opportunities’ and ‘Development of Wave’ Delegates prepare for a second feedback session to a different individual and they read up on best practice within selection.

Level B / Day 2

  • Wave Feedback Sessions : Delegates practice giving feedback for a second time to a different individual using the Focus Styles questionnaire.
  • Overview of Wave Reports : A short overview of the information regarding the reports.
  • Selection Case Study : This is a group-based activity that involves applying Wave within a selection context. Firstly, delegates profile a role using a card sort; they then develop some interview questions against the key criteria and consider a candidate’s profile against this.
  • Reliability : Delegates learn about how reliability applies to personality testing, discover how to assess this and consider at the standard error of measurement. Referring to the Wave manual, delegates look at group, gender and ethnicity trends in behaviors – the conclusion being that there are only very small differences.
  • Validity : This is a recap on validity and an opportunity to examine the validity information that supports the Wave questionnaires.
  • Wave Development Case Study : During this group exercise, delegates look at the development report for a manager and consider areas of strength and potential limitations; they then look at information on team roles for the manager and his team to see how they complement one another.

End of Course Assessment

Post-Course Work Overview and Next Steps 

Target Audience:

HR, line managers and anyone involved in assessing, recruiting & developing people in any organization

Duration:

Level A: 2 days - Level B: 2 days

Total: 4 Days

Capacity:

4 -12 Participants

Language:

English  

Fees :

3,900 USD per participant

 

<!--[if !supportLists]-->·         <!--[endif]-->Test Feedback: Delegates learn how to give professional test feedback on test scores and test-taking style in observed practical sessions carried out in smaller groups.

 

<!--[if !supportLists]-->·         <!--[endif]-->Test Feedback Practice Sessions Continued

 

<!--[if !supportLists]-->·         <!--[endif]-->Test Administration Questions; Ethics and Equal Opportunities:Delegates consolidate knowledge on test administration options and learn about fairness in selection and best practice.

Level A / Day 2

<!--[if !supportLists]-->·         <!--[endif]-->Test Scores and Norms: Delegates learn about the normal distribution, central tendency, measures of spread and different types of scales and scores, the concept of norming and the standard error of mean.

 

<!--[if !supportLists]-->·         <!--[endif]-->Correlation: This module covers correlation, cause and effect, and the concept of significance.

 

<!--[if !supportLists]-->·         <!--[endif]-->Reliability: Delegates learn about the concept of error, why reliability is important, and the different ways reliability is assessed, the concept of the standard error of measurement.

 

<!--[if !supportLists]-->·         <!--[endif]-->Validity: Within this section, delegates learn how reliability interacts with validity, different ways of assessing validity, validity generalization and test utility to assess cost/benefit of interventions.

 

<!--[if !supportLists]-->·         <!--[endif]-->Test Theory: This module covers various methods and theories of test development.

 

<!--[if !supportLists]-->·         <!--[endif]-->Choosing Tests Practical (Case Study)

In smaller groups, delegates select suitable tests for the role they profiled on the first day. The delegates are provided with a test brochure and a test manual, and must find the relevant information on norms, reliability and validity to assess test appropriateness.

 

<!--[if !supportLists]-->·         <!--[endif]-->End of Course Assessment


Schedule Runs

2015-05-28 09:00:00
2015-05-31 17:00:00