Challenge Consulting’s Online Test Battery Information

OCEANIC Personality Inventory
Developed by Dr Richard Roberts from the University of Sydney this inventory is based on the Big Five Factor Theory of personality. The OCEANIC (Openness, Conscientiousness, Extraversion, Agreeableness, N-Stress Tolerance Index Combined) is a demonstrably robust measure of personality for any occupation. Among other things, the OCEANIC examines such factors as team fit, work ethic, and reliability, and social ability.

Openness Scale: The Openness dimension contrasts the 'open' person who is generally more willing to entertain novel ideas and unconventional values, with that the 'closed' person who tends to be conventional in behaviour and conservative in outlook.

Conscientiousness Scale: The major aspects of the Conscientiousness factor includes accomplishment, scrupulousness, and responsibility. People who score high on this trait are described as well-organised, planful, careful, and thorough. Individuals who score low tend to be disorganised, careless, inefficient, and undependable.

Extraversion Scale: People who score high on this trait are described as talkative, sociable, having high energy, and assertive. Individuals who score low on this trait are described as quiet, solitary, having low energy, shy, and reserved.

Agreeableness Scale: Agreeableness is a dimension best perceived as interpersonal in its manifestation, containing aspects of sympathy, compassion, and generosity. People who score high are described as warm-hearted, kind, trusting, and compassionate. People who score low are described as antagonistic, unkind, suspicious, and unsympathetic.

N - Stress Propensity Scale: People who score high on this trait are described as emotional, anxious, highly-strung, self-pitying, and self-conscious. Individuals who score low are described as calm, even-tempered, self-satisfied, and comfortable with themselves.

OCEANIC Sales Effectiveness Questionnaire
A version of the OCEANIC personality inventory that examines potential to succeed in sales, and sales related positions

OCEANIC Customer Effectiveness Inventory
A version of the OCEANIC personality inventory that examines suitability for customer service-based roles

ATOMS (A-Time Organisation and Management Scale)
The A - Time Organisation and Management Scale (ATOMS) was developed to assess time management behaviours and attitudes. It is based on work by experts in the field of time management (Adams & Jex, 1997; Britton & Tesser 1991; Lakein, 1973; Maccan et al., 1990), as well as large-scale empirical studies devoted to psychometric analyses and construct validation (Roberts et al., 2002). The scale consists of six dimensions outlined below.

Sense of Purpose: This sub-scale is composed of the following components: individual differences in a person's sense of purpose, their level of focus, the way in which they order priorities, and their goal-setting capacity.

Meeting Deadlines: This sub-scale is essentially the converse of procrastination. Items defining this construct measure the extent to which people perceive themselves to be in control of time and to use their time wisely and efficiently. It also reflects a person's ability to estimate accurately the time it takes to complete a task and be realistic about what goals may be achieved in a set period.

Mechanics of Time Management: The items in this sub-scale assess actions, strategies, and preferred ways of behaving that are associated with successful time management practices.
Coping with Temporal Flow: Scores on this sub-scale represent a person's ability to cope with (and adapt to) circumstances, particularly as these change with the passage of time. It has two major components. Firstly, it reflects a person's perception of and orientation to the past, present, and future. This factor also has some concordance to a construct known as '(future) time perspective'. Secondly, it reflects an individual's potential to cope with change and their ability to adapt when change occurs.

Propensity to Plan: The items in this sub-scale essentially assess ways of behaving that stand in contradistinction to acting impulsively and spontaneously. Items reflect a person's preference for structure and routine over flexibility, unpredictability, and lack of constraint.
Effective Organisation Scale: The final sub-scale indicates a person's preference for being organised and keeping their workspace neat and tidy. Several items pertain to the degree to which a person views messiness or disorganisation as counterproductive.

Cognitive Ability/Intelligence Test List
Cognitive ability tests measure problem solving ability using numbers, words and symbols. All good tests of cognitive ability should be underpinned by widely recognised theory. Our cognitive ability tests are based on the theory of fluid and crystallized intelligence known as Gf/Gc theory (see e.g., Davies et al., 1998; Roberts et Roberts & Stankov, 1999; Stankov et al., 2001). Gf/Gc theory is the most widely recognized approach to the assessment of cognitive ability.

• Attention Switching Test
  Measures working memory and fluid intelligence (Gf). Examines the ability to change or switch between different tasks.
  
  
• Matrices Test
  A test of fluid intelligence (Gf) designed to examine strategic thinking and logical reasoning. The matrices test helps examine a person’s ability to solve more complex problems.
  
  
• Symbol Comparison Test
  A measure of mental processing speed (Gs). Examines clerical and perceptual speed and checking ability.
  
  
• Number Series Test
  A measure of fluid intelligence (Gf). It measures problem solving ability and numerical fluency at an elementary level.
  
  
• Digit Sequence Test
  A measure of fluid intelligence (Gf). It measures general reasoning skills and numerical fluency.
  
  
• Arrow Sequence Test
  A measure of fluid intelligence (Gf) that examines sequential and spatial type reasoning skills.
  
  
• Word Reasoning Test
  A measure of crystallized intelligence (Gc) that examines knowledge of word meanings and language comprehension
  
  
• OSP General Knowledge and /Word Reasoning Test
  A measure of crystallized intelligence (Gc) that examines verbal reasoning skills and general knowledge

Risk Management Profile (RMP) – full version
The Risk Management Profile (RMP) is a measure of employee risk and can be used for both staff development and employee selection. Specifically, the RMP identifies integrity, honesty, poor impulse control, stress tolerance and conscientiousness. The dimensions included in this scale are described below.

Oppositional Scale: High scores on this scale indicate a strong level of individuality, an intolerance of rules, and self-fulfilling behaviour. Low scores on this scale indicate a person that tends to have very high levels of trust, be overly compliant and altruistic.

Hard Realism Scale: People that score high on this scale are described as having an unforgivable goal focus and strong independence. They may also be described as having a cynical attitude towards human nature. People that score low on this scale are described as lacking independence and being open to being influenced.

P - Scale: A person that scores high on this scale will be described as having a low self-esteem, cold, egocentric and impulsive. Conversely, a person that scores low on this scale will be described as being very trusting and overly compliant and altruistic.

Aggressiveness/Brutality Scale: A person that scores high on this scale will tend to endorse brutality and cruelty and be accepting of harmful actions. A low score on this scale indicates a lack of assertiveness and an overly sympathetic demeanour.

Integrity/Honesty Scale: People that score high on this scale are described as being unethical and dishonest. Individuals who score low are described as having a tendency to be overly frank and single-minded in following procedures.

Risk Management Profile (RMP) Safety Inventory
The RMP Safety Inventory is a measure of employee risk and can be used for both staff development and employee selection. Specifically, the RMP identifies poor safety attitudes, safety behaviour (including driving behaviour), safety perception (“propensity to be pressured by the group”), poor impulse control, stress tolerance and conscientiousness.

The RMP Safety Inventory examines:

Safety Attitudes: People who score high on this scale believe that they are generally ‘lucky’ and tend to treat safety rules in regulations in contempt. These individuals believe that adhering to standard safety procedures has little effect on accident prevention

Safety Behaviour: People who score high on this scale admit to behaving in an unsafe manner and being ‘risk takers”. Items from this scale examine track record for following safety rules and regulations. As past behaviour is often a good predictor of future behaviour this scale help identify at risk individuals.

Safety Perception: This scale aims to identify employee perception about the level of adherence to safety practices within their current place of work. People who score high on this scale report that they believe that safety regulations are loosely followed at their place of work. They may also have a propensity to be pressured by the group in ignoring proper procedures.

Poor Impulse Control: People who score high on this scale are described as aggressive and easily moved to anger. Aggression is often associated with driving accidents and unsafe practices due to intolerance and impatience.

N - Stress Tolerance: People who score high on this scale are described as, anxious and are likely to panic in emergency situations. People with low scores are described as calm and even-tempered.

Conscientiousness: The major aspects of the Conscientiousness factor include scrupulousness, and responsibility. People who score high on this trait are described as careful, and thorough. Individuals who score low tend to be careless, inefficient, and undependable.

Shiftwork Type Indicator (STI-LOCI)
The (STI-LOCI) is a well-researched 38 item self-report measure that examines peak performance at work. Three subscales help identify those individuals who may not be suited to jobs that involve shiftwork or irregular sleep patterns.

The construction of the (STI-LOCI) is based on a broad three-dimensional model of circadian typology encompassing the scales of Morningness, Eveningness and Sleep Debt Propensity. Results can be represented as a quadrant-based model (see Figure 1.), describing individuals as being early to bed early to rise, late to bed late to rise, early to bed late to rise (lethargic types) or late to bed early to rise (energetic types).