POP#000000 for SAMPLE PERSON on August 6, 2002

PERSONAL ORIENTATION PROFILE

SYSTEM IV

CONTENTS	Page

P.O.P. Snapshot of Sales Potential	1
Executive Summary of Sales Potential	2
Predictor Score Summary/Recommendations	3
E.P. Summary/Questions/Training	4
A.P. Summary/Questions/Training	5
I.P. Summary/Questions/Training	6
P.O. Summary/Questions/Training	7
Inv. Summary/Questions/Training	8
Retention Prospects	9
Summary of Scores & Cautions	10

Call Reluctance Report
Managing Rejection Scale	1
Prospecting Orientation Scale	2
Commitment to Product Scale	3
Commitment to a Sales Career Scale	4

Candidate Feedback Report
Personal Strengths/Career Needs	1
What To Seek/What To Avoid In Jobs	2

POP#000000 for SAMPLE PERSON on August 6, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System IV	Page 1

P.O.P. Snapshot of Sales Potential

Results Reliable?	Some Questions	Seems O.K.	O.K.

A Self Manager	Not Likely	With Coaching	A Natural

An Effort Person	Needs Coaxing	Works to a Plan	Yes-Use Coaching

A "Team" Person	Too Much	A Team Member	A Team Leader

A "People" Person	Uninterested	People are O.K.	Definitely

$/Challenge Motivated	Very Little	Yes	Very Much

Service Motivated	Very Little	Yes	Very Much

Security Motivated	Very Cautious	Takes Some Risks	Will Take Risks

Independent	Becomes Dependent	Sometimes	Very Strong

Controls Self (SD)	Not in Control	Yes	Totally in Control

A Good "Prospector"	Not Likely	With Training	COACH to Excellence

A Good "Closer"	Weak Closer	Soft/Persistent	Tough/Persistent

Likes Learning	Uninterested	O.K. When Needed	Loves It

Chances for Survival	Risky	With+++Effort??	With Effort-Good

2nd Year Performance	Below Average	+++Effort=Average	++Effort=Superior

Total Recommendation	Doubtful	With+++Effort-Maybe	With Effort-Yes

Personal Orientation Profile - System IV	Page 2

Executive Summary of P.O.P. Results

PS = 89

EP = 87

AP = 6

IP = 20

SD = 47

UC = 32

CR = 85

PROSPECTING ABILITY?	Excellent - should be a self-manager
CLOSING STYLE/ABILITY?	Hard closer style - moderate persistence likely
HOW CONFIDENT?	High - generally feels confident/in control
A PEOPLE PERSON?	Definitely yes! People are a turn-on
LIKES LEARNING?	Occasionally. If the time/opportunity are right
PERFORMANCE LEVEL?	Very high performance is very possible
START FAST OR SLOW?	Could be better than average for start/growth
SUPERVISION NEEDED?	Make training short - little supervision needed
STRONGEST NEEDS?	Lots of opportunity to be successful with lots of variety, challenge and independence.
CHANCES FOR SURVIVAL?	A really good chance for survival
WHAT ELSE?	Boredom, even in what others would see as a very challenging situation, is a threat to retention.

Personal Orientation Profile - System IV	Page 3

Summary and Recommendations Concerning the Predictor Score

Predictor Score (PS) = 89

Achievement Potential (AP) = 6

This is a very strong result on the Predictor Score and indicates the potential for an exceptionally high
level of performance. People like this can sometimes survive and prosper even in environments
which are not at all supportive. If she is really this good, she will already have an outstanding
HISTORY OF EFFORT and probably lots of demonstrable SUCCESS.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 4

Enterprising Potential (E.P.) Selection Questions & Coaching Needs

EP = 87
EP < 10 is WEAK	EP 10 - 20 is MARGINAL	EP > 40 is STRONG

Selection Considerations In competitive business environments, her strength on the E.P. Scale
would indicate a strong potential for basic survival. She should have a very strong natural inclination
towards being a self-manager. Given formal training in planning and time management skills, she
should be able to make a routine of the daily effort required to maintain the basic contact activities
essential for survival in demanding business opportunities.

QU What kind of natural orientation does she have towards being a self-manager, i.e., how quickly
and effectively can she learn to plan and organize herself and manage her time to get the daily, weekly
etc. objectives met?

QU How willing is she to take any learning opportunities to develop her self-management potential for
use within the career, either from within the company or through outside sources?

QU Ask about any specific tasks or requirements she may have had in the past which will show how
she can take the requirement, convert it into a plan for action and how she manages her time and
focuses her effort each day to get the job done. Ask her for references to verify the examples.

Coaching Suggestions Maximize existing strengths through training in basic personal time
management and activity planning skills. Develop specific job related task planning and self
management skills. Train her in these areas and monitor her planning and her activities until she
demonstrates consistency. She can and will work best if you focus on the management of her
EFFORT.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 5

Achievement Potential (A.P.) Selection Questions & Coaching Needs

AP = 6
AP < -15 is STRONG CAUTION	AP 0 to -15 or > 40 is MILD CAUTION

Selection Considerations There is a basic strength shown on the A.P. Scale that has real meaning
and utility primarily when it is found in a self-managing type of person. To make her effective in both
the short run and the long run, you will have to find her particular motivational 'hot buttons' and use
these to revive her energy and ambition should they start to slip.

QU Ask her to think about, then to tell you about what she sees as her really important motivating
forces. Ask her for examples of things she has done which she felt were of real value and which were
exceptionally demanding and challenging. Ask for details of these challenging and meaningful events
including attempts that were unsuccessful as well as those which worked out well. Ask her what
motivated her to try and to persist in trying to do these things. Cover the details provided with her
references. Do they confirm the events and how do they interpret her motivational pattern? On the
whole, does she have a balance between her needs for service to others and her orientation towards
bottom line productivity?

QU How committed would she be to taking any opportunities which may become available to
participate in company sponsored or recommended training programs to increase her job related
skills? Any training done recently?

Coaching Requirements Training in closing methods and timing will utilize her strength in this area
to the greatest advantage. She can probably develop both techniques and style for persistence in
closing and learn about the best way to manage herself through coaching by a manager who has a
style and personality which is similar to this person.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 6

Independence Potential (I.P.) Selection Questions & Coaching Needs

IP = 20
IP < -25 IS VERY DEPENDENT	IP > 25 is VERY INDEPENDENT

Selection Considerations This is a strong score on the I.P. Scale. In the job for which she is being
considered, if you can eventually offer her an opportunity to work in a very independent way, assuming
that she has earned the right to do so through demonstrated performance, then she may be able to
express her independence productively. If your operation is such that tight supervision and control are
and remain in place indefinitely, problems will occur. She would be essentially a 'maintenance free'
employee from a supervisory standpoint once she has moved out of the initial training and
supervision framework.

QU In the last few years, what level of independence of action has she had in her job(s)? Within the
boundaries of the freedom and autonomy allowed, what did she manage to achieve? Could she have
achieved more with more freedom? How much supervision was she given? How did she feel about
the type and quantity of supervision she received? Did it help or get in the way of getting the job done?
Examples? Check with references.

QU In the past five years has she ever come into conflict with a supervisor over any issue relating to
her need for a great degree of independence? What were the circumstances and how was the conflict
resolved? References.

QU In the past few years, are there any situations, either on the job or in her personal life where she
took on significant added responsibilities? Are these added responsibilities still there? What did she
do to cope with the added pressure? How successful has she been? Who can we ask for feedback
about these added responsibilities?

QU What does she see as the best kind of work environment for herself in terms of being supervised,
being part of, or the leader of the team, and in terms of having the opportunity to be creative and
innovative within her job and her eventual career development path?

Coaching Recommendations She may resent the fact that you feel she must be trained. However,
coaching certainly is necessary to ensure that she expends her energies in as productive a fashion as
possible. The training should be aimed at getting her into the field as soon as possible.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 7

People Orientation (P.O.) Selection Questions & Coaching Needs

PO = 32
PO = 0 is OK	PO -15 is MARGINAL	PO -25 is CAUTION

Selection Considerations This is a very strong result on the P.O. Score. This person will find a
position with lots of interaction with new people to be a real plus. Keep in mind as well, that people
who are extremely people- oriented can also be sensitive to rejection if the interaction feels wrong.

QU Ask her how she feels about meeting and putting people at ease. Examples?

QU How well does she adjust to different personalities? Examples?

QU How does she feel and what has she done about the importance of team work and good public
relations in achieving company goals? Examples?

Coaching Recommendations Training in the field will probably be most effective if she is paired with
another highly 'people oriented' type 'coach'.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 8

Investigative Orientation (Inv.) Selection Questions & Coaching Needs

INV = -11
INV = 0 is OK	INV -10 is MARGINAL	INV -25 is a CAUTION

Selection Considerations This is an average to low average result on the Inv. Score. If she has
successfully completed some program of training in the last few years, this will be an indication that
she should be able to succeed at most basic training programs.

QU Ask her how she feels about 'going back to school' and learning new things related to her current
job and to possible future career needs. What has she done on her own in the last two years to
upgrade her technical, practical or personal skills?

QU What does she see as her areas of current technical/practical competencies both on the job and
in her personal life? Does she feel that she can use these competencies as a basis for further
personal and technical growth? Is she willing to invest her own time, EFFORT and money, if
necessary, to get the learning experiences that will aid any career development?

Training Suggestions Don't just assume that if she has the books and materials that she will learn
the content. Probably she should be monitored carefully through training to ensure that she does
learn the necessary material.

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 9

What Will We Have To Do To Keep This Person With Us?

Based on the Enterprising Potential (E.P.) Results
Retention Considerations She may balk at working within an overly structured work situation as she
needs continuing opportunities to customize the job structure to make it her own. She will likely need
little managing in the long run from the standpoint of structuring and organizing the work.

Based on the Achievement Potential (A.P.) Results
Retention Considerations She would find obvious constant pressure to increase her performance to
be quite annoying. Probably she would respond far better to persuasion than to the imposition of
higher performance requirements in getting her to shoot for higher goals.

Based on the Independence Potential (I.P.) Results
Retention Considerations Over the long run, she will almost certainly leave any work situation which
is or which becomes too structured or too team oriented. She will insist on the freedom to do things in
her own way and at her own pace.

Based on the People Orientation (P.O.) Results
Retention Considerations Since she gets a lot of her satisfaction out of people contact, recognition
from the boss and her peers will be very important.

Based on the Investigative Orientation (Inv.) Results
Retention Considerations It is likely that she would find it a disincentive having a constant pressure
to learn new material and/or new methods.

Personal Orientation Profile - System IV	Page 10

Summary of Scores & Cautions

EP	ENTERPRISING POTENTIAL (EP)
87
	STRONG	AVERAGE	MARGINAL WEAK

AP	ACHIEVEMENT POTENTIAL (AP)
6
	$ AND/OR CHALLENGE	PEOPLE AND SERVICE	SAFETY AND SECURITY

IP	INDEPENDENCE POTENTIAL (IP)
20
	VERY INDEPENDENT	INDEPENDENCE ORIENTED	TEAM ORIENTED VERY DEPENDENT

PS	PREDICTOR SCORE (PS)
89
	VERY STRONG STRONG	AVERAGE	BELOW AVERAGE CAUTION

AS I REALLY AM

	Enterprising	People Oriented	Achievement Oriented	Independent
Power Scores	128	32	85	95
Neutr Scores	41	-11	62	75
	Acquiescent	Investigative	Relaxed	Team Oriented
107	87	85	6	20
REAL	EP	BL	AP (RBLC)	IP
	89
	PS

OPINIONS


47	85	32
SD	CR	UC

MANAGING CALL RELUCTANCE

PERSONAL ORIENTATION PROFILE

SYSTEM IV

Overall Score =85

Excellent

Good

Caution

POP#000000 for SAMPLE PERSON on August 6, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System IV	Page 1

Managing Rejection

Very Good

Good

Average

Caution

Difficult

Overview
Her high score on the managing rejection scale indicates that she would tend to perceive the sales
process in a very objective manner. She would be primarily focused on identifying client needs rather
than on how the client was responding to her personally during the sales process. She would benefit
from training to become consciously aware of this competence. She is very unlikely to confuse a
client's feelings about the product with feelings toward her personally.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect
to this scale.

It is very important to push people to buy a product or service after you have established they need it.

Candidate Interview Questions

What are the main qualities that others like in you?

What qualities do you look for in others?

Describe the ideal sales mentor for you? Why are those qualities important for mentoring
you?

How important is it to get a potential buyer to like you?

What percentage of your buying decisions are based on the feelings you have toward the
salesperson?

Have you ever not bought a product you needed from a salesperson you liked? Why?

Notes/Additional Questions/Answers
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Personal Orientation Profile - System IV	Page 2

Prospecting Orientation

Strong

Good

Average

Marginal

Weak

Overview
She would enjoy and be quite comfortable in dealing with prospects in her natural market providing
she has a strong commitment to product. Prospecting in cold markets would provide a positive
challenge with appropriate training and joint field work with a mentor or manager.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect
to this scale.

It is easier to sell to friends than to strangers.

Candidate Interview Questions

Once successful as a salesperson, which friends and family members would you to recruit into
sales? Why?

What other products or ideas have you sold successfully to your friends or family members?

Why aren't your family and friends a good source of sales?

Who do you see as your best sources of sales? Why?

How do you plan on developing a client base within these sources?

Personal Orientation Profile - System IV	Page 3

Commitment to Product

Unnecessary

Desirable

Essential

Overview
She would probably develop a commitment to the product by approaching prospects in her natural
market and determining the type of feedback she was receiving. If the feedback proved neutral or
negative, she would require coaching to help her understand the benefits of the product. Approaches
for generating feedback and integrating the feedback into her value system would help her achieve
high levels of performance. Coach the sales process with emphasis on developing the need.

Question Analysis
Item analysis reveals that none of her responses to the questions on this scale raises any concerns.

Candidate Interview Questions

Are there people or organizations that you would not approach with our services and
products?

What additional features would be needed to meet the needs of these organizations?

To make a sale, is it more important for the salesperson or the client to believe in the product?
Why?

How do our products and services compare to others you are aware of?

Personal Orientation Profile - System IV	Page 4

Commitment to a Sales Career

Very High

High

Average

Low

Very Low

Overview
The recruiting process should explore the motivation of this individual for considering a sales career.
It will be essential to assure that she wants the benefits associated with a sales career rather than
simply not being satisfied with her current job or employment situation. Management should avoid
over selling the career during the hiring process. Ask her for her career goals rather than outlining all
the features of a career in sales.

Question Analysis
Item analysis reveals that none of her responses to the questions on this scale raises any concerns.

Candidate Interview Questions

How would you describe the ideal salesperson?

Which of these qualities do you possess and which ones would you need to develop?

Describe the last time you were approached by a salesperson and bought something. What did
you like and dislike about the salesperson?

How much does a salesperson influence the buying decision?

CANDIDATE FEEDBACK ON THE RESULTS OF THE

PERSONAL ORIENTATION PROFILE

SYSTEM IV

An Overview of Your Personal Characteristics & Career Strengths

SYSTEM	Page

Personal Strengths/Career Needs	1
What To Seek/What To Avoid In Jobs	2

POP#000000 for SAMPLE PERSON on August 6, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System IV	Page 1

Personal Strengths/Career Needs

In Terms of Enterprising vs Support Role Possibilities
You would be described as extremely competitive, enterprising, assertive, aggressive, tough minded,
determined and goal oriented. You may display new and creative ways to reach your personal and
work objectives and you will be self-evaluative and sometimes critical of your own performance. Given
an aim, objective or requirement, you would be able to develop your own plan, manage your time and
focus your effort on a daily basis to reach your goals. Being a self-manager should come very
naturally to you and these skills should be refined through formal training and/or on-the-job
experience.

In Terms of Your Style & Strength of Various Motivations
You would be described as being motivated both by a genuine concern for the well being of others
and by the opportunity to achieve an excellent standard of income for yourself through the application
of your talents and effort to the achievement of very demanding goals. To achieve both your 'people-
oriented' and your personal goals, you may become somewhat hard driving, eager and active and if
delayed, occasionally impatient. There is a balance in your motivational pattern between an
orientation towards people or service considerations and towards bettering your own life. This means
that you will want to assess each step in your career path in terms of its social merit as well as its
payoff to you. If either element is seriously limited in a job, you may have difficulty in committing
yourself completely to it.

In Terms of Your Independence vs Your Need to Be in the 'Team'
You would be described as quite strong-minded, stubborn, demanding, firm, independent and
resolute. You would be innovative in certain circumstances to achieve your objectives and tend to
seek some additional responsibilities in your job and personal life. You would accept minimal
supervision but it would be difficult for a supervisor to guide or closely supervise you over an extended
period of time.

In Terms of Your Orientation Towards the 'People' Side of Business
You would be described as extremely sociable, entertaining, cheerful, genial and outgoing. In addition
to being a fluent talker, you would be comfortable with new people, value social interaction and make
new friends easily. Generally, you would be a good company representative and have the ability to
communicate with a wide variety of people in a number of different functions. Being extremely
sociable could make you somewhat sensitive to rejection.

In Terms of Your Orientation Towards Technical & Practical Concerns
You would be described as somewhat logical, reflective, analytical, factual and practical. Intellectual
challenges, when offered just as challenges without any obvious practical utility, would not appeal to
you as strongly as would other kinds of challenge and opportunity. Ideas and concepts which were of
solid practical use would be of interest to you.

Personal Orientation Profile - System IV	Page 2

What To Seek/What To Avoid In Jobs

What Should You Look for In a Job/Career that Matches You Best?

+ Look for opportunities to create your own work structure and to develop your self-management skills
by training in time management and activity planning. The opportunity to put solid effort into the job
each day is a real plus for you as you know that effort invested consistently will produce the results you
seek in both productivity and recognition.

+ Look for career opportunities which combine work of genuine social value with an equally genuine
opportunity to take on demanding and challenging tasks for which you will receive recognition and
good financial compensation.

+ Make sure that any new position which requires you to accept close supervision and control initially
will have those controls removed when you demonstrate through performance that you no longer need
the help.

+ Look for employment that provides you with lots of people contact on a daily basis. A job with a great
deal of person to person interaction and public relations opportunities would be ideal for you.

+ Look for employment that has a limited amount of analytical, technical and discovery learning to it.
There are other challenges and rewards in the work environment which are more appealing to you.
When you discover these, target them as ideal job requirements/opportunities.

What Should You Avoid in Jobs/Careers that Don't Match You?

- Avoid tightly and rigidly structured work situations. If there is no room to put your personal touch to
work in organizing and managing yourself, the job may become too constricting for you. Try to avoid
jobs that may limit your self-management skills development which is a very strong need in you for
your personal productivity and your sense of satisfaction with any job.

- Avoid jobs which you feel do not have any real human merit in them. As well, avoid positions in
which everyone is treated alike regardless of their effort and performance. You can use your talents
best where both the 'people' element and the challenge element are present.

- Avoid career paths which have vague supervisory requirements or which expect you to accept
continuing and close supervision for a prolonged period of time. You would eventually rebel at too
much and too close supervision.

- You should avoid employment that would isolate you from people. A job that lacks social interaction
would not be adequately stimulating and rewarding to you.

- Avoid jobs that are particularly detail oriented. Jobs that require you to quickly learn and apply new
technologies or vast amounts of new information won't be particularly satisfying.