#000000 for Sample Person on January 21, 2002

PERSONAL ORIENTATION PROFILE

SYSTEM V

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

#000000 for Sample Person on January 21, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System V	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

Handles Stress (SC)	Poorly	O.K.	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 V	Page 2

Executive Summary of P.O.P. Results

PS = 87

EP = 82

AP = 19

IP = 11

SD = 51

UC = 9

SC = 66

CR = 53

PROSPECTING ABILITY?	Excellent - should be a self-manager
CLOSING STYLE/ABILITY?	Hard closer style - moderate persistence likely
HOW CONFIDENT?	Very high - in control and self confident
A PEOPLE PERSON?	Definitely yes! People are a turn-on
LIKES LEARNING?	Sometimes yes. Depends on the demands/topic
WHAT ABOUT STRESS?	Very good - handling life stresses very well
TRAINING NEEDS?	Train intensely and quickly and get this person out doing the job as soon as possible. All usual training needs apply to all candidates.
PERFORMANCE LEVEL?	Very high performance is very possible
START FAST OR SLOW?	A fast starter with fairly quick development
SUPERVISION NEEDED?	After training only occasional supervision needed
STRONGEST NEEDS?	Provide the opportunity to be successful with variety and challenge.
WHAT ARE THE RISKS?	Very High Pred. Score - constant challenge needed. There are no other apparent high risks.
HOW DO WE RETAIN?	Lots of challenge and income. Lots of variety No other specific considerations are apparent
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 V	Page 3

Summary and Recommendations Concerning the Predictor Score

Predictor Score (PS) = 87

Achievement Potential (AP) = 19

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 he is really this good, he 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 V	Page 4

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

EP = 82
EP < 10 is WEAK	EP 10 - 20 is MARGINAL	EP > 40 is STRONG

Selection Considerations In competitive business environments, his strength on the E.P. Scale
would indicate a strong potential for basic survival. He should have a very strong natural inclination
towards being a self-manager. Given formal training in planning and time management skills, he
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 he have towards being a self-manager, i.e., how quickly and
effectively can he learn to plan and organize himself and manage his time to get the daily, weekly etc.
objectives met?

QU How willing is he to take any learning opportunities to develop his 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 he may have had in the past which will show how he
can take the requirement, convert it into a plan for action and how he manages his time and focuses
his effort each day to get the job done. Ask him 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 him in these areas and monitor his planning and his activities until he
demonstrates consistency. He can and will work best if you focus on the management of his
EFFORT.

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

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

AP = 19
AP < -15 is STRONG CAUTION	AP 0 to -15 or > 40 is MILD CAUTION

Selection Considerations This is quite a strong result on the A.P. Scale. He would appear to have
good prospects for a high level of success in terms of his commitment to earning an exceptionally
good income and feeling good about himself because of the challenging situations he has mastered.
He may get bored easily if not given very challenging requirements routinely.

QU You really want to know if this apparently very high level of achievement motivation has reflected
itself in his behavior. Ask him to tell you about things he has done in the last two years which would
show what motivates him and how effectively he does perform when motivated to do so. IMPORTANT!
Ask him to give you examples of his performance in things which he does not feel were particularly
motivating. Can he get the job done with vigor and enthusiasm even when he is not keen on it?
Check with references.

QU What does he feel motivates him? Does he do things primarily for the sense of accomplishment
that success brings and/or for the more tangible rewards that come with being successful?

QU Has he had some really good successes in work, in sports, in education or in his personal life
where he has faced some real challenge and won? Check the examples with his references.

Coaching Recommendations He will want to get on with the job very quickly so a short and intensive
introduction and training period would be advised. Key issues should be to learn closing techniques
and to develop practical skill in their use. He must understand that he will be under close supervision
and scrutiny only until he shows by his performance that he is doing the job correctly, ethically and
legally and that his achievements show that he is using the energy and commitment profitably.

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

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

IP = 11
IP < -25 IS VERY DEPENDENT	IP > 25 is VERY INDEPENDENT

Selection Considerations This is a moderately high and positive result on the I.P. Scale. Since this
is a third level factor in the prediction of survival and eventual performance, this moderately positive
result has importance only if the individual is already both a demonstrably good self- manager and a
solidly achievement motivated person. If he is, then he could be seen as easily assuming a
self-managing role once his initial training and supervision is completed. He should be virtually
'maintenance free' from a supervision point of view once he is in the mainstream of work.

QU Ask him to tell you about work or personal situations within the last two years in which he has had
to operate essentially on an independent basis. Did he succeed at whatever he was trying to do? Did
he find it gratifying to do it pretty much on his own? Is that the way he prefers to accomplish objectives
in his work situation? In his personal commitments too?

QU Ask him for examples of situations in which he has had to work or wanted to work in a 'team'. How
did these situations work out? Were they successful and satisfying? Check with references.

QU Has he done anything in the line of self initiated study, practical work or personal experiences or
company sponsored learning opportunities to develop new skills aimed at enhancing either his
independence and self reliance or at making him better able to understand and work in a team with
others?

QU Has he ever had difficulty in dealing with an immediate superior? When and under what
circumstances? Were the issues those of productivity or personality clash or what? How did he
resolve the issues?

Coaching Suggestions His training can be concentrated in areas other than that of training for
independence. Keep the course as short and to the point as possible because he will want to get into
the working situation as soon as possible to try out his new skills and to ease away from supervision.
However, don't be mislead by this level of strength in independence, he must still earn his way out of
close supervision by demonstrated performance.

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

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

PO = 31
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 him how he feels about meeting and putting people at ease. Examples?

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

QU How does he feel and what has he 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 he is paired with
another highly 'people oriented' type 'coach'.

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

Investigative Orientation (Inv.) Selection Questions & Coaching Needs

INV = -2
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 he has
successfully completed some program of training in the last few years, this will be an indication that
he should be able to succeed at most basic training programs.

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

QU What does he see as his areas of current technical/practical competencies both on the job and in
his personal life? Does he feel that he can use these competencies as a basis for further personal
and technical growth? Is he willing to invest his 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 he has the books and materials that he will learn the
content. Probably he should be monitored carefully through training to ensure that he does learn the
necessary material.

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

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

Based on the Enterprising Potential (E.P.) Results
Retention Considerations He may balk at working within an overly structured work situation as he
needs continuing opportunities to customize the job structure to make it his own. He 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 Probably he can become bored very easily so constant challenge in the
work situation will be needed to keep him interested and producing at the level which he is capable of
achieving.

Based on the Independence Potential (I.P.) Results
Retention Considerations He will be a lot more satisfied in the long run if he has a good degree of
freedom of action in how he does business. If he is in a group or team situation, he will occasionally
feel the need to lead the group and if he can do so it could make the job sufficiently varied and
interesting to capture and retain his interest.

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

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

Personal Orientation Profile - System V	Page 10

Summary of Scores & Cautions

EP	ENTERPRISING POTENTIAL (EP)
82
	STRONG	AVERAGE	MARGINAL WEAK

AP	ACHIEVEMENT POTENTIAL (AP)
19
	$ AND/OR CHALLENGE	PEOPLE AND SERVICE	SAFETY AND SECURITY

IP	INDEPENDENCE POTENTIAL (IP)
11
	VERY INDEPENDENT	INDEPENDENCE ORIENTED	TEAM ORIENTED VERY DEPENDENT

PS	PREDICTOR SCORE (PS)
87
	VERY STRONG STRONG	AVERAGE	BELOW AVERAGE CAUTION

AS I REALLY AM

	Enterprising	People Oriented	Achievement Oriented	Independent
Power Scores	129	31	103	97
Neutr Scores	47	-2	73	86
	Acquiescent	Investigative	Relaxed	Team Oriented
106	82	90	19	11
REAL	EP	BL	AP (RBLC)	IP
	87
	PS

OPINIONS


51	66	53	9
SD	SC	CR	UC

MANAGING CALL RELUCTANCE

PERSONAL ORIENTATION PROFILE

SYSTEM V

Call Reluctance Score =53

Excellent

Good

Caution

#000000 for Sample Person on January 21, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System V	Page 1

Managing Rejection

Very Good

Good

Average

Caution

Difficult

Overview
His average score on the managing rejection scale indicates that he could be quite sensitive during
the sales process and would require additional coaching and training strategies to be an effective
performer. He would require reasonably structured sales tracks that allow for individual input and
ongoing development.

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

I avoid actions that might make other people dislike me.
It is important that people approve of me.
I adapt to what I think others expect of me.
It is very important to push people to buy a product or service after you have established they need it.

Candidate Interview Questions

In the ideal sales situation or interpersonal relationship, what percentage of time do you spend
listening and talking?

What are the major qualities you would like to develop that would help you become successful
with us?

What qualities do you have to change?

Do you make friends quickly or does it usually take a long period of time for others to get to know
you?

Is it more important to be respected or to be liked by others? Why?

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

Prospecting Orientation

Strong

Good

Average

Marginal

Weak

Overview
He would enjoy and be quite comfortable in dealing with prospects in his natural market providing he
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 none of his responses to the questions on this scale raises any concerns.

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 V	Page 3

Commitment to Product

Unnecessary

Desirable

Essential

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

Question Analysis
Item analysis reveals that none of his 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 V	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 he wants the benefits associated with a sales career rather than
simply not being satisfied with his current job or employment situation. Management should avoid
over selling the career during the hiring process. Ask him for his career goals rather than outlining all
the features of a career in sales.

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

Most people would prefer not to deal with salespeople any more than necessary.

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 V

An Overview of Your Personal Characteristics & Career Strengths

Contents	Page

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

#000000 for Sample Person on January 21, 2002

Š1993-2002, Selection Testing Consultants Intl Ltd

Personal Orientation Profile - System V	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
In comparison with most people, you would be described as strongly achievement oriented, quite
hard driving, active, eager and sometimes impatient. In some circumstances, just taking on a
challenge because it is a challenge is enough motivation for you because it makes you feel confident
about your capabilities. In your career, you will want some challenge for its own sake, but in the main,
the rewards, both financial and recognition, for doing the job well and being productive will be the
main motivators. Earning a high income and having a strong sense of personal achievement will be
your way of evaluating how well you are doing in your career.

In Terms of Your Independence vs Your Need to Be in the 'Team'
You would be described as somewhat strong-minded, stubborn, demanding, firm, independent and
resolute. You can accept moderate levels of supervision, and in these circumstances, you would
develop some practical alternatives for achieving objectives. A great deal of detailed work or work with
little inherent responsibility would not be the kind of work to which you would give your greatest
commitment and best all-round performance.

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 V	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 a career path with the opportunity to undertake major personal challenges and which will
reward you financially in proportion to your effort and your accomplishments. Taking on challenges for
the sake of the challenge itself and for the recognition you may receive when you are successful may
be a sufficient motivator in some cases.

+ Look for opportunities to work under only moderate supervision so that you may continue to develop
your relatively independent approach to your work. In a team situation, expect to be in an occasional
leadership role.

+ 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 treat everyone the same, regardless of how much effort they put in or how much
they achieve. Non-challenging or repetitious jobs are probably not going to make use of your powerful
achievement potential.

- Avoid jobs in which you must do it your supervisor's way indefinitely and which totally lack the
opportunity to approach your work in a creative fashion. You need room to exercise some
independence and leadership.

- 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.