This document describes the different V-CAS Assessment Reports, detailing the components of each report, the applications of the reports and the options available to the user.

V-CAS Reports identify the innate talents of individuals and groups to value critical components of work. V-CAS measures one’s capacity to think and make value judgments. These reports identify why the person makes a decision; why the individual thinks and makes these value judgments. The reports enable us to understand the forces that come together to make a decision by measuring the thinking process that leads to the decision.

V-CAS Reports are generated from the Hartman Value Profiles #1 and #2. Twelve separate and distinct reports are accessible via these two profiles. They vary in their depth and type of information and applications.

There are six categories of reports in the V-CAS system:

• Screens: These reports act as pre-employment interview guides and assess the level of innate Risk one brings to the job. V-CAS offers Screens in Customer Service, Sales and General Employability.
• Six Style Assessments: These reports identify one’s preferred style of valuing; one’s natural biases when valuing critical components of sales, customer service and coaching others. The six styles are Relater, Communicator, Believer, Doer, Organizer, and Planner.
• Personal Pathfinder: This report identifies one’s capacity to organize thinking and emotions to make decisions or value judgments. It helps us understand why and how we make the decisions we make, understand the forces that are shaping our decisions and to develop a plan to develop our strengths and compensate for our sources of interference.
• Assessments: These in-depth reports elaborate on the strengths and blocks one has for attending to critical components of work. The reports are specific and detail the unique capacity to value when selling, providing customer service and managing or leading others. Sales Assessment, Customer Service Assessment, Basic management assessment, Advanced Management Assessment are V-CAS reports.
• Value Structure Overview: This report is only available to Certified Consultants in the V-CAS technology. It identifies one’s capacity to value the World and oneself and is a powerful consultant’s tool used to develop the talents of others.
• Group Reports: These customized reports capture the value strengths and blocks of specified teams and can be used to compare against bench marked, similar groups. These reports can identify the gaps between high, medium and low performing groups.

What are they? V-CAS pre-employment screens are utilized by numerous organizations to assess the innate talents and degrees of risk of job applicants. These screens are designed to function as an interview guide. The information in the screen accurately defines a person’s capacity to make judgments about what is important and needs attention, to see and appreciate customer’s and co-workers, to deal with customers and work related processes, to work consistently and confidently and to fit into the organization’s environment.

What do Screens measure? Screens are a measure of Risk. Can we rely on the individual to do what we ask, to make responsible decisions, identify and resolve problems? Risk, in the Screen Reports, measures the capacity to perform a function or a series of functions and identifies the reasons why an individual will have difficulty performing a function.

How many types of Risk are there? Four levels of Risk are measured: Low Risk, Situational Risk, Conditional Risk, and Real Risk.

What types of Screens are offered? V-CAS has three Screens available:

Sales Screen contains the following sections: Overview, Description of Risks, Graph of Sales Screen Attributes (5), Synopsis of Sales Dimensions (26), Development comments, Core Strengths, Interview comments (Approximately 18 pages).

Customer Service Screen contains the following Sections: Overview, Description of Risks, Graph of Customer Service Screen Attributes (6), Synopsis of Customer Service Dimensions (15), Development Comments, Core Strengths, Interview Comments (approximately 17 pages).

Employability Screen contains the following sections: overview, Description of Risks, Graph of General Employability, Screen Attributes (4), Synopsis of Work Dimensions (16), Development Comments, Core Strengths, Interview comments (approximately 13 pages).

Who uses the Screens? Any organization that wants to make a more informed hiring decision. Interviewers, recruiters and hiring managers.

What are the advantages of using V-CAS Screens? Accurate, powerful, delivered real-time, web-enables, competitively priced feedback, unique to the applicant and easy to use.

What are they? They are developmental reports that measure tone’s preferred style for selling, providing customer service and coaching others. Each report contains a planning section to develop key areas. The reports are called, Six Styles Sales Assessment, Six Styles Customer Service Assessment and Six Styles Coaching Assessment.

How are they used? They are predominantly used as development tools in conjunction with workshops and team-building exercises. Used by Training Directors, Consultants, OD practitioners, Sales and Customer Service Managers.

Relater: An individual that relies on intuitive feelings to guide practical, common sense thinking.

Communicator: This person concentrates on getting things done, is very now oriented, but at the same time is aware of the intrinsic self-worth of others.

Believer: This individual senses and values the intrinsic worth of others, but does so within a structured, ordered environment.

Doer: This individual is a now oriented, results oriented person, who concentrates on getting things done and on concrete organization.

Organizer: This individual is an organizer, both conceptually and concretely – paying attention to both getting things done and functioning in an orderly, structured manner.

Planner: This person gets things accomplished according to a preconceived order, structure or plan.

Is there one BEST style? No. Each style carries inherent strengths and associated areas for development. Some styles may work better in certain environments.

What do the assessments describe? Each assessment includes; An Overview, Introduction, Explanation of the value styles, Style strengths, Blocks and Areas for Development Planing Guide.

The advantages of Six Style Assessments: Easy to use, understandable, applicable to the job, reasonable cost, and accuracy.

What is the Personal Pathfinder? It is a V-CAS Report that identifies the strengths (Sources of Flow) and blocks (Sources of Interference) of the participant. It helps the participant in three ways: (1) to identify one’s strengths and how to use those strengths to become better at being oneself, (2) identify one’s blocks and how to reduce their effect on one’s personal growth, (3) chart a course in life based on a clear knowledge of what one can do, what one wants to do and what one is willing to do.

Is there a business-oriented report? No. It is a personal report that identifies the talents one has when making value judgments.

The Personal Pathfinder contains the following sections:

• Explanation of what is being measured via V-CAS,
• Introduction to the Personal Pathfinder,
• Identification of one’s Value Talent,
• An analysis of strengths (Building Values) which result from one’s ability to clearly see focus on and/or balance one’s talent as a decision-maker,
• An analysis of potential blocks (Blocking Values) which can interfere with one’s ability to make decisions,
• Developing Your value Talent – An Overview,
• Coaching and Counseling Comments,
• Developing a Persona Strategy for Growth.

Who uses the Personal Pathfinder? Executive Coaches, Consultants, Training and Development practitioners and anyone who is interested in developing their personal talents for decision-making.

What are the advantages of this report? The Personal Pathfinder captures the essence of one’s true talent for making Value Judgments about people, tasks, structure and self. It is accurate, easy to comprehend and provides a platform for personal growth.

What are they? V-CAS Assessment Reports focus on the potential individuals and teams have for valuing critical components of work. They identify the unique talents of the participant and act as a developmental tool.

How many assessments are included in V-CAS? Four. The Sales Assessment, The Customer Service Assessment, The Basic Management Assessment, and the Advanced Management Assessment.

The Sales Assessment: This powerful report measures one’s talent for paying attention to critical components of selling. It contains: An Overview of V-CAS, An explanation of potential, An Overview Graph of Sales Attributes (9), A Synopsis of Sales Dimensions (46), Core Strengths, Primary Development Comments and Secondary Development comments.

Customer Service Assessment: This developmental report identifies the talent one has for valuing critical components of Customer Service. It contains: An Overview of V-CAS, An explanation of potential, An Overview Graph of Customer Service attributes (6), A Synopsis of Customer Service Dimensions (30), Core Strengths, Primary Development Comments and Secondary Development Comments.

Basic Management Assessment: Utilized for Supervisory development, this powerful report contains the following: An Overview of V-CAS, An explanation of potential, An Overview Graph of Basic Management Attributes (5), A Synopsis of Basic Management Dimensions (25), Core Strengths, Primary Development comments and Secondary Development Comments.

Advanced Management Assessment: This widely used report provides an in-depth view of the talents one has for management and leadership. It contains: An Overview of V-CAS, An explanation of potential, An Overview Graph of Management attributes (11), A Synopsis of Management Attributes (57), Prioritized Strengths, Primary Strength Comments, Secondary Strength Comments, Primary Sources for Development, Primary Development Comments and Secondary Development Comments.

Who uses these assessment reports? The Assessment Reports are primarily used by Organizational or Professional Consultants to assist their clients in developing their Leadership, Sales or Customer Service talents. Many organizations will use these reports to assist in decisions regarding hiring, placement or career mapping.

Assessment advantages: V-CAS Assessments provide an objective, accurate, in-depth analysis of one’s potential to value critical components of work (Sales, Customer Service, Leadership/Management). Extremely competitively priced and unique in that it measures the thinking behind behavior.

What is it? The Value Structure Overview (VS)) is a report available only to Certified Consultants. This analysis details the Clarity, Attention and Balance of the participant and is accompanied by a VSO Interpretation Manual. This manual enables the Consultant to understand the forces within the client that form the innate Value Talents of the client.

Who uses the VSO? Certified V-CAS Consultants. Many are Executive Coaches or are Consultants/Trainers responsible for assisting clients in their professional and personal development.

The Value Structure Overview: This Consultants report contains: An explanation of Clarity (Crystal Clear, Clear, Unconventional or Individualistic, Visible, Transition), Measuring Attention (Four Levels of Attention = Over attentive, Attentive, Cautious, Inattentive). Measuring Balance (Capacity Balance, Dimension Balance and Profile Balance). The Analysis accomplishes the following: (1) Gain an overall view of the strategy of one’s thinking, (2) Identify talent which may be overlooked or not used, (3) Identify attitudes which can work for and attitudes which can work against one, (4) Develop an understanding of the balance or lack of balance in one’s thinking, (5) Target areas for growth and development, (6) Develop an understanding of the competing forces which may be effecting one’s decisions.

What are they? V-CAS enables the user to group the profile responses of team members or participants and derive a composite view of the groups’ Value talents in any capacity (Group Sales Talents, Group Customer Service Talents, Group Management Talents).

How are they used? This technology enables the user to compare High, Medium and Low performing groups and identify the valuing talents associated with each group. Group studies enables the user to compare one group against bench marked groups and to identify the innate strengths of the group and the area that needs to be developed.

The advantages of conducting Group Studies via V-CAS: The user derives an unbiased view of the innate talents of the entire team and can compare these to other, key groups. They provide a plethora of information, enabling the user to gain acute insight into the biases in thinking and decision-making within the group(s).

Copyright Workforce Solutions, Inc. –2002

V-CAS Reports Descriptions 2002

All Rights Reserved