Competencies Assessed by 360 Surveys


 

All of our 50 ready-to-use assessments are anchored in research and over 35 years of experience helping clients around the world assess performance. Our comprehensive products measure a wide range of competencies and include free text or open-ended questions to provide administrators with both quantitative and qualitative feedback.

Learn more about our most popular assessments and the competencies they measure.

Once you’re satisfied that these assessments could work for your business, give us a call!

Our Most Popular Assessments:

  1. Leadership Assessment Survey

The first internationally marketed 360° survey (1982). Originally titled, Leadership Development Profile, this survey is the most widely used around the world. We designed this product for supervisors, sales managers, and executives. It measures 16 competencies and 96 behaviors and practices. Applications include career and leadership development, succession planning, coaching and counseling, experiential learning, and implementing change.

  • Competencies and selected items:
  • Initiative and Risk Taking
  • Personal Integrity
  • Vision
  • Quality of Results
  • Empowerment
  • Communicating
  • Delegating
  • Motivating
  • Coaching
  • Planning and Goal Setting
  • Problem Solving and Decision Making
  • Creativity and Innovation
  • Technical Competency
  • Diversity
  • Team Work
  • Mentoring
  1. Civil Service Leadership

We designed this survey for supervisory and managerial personnel in government organizations. It measures five competencies and 74 behaviors and practices.

  • Competencies and Selected items:
  • Leading Change
  • Leading People
  • Results Driven
  • Business Acumen
  • Building Coalitions-Communication
  1. Individual Development Survey

The first internationally marketed 360 survey designed expressly for individual contributors and non-managerial personnel. This survey is for people who manage projects and tasks rather than people. It measures 11 competencies and 59 behaviors and practices. Applications include self and career development, identifying high potential performers, coaching, and project team member effectiveness.

  • Competencies and selected items:
  • Initiative and Risk Taking
  • Personal Integrity
  • Quality of Results
  • Planning and Execution
  • Problem Solving and Decision Making
  • Creativity and Innovation
  • Technical Competency
  • Communicating
  • Diversity
  • Team Work
  • Mentoring
  1. Team Development Profile

The first internationally marketed 360-survey for assessing individual team member’s effectiveness, who perform in an intact team environment. It measures 12 competencies and 63 behaviors and practices. Applications include self and team development, identifying high potential team leaders, coaching, team building, experiential learning, and implementing needed change.

Competencies and selected items:

  • Flexibility
  • Integrity
  • Quality of Work
  • Communication
  • Valuing Differences
  • Commitment
  • Technical Competency
  • Problem Solving and Decision Making
  • Customer Relations
  • Organization and Focus
  • Supporting Others
  • Mentoring
  • Empowerment
  1. Sales Development Survey

This was the first performance-based 360-degree survey marketed in the USA expressly designed for sales personnel and account executives. It measures 11 competencies and 66 practices. Applications include self-career development, coaching, identifying high potential sales managers, increasing sales performance and competitiveness, and implementing needed change.

  • Competencies and selected items:
  • Communication
  • Active Listening
  • Presenting Information
  • Handing Concerns
  • Personal Integrity and Image
  • Personal Initiative
  • Product and Market Acumen
  • Problem Solving and Decision Making
  • Timeliness
  • Customer Service
  • Developing Partnerships

We designed the following shorter feedback products for supervisory and managerial personnel.

  1. Emotional Intelligence

This product measures five competencies and 33 behaviors and practices. Applications include self-development, understanding the consequences of one’s behavior, and for interacting more effectively with others.

  • Competencies:
  • Self Awareness
  • Self Management
  • Self Motivation
  • Social Awareness
  • Social Skills
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Without the deep human behavioural analytics that came with Concord’s survey, we would not be as far along in our growth trajectory as we are today.  I would certainly recommend Concord Consulting to any company who is motivated to succeed in their growth with “right people in the right positions doing the right things right.”
Isabelle Graveline, President & CEO | Kilmarnock Enterprise
Hiring: make better decisions with drastically increased fit and job performance. Organizational growth: see gaps at different levels and what is needed to fill the gaps. Long term damages: identify potential "non-fits" faster and move them to a position where they are effective .... Sustainability: help bring the company from Good to Great.
Chris Decock, Owner / COO | Hudson's Canadian Tap House
During my three years of utilizing the Pro.file system it has created a strong platform for an HR professional to identify top talent. The greatest investment we can ever make in our organizations is an investment in our employees. The Pro.file system is the first step to doing this and preparing for the future as it emerges.
Adam J. Miller, Global HR Professional | Private Equity
We have been building and growing our business at a fairly rapid pace and our challenges are in the area of management, recruiting, organizational and employee development, and succession planning for the organization.  Our team has embraced the program and we use the system daily in planning and managing our business.  This tool has added significant value to Strike.
Stephen D. Smith, President & CEO | STRIKE Energy
We made the decision to only hire candidates who were a match for our job models based on the Pro.file People results. As a result we saw the turnover rate on new hires greatly improve. This is a dramatic change for us and the Pro.file system is a big reason why this significant turnover reduction has happened.
Joe Laratta, Corporate Recruiter | S.i. Systems
Pro.file allows us to identify those that don’t fit our job models early so we don't spend too much time with those that don't fit. We’re an aggressively growing auto group and we need certain types of people to help us reach our goals. We save time and bottom line dollars every time we find someone who simply won't fit into our culture.
Jared Priestner, President | Go Auto
In addition to Pro.file we examined several other systems. The reasons for choosing Pro.file were: Internal assessments have consistently put the accuracy of the reports in the 8-10 out of 10 range, the information is relatively brief and to the point as more extensive reporting is not always useful, the visual aspect of the graphs give the profiles additional depth and enable the report to be read quickly.
Michael Scott, Chairman & CEO | Precision Biologic