Each assessment is specific to the competencies and expectations for the organizational level of the participant. The first section is comprised of multiple questions requiring a response using a 1-7 rating system of Never to Always. The number of questions depends on the survey selected and ranges from 47-69. The second part is a write-in section to respond to the following questions: 1) What should this person do that should be continued? 2) What should this person do to be more effective? 3) What does this person do that should be stopped? This combination of rated questions and write-in comments provides a comprehensive view of perceptions and the behaviors creating those perceptions.

TruScore’s assessments are provided on a secure Single Sign On (SSO) platform that includes data privacy, encryption, Intrusion Prevention and Detection, access control, and regular vulnerability testing.

Each assessment includes multiple rater levels that include, Self, Manager, Peers, and Others. If the person has a dotted-line manager, a second manager rating can be added. The Other category can include key stakeholders, external clients, board of directors, etc.

Each rater category, except for Manager, requires at least 3 raters before results are given to ensure confidentiality. In the final report provided to the participant, only response rates show for each question to ensure confidentiality. Written responses to each of the three final write-in questions, are randomly sequenced to ensure that the participant cannot guess whose comments are in which position. The only responses not confidential are the managers. This is to ensure open dialogue between the manager and participant on perceptions.

Rather than relying completely upon raw scores, TruScore uses a combination of raw scores, norms and centiles. This allow comparison to a rich data base of scores from thousands who were assessed in similar roles. These norms are also global and include leaders and executives from mid-sized to Fortune 500s. This allows the participant to be normed against highly successful leaders in a similar role. Highly successful leaders are defined as those who receive outstanding performance ratings, tend to be promoted faster, and earn more stock/bonuses from their companies.