The JobBank Descriptive Guide for
The WorkPlace Big Five ProFileTM 4.0

The WorkPlace Big Five ProFile^TM 4.0  is a version of The Five Factor Personality Profile (NEO PI-R) which gives an understanding of human behaviour that is based upon the belief that at the broadest level, personality can be described in terms of five (5) basic dimensions or factors. These factors are:

Extraversion               Neuroticism                Openness

Agreeableness            Conscientiousness

The WorkPlace Big Five ProFile^TM 4.0 focuses on the application of these factors in the workplace. It is an item survey that measures the five (5) dimensions of personality and 23 sub-traits. It may be used in many areas of professional practice such as: Team Building, Selection, Job Analysis, Training Design, Customer Service, Management and Professional Development, Coaching and Counseling, Career Development, Leadership Development and Conflict Management.

The language of the test and the reports are oriented exclusively for workplace issues and so the NEO terms of Neuroticism, Openness, Agreeableness and Conscientiousness are translated to Need for Stability, Originality, Accommodation and Consolidation respectively.

Factor I: The Need for Stability Factor (N)

The Need for Stability refers to the degree to which a person responds to stress.  More resilient persons tend to handle stressful workplace situations in a calm, steady, and secure way.  More reactive personas tend to respond in an alert, concerned, attentive, or excitable way, thus creating the opportunity to experience more workplace stress than others. The sub-traits for this factor include: worry, intensity, interpretation and rebound time.

Factor II: The Extraversion Factor (E)

Extraversion refers to the degree to which a person can tolerate sensory stimulation from people and situations.  Those who score high on Extraversion are characterized by their preference of being around other people and involved in many activities.  Low Extraversion is characterized by one’s preference to work alone and is typically described as serious, skeptical, quiet, and a private person.  The sub-traits for this factor include: warmth, sociability, activity mode, taking charge, trust of others and tact.

Factor III: The Originality Factor (O)

Originality refers to the degree to which we are open to new experiences/new ways of doing things. Highly original people tend to have a variety of interests and like cutting edge technology as well as strategic ideas.  Those who are low in Originality tend to possess expert knowledge about a job, topic, or subject while possessing a down-to-earth, here-and-now view of the present.  The sub-traits for this factor include: imagination, complexity, change and scope.

Factor IV: The Accommodation Factor (A)

Accommodation refers to the degree to which we defer to others.  High accommodation describes a person who tends to relate to others by being tolerant, agreeable and accepting of others. Low Accommodation describes one who tends to relate to others by being expressive, tough, guarded, persistent, competitive or aggressive.  Low accommodating people may not accept information without checking and may come across to others as hostile, rude, self-centered, and not a team player. The sub-traits for this factor include: others’ needs, agreement, humility and reserve.

Factor V: The Consolidation Factor (C)

Consolidation refers to the degree to which we push toward goals at work. High consolidation refers to a person who tends to work towards goals in an industrious, disciplined, and dependable fashion. Low Consolidation refers to one who tends to approach goals in a relaxed, spontaneous, and open-ended fashion.  Low Consolidation people are usually capable of multi-tasking and being involved in many projects and goals at the same time. The sub-traits for this factor include: Perfectionism, organisation, drive, concentration and methodicalness.

The Scores

The WorkPlace Big Five ProFile^TM 4.0 generates Domain Scores which provide good estimates for each of the five factors. Each factor has sub-traits or facets. Domain Scores are arrived at by summing the six facets for each domain. The score a person receives for each factor indicates the inherent strengths and potential weaknesses and there are no better or worse scores.

The Report

The Report provides an in-depth analysis and is divided into three (3) main parts.

Part One: WorkPlace Big Five ProFile^TM 4.0 Trait report - this section gives the score and description on the five Super-traits and twenty-thee Sub-traits.

Part Two: WorkPlace Big Five ProFile^TM 4.0 Narrator Report- this section includes explanatory text for client’s scores on all five Super-traits and the twenty-thee Sub-traits scores. Text on each of the 28 traits is customized for each test-taker. This report also provides customized text on the following nine (9) themes: Career, Emotional Intelligence, Independence, Leadership, Personal Characteristics, Relationships, Safety and Health, Values and Work Habits.

Part Three: WorkPlace Big Five ProFile^TM 4.0 Trait Capacitor Report- This section gives the Competency-Capacity Analysis Profile which estimates the individuals fit for their competencies. A Fit Score is an estimate that compares the individual to a group of people indicating how comfortable each competency may be for them to perform for several hours at a time in their job.

The test-taker’s competencies are identified from a list of 54 competencies that are grouped in eight (8) categories. These categories are: Capacity for Interpersonal Skills, Capacity for Leadership, Capacity for Managing Others, Capacity for Managing Processes, Capacity for Professional Growth, Capacity for Sales, Capacity for Self-Management and Capacity for Work Mechanics.

Complete List of Competencies: