PO

RT
Respondent

Christian Smith
04 March 2014

SA

Assessment Date

PL

PAPI 3 N

RE

Feedback report

The information provided in this report is confidential and intended only to be used by the individual
who completed the questionnaire.

All rights reserved Cubiks Intellectual Property Limited 2014. The contents of this document do not constitute any form of commitment or recommendation
on the part of Cubiks and speak as at the date of their preparation.

Respondent Christian Smith

Norm UK General 1.0

Assessment Date 04/03/2014

Introduction
The information provided in this report is confidential and intended only to be used by the respondent or the
manager or recruiters responsible for the assessment process.

RT

This report is based on the responses given by Christian Smith to the PAPI 3 N questionnaire. The questionnaire
asked him to describe his typical preferences and behaviour in a working environment. He was presented with a
series of statements for which he indicated on a seven-point scale the degree to which the statement described him
(ranging from Strongly Disagree to Strongly Agree).

PO

It is important to note that the results described here are based solely on the responses Christian Smith gave to the
questionnaire. The responses given therefore represent how Christian Smith sees his own behaviour, rather than
how others might describe him. The accuracy of the report will depend on the honesty and frankness with which he
completed the questionnaire, along with his level of self-awareness. The descriptions of his personality presented here
should be taken as hypotheses rather than concrete facts. However, the results from this questionnaire should provide
useful indicators of the way that Christian Smith is likely to behave at work and in different situations.
The responses to the questionnaire provided by Christian Smith have been interpreted by comparing them with the
responses provided by a large group of people who have also completed the same questionnaire. For this report, the
comparison group used was UK General 1.0.

RE

This report provides a description of how the respondent sees himself at the time which he completed the
questionnaire. His preferences and behaviour are likely to change over time and depend on his work role and
personal circumstances. This report should therefore be considered to have a shelf life of up to 12 months, depending
on his circumstances. If there have been considerable changes in his role or personal circumstances after this
assessment, he should complete the questionnaire again.
Note that the PAPI 3 questionnaire does not measure ability or competence. It provides a summary of how the
respondent sees himself but does not provide information on how effective he is in a given area. His level of
effectiveness will be influenced by the interaction of his personal characteristics with other factors such as the
demands of his work role and the culture of the organisation he works in.

SA

PL

If you have any questions or concerns about any of the information provided here, you should raise these with the
individual who sent you the report, or someone who has been trained and certified to use and interpret the PAPI 3 N
questionnaire.

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Respondent Christian Smith

Norm UK General 1.0

Assessment Date 04/03/2014

Questionnaire Feedback

RT

Feedback from Christian Smith's responses to the questionnaire is presented below, grouped into several broad
areas of work behaviour. The report also contains a further section with other additional interpretations that may be of
interest.
.

Impact & drive

This area focuses on Christian Smiths preference for influencing others and making an impact. It also looks at his
desire for personal achievement and his perception of his ability to manage and lead others.

PO

Christian Smith is likely to be much more focused on cooperation, than competing with others. He will probably place
more importance on other aspects of life than on his own achievements or success at work. He is likely to be content
in roles where there is not necessarily any opportunity for advancement and may appear laid-back in relation to his
own career progression.
He describes himself as having little desire to influence others. He is likely to respect the contributions of others and
display a more inclusive style of influencing. His responses suggest a preference for not telling others what to do,
perhaps preferring to let others take control. However, there is a chance that he might not give guidance in situations
where it is necessary to do so.

RE

He is likely to be comfortable in non-leadership roles and does not report any great tendency to lead or to take formal
responsibility for others. He is somewhat unlikely to aspire to positions of leadership, possibly preferring alternative
roles. Though he describes himself as having limited self-confidence in his ability to lead and manage, this might be
due to a simple lack of leadership experience.
He describes himself as having a desire to make an impact. He is likely to thrive in situations where he is noticed by
others and he may be a lively and confident speaker in a group. His responses suggest he appreciates recognition for
his contributions.
.

Organisation & structure

This area looks at the amount of guidance Christian Smith needs at work, and the level of structure and detail he
prefers to apply, as well as his need to see tasks through to completion.

PL

Christian Smith's responses suggest that he does not place a great deal of emphasis on personal order and tidiness.
While on occasion he may spend some time organising information and tiding his work area, he probably focuses on
other aspects of work. A little organisation is generally enough for him, and he can usually find key information when
needed, though not always quickly.

His responses indicate that he does not place great emphasis on planning his work. His responses indicate that he
prefers to deal with situations as they arise, being flexible with his workload rather than planning in advance. He may
loosely plan his work when required, but he will generally focus on more immediate work.
He describes himself as having little interest in working with details, and may only check those of high importance. He
may leave detailed work to others, preferring not to get preoccupied, which could mean that on occasion he misses
critical errors. It is possible that he is better suited to tasks which are strategic or focus more on the bigger picture.

SA

His responses suggest that he is generally likely to follow the rules but will be flexible when required. He tends to
prefer a balance between working with clear guidelines and using his own initiative, possibly feeling more comfortable
with broad structure rather than detailed frameworks.
Although he reports some desire to ensure tasks and projects are finished, he may not need to see all of the work that
he is involved in through to completion. This suggests he is normally comfortable leaving the responsibility for finishing
tasks to others, where this is appropriate. He is also likely to feel comfortable leaving a project or task unfinished
where business demands change.
He tends to take a reactive approach to his work and prefers not to spend time organising tasks or information.
This suggests he is likely to find it easy to adapt to unexpected events and that he will be comfortable working in
a disordered environment. However, any overly organised colleagues might find the lack of structure he applies to
his work somewhat frustrating, particularly in relation to any over-reliance on them to find information or for detailed
planning.

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