1st Franklin Financial uses a variety of assessments as part of their career development and talent management initiatives. Assessments are used for recruiting, hiring, promotions, leadership development, and identifying strengths and areas for improvement. Some of the main assessments used include Talent Lens, Myers-Briggs Type Indicator, California Psychological Inventory, ProScan, Occupational Personality Questionnaire, Watson-Glaser Critical Thinking Appraisal, and Thurstone Mental Alertness Test. The assessments evaluate abilities, personality, work styles, decision-making skills, and other important traits.

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Franklin Financial
Assessment Center

2. Introduction
The people at 1st Franklin are and have always been our key to success. Providing an avenue to develop talent over time
through our recruiting , transfers, development, and promotions is critical to our long term goals , corporate vision and
mission, and our unique business model and strategy.
The assessment process is a integral part of 1st Franklin Financial’s career development initiatives. Beginning with new
hire, it is important that there is a ―fit‖ between the company culture and the new hire. That fit is also important with
co-workers and their manager, as well as the customers that they serve.
Assessments also provide valuable feedback in identifying managerial talent and help with pinpointing areas of
strengths and development for individuals. Areas that these battery of instruments measure include assessment of
leadership skills, personality type, problem solving and decision making skills, mental alertness, certain personality
traits, and management competencies.
The Assessment Center at 1st Franklin is consistently being evaluated and refined. As assessments are validated and
reviewed over time and benchmarked with the training and Human Resources industry , some are discontinued, while
others are added. Training programs and activities are designed and implemented to be used in conjunction with the
instruments as a form of best practice.
Certain assessments are part of the recruiting and hiring process, Talent Lens, for example, is used for all entry level
new hires in Branch Operations. Home office positions may require other assessments as part of new
hire procedures. Positions of Regional Director also may require additional assessments before hiring.

3. Talent Lens Occupational Solution
Customer Service
Abilities-Timed Responses
 Verbal AbilityVocabulary knowledge, reading
comprehension, grammar, punctuation, and
capitalization skills
 Numerical AbilityItems that require the candidate to solve numerical
problems in a multiple choice format and to estimate
correct answers in order to check calculations.
 Speed and AccuracyItems require the candidate to locate a name in an
alphabetical list and read and code a dollar figure
associated with that name
Work Styles
Based on a comprehensive taxonomy of
important personality based work behaviors that
include :
•Initiative
•Persistence
•Adaptability
•Self-Control
•Stress Tolerance
•Attention to Detail
•Dependability
•Integrity/Rule Following
•Independence
•Cooperation
•Concern for Others
Harcourt Pearson engaged 1st Franklin employees, CSR’s and Managers in validating this assessment before
implementation. Evaluations were compared to tests for current employees with varying skill levels and compared
to others in similar industries.

4. Myers Briggs
The Myers- Briggs Type Indicator is an assessment designed to identify psychological types and make them
understandable and useful in everyday life. Based on the work of Carl Jung , psychological types are described as
inborn or innate tendencies in which people use their minds in different ways. Taking this assessment helps individuals
identify their unique gifts, enhance their understandings of themselves and their motivations, as well as develop
individual strengths and potential areas for growth. The assessment findings are also used in group
workshops, teambuilding exercises, and leadership development, as the understanding of all of the basic types help us
understand and appreciate those that are different from ourselves and encourages cooperation with others.
The Myers- Briggs Assessment is used by many fortune 500 companies. More than two million MBTI assessments are
administered annually in the United States. After more than 60 years of research and development, it is the more widely
used instrument for understanding normal personality differences.
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The preferences are reported on four distinct dichotomies; at two opposite poles that indicates differences in people in
the four following areas:
Where they prefer to focus their attention and get their energy- (Extroversion or Introversion)
The way they prefer to take in information( Sensing or Introversion)
The way they prefer to make decisions( Thinking or Feeling)
How they orient themselves to the outside world- with a judging or perceiving process( Judging or Perceiving)

5. The California
Psychological Inventory
260®
CPI 260®
The California Psychological Inventory consists of two hundred (260) true/false statements which measure
important personality traits found in normal people. The purpose of the CPI 260 is to provide a description of
the person being assessed as if he or she were being described by ―objective and knowledgeable others.‖
These descriptions relate to topics such as interpersonal style, approach to leadership, values, and motivation.
The interpretation has three major areas: orientation toward other people and interpersonal
experience, toward conventional rules and values, and toward one’s inner feelings.
There are two basic reports that are based on the answers to the assessment as compared to groups. The Client
Feedback report is compared to a general population, and the Coaching Report for Leaders is compared to the
general population and ―on track managers and executives.‖
Client Feedback Report
Coaching Report for Leaders
•Lifestyle
•Level of Satisfaction
•Detailed Results
•Self Management
•Organizational Capabilities
•Team Building and Teamwork
•Problem Solving
•Sustaining the Vision
•Dealing with Others
•Self Management
•Motivations and Thinking Style
•Personal Characteristics
•Work Related Measures

6. Coaching with ProScan
Administered by:
Dr. Randy Gregg
Understanding what makes people tick
ProScan is a non-threatening, quick, easy and reliable survey tool that is one of the most advanced instruments available. Statistical
research of working adults enables the powerful ProScan Survey to produce reliable results to accurately assess a person's basic and
preferred work styles. The survey examines combinations of specific traits that affect how the person works most effectively and
reacts under stress. ProScan focuses on strengths and motivators to help employers create an environment that reduces employee
stress while improving energy and morale.
ProScan reports measure:
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How a person functions most naturally
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The role a person feels they need to play
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How a person predictably comes across to others
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Energy resources
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Satisfaction index
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Stress levels
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Energy drain
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Decision-making style
The ProScan assessment is a dynametric system that provides a concise , direct procedure for measuring the major aspects of self perception. It reveals
an individuals basic behavior, reaction to the environment, and predictable behavioral patterns. There are 60 self descriptive adjectives and four primary
clearly identified behavioral traits and one secondary trait in the factor analysis.

7. Occupational Personality Questionnaire
(OPQ)
Unlike other personality questionnaires,
the Occupational Personality
Questionnaire (OPQ) is an occupational
model of personality, designed solely for
use in a business environment. The OPQ
model provides a clear, simple framework
for understanding the role of personality in
the workplace and the impact it has on job
performance. It is used by 1st Franklin for
Selection, Individual Development Plans ,
Career Guidance and Team Building .
There are three major areas where traits
are determined by choosing the best
answer.
Relationships with People
Influence
Sociability
Empathy
Persuasive, Controlling,
Outspoken, Independent
Minded
Outgoing, Team Building,
Socially Confident
Modest, Democratic, Caring
Thinking Style
Analysis
Creativity and Change
Structure
Data Rational, Evaluative,
Behavioral
Conventional, Conceptual,
Innovative, Variety Seeking,
Adaptable
Forward Thinking, Detail
Conscious, Conscientious,
Rule Following
Feelings and Emotions
Emotions
Dynamism
Relaxed, Worrying, Toughminded, Optimistic,
Trusting, Emotionally
Controlled
Vigorous, Competitive,
Achieving, Decisive

8. Watson-Glaser Critical Thinking Appraisal
Watson-Glaser is the premier tool for evaluating the cognitive ability of professionals. Watson-Glaser is the gold standard
because it precisely measures critical thinking ability—one of the strongest predictors of job success. Nothing is more
important than how employees question, analyze and make decisions under pressure.
•Assesses critical thinking ability and decision making
Test Description
The Watson-Glaser Critical Thinking Appraisal consists of a series of
test exercises which require the application of some of the important
abilities involved in critical thinking. The exercises include
problems, statements, arguments, and interpretations of data similar
to those which a citizen might encounter in his/her daily life as
he/she works, reads newspapers or magazine articles, hears
speeches, and participates in discussions on various issues.
It is a useful tool for the selection of applicants for
positions where careful, analytical reasoning is an
important part of the job. It is less dependent on formal
education than traditional intelligence tests and reflects the
more basic mental processes of reasoning, judgment,
analysis, and common sense. 1st Franklin offers
development activities to strengthen critical thinking
ability.
•Predicts judgment, problem solving, creativity, openness to
experience & more
•Long history of use in business, government, and education
•Correlates with other leading ability and personality tests

9. Thurstone Mental Alertness
Test Description:
The Turnstone Test of Mental Alertness is a test of general
mental ability. It contains both verbal and numerical problems
and takes into account the speed of response.
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– Quantitative: measured by Arithmetic and Number Series problems
– Linguistic: measured by Same-Opposite word meanings and Definitions items
Number of Items: 126
Duration: 20 Minutes (Timed)
It is designed to measure the capacity of an individual to acquire new knowledge
and skills, and to use these in problem solving. Since the verbal and numerical
items are alternated systematically throughout the test, the test also reflects how
rapidly a person is able to adapt to different situations. Depending on the type of
position for which the applicant is being tested, his/her performance may be
compared to college-graduates or diverse groups of clerical, managerial, sales,
and industrial personnel.