Skills assessments identify individual, team, and organizational traits that indicate strengths and areas for development. These self-assessments are used to help uncover personal styles and preferences to give fresh, honest and introspective readings on profiles and progress. A variety of standardized assessments can be utilized to help assess an individual’s style and preferences. Our clients utilize Gatto Associates assessments to build effective teams, place effective managers and employees in the “right” positions to best fit their skill sets and preferences, and in conjunction with training workshops. Gatto Associates offers the following self-reporting skills assessments:

• Building Your Associate’s Profile
• Dimensions of Leadership
• Identifying My Associates’ Communication Styles
• Mentoring Assessment
• Motivational Profile
• My Communication Style
• My Negotiating Style
• My Conflict Resolution Style
• My Followership Style
• My Leadership Style
• My Learning Styles at Work
• My Listening Style
• Self-esteem Assessment
• Stress Profile
• Team Assessment

Gatto Associates, LLC, provides customized online pre-hire assessments to guide our clients in talent acquisition and talent management processes. Our pre-hire assessments serve as valuable tools when managers need to decide whether a particular candidate has the aptitude, knowledge, ability, personality and temperament to ensure success in a job and a good cultural fit within their organizations. A better well- rounded picture of a candidate emerges when managers couple pre-hire assessment with the interview process. We provide you with a comprehensive report, which includes results and follow up interviewer questions with rated responses. Equipped with better information, managers are thus in a position to make better hiring decisions. Gatto Associates Pre-Hire Assessment processes are customized to meet a number of specific job requirements set forth by our clients and help identify a good fit between the applicant and job they are  expected to perform. We select the pre-hire assessments that measure attributes directly related to a specific job description. Pre-hire assessments take the subjective guesswork out of hiring! PRE-EMPLOYMENT ASSESSMENT Pre-Hire Assessments (test or inventory) have become more prevalent in recent years, especially given the ease of completing assessments via the Internet.  Prospective employees no longer have to travel to the job locale for initial testing:  candidates can be weeded out at much less cost to the company by taking assessments online.  Generally the online pre-hire assessments (or pencil and paper if appropriate) are used to measure a person’s:

• Knowledge
• Skills
• Abilities
• Other characteristics as needed

Once job requirements from a job description have been written, a combination of pre-hire assessments can be chosen to identify how a candidate might or might not fit a given job.  It is advisable to use pre-hire assessments that are valid and reliable predictors of success in a job position:  you need to be aware of which pre-hire assessments measure what, and which create the predictors of success in a specific type of job (i.e., sales, management, manufacturing, administrative, etc.).  Many pre-hire assessments are available to HR personnel to assess a candidate and support a better understanding of her/his knowledge, relationship-building skills, team building, emotional quotient, and general skills and abilities.  One of the most difficult aspects of this process, however, is to find that right combination that elicits the most appropriate information to render a successful job fit. Types of Pre-Hire Assessments from which to Choose:

• Aptitude – knowledge and ability to apply skills (math, language, typing, reasoning, etc.)
• Cognitive Ability – analysis and solution of problems, drawing conclusions:potential to learn and think
• Personality – characteristics, job fit
• Integrity – honesty, attitude toward theft, drugs, etc.
• Psychomotor – coordination and manual dexterity
• Physical – capabilities (i.e., lifting)

How to Integrate Pre-Hire Testing into Your Own System The pre-hire assessment process integrates quite easily into the processes most organizations already have in place.  Once you have identified the leading candidates for the position in question, have them complete the pre-hire assessments you have chosen based on your organizational culture and needs.  After culling the information from the pre-hire assessments and narrowing the list down to the top several candidates, bring these candidates in for an interview and ask customized questions designed from the pre-hire assessment results.  You can now make a knowledgeable decision, backed by not only personal interviews, but by a wealth of reliable data.

The CPA 360 assessment is an upward evaluation and peer review that measures the partners’ level of performance. This 360 assessment utilizes 14 key measurements based on partner level performance within a firm. The CPA 360 assessment is completed by other partners as well as staff. A report is generated that includes self-performance evaluation compared with associates’ evaluations, numerical based assessments and written narratives as to strengths and opportunities for development for the participant. Also included in the report are unedited general comments for the participant from associates, and an action plan to enhance performance. Optional: A Team Report can be generated if at least four partners complete the full assessment. There is no additional charge for this report.

This report is based on organizational performance with feedback from all levels within the organization. The report indicates present level of organizational performance of the various areas within the organization. A customized narrative of open-ended questions and responses is also reported.

360º Reports are generated with at least five respondents and a self-assessment. All assessments have present and required level of performance in Communication, Teamwork, Time and Productivity, and Work-related Skills, along with a narrative of open-ended questions and responses by participant and respondents.

A variety of standardized assessments are used to help assess an individual’s style and preferences. These self-reporting assessments can be used individually online or in our training workshops, and include:

• Building your Associates Profile
• Dimensions of Leadership
• Identifying My Associates Communication Styles
• Mentoring Assessment
• Motivational Profile
• My Preferred Communication Style (Online)
• My Preferred negotiating Style
• Preferred Conflict Resolution Style
• Preferred Followership Style
• Preferred Leadership Style (Online)
• Preferred Learning Styles at Work
• Preferred Listening Style
• Self Esteem Assessment
• Stress-Profile (Online)
• Team Assessment

This on-line assessment creates a benchmark for professional development by identifying the strengths of the participant and targeting areas that need to be developed. This 360 evaluation for CPAs measures characteristics and skills based on Gatto Associates 17 key performance indicators. The assessment is completed by a participant, and up to ten respondents (the participant’s work associates, including partners, peers and staff). These respondents anonymously complete assessments, which include numerical ratings and customized, open-ended questions related to the participant. The report generated includes the self-performance evaluation compared with respondent’s evaluations, numerical based assessments and written narratives as to strengths and opportunities for development for the participant, general comments for the participant from associates, and an action plan to enhance performance. This is an effective tool for mentoring people developmentally. Optional: A Team Report can be generated if at least four participants complete the full assessment. There is no additional charge for this report.

The 360 Degree Feedback Assessment is completed on-line by a participant, and up to ten of the participant’s work associates, including bosses, peers and subordinates. These associates anonymously complete assessments, which include numerical ratings and customized, open-ended questions related to the participant. Results from the assessments are tabulated and a report, including an individual profile and customized narrative, is created by Gatto Associates, LLC, for each participant. These reports include self-performance evaluation compared with associates’ evaluations, numerical based assessments and written narratives as to strengths and opportunities for development for the participant, unedited general comments for the participant from associates, and a plan of action to enhance performance.

The unique Gatto 360 assessment, is completed online, by a participant and up to ten respondents, including managers, peers, and staff. This 360 provides the participant with numerical ratings, customized narratives, and an action plan on various aspects of workplace performance. This 360° Assessment measures your leadership skills by examining four leadership preferences and six key dimensions. Leadership preferences are measured through leadership behavioral descriptors. This 360 assessment process can also be customized for organizations and teams. Results from the 360 assessments are tabulated and a report, including an individual profile and customized narrative, is created by Gatto Associates, LLC, for each participant. These assessment reports include self-performance evaluation compared with associates’ evaluations, numerical based assessments and written narratives as to strengths and opportunities for development for the participant, unedited general comments for the participant from associates, and a plan of action to enhance performance.