The Entegrys Focus Suite® Tools

Three valid and defensible competency feedback tools.

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A self-assessment tool for career development. It offers insight into an individual’s strengths, development needs and suitability for a specific job.

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A self-and-manager assessment tool to stimulate focused, productive performance discussions between managers and their staff.

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Our most powerful offering, 360 Focus® is a multi-rater competency assessment tool to gather and compare feedback from key stakeholders—self, managers, peers, direct reports and even clients.

Entegrys Focus Suite™ Features
Free Career
Focus™
Career
Focus™
Performance
Focus™
360
Focus™
Over 65 job profiles to choose from ✓ ✓ ✓
Online management of assessment setup ✓ ✓ ✓ ✓
Online assessment questionnaires ✓ ✓ ✓ ✓
Automated notifications and reminders ✓ ✓
Self assessment ✓ ✓ ✓ ✓
Manager assessment ✓ ✓
Unlimited assessors in three additional categories —peers, clients, direct reports ✓
Report Components Included
Performance Summary ✓ ✓ ✓ ✓
Key Behaviour Details ✓ ✓
Comparative Analysis ✓ ✓
Assessor Comments ✓ ✓ ✓ ✓

Two flexible, value-add tools for Enterprise Plan clients.

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A tool to help clients develop customized job profiles and period.

The more precisely you can define the critical competencies for key roles in your organization, the better you will be able to hire and train for those roles, saving you both time and money.

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Using the Team 360 Focus® tool, we can compile a report of the 360 Focus® results for your entire team. The report gives you a clear picture of how well the team is performing. Use it to compare strengths and development needs of individuals to the team’s average. Or, identify and track trends and organizational concerns.

Two high performance engines to power the Focus Suite® tools.

The Entegrys Competency Dictionary

Our competency dictionary has been proven and enhanced over time with a wide variety of organizations in such diverse sectors as financial, scientific, technology, government, the arts and not-for-profit. Each competency in the Entegrys Competency Dictionary is defined over four increasing levels of complexity. As a result, multiple single-level competencies can be encompassed within any one Entegrys competency. A decision matrix is used to create consistency from level to level and between competencies. This rigor and consistency facilitate sound quantitative ratings and enable a direct numerical comparison from one team member to another.
The more precisely you can define the critical competencies for key roles in your organization, the better you will be able to hire and train for those roles, saving you both time and money.

The Entegrys Job Library

Our competency dictionary has been proven and enhanced over time with a wide variety of organizations in such diverse sectors as financial, scientific, technology, government, the arts and not-for-profit. Each competency in the Entegrys Competency Dictionary is defined over four increasing levels of complexity. As a result, multiple single-level competencies can be encompassed within any one Entegrys competency. A decision matrix is used to create consistency from level to level and between competencies. This rigor and consistency facilitate sound quantitative ratings and enable a direct numerical comparison from one team member to another.
The more precisely you can define the critical competencies for key roles in your organization, the better you will be able to hire and train for those roles, saving you both time and money.

Quality Assured

“Three levels of statistical validation are available to flag inconsistent ratings or to exclude responses from outliers. A quality focus is maintained through to the final report. The result is a clear, professional report that can be used to capture the attention of recruiters, to focus performance discussions and to inform a professional development strategy.”

Three levels of statistical validation on 360 Focus® reports

1

The inter-rater Agreement Measure indicates the confidence the user can have that the ratings accurately reflect what they are designed to measure. In general, the higher the agreement measure, the less likelihood of either randomness or inconsistency in the ratings.
2

The Average Sum Validity Check flags assessor responses with statistically high or low ratings relative to other responses. Outlier responses can be excluded from the report if desired. Note: This feature is only available to Enterprise Plan subscribers.
3

The Standard Deviation Validity Check compares the variations in assessor ratings for the individual being assessed. Too high or low a variation in ratings relative to other assessors is likely to indicate a failure to differentiate observed behaviour objectively. Note: This feature is only available to Enterprise Plan subscribers.