Development assessment
Where does your employee’s real growth potential lie? An MEPD development assessment maps out talents, drivers, and areas for development—in plain language, with concrete follow-up points for the next steps. This allows you to take focused steps together, based on real insight.
What is a development assessment?
A development assessment maps out the development potential of your employee. What talents do they have? What can or should be developed to take the next step? A development assessment (also referred to as a developmental assessment or potential assessment) answers three key questions:
What motivates your employee to further develop themselves?
How can you best develop your employee?
What is needed for the next step?
In a selection assessment, we determine whether someone is suitable for a specific role. In a development assessment, the focus is on growth: where does your employee stand, and how do you make the most of that space together?
1. Map out your employee’s strengths and areas for development
2. A clear view of your employee’s growth potential
3. Advice to help stimulate your employee’s development together
When should you use a development assessment?
A development assessment is valuable when you want to know something that you can’t uncover through conversation alone. Some common situations:
- Your employee wants to move up. For example, from operator to team leader. Is that achievable, and what is needed?
- There’s uncertainty about direction. An experienced professional gets stuck or lacks energy. What’s behind that?
- You’re planning a development path or coaching. The assessment provides the starting point for coaching or training to build on.
In the technology and manufacturing industries, we see these questions come up regularly. People here are loyal to their craft. That’s exactly why it’s so valuable to know where someone can still grow so that good professionals are retained.
What clients say
“We had to do something, make a change. To further develop the organization, we took the next step: adding a middle management layer. Based on assessments, we eventually put the team together.”
What does a development assessment at MEPD look like?
No standard program. We tailor the assessment to your specific question and the employee’s role. Together, we determine in advance which three or four competencies are most important. We assess these specifically and explain them in detail in the report.
A development assessment takes half a working day, or a full day if a role play with an actor is included. It takes place at one of our locations or at your site.
Components of a development assessment
- Conversation with the advisor about background, ambitions, and the development question.
- Cognitive tests that reveal work and thinking levels.
- Personality and values test (SOSIE) for insight into work style, drivers, and motivation.
- Critical thinking test (Critical Thinking) for specific management roles.
- Role play with an actor (optional) for insight into behavior in a practical situation.
After the assessment
Your employee receives a clear report with findings and concrete recommendations. We first discuss the report with your employee, and only share it with you after their approval. This way, your employee feels heard and is more motivated to act on the results.
Want to know more about our approach? Read ‘from test to insight: how to get the most out of every assessment‘.
What does a development assessment deliver?
A development assessment gives you as an employer:
- A clear picture of your employee’s strengths and development points.
- Insight into growth potential: where someone can go and what is needed for that.
- Substantiation for career and development decisions.
- Targeted investment in development, without wasted training budget.
And your employee gains self-insight, confidence, and direction for their own development.
Difference between selection assessment and aptitude test
Assessments come in various forms. All three provide insight, each with a different purpose:
Type of assessment | Main question | When? |
Development assessment | What is needed for further growth? | When advancing, reorienting, or in development programs. |
Selection assessment | Is this candidate suitable for this role? | When recruiting and selecting for a specific role. |
Aptitude test | What is someone’s work and thinking level? | When there is uncertainty about job level or as part of a broader process. |
Also take a look at the selection assessment or read more about career development, which is often a logical next step after a development assessment.
Why clients choose MEPD
“I am a very satisfied client. The people-oriented approach, the genuine attention: employees feel heard and taken seriously.”
Why MEPD?
- We know the technology and manufacturing sectors. MEPD was founded from within this industry. This is reflected in our approach: practical, down-to-earth, focused on craftsmanship.
- Objective and scientifically substantiated. We use validated tests and certified advisors.
- People are central. An open conversation where your employee feels understood. No distant judgment, no complicated jargon.
- Over 30 years of experience, five locations throughout the Netherlands. Accessible and approachable. If you prefer us to come to you, that’s possible as well.
Download more information
Frequently asked questions about development assessments
What is the difference between a development and a selection assessment?
In a selection assessment, we answer the question of how suitable a candidate is for a specific position or role. In a development assessment, we map out the development potential of your employee: what can or should be developed and which development method best fits. The selection assessment gives a verdict, while the development assessment provides direction for growth.
How long does a development assessment take?
A development assessment takes half a working day. If a role play with an actor is included, you should expect a full day. The total turnaround time (from intake to final report) will be agreed upon with you in advance.
Can I decide which competencies are assessed?
Yes. Together we determine in advance which three or four competencies are most important for the position or development question. These competencies are then specifically addressed in our report, with concrete suggestions for development.
Can an employee fail a development assessment?
No. A development assessment is not an exam. There is no ‘pass’ or ‘fail.’ It’s about insight: where does your employee stand and where are there opportunities to grow further?
Who sees the report?
The report is first sent to your employee. Only after his or her approval do we share it with you as the employer.
What does a development assessment cost?
The costs depend on the request, the scope, and whether a role play with an actor is included. Feel free to contact us for a customized quote.
