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Questions and Answers

What is the CLIMB?

The Civilian Leader Improvement Battery (CLIMB) is a voluntary web-based leadership skill assessment used to measure your standing on Army's 27 leadership competencies and then provides a link to training opportunities that you can include in your IDP to address strengths and weaknesses.

Why do we offer the CLIMB assessments?

As we move to a performance based culture there is an increasing need to prepare leaders for the workforce challenges facing them. Supervisors and managers and those employees who aspire to such roles must become proficient in the "soft skills" competencies required in this new environment. Such competencies involve counseling, coaching, providing feedback, engaging in conflict management, and demonstrating interpersonal skills. Many current and aspiring leaders may not posses the level of proficiency they would need in order to excel at these behaviors. The CLIMB provides not only the diagnosis of ones strengths and weakness on the competencies required for performance but also the prescription for development using existing training coursework.

How de we benefit from these assessments?

The rationale for using these tools is that given the increased demand for civilian leaders capable of implementing the dramatic changes emerging from the performance based culture, these tools will allow DoD civilian employees and supervisors to voluntarily assess their supervisory competencies and get the training they need to grow and advance.

Are there other ways to get assessed?

Historically, in DoD, the only way receive an assessment of your leadership competencies was if you attended one of the leadership schools such as those offered by the Center for Army Leadership, Navy Civilian Leadership Development Program, and the War Colleges. These programs are very competitive and only a few people get to attend them. The CLIMB makes leadership assessments available to everyone.

What will the CLIMB do for me?

The CLIMB will allow you to 1) explore your interest in pursuing a leadership role, 2) measure your leadership skills, 3) direct you toward the most beneficial training to build on strengths and improve weaknesses, and 4) facilitate a coaching/mentoring relationship with your supervisor.

Is the CLIMB voluntary?

The CLIMB is strictly voluntary and is only for developmental purposes and in no way impacts performance appraisal ratings, promotion, training opportunities, or any other benefits of employment.

How do the two CLIMB assessments work?

The CLIMB is a combination of two assessments.

1. The Personal Characteristics Assessment was designed by the Army Research institute and poses 92 question asking about your work related background experiences that have been shown to predict superior job performance. The questions are grouped into categories, which relate to one or more of the 27 Army leadership competencies. These background questions ask about your past job related experiences and compares your responses to those given by 2,500 DoD civilian supervisors. The more similar the pattern of your responses is to known successful supervisors, the higher your score. The tool generates a 10 or 12 page graphical and narrative feedback report. This report helps you understand where your strengths and weaknesses are, the types of work you may prefer, and situations you likely seek out or avoid.
2. The Self-Supervisor Assessment asks you to provide ratings on a 1 to 5 scale as to how well you perform 105 tasks. Each task is linked to one of the 27 leadership competencies. You will be asked to provide a rating as to how competent you think you need to be on these tasks for the next position you are seeking (e.g., team lead, supervisor, manager, etc). These responses are stored and your mentor/supervisor is sent an e-mail (which you provide) inviting him/her to complete the same assessment with you in mind. He/She provides 1) ratings of your current competence on the tasks and 2) ratings on the competence level required on the 105 tasks in the next job you are seeking. The software then hooks the tasks back up to the competencies to produce reports showing how you rated yourself in comparison to how your supervisor rated you as well as how both of you agree and disagree on what competency levels are required for the target job you are seeking.

In this way these two assessments combine 1) your self appraisal 2) your supervisor's appraisal, and 3) a comparison of your job background responses to those of thousands of other civilian supervisors to give you a big picture assessment of your current strengths and weaknesses and what's required for advancement.

Who will see my results?

Your supervisor will automatically see only the results of the Self-Supervisor Assessment since he or she will have contributed ratings to it in the course of participating in your assessment. However, you may forward the results of your Personal Characteristics Assessment via e-mail to your supervisor if you wish. The aggregated results are collected and maintained in a secured server by a third part vender. These results may be used for research purposes. No individual person's scores will be examined.

What do I do with the information I get from the CLIMB?

After you have seen the feedback reports generated by the CLIMB and have an idea as to what competencies you would like to develop, hypertext links are presented showing you many types of training opportunities available. By clicking on these links you can get tips and strategies for addressing the competency immediately, OR you can identify traditional courses OR you can find online courses to help you with that competency. You, along with your supervisor, can select training courses to address identified weakness.

Will this assessment guarantee my participation in training opportunities?

No. These assessments are for self-developmental use only and all training courses selected to address identified training needs must be taken in coordinated with and at the discretion of your supervisor/manager.

Can I use the results to create my Individual Development Plan?

The system is designed to create an IDP with the training field populated with the courses you and your supervisor select.

How should my supervisor use the results of the CLIMB?

First, you must share the results of the Personal Characteristics Assessment with your supervisor. Your supervisor will automatically receive the results of the Self-Supervisor Assessment. Combined, these results identify your strengths and weaknesses, which allows you and your supervisor to develop a mentoring relationship. By working with your supervisor in selecting appropriate training courses and activities your supervisor acts as a career coach providing feedback and follow-up as you develop your skills. Taking the CLIMB may be seen as a first step in initiating your mentoring program.

Who can use the CLIMB?

Anyone with a ".mil" e-mail address (e.g., john.doe@us.army.mil) can take the assessments.

When and where can I complete the CLIMB?

You can complete the assessments wherever you have access to a web accessible computer and a ".mil" e-mail address. Since the assessments require input from your supervisor an appropriate time and place is left open to the participant and his/her supervisor.

Who is Brainbench?

Brainbench is the online assessment provider that we have contracted with to administer the CLIMB assessment.

What is the availability of the CLIMB online testing system?

The CLIMB online assessment system is available 24 hours a day, 7 days a week.

How long does the CLIMB take to complete?

It will take you approximately 1 hour to complete all portions of the CLIMB assessment, however you may take more or less time, since it is not timed.

I completed my portion of the CLIMB; why haven't I received the results?

Your supervisor must also complete their portion of the CLIMB before you will receive your results.

What happens if I lose Internet connection or have to stop during the CLIMB assessment?

Individuals:

• Clicking on the link provided to you in the e-mail you initially received when you entered your information at the web site, http://www.123assess.com/climb/instructions.do.
• Re-enter the same first name, last name, and e-mail address at the web site, http://www.123assess.com/climb/instructions.do.

• Clicking on the link provided to you in the e-mail you initially received to begin the CLIMB.

Is the CLIMB assessment timed?

No, the assessment is not timed, however, we recommend that you work at a quick pace and provide the first answer that comes to mind because it is usually the most accurate.

Will my CLIMB test session expire?

You must complete your testing session within 30 days of entering your name and email on the website. After 30 days, you will have to start the CLIMB assessment from the beginning.

What if my supervisor does not receive their e-mail to take the CLIMB, my supervisor has changed or I entered their e-mail address incorrectly?

Contact Brainbench Customer Support, CLIMB@brainbench.com, and they will re-send your supervisor the e-mail.

Who can I contact if I have additional questions?

For questions regarding the CLIMB assessment and its use, please e-mail CLIMB@asamra.hoffman.army.mil. For questions regarding the administration of this assessment or any other technical questions, please contact CLIMB@brainbench.com.

What happens if I lose Internet connection or have to stop during the CLIMB assessment?

Individuals:

• Clicking on the link provided to you in the e-mail you initially received when you entered your information at the web site, http://www.123assess.com/climb/instructions.do
• Re-enter the same first name, last name, and e-mail address at the web site, http://www.123assess.com/climb/instructions.do.

• Clicking on the link provided to you in the e-mail you initially received to begin the CLIMB.

You will have 30 days to complete the CLIMB after which time you will need to start again.

What are the 27 Leadership Competencies?

1. Creativity and Innovation - Develops new insights into situations and applies innovative solutions to make organizational improvements; creates a work environment that encourages creative thinking and innovation; designs and implements new or cutting-edge programs/processes.
2. Continual Learning - Grasps the essence of new information; masters new technical and business knowledge; recognizes own strengths and weaknesses; pursues self-development; seeks feedback from others and opportunities to master new knowledge.
3. External Awareness - Identifies and keeps up-to-date on key national and international policies and economic, political and social trends that affect the organization. Understands near-term and long range plans and determines how to best be positioned to achieve a competitive business advantage in a global economy.
4. Flexibility - Is open to change and new information; adapts behavior and work methods in response to new information, changing conditions, or unexpected obstacles. Adjusts rapidly to new situations warranting attention and resolution.
5. Resilience - Deals effectively with pressure; maintains focus and intensity and remains optimistic and persistent, even under adversity. Recovers quickly from setbacks. Effectively balances personal life and work.
6. Service Motivation - Creates and sustains an organizational culture which encourages others to provide the quality of service essential to high performance. Enables others to acquire the tools and support they need to perform well. Shows a commitment to public service. Influences others toward a spirit of service and meaningful contributions to mission accomplishment.
7. Strategic Thinking - Formulates effective strategies consistent with the business and competitive strategy of the organization in a global economy. Examines policy issues and strategic planning with a long term perspective. Determines objectives and sets priorities; anticipates potential threats or opportunities.
8. Vision - Takes a long-term view and acts as a catalyst for organizational change; builds a shared vision with others. Influences others to translate vision into action.
9. Conflict Management - Identifies and takes steps to prevent potential situations that could result in unpleasant confrontations. Manages and resolves conflicts and disagreements in a positive and constructive manner to minimize negative impact.
10. Integrity/Honesty - Instills mutual trust and confidence; creates a culture that fosters high standards of ethics; behaves in a fair and ethical manner toward others, and demonstrates a sense of corporate responsibility and commitment to public service.
11. Leveraging Diversity - Initiates and manages cultural change within the organization to impact organizational effectiveness. Values cultural diversity and other individual differences in the workforce. Ensures that the organization builds on these differences and that employees are treated in a fair and equitable manner.
12. Team Building - Inspires, motivates, and guides others toward goal accomplishments. Consistently develops and sustains cooperative working relationships. Encourages and facilitates cooperation within the organization and with customer groups; fosters commitment, team spirit, pride, trust. Develops leadership in others through coaching, mentoring, rewarding and guiding employees.
13. Accountability - Assures that effective controls are developed and maintained to ensure the integrity of the organization. Holds self and others accountable for rules and responsibilities. Can be relied upon to ensure that projects within areas of specific responsibility are completed in a timely manner and within budget. Monitors and evaluates plans, focuses on results and measuring attainment of outcomes.
14. Customer Service - Balances interests of a variety of clients; readily readjusts priorities to respond to pressing and changing client demands. Anticipates and meets the need of clients; achieves quality end-products; is committed to continuous improvement of services.
15. Decisiveness - Exercises good judgement by making sound and well-informed decisions; perceives the impact and implications of decisions; makes effective and timely decisions, even when data are limited or solutions produce unpleasant consequences; is proactive and achievement oriented.
16. Entrepreneurship - Identifies opportunities to develop and market new products and services within or outside of the organization. Is willing to take risks, initiates actions that involve a deliberate risk to achieve a recognized benefit or advantage.
17. Problem Solving - Identifies and analyzes problems; distinguishes between relevant and irrelevant information to make logical decisions; provides solutions to individual and organizational problems.
18. Technical Credibility - Understands and appropriately applies procedures, requirements, regulations, and policies related to specialized expertise. Is able to make sound hiring and capital resource decisions and to address training and development needs. Understands linkages between administrative competencies and mission.
19. Financial Management - Demonstrates broad understanding of principles of financial management and marketing expertise necessary to ensure appropriate funding levels. Prepares, justifies, and/or administers the budget for the program area; uses cost-benefit thinking to set priorities; monitors expenditures in support of programs and policies. Identifies cost-effective approaches. Manages procurement and contracting.
20. Human Resources Management - Assesses current and future staffing needs based upon organizational goals and budget priorities. Using merit principles, ensures staff are appropriately selected, developed, utilized, appraised and rewarded as well as takes corrective action.
21. Technology Management - Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness. Develops strategies using new technology to enhance decision making. Understands the impact of technological changes on the organization.
22. Influencing/Negotiating - Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals; facilitates "win-win" situations.
23. Interpersonal Skills - Considers and responds appropriately to the needs, feelings, and capabilities of different people in different situations; is tactful, compassionate and sensitive, and treats others with respect.
24. Oral Communication - Makes clear and convincing oral presentations to individuals or groups; listens effectively and clarifies information as needed; facilitates an open exchange of ideas and fosters an atmosphere of open communication.
25. Partnering - Develops networks and builds alliances, engages in cross-functional activities; collaborates across boundaries, and finds common ground with a widening range of stakeholders. Utilizes contacts to build and strengthen internal support bases.
26. Political Savvy - Identifies the internal and external politics that impact the work of the organization. Approaches each problem situation with a clear perception of organizational and political reality, recognizes the impact of alternative courses of action.
27. Written Communication - Expresses facts and ideas in writing in a clear, convincing and organized manner.