USER MANUAL

CTPI-R

This document has been created by the Research and Innovation

Department of Central Test and is intended for the internal use of our
clients.
It cannot be reproduced, modified in whole or in part by any means
without the expressed written consent of Central Test.

Central Test - Member of the International Test Commission

TABLE OF CONTENTS

1. USER INFORMATION AND APPLICABILITY ...................... 3

1.1

MAIN AREAS OF APPLICATION .................................................. 3

1.2

USER QUALIFICATION ............................................................. 4

1.3

PURCHASE, CONDITIONS AND COSTS ....................................... 5

2. CONCEPTUAL FRAMEWORK AND DEVELOPMENT .............. 5

2.1

CONCEPTUAL FRAMEWORK OF CTPI-R ..................................... 6

2.2

DESCRIPTION OF THE DIMENSIONS .......................................... 8

3. STANDARDIZATION AND SCALING ............................ 15

3.1

SCALING ............................................................................. 15

1. User information and applicability

Chapter summary
This chapter provides a brief overview

of the information needed to use the

assessment and its main applications. The CTPI-R is administered online. Additional
information about specific uses or modes of administration can be obtained from
customer service.

1.1

Main areas of application

The CTPI-R is intended for HR professionals and is designed in a way that enables it
to be used globally, irrespective of the country or culture. It is intended for HR
professionals. It can be used throughout an employee's career, for different purposes
and at different levels:
Individuals

Teams

Organisations

Recruitment

Analysis of training needs

Management audit

Career Management

Team building

Succession planning

Personal development

Research

Workplace counseling

Corporate culture shift

It is particularly appropriate for the assessment of individuals holding a post-graduate

diploma (Master's degree or higher) as well as for managers, although the content of
the CTPI-R relates to personality characteristics that can be pertinent to various
occupational fields.
However, due to the dimensions being measured, it is less suitable for the
assessment of people with certain occupations (or who are being recruited for certain
occupations), such as production line work or clerical positions. The main reason is
that most of the personality dimensions included in the CTPI-R are meant to predict
managerial performance (e.g. Control/Power or Developing others), which is not
necessarily relevant to all types of occupations. The language level of some items can
also be inappropriate in the assessment of people with a lower mastery of the English
language.
Central Test offers other tools, such as the Professional Profile-2 and the Big Five
Profile, better suited to these types of occupational fields. Another assessment, the
Sales Profile-R, was specifically designed for sales positions and customer service
jobs.
At present, the CTPI-R is only available in normative form. The CTPI-R questions are
presented under different formats: 6-point Likert scales and multiple choice questions
with 2, 3 or 4 options.
The questionnaire consists of 114 questions. There are 4 dimensions, under which
there are 19 factors. Each factor includes 6 items.

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In addition to the 19 factors, the CTPI-R questionnaire includes a social desirability

scale. The social desirability items are integrated in the questionnaire with the items
of other factors.
This method detects people's tendency to answer the questions in a way as to portray
an overly positive image of themselves, providing the test-administrator with an
indication of this tendency. However, scores obtained on this scale need to be
interpreted carefully and considered together with the overall score pattern, as well
as with other information about the person. It is important to note that the CTPI-R
questionnaire does not include answers that are scored on more than one scale, with
the exception of the social desirability scale.
CTPI-R is available in English, French, Spanish, German, Brazilian and Portuguese and
will soon be available in Arabic. For more information on availability in a particular
language,
please
contact
the
Central
Test
consulting
service
([email protected]).

1.2

User qualification

The CTPI-R questionnaire uses business vocabulary and is meant to be used by

Human Resources, training and executive development professionals and
psychologists. Every person who uses the CTPI-R for a professional assessment has
to follow a preliminary training.
Mode of administration
The CTPI-R is designed to be administered online, however a PDF version of the
questionnaire can also be made available for offline administration if conditions do not
allow an online administration of the test. The reports can only be generated online,
therefore, if the test has been administered offline, the test-administrator has to
enter the candidate's responses in the online version of the questionnaire.
Being a personality questionnaire, the CTPI-R can be administered from a distance
and without supervision.
Time required for administration
The table below gives an overview of the estimated time required for a complete
administration of the test.
Online

Offline

Preparation

A few seconds to send

the standard e-mail
with the instructions

10 minutes to prepare the

materials and give the
instructions

Administration

25-30 minutes

25-30 minutes

Scoring and profiling

A few seconds

Feedback

20 minutes to an hour
depending on the field
of application

15 minutes (responses need

to be entered in the online
version of the questionnaire
to get the report)
20 minutes to an hour
depending on the field of
application

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The test does not have a time restriction. However, candidates should be encouraged
to answer the questions quickly, to avoid spending too much time thinking about
each statement. It is always preferable to answer spontaneously to a personality
questionnaire, as there is no right or wrong answer.
Computer-generated reports
As with all other Central Test tools, the CTPI-R reports are flexible, customizable and
available in several languages. Specific sections can be included into or excluded from
the report depending on the needs of the administrator. There are two versions of the
report, the company's version and the candidate's version, which can be configured
separately.

1.3

Purchase, Conditions and Costs

The CTPI-R's purchase, conditions and cost vary from country to country. However,
the following points generally apply:

The CTPI-R was created for the following users: HR professionals, training
managers, executive development professionals and psychologists. A
preliminary training is compulsory. For more information on the training,
please contact Central Test's customer service or one of Central Test's
partners.

The CTPI-R can be ordered online after having followed the training or by
contacting one of Central Test's offices or one of Central Test's partners
worldwide.

This technical document is available and free to be downloaded for any

Central Test registered user. The link is available from the documentation
tab in your client account.

For information on the CTPI-R prices and related products and services,
contact Central Test's customer service or one of Central test's partners.

2. Conceptual framework and development

Chapter Summary

This chapter describes the initial conceptual framework of the CTPI-R and its
development. The CTPI-R is a revised version of the CTPI-Pro. It was developed on
the basis of different theoretical and empirical models of personality at work, by
considering the dimensions measured by existing personality questionnaires as well
as the conceptual criteria used for other successful Central Test tools (namely the
Professional Profile-2 and the Occupational Interest Inventory).

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2.1

Conceptual Framework of CTPI-R

The first phase of development took place between 2004 and 2006. The development
of the conceptual framework for the CTPI-Pro started with a study that aimed to
identify the key elements necessary for the development of a comprehensive work
personality assessment tool. This led to the creation of an initial model of personality.
This initial model of personality was critically reviewed by a panel of experts on
management. The first version was launched in 2009 for the English speaking
countries (and in 2010 for the French and Spanish speaking countries).

Key facts of the development of the conceptual framework the

operational phase

In order to determine the most important scales (or dimensions) to be measured in

the questionnaire, an extensive literature review and different data analyses were
undertaken. This phase of development took two years and involved the following:

A review of all existing job related personality models and questionnaires. This
included the work of H. B. Cattell and H. Eysenck, and also covered personality
questionnaires such as the California Personality Inventory (CPI), 16PF,
15FQ+, FIRO scales, the Myers-Briggs Type Indicator, the Kostick PAPI and the
Ego state questionnaire based on Eric Berns TA theory.

A review of all the validation studies on the relationship between personality

scales and job performance.

A review of the documentation (job profiles, evaluation processes, list of skills

required) from our H.R. client organizations to determine which aspects of
personality are relevant to the

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The final questionnaire (CTPI-R 2012) includes 114 questions measuring 19 factors
organized under 4 dimensions. The dimensions and factors are summarized in the
following table:
Cluster-1 People Management
1. Affiliation
2. Assertiveness
3. Control/Power
4. Developing others
5. Tactical

Cluster-2 Perception Mode

1. Conscientiousness
2. Rational
3. Rule conscious

6. Trust

Cluster-3 Self Management

1. Commitment

Cluster-4 Change Management

2. Lively

1. Action oriented

3. Optimism

2. Adaptability

4. Self confidence

3. Experimental

5. Emotional stability

4. Visionary

6. Surpassing

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2.2

Descriptions of the dimensions

People management

1. AFFILIATION
This dimension refers to the tendency to be kind,
affectionate and open towards others at work.
Individuals with a high score on this dimension seek to
create
genuine
bonds
with
their
environment
(colleagues, business partners, etc.), to listen to others
and to express their feelings easily.
Individuals with a low score have a tendency to be
rather distant and formal, and to share their views and
impressions to a lesser extent.
Warm, amicable, pleasant

Definition

(+) High score

Distant, solitary, detached

(-) Low score

2. ASSERTIVENESS
This dimension refers to the tendency to express and
defend one's opinions, rights and wishes in an open, yet
correct manner.
People with a high score on this dimension do not
hesitate to speak up and do not fear conflicts. They can
make unpopular decisions when their assignments
require them to.
People with a low score have a tendency to be compliant
and to avoid conflicts. They may feel remorse for not
doing a favour or for defending their choices when this
goes against the interests of others.

Definition

(+) High score

Firm, categorical, assertive

(-) Low score

Accommodating, conciliatory, easy to influence

3. CONTROL/POWER

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to seek control

over the course of events, to have one's own way of
doing things accepted, and to gain power.
People with a high score on this dimension like
managing others and having high-status positions so
they can intervene effectively and with authority.
People with a low score tend to leave others to act as
they wish, thus being rather indulgent or seemingly
indifferent.
Intrusive, controlling, authoritative
Indulgent, laissez-faire, non-intrusive
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4. DEVELOPING OTHERS

Definition

(+) High score

(-) Low score

This dimension refers to the tendency and desire to

support, mentor and encourage others in order to help
them reach their potential and become more efficient.
People with a high score on this dimension like spending
time helping everyone develop their individual abilities
for the benefit of the team. They firmly believe in the
potential in everyone, with no exceptions.
On the other hand, individuals with a low score believe
that everyone is capable of self-management and that
offering too much support can lead to inefficiency. They
prefer to spend more time with people whom they
consider to be more talented than the others.
Provides support, encouragement, assistance
Favors autonomy and self-learning

5. TACTICAL

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to be tactical and

diplomatic when dealing with others.
People with a high score on this dimension tend to adapt
their speech to the person they are talking to, in order
to cajole them and win them over. They also tend to
hide their real thoughts to prevent divulging personal
information about themselves.
People with a low score tend to act spontaneously and
to be straightforward, honest and candid, and this may
work against them.
Strategic, tactical thinking, calculating
Spontaneous, authentic, ingenuous

6. TRUST

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to be trusting

towards others.
People with a high score on this dimension tend to
believe that human beings are naturally good. They
trust others as long as nothing conspicuous arises, and
can lack vigilance.
On the contrary, people with a low score tend to be
constantly on the watch. Naturally suspicious, they often
question the information they receive, and the
motivations behind people's actions.
Trusts others easily
Alert, skeptical, suspicious

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Perception mode
7. CONSCIENTIOUSNESS

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to carry out tasks

in a thorough, meticulous and organised way.
People with a high score on this dimension need to
produce very precise work and aim for perfection, which
can reduce their productivity.
People with a low score do not take the time to review
everything in detail and they have a tendency to be
carefree, spontaneous and sometimes inaccurate, but
can work more quickly.
Meticulous, precise, conscientious
Distracted, spontaneous, seeks efficiency

8. RATIONAL

Definition

(+) High score

(-) Low score

9. RULE
CONSCIENTIOUS

Definition

(+) High score

(-) Low score

This dimension refers to the way information is

perceived and judgments made.
People with high rationality make judgments based on
actions and tend to make decisions considering concrete
facts and results.
On the other hand, people with a low score on this
dimension tend to base their decisions on their intuition
and experience and to consider the underlying human
side of every situation.
Objective, factual, rational
Sensitive, pays attention to his/her feelings

This dimension refers to the tendency to strictly follow

the rules and moral standards established by society.
People with a high score on this dimension have a need
for reference points and tend to follow established
regulations. They may sometimes be rigid and too
focused on procedure.
In contrast, people with a low score have a tendency to
disregard certain rules when they hinder the successful
completion of a project, thus thinking of the company's
interests.
Respectful of values, laws and procedures
Permissive, tolerant, lenient

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Self management
10. COMMITMENT

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to draw

satisfaction from being dedicated to one's job.
People with a high score on this dimension have the
need to be completely devoted and committed to their
company, to the point of developing a personal identity
with it.
In contrast, people with a low score have the tendency
to maintain a certain distance and try to keep their
professional and private lives separate.
Involved, devoted, workaholic
Separates private and professional lives

11. LIVELY

Definition

(+) High score

(-) Low score

This dimension refers to the tendency to be energetic,

outgoing and full of life.
People with a high score on this dimension have a
tendency to handle situations in an active and vivid
manner, and may even appear to be too lively in the
eyes of certain people.
On the other hand, people with a low score are
reserved, calm, serious, and think things through.
Energetic, enthusiastic, light-hearted
Reserved, calm, composed

12. OPTIMISM
This dimension refers to the tendency to hold positive
expectations and to easily recover from failures.

Definition

People with a high score on this dimension are optimistic

by nature and tend to take responsibility for their own
failures and accomplishments.
On the other hand, people with a low score are more
critical and prefer to have negative expectations in order
to avoid being disappointed.

(+) High score

(-) Low score

Hopeful, positive, recovers easily from failures

Pessimistic, realistic, easily discouraged

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13. SELF CONFIDENCE

This dimension refers to the tendency to have selfconfidence, to believe in one's potential.

Definition

People with high scores rarely question themselves,

sometimes as a result of being overly confident. They
lack concern for what others think of them.
On the other hand, people with low scores have selfdoubt and are easily affected by criticism and have a
greater need for recognition.

(+) High score

(-) Low score

14. EMOTIONAL
STABILITY

Definition

Confident, self-assured, audacious

Lacks confidence, self-doubting

This dimension refers to the ability to recognize one's

own emotions and to control emotional reactions.
People with a high score on this dimension often have a
stable mood and are not easily affected by external
factors such as stress or pressure. In extreme
situations, that could be seen as indifference.
People with a low score have less emotional control as
portrayed by impulsive acts and passionate reactions.

(+) High score

(-) Low score

Stable, imperturbable, self-controlled

Emotional, impulsive, passionate

15. SURPASSING
This dimension refers to the tendency to be ambitious,
driven and competitive.

Definition

People with a high score on this dimension like

challenges and tend to set high goals for themselves.
Moreover, they will do anything to reach and even
surpass their goals.
On the other hand, people with a low score tend to feel
satisfied with their current situation and do not seek to
surpass their objectives once they have reached them
nor do they constantly set new goals for themselves

(+) High score

(-) Low score

Ambitious, competitive, desire for success

Satisfied with current situation

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CHANGE MANAGEMENT
16. ACTION ORIENTED
This dimension refers to the tendency to take initiative,
risks and choose action over reflection in order to make
progress even if there is uncertainty.
Definition

People with a high score on this dimension do not

hesitate to act and to take risks in order to reach their
goals quickly and move forward.
People with a low score have a tendency to progress
slowly and with caution, to allow time for reflection.

(+) High score

(-) Low score

Reacts to change with action

Reacts to change with reflection

17. ADAPTABILITY
This dimension refers to the ability to adapt to change
and novelty.

Definition

People with a high score on this dimension are flexible

and are able to modify their behaviour according to the
context, without being attached to a particular routine
or habit.
People with a low score tend to resist change and have
difficulty changing their habits.

(+) High score

(-) Low score

Flexible, adapts well to change

Inflexible, resists change

18. EXPERIMENTAL
This dimension refers to the desire to explore and
innovate, sometimes to the detriment of existent
solutions.
Definition

People with high scores often try to test new methods

and technology, to make day-to-day tasks easier, to find
original solutions.
People with low scores tend to be conventional and
prefer to use proven methods. They value reliability
when moving forward with projects.

(+) High score

(-) Low score

Explorer, tests new methods

Traditional, follows established methods

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19. VISIONARY
This dimension refers to the tendency to be a
visionary, to understand trends and patterns and to
anticipate future events, by taking into account all
aspects of a project.
Definition

People with a high score have the need to make

projections about future events, and to anticipate
possible outcomes.
On the other hand, people with a low score on this
dimension have a tendency to enjoy living in the present
and are hesitant, even sceptical, about wanting to make
predictions too much.

(+) High score

(-) Low score

Anticipative, turned towards the future

Factual, pragmatic, focused on the present

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3. Statistics

Chapter summary

This chapter describes the process of transforming raw scores into standardized
scores which was done during the development of the CTPI-R. A description of the
norms will be included in the manual that will be published soon.

3.1

Scaling

The CTPI-R uses a continuous scale ranging from 0 to 10 to measure personality

attributes. 0 implies a low level and 10 implies a high level on the corresponding
personality trait. As stated above, each factor includes 6 items with a total of 20 to
36 response options.
A numeric value is attributed to every response option. To calculate the score on each
dimension, the value of every chosen answer is added. A score higher than 8 or lower
than 2 is considered to be an extreme score.

3.2

Validity:

Validity is the extent to which a test measures what it is supposed to

measure and is a judgment made on the basis of observation and statistical
indicators. It is important for a test to be reliable at first in order for it to be
valid. Validity may be explored and determined through various means:
Face validity refers to the operationalization of the concept. It is to
see whether "on its face" the test items seem like a good translation
of the construct. This is probably the weakest way to try to
demonstrate validity as it is highly subjective in nature. (Note that
just because it is weak evidence doesn't mean that it is wrong. We
need to rely on our subjective judgments for a number of practical
purposes. It's just that this form of judgment won't be very
convincing to others.) To improve the quality of face validity
assessment we made it more systematic and objective in nature by
sending the test items to our panel of experts for their review and
on basis of their feedback, only items showing consistent
agreement were finally retained in the test.
Content validity refers to the extent the contents of the test
(factor descriptions and items) present true functionality of the
construct. This is again done by the panel of the experts. The test
indicates good level of content validity as most of its contents are
aligned with that of the experts.

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3.3

Criterion Validity of the test was examined by doing multiple

regression analysis between test scores and objective criteria.
Since this test is primary designed a competency assessment
tool we had a lot of opportunity to test its correspondence with
a number of objective criteria. The number and type of criteria
were different from study to study but overall we included these
criteria in our validity studies:
Supervisors rating
Number of promotions/ increment in last five years
Average time span between two promotions
Performance rating in annual appraisals
Average period of stay in a job

Reliability :

The reliability of a test is concerned with its precision of measurement.

Formally, the reliability coefficient is defined by the ratio of true score
variance to observed score variance, and varies between 0 (no reliability)
and 1 (perfect reliability). It should be remembered that reliability
estimates are always sample dependent. The greater the variation of scores
in the group studied, the higher the measured estimate of reliability. A
reliability coefficient of 0.4 to 0.6 is considered to be good in
psychometrics to determine its precision. Due to vast differences in individual
personality and behaviour, it is rare to find a coefficient higher than 0.6.
Internal consistency is measured using Cronbach's coefficient alpha. High
values of Cronbach's coefficient alpha indicate a greater degree of
consistency in scores, and generally more homogeneous scale content.

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Given below is a table showing the internal reliability of the 19 factors of the
CTPI-R. The average reliability coefficient for the test is 0.50.
Factors

Reliability

Action-oriented

0.50

Adaptability

0.61

Affiliation

0.57

Assertiveness

0.38
0

Control/Power

0.54

Conscientiousness

0.47

Developing others

0.53

Commitment

0.43

Lively

0.47

Experimental

0.67

Visionary

0.30

Optimism

0.35

Rational

0.40

Rule-conscientious

0.40

Self-confidence

0.36

Emotional stability

0.61

Surpassing

0.50

Tactical

0.57

Trust

0.62

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Mean scores (Gender-wise)

Given below is the comparison of mean scores of males and females on all
CTPI-R factors. Minor differences exist in the mean scores of certain factors,
as highlighted.

Male
Mean
Scores

Female
Mean
Scores

Average
Mean
Scores

Action-Oriented

4.2

4.2

4.2

Adaptability

4.7

4.9

4.8

Affiliation

6.0

5.8

5.9

Assertiveness

5.0

5.0

5.0

Control

4.7

4.7

4.7

Conscientiousness

4.8

4.9

4.8

Developing Others

6.5

6.7

6.6

Commitment

6.1

5.7

6.0

Lively

5.7

6.4

5.9

Experimental

6.4

5.9

6.2

Visionary

5.5

5.5

5.5

Optimism

6.5

6.6

6.6

Rational

5.8

5.1

5.5

Rule-Conscientiousness

6.1

6.3

6.2

Self-Confidence

6.4

6.1

6.3

Emotional Stability

5.9

5.5

5.8

Surpassing

5.7

5.4

5.6

Tactical

4.5

4.1

4.4

Trust

5.6

5.2

5.5

Factors

Gender

Males

633

Females

350

Total

983

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Given below are a series of tables showing the correlations of each CTPI-R factor
with the tems that measure the particular factor:
Adaptability

Action Oriented
Q21

0.63

Q15

0.61

Q40

0.51

Q28

0.64

Q57

0.50

Q56

0.60

Q79

0.62

Q69

0.47

Q89

0.28

Q92

0.65

Q97

0.60

Q98

0.56

Assertiveness

Affiliation
Q25

0.44

Q1

0.45

Q34

0.64

Q39

0.54

Q49

0.59

Q50

0.55

Q59

0.72

Q74

0.58

Q82

0.41

Q83

0.41

Q99

0.53

Q101

0.45

Control/Power

Conscientiousness

Q26

0.44

Q5

0.62

Q107

0.40

Q45

0.53

Q65

0.69

Q66

0.22

Q91

0.68

Q100

0.64

Q46

0.54

Q10

0.50

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Commitment

Developing Others

Q24

0.63

Q113

0.57

Q36

0.63

Q41

0.53

Q61

0.31

Q17

0.54

Q80

0.58

Q51

0.51

Q94

0.68

Q72

0.55

Q33

0.66

Experimental

Emotional Stability
Q112

0.45

Q7

0.61

Q3

0.49

Q48

0.52

Q9

0.40

Q60

0.49

Q54

0.57

Q71

0.62

Q67

0.53

Q108

0.51

Q86

0.58

Lively

Optimism

Q16

0.60

Q11

0.52

Q32

0.54

Q106

0.65

Q42

0.55

Q19

0.61

Q58

0.56

Q43

0.67

Q70

0.54

Q78

0.72

Q102

0.55

Q88

0.61

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Rule Conscientiousness

Rational
Q31

0.44

Q18

0.55

Q35

0.60

Q109

0.44

Q81

0.59

Q73

0.41

Q90

0.61

Q30

0.46

Q103

0.45

Q87

0.60

Self Confidence

Surpassing

Q2

0.54

Q93

0.68

Q110

0.50

Q111

0.35

Q23

0.48

Q75

0.57

Q55

0.43

Q22

0.47

Q68

0.52

Q47

0.52

Q77

0.39

Q84

0.40

Trust

Tactical
Q8

0.60

Q6

0.67

Q37

0.66

Q14

0.27

Q44

0.51

Q20

0.64

Q52

0.58

Q29

0.63

Q63

0.40

Q95

0.65

Q96

0.41

Q104

0.49

Visionary
Q27

0.65

Q114

0.66

Q64

0.40

Q4

0.56

Q85

0.61

Q105

0.60

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Contact Us
Training and Consulting: [email protected]
Client Service: [email protected]
www.centraltest.com

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