Leadership Competency

Digital Leadership

Partnership

Strategic Thinking

Talent Enablement
Performance Drive

Business Acumen
 Attribute Explanation

Leading STC’s Digital transformation by leveraging expertise in digital

marketplace/consumer behavior trends and opportunities. Shifting STC’s operating model to
enable the Digital mindset through continuous learning & innovation.

Developing long-lasting, strategic and sustainable relationships internally and externally;

building trust and aligning with government, customers and partners’ needs; breaking silos
and promoting the intra-sector collaboration.

Developing and inspiring commitment to a vision of success through taking a proactive

broad-based long term perspective and examining different alternative solutions/directions
in the midst of a disruptive environment.

Taking ownership in identifying talent and creating cultivated environment to build and
provide opportunities for them to stretch their skills, accelerating the realization of their full
potential through mentoring, coaching and empowerment.
Driving the shift from tasks/deliverables to outcomes by setting and cascading SMART
performance expectations Conveying a sense of urgency and creating an agile organization
that executes well, encourages risk taking and rewards high achievers. Performance Drive
Driving the shift from tasks/deliverables to outcomes by setting and cascading SMART
performance expectations Conveying a sense of urgency and creating an agile organization
that executes well, encourages risk taking and rewards high achievers. Business Acumen
Demonstrating broad understanding of the marketplace and STC’s business model and
employ business planning and analysis to grow the organization’s contribution to STC’s
business performance.

Demonstrating broad understanding of the marketplace and STC’s business model and
employ business planning and analysis to grow the organization’s contribution to STC’s
business performance.
Proficiency levels Behavioral Anchors
Shows keen awareness and improves knowledge on
Basic understanding and analysing the environment towards a
digital mindset impact on direct team.

Leverages digital mindset to analyse digital transformation

Intermediate by putting roadmaps and strategies by anticipating
expectations for digital opportunities.
Prioritises digital expertise to and align operations for
Advanced strategic direction and transformation across the
organisation.
Encourages team collaboration by taking ownership of team
Basic objectives and supporting team goals while engaging
responsibly with other departments.

Proactively identifies partnership needs by evaluating and

Intermediate developing strategic partnerships within and outside the
organisation. Supports diversity of ideas through inclusion
and encouragement while building working relationships.

Strategic relationship focus with partners by analysing and

Advanced atriculating partnership goals through collaboration & and
action plans. Takes proactive steps in removing obstacles to
create systems and incentives towards a collaborative
culture.

Demonstrates basic understanding of strategic planning by

Basic aligning team initiatives to organisational values &
objectives. Applies analytical skills to identify short to mid
term priorities by considering different perspectives for an
inclusive impact.

Analyses and plans for longer term horizon by identifying

Intermediate complex patterns & trends in performance data using
analytical tools or techniques for a 1 to 3 year horizon based
on available information.

Leads strategic planning initiatives to contribute to the mid

Advanced to long term horizon by balancing multiple perspectives
through continuous reviews which reflect marketplace and
economic & social realities.

Recognises and motivates talent through periodical

feedback through accessibility and listening actions which
Basic help improve workplace performance. Ability to monitor and
allocate workload for exposing their full potential through
appropriate talent enablement and development
opportunities.

Promotes an environment for career development by

Intermediate analysing current and future talent needs through synergies
of learning and providing for development of skills through
effective knowledge management and development plans
for potential individuals.

Champions long-term strategic initiatives in talent

Advanced enablement by creating talent pipelines and aligning talent
management initiatives by fostering an environment of
learning and development by investing time and expereinces
for an all-round organisational benefit.
 Uses organisational objectives to align with function's
SMART objectives to focus the team on performance and
Basic qualitative measures by communicating and coaching
performance expectations and rewarding and recognising
high performers and achievers.

Intermediate Develops and sets SMART performance targets by applying

performance management tools and designs which deliver
performance linked to motivation systems and drives a
culture of continous coaching and feedback.

Sets clear and aligned performance governance strategies

through overall performance health and initiatives.
Advanced Challenges existing entities by sponsoring and conducting
periodic surveys and studies to identify and improve
performance indicators for organisational strategic
objectives.

Connects own team's financial performance indicators to the

Basic broader organisational context by analysing cost effective
measures derived through documented plans and connected
decision making.

Develops and manages short term and long term business

plans aligned to strategic role objectives through efficient
Intermediate and effective management of resources which contribute to
the profitability of the organisation while developing market
intelligence and emerging opportunities to keep the bottom
line in check.

Strong proficiency in identifying new business opportunities

in the digital industry for healthier and focussed business
Advanced outcomes by adapting and aligning short term business
objectives to long term changing market demands. Shows
advance knowledge of financial statements while fostering a
culture of financial prudence within defined levels of quality
and services.

50
63
61
64
52
48
56.3333333333333
LEADERSHIP EXCELLENCE REPORT
360 PRE-ASSESSMENT REPORT

ORGANISATIONAL SECTOR WISE REPORT

DISTRIBUTION

This 360 assessment Report is a culmination of survey and analytics by PexiScore.com

The report may be used by the user or the Organisation represented by the user in full or part without changing
the content, context, score/s and meaning, and after full verification of information enumerated below and
provided for by the user in the website pexiscore.com for the current survey under the specific Code. PexiScore
retains the right to publish, use all or parts of the report. This report in part or in its entirety may be published,
circulated or distributed in print or any other form or function only if due credit is provided by with commercial
rights approval by the owners of PexiScore.com

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

HOW TO READ THE REPORT

 This multi-rater feedback process is designed to assist you in your professional development. When
used effectively, the survey can:

. Encourage candid and honest communication between you and your colleagues.
. Help you identify your professional strengths and developmental opportunities.
. Establish a quantitative baseline that will allow you to assess your progress.
. Give you the opportunity to improve your skills by being more aware of others' perceptions
and observations of your performance.
. Guide your conversations with your colleagues to ensure you remain informed of their
observations and suggestions with respect to Leadership attributes.

Every assessee has been evaluated to arrive at their potential across four hierarchies;
Organisation Rank across the organisation
Department Rank across the Department
Behavior Anchor Level Rank across the two Levels of Basic & Intermediate
Evaluators Rank for highest scores from evaluators

These have also been measured across 6 Leadership attributes of STC namely;
Digital Leadership
Partnership
Strategic Thinking
Talent Enablement
Performance Drive
Business Acumen

Every score has been culminated into three levels;

Low: Where the score or range is below 40%
Moderate: Where the score or range is between 41% & 70%
High: Where the score or range is above 71%

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

0
SUMMARY OF THE REPORT

OVERALL AGGREGATE SCORE 4.2

ORGANISATION (Across the Organisation)

AGGREGATE SCORE

DEPARTMENT (Across the Department)

AGGREGATE SCORE
 LEVEL (Across BASIC Level)
AGGREGATE SCORE

EVALUATOR (Across the evaluators)

AGGREGATE SCORE

4+ SCORES (How many 4+ scores recorded)

TOTAL 20 out of 30

LEADERSHIP COMPETENCY SCORES

DIGITAL LEADERSHIP 3.5

PARTNERSHIP 3.2
STRATEGIC THINKING 4.3
TALENT ENABLEMENT 3.8
PERFORMANCE DRIVE 3.5
BUSINESS ACUMEN 4.0

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

Lowly Introverted
High Leadership Potential

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

0
SUMMARY OF EVALUTOR FEEDBACKS

OVERALL FEEDBACK
There are some Leadership attributes available for Osama to improve upon for which
he has been nominated.

Osama has to improve upon certain attribites to improve Leadership style for which
he has been nominated.

There are Digital Leadership attributes available for Osama to improve upon for which
he has been nominated.

Osama has to learn to improve managing talent to improve Leadership style for which
he has been nominated.

There are some Leadership attributes available for Osama to improve upon for which
he has been nominated.
 Self Evaluation
I know I can do better; I have done and wish do so InshaAllah.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

0
DETAILED REPORT

DIGITAL LEADERSHIP 3.5 RANKING

ORGANISATION
AGGREGATE SCORE 86th PERCENTILE

DEPARTMENT (Across the Department)

AGGREGATE SCORE 82th PERCENTILE

LEVEL (Across BASIC Level)

AGGREGATE SCORE 76th PERCENTILE

EVALUATOR (Across the evaluators)

AGGREGATE SCORE 80th PERCENTILE

4+ SCORES (How many 4+ scores recorded)

TOTAL 2 out of 5 88th PERCENTILE

ATTRIBUTE FEEDBACK
There are Digital Leadership attributes available for Osama to improve upon for which
he has been nominated.

Osama has to learn to improve managing talent to improve Leadership style for which
 he has been nominated.

There are Digital Leadership attributes available for Osama to improve upon for which
he has been nominated.

SELF EVALUATION FEEDBACK

I know Digital Leadership better than others; I have done and wish do so InshaAllah.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

0
DETAILED REPORT
nalytics by PexiScore.com
resented by the user in full or part without changing
ification of information enumerated below and
e current survey under the specific Code. PexiScore
s report in part or in its entirety may be published,
on only if due credit is provided by with commercial
you in your professional development. When

n you and your colleagues.

lopmental opportunities.
assess your progress.
g more aware of others' perceptions

re you remain informed of their

ip attributes.

tential across four hierarchies;

Levels of Basic & Intermediate

res from evaluators

ttributes of STC namely;

LEVEL : BASIC

RANKING
86th PERCENTILE

82th PERCENTILE
 76th PERCENTILE

80th PERCENTILE

88th PERCENTILE

46
72
43
55
89
28

alytics & behavioral assessment benchmarks)

LEVEL : BASIC

ma to improve upon for which

ve Leadership style for which

ama to improve upon for which

rove Leadership style for which

ma to improve upon for which

 LEVEL : BASIC
DIGITAL LEADERSHIP

RANKING

86th PERCENTILE

82th PERCENTILE

76th PERCENTILE

80th PERCENTILE

88th PERCENTILE

ama to improve upon for which

rove Leadership style for which

ama to improve upon for which

ne and wish do so InshaAllah.

LEVEL : BASIC
PARTNERSHIP
 LEADERSHIP EXCELLENCE REPORT
360 PRE-ASSESSMENT REPORT

ORGANISATIONAL SECTOR WISE REPORT

DISTRIBUTION

This 360 Assessment Report is a culmination of Survey and Analytics by PexiScore.com

The report may be used by the user or the Organisation represented by the user in full or part without changing the content,
context, score/s and meaning, and after full verification of information enumerated below and provided for by the user in the
website pexiscore.com for the current survey under the specific Code. PexiScore retains the right to publish, use all or parts of
the report. This report in part or in its entirety may be published, circulated or distributed in print or any other form or
function only if due credit is provided by with commercial rights approval by the owners of PexiScore.com
 website pexiscore.com for the current survey under the specific Code. PexiScore retains the right to publish, use all or parts of
the report. This report in part or in its entirety may be published, circulated or distributed in print or any other form or
function only if due credit is provided by with commercial rights approval by the owners of PexiScore.com

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

HOW TO READ THE REPORT

This multi-rater feedback report has been designed to assist Sector Heads in understanding and addressing
Leadership gaps and learning interventions by using the contents effectively.
The Report addresses:
. The current stage of Leadership Excellence for the Sector.
. The comparison with other sectors and similarilities and commonalities.
. The key data inputs to help understand areas of improvement required.
. Gives the opportunity to improve by being more aware of others' perceptions.
. Guide the Leader in understanding the strengths of the unit and be informed of their
benefits.

The report follows the following format of evaluation across four hierarchies;
Organisation Rank across the organisation
Count Top Leadership team within the Sector
Behavior Anchor Level Rank across the two Levels of Basic & Intermediate
Attribute wise Commonalities across sectors for harnessing collaboration

All participants have been measured across 6 Leadership attributes of STC namely;
Digital Leadership
Partnership
Strategic Thinking
Talent Enablement
Performance Drive
Business Acumen

Every individual score has been culminated into three levels of potential;
Low: Where the score or range is below 40%
Moderate: Where the score or range is between 41% & 70%
High: Where the score or range is above 71%

For any additional queries, please reach out to the STC Talent team.
You may also write to them at talents@channels.stc.sa
 LEADERSHIP EXCELLENCE REPORT
360 PRE-ASSESSMENT REPORT

SUMMARY OF THE SECTOR DISTRIBUTION

OVERALL AGGREGATE SCORE 4.2

RANKING
ORGANISATION (Across the Organisation) 3rd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.2

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

LEADERSHIP COMPETENCY SCORES AGGREGATE ACROSS SECTOR PARTICIPANTS

DIGITAL LEADERSHIP 3.5

PARTNERSHIP 3.2
STRATEGIC THINKING 4.3
TALENT ENABLEMENT 3.8
PERFORMANCE DRIVE 3.5
BUSINESS ACUMEN 4.0

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
Lowly Introverted 11
Highly Introverted 23
Lowly Extroverted 15
Highly Extroverted 17
TOTAL PARTICIPANT COUNT 66

Definitions
 Lowly Introverted - Those who are slightly modest about themselves.
Highly Introverted - Those who are highly modest about themselves.
Lowly Extroverted - Those who consider themselves slightly better than perceived.
Highly Extroverted - Those who consider themselves highly compared to the perception.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF SECTOR DISTRIBUTION

5 4.8
4.2 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5

RANKING
DISTRIBUTION 3rd
FIELD SALES 1st
HUMAN RESOURCES 2nd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;
. The aggregate scores of the evaluators have been considered for each participant
. The participants have been segregated as per sector
. The Sector aggregate was then measured for each sector
. The sector rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
. Low count of participants in a certain sector might show a skewed results which will average as the
population in the data increases.
. The distribution and accumulation of talent is also based on geo dynamics and educational factors.
. The individual attributes also influence scores and this is where learning and training are important.
. Alongwith the ranking, do also consider the other factors like Top Counts to find the talent pool
 concentrations or lack of it within a sector plus whether the levels of participants who fared better.
. Sometimes a participant maybe a specialist doing very well in a single attribute and lowly in others.
. This is when the individual report helps understand job roles and organisational versus job role talent.
. A participant or a sector doing very well in a particular attribute maybe a case for looking at organisational
role of the sector and restructuring roles and responsibilities, wherever necessary.
. An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF SECTOR DISTRIBUTION

POPULATION OF PARTICIPANTS

DISTRIBUTION 10 09 19

FIELD SALES 13 08 21

HUMAN RESOURCES 19 13 32

STRATEGY & CAT. MGMT 16 08 24

RETAIL SALES 11 18 29

TECH & OPS 07 11 18

INTERNAL AUDIT 03 04 07

FINANCE 04 01 05

DIGITAL SALES 01 01 02
5 10 15 20 25 30 35 40

BASIC
INTERMEDIATE

The above graph highlights the population across the sectors with the levels breakup to help understand
the participant configuration and help relate the scores accordingly.

TOTAL PARTICIPANT COUNT

Total Participants invited : 161
Total participated : xxx
Total from Basic Level : xxx
Total from Intermediate Level : xxx

Sector details
Total Participants invited : 20
Total participated : xxx
Total from Basic Level : xxx
Total from Intermediate Level : xxx

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: DIGITAL LEADERSHIP DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
 improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: DIGITAL LEADERSHIP DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5

RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;

. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: PARTNERSHIP DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: PARTNERERSHIP DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5

RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;
. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: STRATEGIC THINKING DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: STRATEGIC THINKING DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5

RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
 FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;

. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: PERFORMANCE DRIVE DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)
COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: PERFORMANCE DRIVE DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5

RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
 STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;

. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: TALENT ENABLEMENT DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE

LEVEL (Across BASIC Level) 4.3

AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

 PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: TALENT ENABLEMENT DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
1.5
1
0.5
 RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;

. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

ATTRIBUTE DETAILS: BUSINESS ACUMEN DISTRIBUTION

OVERALL AGGREGATE SCORE 4.4

RANKING
ORGANISATION (Across the Organisation) 2nd
SECTOR RANKING ACROSS ALL SECTORS

SECTOR (Across all participants within the sector) 4.4

AGGREGATE SCORE
 LEVEL (Across BASIC Level) 4.3
AGGREGATE SCORE (Across INTERMEDIATE Level) 4.1

TOP COUNTS (Top 10 Ranking levels within the Sector) 13

PARTICIPANTS RANKING AMONG ORGANISATIONAL TOP TEN

4+ SCORES (How many 4+ scores recorded) 76

PERSONALITY TRAITS (Based on HR Data Analytics & behavioral assessment benchmarks)

COUNT
High Leadership Potential 11
Moderate Leadership Potential 23
Low Leadership Potential 32
TOTAL PARTICIPANT COUNT 66
Definitions
High Leadership Potential - Those who have fared best for the particular attribute.
Moderate Leadership Potential - Those who can further improve with learning.
Low Leadership Potential - Those who may improve with learning interventions and take higher interest.

Influencers to consider;
It is important to look at the count of participants with High and Moderate potential first; they will
improve faster and deliver results for the Sector and the organisation quickly.
Low Leadership Potential may be looked at for other attributes where they fare better and not limit
judgment based on a single attribute.

LEADERSHIP EXCELLENCE REPORT

360 PRE-ASSESSMENT REPORT

SUMMARY OF ATTRIBUTE: BUSINESS ACUMEN DISTRIBUTION

5 4.8
4.4 4.4
4.5 4.1 4.1 4.1 4.0
4.0
4
3.5
3
2.5
2
 1.5
1
0.5

RANKING
DISTRIBUTION 2nd
FIELD SALES 1st
HUMAN RESOURCES 3rd
STRATEGY & CATEGORY MANAGEMENT 4th
RETAIL SALES 4th
TECH & OPS 5th
INTERNAL AUDIT 6th
FINANCE 6th
DIGITAL SALES 7th

The ranking of the sectors have been done on the following principles;

. The aggregate scores of the evaluators have been considered for each participant per attribute

. The participants have been segregated as per sector for a particular attribute

. The attribute aggregate was then measured for each sector

. The attribute rankings differing by very narrow margins or equal have been kept under a single rank

Influencers to consider;
Every attribute has also been classified into levels and hence the level wise scores are equally important
to consider while evaluating the attribute scores.
Every individual report contains also the areas of focus for each participant on an individual basis.
An attribute may fare highly for a sector highly involved with it, eg., Digital Leadership and Digital Sales.
4.6 63% 4
4.2 38% 43% 6
5 75% 71% 1
3.8 13% 14% 8
4.5 50% 57% 5
5 75% 71% 1
3.9 25% 29% 7
5 75% 71% 1
4.6
4.2
5
3.8
4.5
5
3.9
5
4.6
4.2
5
3.8
4.5
5
3.9
5
SL NO. Name Email Level
1 aalmaghr aalmaghrabi@democompany.com L3
2 AAlmozan AAlmozan@democompany.com L3
3 aalnashw aalnashwan@democompany.com L3
4 aalshahr aalshahrani@democompany.com L3
5 AdSAlgha AdSAlghamdi@democompany.com L3
6 aghamdi aghamdi@democompany.com L3
7 BAlwahib BAlwahibi@democompany.com L4
8 falbraik falbraikan@democompany.com L3
9 faldubik faldubikhi@democompany.com L4
10 falkhras falkhrashi@democompany.com L3
11 falmutla falmutlaq@democompany.com L4
12 falshehr falshehrei@democompany.com L3
13 fsalmuta fsalmutairi@democompany.com L3
14 halnahar halnahari@democompany.com L4
15 mfalhama mfalhamami@democompany.com L3
16 mrualyd mrualy@democompany.com L3
17 naldossa naldossari@democompany.com L3
18 talorain taloraini@democompany.com L4
19 Alshahra Alshahrani@democompany.com L3
20 asharif asharif@democompany.com L3
21 bbadran bbadran@democompany.com L3
22 halhussa halhussayen@democompany.com L4
23 talhowes talhoweshel@democompany.com L3
24 aalotaib aalotaibi@democompany.com L3
25 malqahta malqahtani@democompany.com L3
26 sbahooth sbahooth@democompany.com L3
27 salshahr salshahrany@democompany.com L3
28 mmurikhy mmurikhy@democompany.com L3
29 yjomiad yjomia@democompany.com L3
30 ksalharb ksalharbi@democompany.com L4
31 firas@de firas@democompany.com L3
32 maldhawi maldhawihi@democompany.com L4
33 salotaib salotaibi@democompany.com L3
34 yzomald yzomal@democompany.com L3
35 ohimish ohimish@democompany.com L3
36 salyami salyami@democompany.com L3
37 kalbluwe kalbluwe@democompany.com L3
38 aalmkinz aalmkinzy@democompany.com L3
39 aralrash aralrasheed@democompany.com L3
40 maltayya maltayyar@democompany.com L4
41 salshahr salshahrani@democompany.com L3
42 FAlSamaa FAlSamaani@democompany.com L3
43 maalamri maalamri@democompany.com L3
44 aalbash aalbash@democompany.com L3
45 FAlGharr FAlGharras@democompany.com L4
46 malsolai malsolaiman@democompany.com L4
47 talalsd talals@democompany.com L3
48 abinghas abinghashiyan@democompany.com L3
49 aaljanou aaljanoubi@democompany.com L4
50 abdelhad abdelhadi@democompany.com L3
51 fabanme fabanme@democompany.com L4
52 raalqarn raalqarni@democompany.com L4
53 AAlabdul AAlabdullatif@democompany.com L4
54 malqahta malqahtany@democompany.com L3
55 baghamdi baghamdi@democompany.com L3
56 KFMahroo KFMahroos@democompany.com L3
57 malmanso malmansour@democompany.com L3
58 MAlsuhai MAlsuhaim@democompany.com L3
59 NsAlanaz NsAlanazi@democompany.com L3
60 aashahra aashahrani@democompany.com L3
61 abdulalq abdulalqahtani@democompany.com L4
62 salorabi salorabi@democompany.com L4
63 AAlzuhai AAlzuhair@democompany.com L3
64 falzahim falzahim@democompany.com L4
65 maalshie maalshiekh@democompany.com L3
66 AHMAlgha AHMAlghamdi@democompany.com L3
67 walmarek walmarek@democompany.com L3
68 abanhida abanhidarah@democompany.com L3
69 aaldwayy aaldwayyan@democompany.com L3
70 aalrawaj aalrawajeh@democompany.com L3
71 talshagh talshaghdali@democompany.com L4
72 maboalha maboalhassan@democompany.com L3
73 aalsagab aalsagaby@democompany.com L3
74 fzahrani fzahrani@democompany.com L3
75 halduwai halduwais@democompany.com L4
76 aalasiri aalasiri@democompany.com L3
77 aalattas aalattas@democompany.com L3
78 talfawza talfawzan@democompany.com L4
79 Tsultan TSultan@democompany.com L3
80 ABmalmal ABmalmalki@democompany.com L4
81 malsarwa malsarwani@democompany.com L3
82 falsalem falsalem@democompany.com L3
83 AAlowayy AAlowayyid@democompany.com L4
84 afelemba afelemban@democompany.com L4
85 ABMahmou ABMahmoud@democompany.com L3
86 malulaya malulayan@democompany.com L4
87 OAlhaffa OAlhaffar@democompany.com L4
88 abkarim abkarim@democompany.com L3
89 aljohani aljohani@democompany.com L3
90 falmalki falmalki@democompany.com L3
91 salmasau salmasaud@democompany.com L4
92 smalqaht smalqahtani@democompany.com L3
93 amqahtan amqahtani@democompany.com L3
94 galajmi galajmi@democompany.com L3
95 dalhussi dalhussin@democompany.com L3
96 EFallata EFallatah@democompany.com L4
97 FAljasse FAljasser@democompany.com L4
98 mhudeel mhudeel@democompany.com L3
99 aalwheby aalwheby@democompany.com L4
100 BMobarak BMobarak@democompany.com L3
101 KAlKahta KAlKahtani@democompany.com L3
102 MAldoair MAldoairem@democompany.com L3
103 RALmady RALmady@democompany.com L3
104 tshokri tshokri@democompany.com L4
105 BAlabdul BAlabdulkarim@democompany.com L3
106 amutmi amutmi@democompany.com L3
107 malgaidi malgaidi@democompany.com L3
108 MuAlosai MuAlosaimi@democompany.com L4
109 salhussa salhussain@democompany.com L3
110 aalhudha aalhudhayf@democompany.com L3
111 ymattar ymattar@democompany.com L4
112 ralothma ralothman@democompany.com L3
113 Kalbadr KAlbadr@democompany.com L4
114 aalmatro aalmatroudi@democompany.com L4
115 afalahma afalahmari@democompany.com L4
116 talyahya talyahyan@democompany.com L4
117 malasmar malasmar@democompany.com L3
118 malmohai malmohaizey@democompany.com L3
119 aalrajhi aalrajhi@democompany.com L4
120 malmahwe malmahwes@democompany.com L4
121 HAlthiba HAlthiban@democompany.com L4
122 aalshath aalshathani@democompany.com L3
123 Aalhoti AAlhoti@democompany.com L3
124 halsulmy halsulmy@democompany.com L3
125 ialjasir ialjasir@democompany.com L3
126 RAlskere RAlskereen@democompany.com L4
127 hsalanaz hsalanazi@democompany.com L4
128 IAlmutai IAlmutairi@democompany.com L4
129 FAlzaibe FAlzaiber@democompany.com L4
130 oalforai oalforaidi@democompany.com L4
131 AKAlqaht AKAlqahtani@democompany.com L4
132 SHAlataw SHAlatawi@democompany.com L4
133 AAlwarhi AAlwarhi@democompany.com L4
134 mattieh mattieh@democompany.com L3
135 AAltaifi AAltaifi@democompany.com L4
136 ojeelani ojeelani@democompany.com L3
137 talkhala talkhalaiwy@democompany.com L3
138 falkabra falkabra@democompany.com L3
139 talsalol talsaloli@democompany.com L3
140 Haloufi HAloufi@democompany.com L4
141 kalskair kalskaireen@democompany.com L3
142 hsonboa hsonboa@democompany.com L4
143 tmulhim tmulhim@democompany.com L3
144 aalduwai aalduwailea@democompany.com L3
145 aalshaya aalshaya@democompany.com L4
146 aalaujan aalaujan@democompany.com L3
147 zalmanea zalmanea@democompany.com L4
Department Self Overall Sc Leadership TRAITS DigitalLeadership Self Score
Field Sales 5.0 High 5
Strategy & Category Management 5.0 Medium 5
Retail Sales 5.0 Medium 5
Distribution 5.0 Medium 5
Strategy & Category Management 5.0 Medium 5
Digital Sales 5.0 Medium 5
Human Resources & Logistics Support 5.0 Low 5
Corporate Affairs 5.0 Low 5
Finance 5.0 High 5
Strategy & Category Management 5.0 High 5
Tech and Ops 5.0 High 5
Distribution 5.0 Medium 5
Retail Sales 5.0 Medium 5
Human Resources & Logistics Support 5.0 Medium 5
Human Resources & Logistics Support 5.0 Medium 5
Retail Sales 5.0 Medium 5
Retail Sales 5.0 High 5
Finance 5.0 Medium 5
Field Sales 5.0 High 5
Human Resources & Logistics Support 5.0 Medium 5
Retail Sales 5.0 Medium 5
Finance 5.0 Low 5
Corporate Affairs 5.0 Medium 5
Retail Sales 5.0 High 5
Corporate Affairs 5.0 High 4.8
Retail Sales 5.0 High 5
Retail Sales 5.0 High 5
Retail Sales 5.0 Medium 5
Retail Sales 5.0 High 5
Corporate Affairs 5.0 High 5
Tech and Ops 4.9 High 5
Finance 4.9 Medium 5
Retail Sales 4.9 High 5
Retail Sales 4.9 High 5
Strategy & Category Management 4.9 Medium 5
Retail Sales 4.9 High 5
Digital Sales 4.9 High 5
Corporate Affairs 4.9 High 4.9
Finance 4.9 Medium 5
Human Resources & Logistics Support 4.9 Medium 5
Distribution 4.9 Medium 4.5
Strategy & Category Management 4.9 Medium 4.9
Retail Sales 4.9 High 4.5
Strategy & Category Management 4.9 Medium 4.8
Corporate Affairs 4.9 Medium 4.9
Tech and Ops 4.8 High 5
Retail Sales 4.8 High 4.8
Strategy & Category Management 4.8 High 4.9
Corporate Affairs 4.8 Medium 4.8
Retail Sales 4.7 High 5
Human Resources & Logistics Support 4.7 High 4.6
Human Resources & Logistics Support 4.7 Medium 5
Distribution 4.7 High 4.6
Digital Sales 4.7 High 4.9
Retail Sales 4.7 High 4.9
Distribution 4.7 Medium 4.7
Strategy & Category Management 4.7 High 4.5
Finance 4.7 High 4
Internal Audit 4.7 High 3
Corporate Affairs 4.7 Medium 4.5
Human Resources & Logistics Support 4.7 Medium 4
Human Resources & Logistics Support 4.6 High 4.6
Tech and Ops 4.6 High 5
Finance 4.6 High 4.7
Retail Sales 4.6 High 4.7
Strategy & Category Management 4.6 High 5
Tech and Ops 4.6 High 4.6
Distribution 4.6 High 4.6
Tech and Ops 4.6 High 5
Retail Sales 4.6 High 4.9
Human Resources & Logistics Support 4.6 High 4.6
Strategy & Category Management 4.6 High 4
Internal Audit 4.6 High 4.9
Strategy & Category Management 4.6 High 4.5
Human Resources & Logistics Support 4.6 Medium 4.6
Field Sales 4.6 Low 3.9
Strategy & Category Management 4.5 Medium 4.3
Human Resources & Logistics Support 4.5 Medium 4.7
Field Sales 4.5 High 4.9
Corporate Affairs 4.5 High 4.5
Distribution 4.5 Medium 4.6
Finance 4.5 High 5
Finance 4.5 High 4.8
Finance 4.5 High 4.5
Corporate Affairs 4.5 High 4.4
Human Resources & Logistics Support 4.5 High 4.1
Tech and Ops 4.4 High 3.9
Human Resources & Logistics Support 4.4 High 4.3
Retail Sales 4.4 High 4.3
Human Resources & Logistics Support 4.4 Low 4.4
Finance 4.4 Low 4.4
Field Sales 4.4 Medium 3.9
Corporate Affairs 4.3 High 4.1
Finance 4.3 High 5
Strategy & Category Management 4.3 Medium 4.4
Tech and Ops 4.3 Low 5
Human Resources & Logistics Support 4.3 Medium 4
Retail Sales 4.3 Low 3.1
Tech and Ops 4.3 High 4.1
Human Resources & Logistics Support 4.3 High 4.4
Retail Sales 4.3 High 4
Tech and Ops 4.3 Low 4.9
Tech and Ops 4.3 Low 4.5
Finance 4.3 High 4.5
Internal Audit 4.2 High 3.5
Finance 4.2 High 4.6
Distribution 4.2 Low 4.9
Human Resources & Logistics Support 4.2 High 4
Corporate Affairs 4.2 Low 4.5
Human Resources & Logistics Support 4.1 High 4.6
Distribution 4.1 Low 4.2
Field Sales 4.1 High 4.2
Tech and Ops 4.0 Low 3.7
Finance 4.0 High 3.5
Human Resources & Logistics Support 4.0 High 4
Corporate Affairs 4.0 Medium 4.5
Tech and Ops 4.0 Low 5
Human Resources & Logistics Support 4.0 Low 3.8
Strategy & Category Management 4.0 High 4.5
Corporate Affairs 4.0 Low 4.5
Human Resources & Logistics Support 3.9 High 4.5
Human Resources & Logistics Support 3.9 High 3.9
Strategy & Category Management 3.9 Low 4.5
Internal Audit 3.8 Low 4
Human Resources & Logistics Support 3.8 High 4.5
Strategy & Category Management 3.8 Low 3.5
Human Resources & Logistics Support 3.8 High 2.9
Finance 3.8 Medium 3.8
Human Resources & Logistics Support 3.7 High 4
Human Resources & Logistics Support 3.7 Low 2.9
Tech and Ops 3.7 High 4
Human Resources & Logistics Support 3.7 High 3.5
Distribution 3.6 High 4
Distribution 3.6 Low 3.5
Strategy & Category Management 3.5 Low 2.9
Strategy & Category Management 3.5 Low 3.6
Corporate Affairs 3.4 Low 3
Human Resources & Logistics Support 3.4 Low 3.5
Field Sales 3.3 Low 2.9
Human Resources & Logistics Support 3.2 Low 2.2
Tech and Ops 3.2 Low 3.5
Corporate Affairs 3.1 Low 2.5
Retail Sales 3.1 Low 3.6
Human Resources & Logistics Support 2.9 Low 3
Tech and Ops 2.8 Low 4
Distribution 2.6 Low 3.4
Human Resources & Logistics Support 2.5 Low 2.5
DigitalLeadership Eval Avg Score Partnership Self Score Partnership Eval Avg Score
4.8 5 4.7
4.5 5 4.3
4.5 5 4.7
4.3 5 4.3
4.4 5 4.3
3.7 5 3.9
3.1 5 3.9
3.7 5 3.3
4.6 5 4.7
4.7 5 4.2
5.0 5 4.6
4.3 5 4.6
4.6 5 4.6
3.9 5 4.2
4.1 5 4.3
4.3 5 4.5
4.6 5 4.6
3.9 5 3.8
4.8 5 4.8
4.2 5 3.5
4.5 5 4.5
3.2 5 3.6
4.1 5 3.9
4.6 4.9 4.5
4.6 5 4.4
5.0 5 4.6
4.7 4.9 4.9
4.4 5 4.5
4.7 5 4.7
4.5 5 4.8
4.6 5 4.9
4.0 5 4.5
4.9 4.6 5.0
4.6 4.8 4.8
4.0 4.9 4.5
4.5 5 4.7
4.8 5 4.8
4.5 5 4.4
3.6 5 3.7
3.2 5 3.9
4.2 5 3.8
4.3 4.9 4.3
5.0 4.9 4.9
4.5 4.9 4.3
3.5 4.8 3.8
4.5 5 4.9
4.6 4.8 4.5
5.0 4.7 5.0
3.8 5 4.4
4.6 5 4.7
4.4 5 4.6
4.1 4.9 3.5
4.4 4.7 4.7
4.6 4.5 4.6
4.6 4.9 4.7
3.3 4.7 3.3
4.5 5 4.1
4.6 5 4.6
4.4 5 4.5
4.3 4.7 4.2
3.6 4.9 3.1
4.0 4.8 4.9
4.6 4.4 4.5
4.8 4.5 4.4
4.9 4.5 4.7
4.1 3.9 4.6
3.7 4.2 4.9
4.7 4.2 4.8
4.6 3.1 4.6
4.8 4.4 4.7
4.6 4.8 4.6
4.8 4.5 4.7
4.7 4.9 4.7
4.0 4.5 4.7
3.3 4.5 3.7
5.0 5 4.9
3.4 4.4 3.2
3.5 4.5 3.8
4.3 4.6 4.6
4.2 4.5 4.5
4.1 3.8 3.5
4.3 4 4.9
4.6 3.7 4.4
4.4 4.7 4.9
4.1 5 4.6
3.3 4.7 4.1
4.2 4.6 4.2
4.8 4.4 4.7
4.2 4.6 4.5
4.9 4 4.6
4.9 4.3 5.0
3.0 4.7 3.2
4.4 4.3 4.3
4.8 4.6 4.3
3.5 4.3 3.8
4.9 0.8 4.9
3.4 4.9 3.4
4.6 4.5 4.8
4.3 4.4 4.4
3.8 4.3 4.1
4.4 5 4.6
4.8 5 4.9
4.5 4 4.7
4.1 4.5 4.3
4.2 5 4.3
4.5 4.4 4.6
4.9 4 5.0
4.2 5 4.5
4.8 4 4.9
4.3 3 4.6
4.4 5 4.8
4.0 4.8 3.6
4.6 5 4.6
3.8 4.5 4.6
4.2 4 4.1
3.2 4 3.1
4.7 4 4.3
4.7 4 4.7
3.9 3.5 3.9
4.7 4.7 4.7
3.9 3.4 3.7
4.1 3.9 3.7
4.3 3.5 4.4
4.7 3.5 4.6
3.6 3.1 3.4
4.8 4 4.9
3.7 5 4.2
3.3 4 2.9
3.0 5 4.1
4.4 4.5 4.7
3.4 3.5 3.9
3.9 4 3.6
3.6 3.5 3.6
4.2 3.5 4.0
4.2 3.4 4.2
3.6 4 4.5
4.2 3.5 4.0
3.8 2.3 3.9
4.6 4 4.9
3.4 3.5 3.7
4.6 3 4.3
4.0 3 3.8
4.6 2.6 4.6
4.5 2.9 4.5
4.6 3 4.1
4.2 2.6 4.0
4.0 2.5 4.1
Strategic Thinking Self Score Strategic Thinking Eval Avg Score Talent Enablement Self Score
5.0 4.7 5.0
5.0 4.3 5.0
5.0 4.5 5.0
5.0 4.0 5.0
5.0 3.7 5.0
5.0 4.1 5.0
5.0 2.9 5.0
5.0 3.6 5.0
5.0 4.7 5.0
5.0 4.4 5.0
5.0 4.8 5.0
5.0 4.2 5.0
5.0 4.5 5.0
5.0 3.9 5.0
5.0 3.9 5.0
5.0 4.5 5.0
5.0 4.6 5.0
5.0 3.7 5.0
5.0 4.8 5.0
5.0 3.1 5.0
5.0 4.6 5.0
5.0 3.3 4.9
5.0 4.2 5.0
5.0 4.5 5.0
5.0 4.4 5.0
5.0 5.0 5.0
5.0 4.7 4.9
4.8 4.3 5.0
4.9 4.8 5.0
4.9 4.6 4.9
5.0 4.6 5.0
4.8 4.3 4.8
5.0 4.9 5.0
4.9 4.7 5.0
4.8 4.6 5.0
4.9 4.5 5.0
4.9 4.7 4.7
4.6 4.5 5.0
4.9 3.3 5.0
4.5 3.8 5.0
5.0 4.0 5.0
4.9 4.3 4.9
5.0 5.0 4.9
4.8 4.0 4.8
4.8 3.8 4.9
5.0 4.3 5.0
4.9 4.6 4.9
4.9 4.8 4.9
5.0 3.7 5.0
5.0 4.6 4.2
4.8 4.6 4.4
4.9 3.5 4.6
4.7 4.4 4.7
4.5 4.1 4.6
4.8 4.6 4.7
4.6 2.8 4.8
5.0 4.4 4.5
4.0 4.6 5.0
5.0 4.6 5.0
4.8 3.9 4.5
4.6 3.4 4.9
4.7 4.8 4.8
4.5 4.7 4.5
4.8 4.6 4.5
4.7 4.7 4.9
3.9 4.0 5.0
4.7 4.9 4.6
5.0 4.5 4.6
5.0 4.7 5.0
4.0 4.6 4.8
4.7 4.6 4.2
5.0 3.9 4.5
4.9 4.8 3.5
4.6 5.0 4.5
4.7 3.4 4.6
5.0 5.0 3.7
4.5 3.0 4.4
4.4 3.8 4.5
3.3 4.3 4.8
4.6 4.4 4.5
4.5 3.4 4.9
4.0 4.9 5.0
4.6 4.6 4.7
4.4 4.4 4.5
4.3 4.6 4.4
4.5 4.3 4.8
4.7 4.2 4.7
4.5 4.3 4.4
4.5 4.5 4.4
4.4 4.7 4.4
4.4 4.8 4.3
4.2 2.7 4.5
4.3 4.4 4.5
4.6 4.1 4.5
5.0 3.8 5.0
5.0 4.9 5.0
4.2 3.5 3.9
4.0 4.7 5.0
4.3 4.3 4.5
4.2 3.9 4.3
4.5 4.8 4.0
3.5 4.8 4.1
4.0 4.9 4.5
4.0 4.1 4.5
4.0 4.2 4.2
3.5 3.6 4.4
3.9 5.0 4.9
4.0 4.6 4.0
4.0 4.5 4.5
4.5 4.3 4.5
4.6 4.6 3.7
4.6 4.1 3.7
3.9 4.6 4.6
3.5 4.3 4.5
4.0 4.1 4.5
4.0 3.3 4.0
4.0 4.6 3.9
4.1 4.6 3.5
3.5 3.6 4.5
3.0 4.6 4.2
3.3 4.2 4.6
3.9 3.6 3.9
4.0 4.1 3.8
4.0 4.6 3.5
3.3 3.5 4.6
4.0 4.7 4.0
3.0 3.7 5.0
4.0 2.8 4.0
3.0 3.6 3.9
3.4 4.7 3.5
3.5 3.6 3.9
2.9 3.6 4.0
4.5 3.6 3.0
3.5 4.0 3.5
4.0 4.4 4.0
3.0 4.1 4.0
3.0 4.0 4.5
3.2 3.7 4.0
2.5 4.9 3.0
2.5 3.9 4.4
3.0 4.2 3.4
3.5 4.0 4.4
2.5 4.6 3.6
2.9 4.5 3.0
1.5 4.4 2.9
2.3 4.4 2.4
2.5 3.6 2.5
Talent Enablement Eval Avg Score Performance Drive Self Score Performance Drive Eval Avg Score
4.9 5.0 5.0
4.0 5.0 4.4
4.4 5.0 4.6
4.3 5.0 4.3
3.3 5.0 3.5
4.3 5.0 3.8
3.5 5.0 3.2
3.4 5.0 3.0
4.7 5.0 4.7
4.7 5.0 4.8
4.6 5.0 5.0
4.8 5.0 4.2
4.6 5.0 4.5
3.9 5.0 4.2
4.0 5.0 4.0
4.3 5.0 4.6
4.6 5.0 4.5
3.6 5.0 3.7
4.6 4.9 4.8
4.3 5.0 3.5
4.5 4.9 4.5
3.6 5.0 3.5
4.2 5.0 4.1
4.5 5.0 4.6
4.5 5.0 4.7
4.7 4.9 4.9
4.6 5.0 4.9
4.3 5.0 4.6
4.7 4.9 4.8
4.6 4.9 4.6
4.8 4.6 5.0
4.3 5.0 4.2
4.9 5.0 4.9
4.6 5.0 4.8
4.0 5.0 3.9
4.6 4.8 4.5
4.7 4.9 4.4
4.2 5.0 4.5
3.9 4.5 3.2
3.6 5.0 3.9
4.6 4.9 4.0
4.3 4.8 4.2
5.0 5.0 5.0
4.3 4.9 4.6
3.6 4.9 3.8
4.3 5.0 4.6
4.6 4.8 4.7
4.9 4.6 5.0
3.9 4.0 4.1
4.8 4.6 4.8
4.5 4.8 4.4
4.0 4.6 3.9
4.6 5.0 4.7
4.4 5.0 4.4
4.6 4.4 4.7
3.3 4.7 2.8
4.3 4.5 4.2
5.0 5.0 5.0
4.3 5.0 4.8
3.9 4.5 4.0
3.8 5.0 2.9
4.4 4.7 4.9
4.7 4.4 4.3
4.5 4.6 4.7
4.9 4.7 4.8
4.3 5.0 4.6
4.9 4.7 4.6
4.6 4.5 4.7
4.8 4.5 4.7
4.7 4.6 4.7
4.5 4.7 4.6
4.5 4.5 4.7
4.6 4.3 4.5
4.7 4.5 5.0
3.4 4.5 3.2
5.0 4.8 5.0
3.7 4.6 3.6
3.9 4.5 4.1
4.7 4.8 4.6
4.5 4.5 4.5
3.4 4.6 3.5
4.9 5.0 4.6
4.7 4.6 4.5
4.6 4.4 4.6
4.4 4.3 4.5
4.0 4.5 4.1
3.9 4.6 4.1
4.3 4.4 4.7
4.4 4.4 4.5
4.6 4.6 4.9
4.7 4.4 4.7
2.6 4.6 4.5
4.4 4.4 4.5
4.7 3.6 4.2
3.6 4.2 3.8
4.8 5.0 4.9
3.2 5.0 4.0
4.8 4.5 4.8
4.2 4.3 4.2
4.5 4.2 3.7
4.6 4.0 4.5
4.9 4.1 4.8
4.9 4.0 4.9
4.1 4.0 4.4
4.5 4.4 4.1
4.4 4.6 4.1
5.0 2.9 4.9
4.3 4.0 4.4
4.8 4.0 4.6
4.4 4.0 4.4
4.7 4.5 4.6
4.3 4.5 4.3
4.7 3.5 4.6
4.2 4.5 4.1
4.2 3.5 4.3
3.0 3.5 3.6
4.7 3.5 4.4
4.8 4.5 4.7
4.1 4.5 4.6
4.7 3.8 4.6
4.0 3.5 3.7
3.9 3.9 3.7
4.3 3.0 4.2
4.4 4.0 4.5
3.3 3.5 3.6
4.1 4.0 4.4
3.5 3.9 3.7
3.3 3.2 3.0
3.8 3.0 3.6
4.5 3.9 4.3
3.3 3.5 3.9
4.0 4.0 3.7
3.4 2.0 3.5
4.2 3.5 4.3
4.1 2.9 4.1
4.3 3.2 3.8
4.6 3.4 4.1
4.0 4.5 4.0
4.7 4.0 4.8
4.4 4.0 3.8
4.5 2.9 4.7
3.9 2.9 4.1
4.5 3.6 4.6
4.4 2.9 4.5
4.0 2.1 4.4
4.0 2.6 4.0
3.7 2.5 3.9
Business Acumen Self Score Business Acumen Eval Avg Score
5.0 4.8
5.0 4.4
5.0 4.5
5.0 4.3
5.0 4.2
5.0 4.2
5.0 3.3
5.0 3.7
5.0 4.7
5.0 4.6
5.0 4.7
5.0 4.2
5.0 4.5
5.0 4.1
5.0 4.2
5.0 4.4
5.0 4.6
5.0 4.0
5.0 4.9
4.9 3.4
5.0 4.5
5.0 3.4
4.9 4.6
4.9 4.4
5.0 4.6
4.9 5.0
5.0 4.8
4.9 4.7
4.9 4.8
5.0 4.7
5.0 4.5
5.0 4.6
5.0 4.9
4.9 4.7
4.8 4.6
4.8 4.6
5.0 4.7
4.9 4.6
5.0 3.2
4.9 3.7
4.9 4.3
4.9 4.4
5.0 5.0
4.9 4.1
4.8 3.4
4.0 4.7
4.8 4.6
4.9 4.7
5.0 4.3
4.6 4.8
4.8 4.5
4.4 3.7
4.7 4.0
4.8 4.8
4.5 4.9
4.6 4.1
4.5 4.7
5.0 4.8
5.0 4.4
4.9 3.9
4.5 2.8
4.2 4.9
5.0 4.4
4.7 4.4
4.2 5.0
4.9 4.1
4.8 4.8
4.5 4.4
5.0 4.5
4.9 4.7
4.8 4.5
5.0 4.6
4.9 4.5
4.8 4.8
4.5 3.3
4.9 5.0
5.0 3.8
4.6 4.3
4.8 4.5
4.5 4.4
4.7 3.9
4.0 4.7
4.6 4.6
4.4 4.3
4.4 4.3
4.1 4.5
4.0 4.3
4.4 4.4
4.2 4.3
4.4 4.9
4.3 4.7
4.2 2.8
4.3 4.5
3.6 4.4
4.1 3.4
5.0 4.9
3.6 3.6
4.5 4.8
4.3 4.2
4.1 3.9
4.0 4.7
3.9 4.8
4.5 4.5
4.0 4.2
4.3 4.2
3.8 3.4
4.5 4.8
4.0 4.3
4.0 4.6
4.0 4.5
2.6 4.7
2.6 4.1
3.5 4.5
3.5 4.2
4.0 4.2
4.0 3.6
3.5 4.2
4.0 4.5
3.5 3.9
3.6 4.6
4.0 4.0
4.0 3.6
4.6 4.7
4.0 4.5
4.0 3.3
3.5 4.4
3.1 3.3
3.5 3.0
3.5 3.7
4.1 4.4
3.5 3.9
3.5 4.0
4.5 3.6
4.0 4.0
3.9 4.1
3.0 3.7
3.0 4.5
2.8 3.8
3.5 5.0
2.7 3.5
3.5 4.5
2.5 4.4
2.6 4.3
2.9 4.6
3.4 4.5
2.5 4.5
2.5 4.2
Candidates were asked 10 MCQ & 4 Subjective questions.
While they were mandated to answer all MCQ questions, thay could answer 2 subjective questions.

Candidate ID MAX MARKS TOTAL Qs ATTEMPTED CORRECT WRONG FINAL MARKS MCQ
AB45 30 14 12 9 3 21 7
AC67 30 14 12 7 5 21 5
AC78 30 14 12 9 3 19 7
AB34 30 14 12 8 4 19 6
AD12 30 14 12 8 4 19 6
AD23 30 14 12 6 6 18 4
AB67 30 14 12 8 4 17 6
AB78 30 14 12 7 5 17 5
AD45 30 14 12 7 5 16 5
AB12 30 14 12 6 6 16 4
AB56 30 14 12 6 6 15 4
AC45 30 14 12 4 8 15 2
AC23 30 14 10 5 5 13 3
AD34 30 14 12 4 8 11 2
AC12 30 14 11 4 7 10 2
AB89 30 14 12 5 7 9 3
AC34 30 14 11 4 7 9 2
AB23 30 14 12 6 6 7 4
AC89 30 14 12 2 9 3 0
AC56 30 14 10 1 9 1 -1
11.7 3.8
SUBJECTIVE
7
8
6
6.5
6.5
7
5.5
6
5.5
6
5.5
6.5
5
4.5
4
3
3.5
1.5
1.5
1
5