Proactivity Index – Employee Self-Assessment

What it is about

This test examines how proactivity works for an individual employee, based on their own observations and practice. It does not measure personality traits, but how action, thinking and initiative show up in everyday work. The result is not a rating but feedback on current functioning, which can serve as a basis for further development and point the way.

This test examines how proactivity works for an individual employee, based on their own observations.

The questions are built on concrete workplace situations and help reveal when you react, when you think ahead and when you initiate processes yourself.

The test gives a picture of the different qualities of proactive functioning along nine dimensions.

The result is not a rating but feedback on your current functioning, which can form the basis of your own development goals and plans.

The aim is for proactivity to emerge as an understandable way of working that can be developed.

Why measure it? Every manager wants to work with people who are self-starters – who don’t need constant supervision but work on their own initiative and work well – yet they rarely teach what this means exactly. You have often heard your manager say you should be more proactive, but you don’t know exactly how to do it or what to change. You would like to be more proactive but don’t know how to get started [the text is truncated on the current page – full paragraph to come from DFT]

Who is it for?

employees who want to assess their own level of proactivity

What does this assessment reveal?

• The aim is for respondents to get a realistic picture of their level of proactivity – their proactivity index.
• A further aim is that, where proactivity is lower, respondents receive suggestions on how to raise it.
• The test also aims to help respondents see proactivity not as one big, unattainable goal, but break it down into smaller goals and development areas, differentiating within the concept.

What do the respondent and the manager receive?

• The respondentIndividual feedbackYou receive an overall score and the corresponding evaluation
• The respondentVisual profileYou receive a combined text describing your level (low – medium – high), based on your scores in each dimension.
• The respondentDevelopment directionE.g. if you scored medium in the action dimension, we include the relevant sentences in the written analysis.
• The managerManagement summaryThe HR manager or managing director receives a single aggregated report on all completions – without individual answers.