ISO 10667-1 Assessment service delivery — Procedures and methods to assess people in work and organizational settings — Part 1:Requirements for the client

ISO 10667 presents an evidence-based, measurable perspective of the assessment service delivery process that has world-wide applicability. It will enable organizations to become more effective users of assessment, making better hiring decisions and enhancing the potential, well-being and employee-organization fit of all their employees. This guidance will promote the provision of standardized, appropriate, and equitable delivery of assessment services to assessment participants. It will enable regulatory bodies, other authorities and society at large to have more confidence in assessment procedures.

ISO 10667 provides clear and concise guidance for providers of assessment services and the clients of assessment service providers in order to enable all stakeholders to realize the potential benefits of good

assessment practices. This is achieved by:

— defining good practice for assessment procedures and methods;

— ensuring equity in the application of assessment procedures;

— enabling appropriate evaluation of the quality of assessment service provision.

It is likely that users of ISO 10667 will possess very different levels of competence, understanding and familiarity with the concepts involved in the development of standardized procedures and methods to assess individuals, groups and organizations in the occupational arena. Accordingly, in order to facilitate its use by a variety of people and to provide guidance about the background of ISO 10667, this introduction presents key information about the intent and layout of ISO 10667.

Types of assessment covered by ISO 10667

ISO 10667 covers procedures and methods for the following types of assessment.

a) Individual level assessment. Examples include interviews, career guidance, in-depth senior executive

coaching, personal development, selection, succession planning.

b) Group level assessment. Examples include improving team morale and performance assessment aimed at improving the performance of the team as a whole.

c) Organizational level assessment. Examples include employee satisfaction (data reported at organizational level), culture change due to merger or acquisition, employee engagement levels of organizational business units.

ISO 10667 covers delivery of assessments that occur across the employment life cycle.

Aspects of the employment life cycle can be described in terms of:

— recruitment and selection;

— career/vocational guidance;

— mid-life career change or re-integration into the workforce;

— personal development and coaching;

— promotion and succession planning;

— outplacement and retirement planning.