Prof Hennie Kriek and I developed the Assessment Practice Maturity Framework in 2011 in response to a perceived lack of structure when speaking to clients about their assessment strategies and how assessments add sustainable value to talent management processes and decisions. It was also at this time the Board of Psychology changed the Scope of Practice of Psychometrists, which caused lively debate about the role of Industrial Psychologists and Psychometrists in the assessment process.
Assessment practices are the activities (practices) involved in the management of the data and interdependencies between assessment criteria, methods, processes, technology and stakeholder needs to create business value.
Assessment maturity refers to the organisations’ capability to manage these interdependencies and cope with various practice challenges.
The principles of assessment utility are foundational to the framework. Higher maturity levels result in more utility and the creation of compounding value as practice progresses through the different maturity levels.
The framework has been designed following a detailed analysis of the following best practice standards:
¡ The Health Professions Council of South Africa (HPCSA) – Scope of Practice for Psychologists
¡ Society for Industrial and Organisational Psychology of South Africa (SIOPSA)
¡ Validation Guidelines
¡ Best practice in use of tests in South Africa
¡ European Federation of Psychological Associations – Test User Standards
¡ ISO 10667 Standards for assessment service delivery
¡ International Test Commission
¡ Guidelines on Test Use
¡ Guidelines on Computer-based Testing and the Internet
¡ American Psychological Association - APA Test Taker Rights and Responsibilities
The framework is a useful tool to audit current practices, track growth on the maturity curve, build strategies and identify specific action steps to grow the value of assessments, create a governance framework for implementing organisation-wide assessment practices, and guide decision-making before contracting with service and product providers.
Our organisation has used the framework as a consulting tool over the last 10 years, assisting organisations in developing assessment strategies. We have observed various challenges in some organisations that stop them from getting more value from their assessments. We have also seen what is required to ensure that practice progresses through the maturity levels so that assessment practices add compounding value to talent management processes and decisions.
This presentation will provide an overview of what we have learned over the past 10 years in working with various organisations of different sizes to implement assessment strategies.
I will share key trends, challenges, learning points, case studies, and practical examples of various scenarios and practices. I will share why some organisations have created more value from their assessment practices while others are stuck in lower maturity levels and explain what practitioners can do to help.
Fred is a Registered Industrial Psychologist and Managing Director of TTS-Top Talent Solutions, with nearly 30 years of experience in talent assessment.
He helps organisations design integrated talent management systems, implement assessment strategies, and leverage AI-driven assessment solutions to optimise talent decisions in all areas of talent management.
Fred has worked globally across industries such as financial services, mining, and manufacturing, partnering with major test publishers to enhance talent insights. He is also a past president and honorary member of the Society of Industrial and Organisational Psychology of South Africa (SIOPSA).
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