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What is it?

This is a self-evaluation of your behavioural competencies. You will be guided through critical behavioural styles as you assess yourself on 72 behaviour descriptions.

It explores the Personal Attributes, Interpersonal Attributes and Leadership Attributes that drive excellence in each step of the procurement process. As such, behaviours are uniquely aligned to the distinct phase and capabilities of procurement.

The 8 steps are:

  • Opportunity Analysis
  • Market Analysis
  • Strategy Development
  • Market Engagement
  • Negotiation
  • Contract Implementation
  • Supplier Relationship Management
  • Strategy Refresh


On completion you will receive an individual report with your evaluation across the behavioural styles and descriptors. It will highlight your functions of innate strength and your evolving functions. The key output is a set of recommendations for both you and your manager to consider in order to optimise department and individual performance.

What is this assessment based on and how reliable is it?

The evaluation is based on a mix of well established competency framework design and definitions. These frameworks have been reviewed and tailored for the function of Strategic Procurement and the maturing department. The content of each question has been considered by both H.R and procurement practitioners in Australia and United Kingdom to ensure relevance, reliability and validity of the assessment.

What themes are explored in the assessment?

With the notion of a 'high-performance procurement team' at the epicentre, the assessment evaluates themes such as:

• Critical thinking

• Innovating and change

• Communicating

• Influencing outcomes

• Adapting and coping

• Deciding and leading

There is no 'good' or 'bad' profile result but rather an insight into the overall picture.


Why it's important?

  1. Discover whether the department has crucial behaviours for the maturing procurement function around sales, influence, collaboration, clear verbalisation and persuasion to effectively deliver the procurement strategy.
  2. Put to good use each individual's innate abilities – this is often the zone in which you feel the most comfortable and perform the best.
  3. Align personal objectives to organisational objectives to have an optimum performing and motivated team.
  4. Provide a focussed plan on softer skill development, whilst highlighting transferrable capability for career development purposes.
  5. Behavioural competencies can be difficult to train, therefore solidify your return on investment in training by implementing only that which will be effective.