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A Special Offer for You, Your Colleagues, Your Friends & Your Family

The Working From Home Report helps you discover three things, said Candice Frazer, senior vice president of operations at TTI SI. "It helps you understand your own remote communication preferences, learn about your colleagues' remote work communication preferences, and adapt your preferences when needed to communicate more effectively with a colleague."

About The Assessment Centre

We offer a wide variety of highly-validated assessments to suit a number of needs through our strategic partnership with TTI Success Insights.  TTI SI is the world’s leading source for research-based, leading edge, validated assessment and coaching tools that enable organizations to effectively meet their human capital management needs.  Our Assessment Buyer’s Guide is a quick 2-page pdf with a few FAQ’s and suggested questions to ask assessment providers.  Organizations choose to implement TTI tools because:

  • BEST IN CLASS:  Consistently referred to “best in class” in side-by-side comparisons with competitors in immediate impact and completeness.
  • SAFETY:  Provides compliance with hiring laws and regulations including EEOC and OFCCP in the US. Although we do not have these laws governing the use of assessment for selection in Canada, the US laws and regulations hold the tools to a higher standard that will stand up to any scrutiny.
  • DEPTH:  Science-based assessments, in-depth reports integrate behavior, motivators, EQ, skills and acumen.
  • EFFICACY: Highly effective for building teams, hiring or talent training and development that produces results.
  • COMPREHENSIVE:  Assessments to truly understand job requirements.

TTI SI believes all people have unique talents and skills of which they are often unaware, and exists to reveal and harness those talents into performance for the good of individuals and organizations alike.  For over 30 years, TTI SI has created and distributed a suite of assessments that have stood the test of time and continue to help leaders place people in the right jobs, develop talent and build winning teams. TTI SI assessments are at work in Fortune 1000 companies worldwide and have provided results for more than 100,000 companies over the years.  TTI SI’s research into five dimensions of superior performance are measured by research-based assessments, which analyze:

  • Behaviours
  • Motivators/Driving Forces
  • Acumen
  • Competencies
  • Emotional Intelligence

With a tenacious, innovative culture, TTI SI tools transform potential to productivity, performance and profits. Every 27 seconds, someone is taking a TTI SI assessment to increase their self-awareness and grow their career.

Does your assessment provider offer gender pronoun options for today's world?

Our reports offer new wording and a new option that reflects the understanding that people of all identities should be able to harness the potential revealed by our assessments.

The new world of work needs new tools.

You can rest assured that:

We only use
Highly Validated
Selection & Development

Simply click on the button above to request a test drive.  

You will receive a complimentary personalized report and a micro debrief.


After working with Prism Group and using TTI SI assessments, your organization can experience improvements in one or more of the following areas:

⇒ Improved communication

⇒ Hiring accuracy; elimination of bad hires

⇒ Increased employee retention

⇒ Improved productivity

⇒ Better workplace engagement

⇒ Better job fit 

⇒ Improved management effectiveness

⇒ Effective development of high potential employees

⇒ Reduction of destructive stress

⇒ Less conflict and wasted HR time dealing with problems

⇒ More time for proactive activities

Assessment Solutions for Every Situation

A Multi-Science Approach to Assessments


  • A proven way to DISCOVER the “right” talent?
  • A system in place to ENGAGE your people?
  • A method to ADVANCE your top performers focusing on the “right” job-related skills?
  • Metrics to measure PERFORMANCE?



Using one assessment could reveal the answer to one or two of these questions. But you would only see the partial picture.

Multiple sciences progressively reveal more of the entire person — what they do, how they do it and why they do the things they do. 

We also embrace a philosophy that measures both the presence and absence of behavior, and acceptance and avoidance. 

We use a data pool of millions of individuals collected over several decades to further refine our assessments.

When using assessments for Selection

60% when using ONE science

80% when using TWO sciences

93% success when using THREE sciences

Science #1 - Behaviours

TTI Success Insights® DISC

Measured in four proportions (Dominance, Influence, Steadiness and Compliance), Behaviours/DISC reveal how an individual will perform, including how he/she prefers to communicate, what he or she will bring to a team, his or her ideal environment and possible limitations he or she may face.

TTI SI’s behavioural research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.

TTI Success Insights’ assessments measuring Behaviors/DISC examine an individual’s dominance, influence, steadiness and compliance, revealing the ways in which one responds to the following:

    • Problems and Challenges
    • Influencing Others
    • Pace of Environment
    • Rules and Procedures

The behaviours portion of our assessments measures 12 behavioural traits to help you understand your behavioural hierarchy. Your top 4 are considered your behavioural strengths.

DISC Graph

Behaviours Reports Samples

Click on any of the report names on the right to download a sample of any of the behaviours reports.

Here are a few samples of our Behaviours only reports.  You can click on any of them to view a sample.

For a description of all 12 behavioural traits, please click here.

Science #2 - 12 Driving Forces® (Motivators)

Driving forces uncovers what motivates and engages an individual in his/her work and personal life. At the core of 12 Driving Forces are 6 motivators, rooted in Eduard Spranger’s esteemed research from 1928. Backed by decades of research, the instrument reveals 12 Driving Forces that uniquely define what sparks movement and ambition in each of us.

Just as TTI SI’s behavioural (or DISC) assessments help tell us understand how people behave and perform in a work environment, our 12 Driving Forces™ assessment reveals why they do what they do and what impacts their decision-making.

12 Driving Forces examines the relative prominence of the following:

    • Instinctive/Intellectual (Knowledge)
    • Selfless/Resourceful (Utility)
    • Objective/Harmonious (Surroundings)
    • Intentional/Altruistic (Others)
    • Collaborative/Commanding (Power)
    • Receptive/Structured (Methodologies)

Motivation & Driving Forces Sample Reports

Click on any of the report names on the left to download a sample.

For a description of all 12 Driving Forces, please click here.

Science #3 - Competencies

Measuring 25 research-based personal skills directly related to the business environment. Applied in conjunction with a job benchmark, Competencies ensure the skills of each individual match the soft skills required by the job to be successful.

Research at TTI SI has shown that, for many jobs, personal skills (or soft skills) are just as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific.

Our assessments measuring Competencies examine the level of development of 25 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development.

While not every job requires the development of all 25 Competencies, our assessment examines the following personal skills:

  • Appreciating Others
  • Conflict Management
  • Continuous Learning
  • Creativity and Innovation
  • Conceptual Thinking
  • Customer Focus
  • Decision Making
  • Diplomacy
  • Employee Development/Coaching
  • Flexibility
  • Futuristic Thinking
  • Goal Orientation
  • Influencing Others
  • Interpersonal Skills
  • Leadership
  • Negotiation
  • Personal Accountability
  • Planning and Organizing
  • Problem Solving
  • Project Management
  • Resiliency
  • Self Starting
  • Teamwork
  • Time and Priority Management
  • Understanding Others

Competencies Sample Report

Click on the report name on the right to download a sample.

For a description of the DNA 25 work-related competencies/personal skills, please click here.

Attributes & Their Descriptors

List of the attributes measured in the TriMetrix EQ and TriMetrix DNA personalized report and brief descriptions of each.

Behavioural Attributes

Behavioural research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. This report measures the four dimensions of normal behaviour: dominance, influence, steadiness and compliance.

12 Driving Forces (Motivators)

Motivators help to initiate one’s behaviour and are sometimes called the hidden motivators because they are not always readily observed. It is the purpose of this report to help illuminate and amplify some of those motivating factors and to build on the strengths that each person
brings to the work environment.

Emotional Intelligence

The Emotional Quotient (EQ) is a measure of your ability to sense, understand, and effectively apply the power and acumen of your emotions and the emotions of others in order to facilitate high levels of collaboration and productivity.

EI stands for Emotional Intelligence. EQ stands for Emotional Quotient which is the measure of emotional intelligence.

DNA 25 - Competencies

This competency assessment measures what an individual “has done” in 25 research-based competencies related to the professional work environment. The personalized report ranks the individual’s competencies according to “well developed”, “developed”, “moderately developed” and “needs development”.

The propensity to compile, confirm and organize information.

The propensity to want to win, gain an advantage, or beat one's own previously set benchmarks.

The propensity to perform predictably in repetitive situations.

The propensity to identify and fulfill customer expectations.

Someone whose tendency is to adhere to rules, regulations or existing methods.

Someone whose tendency is to adhere to rules, regulations or existing methods.

The predisposition to frequently engage and communicate with others.

The tendency to want to establish and maintain specific order in daily activities.

The predisposition to easily building rapport with a wide range of individuals.

The predisposition to finishing tasks despite challenges or resistance.

The predisposition to taking immediate action.

Someone who easily adapts to various situations with ease.


People who are driven to assist others for the satisfaction of being helpful or supportive.

People who are driven by being in a supporting role and contributing with little need for individual recognition.

People who are driven by status, recognition and control over personal freedom.

People who are driven by the experience, subjective viewpoints and balance in their surroundings.

People who are driven by utilizing past experiences, intuition and seeking specific knowledge when necessary.

People who are driven by opportunities to learn, acquire knowledge and the discovery of truth.

People who are driven to assist others for a specific purpose, not just for the sake of being helpful or supportive.

People who are driven by the functionality and objectivity of their surroundings.

People who are driven by new ideas, methods and opportunities that fall outside a define system for living.

People who are driven by practical results, maximizing both efficiency and returns for their investment of time, talent, energy and resources.

People who are driven by completing tasks for the sake of completion, with little expectation of personal return.

People who are driven by traditional approaches, proven methods and a defined system for living.


The ability to recognize and understand your moods, emotions and drives, as well as your effect on others when in those states.

The ability to control or redirect disruptive impulses and moods and the propensity to suspend judgment and think before acting.

A passion to work for reasons that go beyond the external drive for knowledge, utility, surrounding, others, power or methodology and are based on an internal drive or propensity to pursue goals with energy and persistence.


The ability to understand the emotional makeup of other people and how your words and actions affect others.

The ability to influence the emotional clarity of others through a proficiency in managing relationships and building networks.


Identifying with and caring about others.

Analyzing hypothetical situations, patterns and/or abstract concepts to formulate connections and new insights.

Understanding, addressing and resolving conflict constructively.

Taking initiative to regularly learn new concepts, technologies and/or methods.

Creating new approaches, designs, processes, technologies and/or exceeding customer needs, wants and expectations.

Anticipating, meeting and/or exceeding customer needs, wants and expectations.

Analyzing all aspects of a situation to make consistently sound and timely decisions.

Effectively and tactfully handling difficult or sensitive issues.

Facilitating, supporting and contributing to the professional growth of others.

Readily modifying, responding and adapting to change with minimal resistance.

Imagining, envisioning, projecting and/or creating what has not yet been actualized.

Setting, pursuing and attaining goals, regardless of obstacles or circumstances.

Personally affecting others actions, decisions, opinions or thinking.

Effectively communicating, building rapport and relating well to all kinds of people.

Organizing and influencing people to believe in a vision while creating a sense of purpose and direction.

Listening to many points of view and facilitating agreements between two or more parties.

Being answerable for personal actions.

Establishing courses of action to ensure that work is completed effectively.

Defining, analyzing and diagnosing key components of a problem to formulate a solution.

Identifying and overseeing all resources, tasks, systems and people to obtain results.

Quickly recovering from adversity.

Demonstrating initiative and willingness to begin working.

Cooperating with others to meet objectives.

Prioritizing and completing tasks in order to deliver desired outcomes within allotted time frames.

Understanding the uniqueness and contributions of others.


Understanding Others

Practical Thinking

Systems Judgment

Sense of Self

Role Awareness

Self Direction

Science #4 - Acumen

Acumen is assessed using three dimensions of thought, analyzing both world and self-views:

    • Intrinsic (feeling)
    • Extrinsic (doing)
    • Systemic (thinking)

Acumen, or a person’s keenness and depth of perception, identifies how a person thinks.  TTI SI’s Acumen indicators can be considered a lens that people use to filter information: do they process events from a people standpoint, a task standpoint or a system standpoint?

A person’s Acumen, or  clarity in understanding a situation, could be directly related to their performance. Our assessments measuring Acumen examine the six dimensions of thought.

Acumen Capacity Index (ACI) Sample Report

Click on the report name on the left to download a sample.

Science #5 - Emotional Quotient™ (EQ)

Emotional Intelligence is an individual’s ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity. EQor emotional quotient is the measure of emotional intelligence.

Our research indicates that successful leaders and superior performers have well developed EI skills. This enables them to work well with a wide variety of people and respond effectively to the rapidly changing conditions in today’s business environment.

EQ measures five key areas pertaining to intrapersonal and interpersonal relations:

Self Awareness

Self Regulation



Social Skills

Emotional Quotient (EQ) Sample Reports

Emotional Quotient  = EQ only


Behavioural Intelligence = Behaviours + EQ


TriMetrix EQ = Behaviours + 12 Driving Forces (or Motivators) + Emotional Quotient

EQ Sample Assessment Reports

For a description of the 5 areas of Emotional Intelligence that we measure please click here.

TWO Science Assessments

Our TWO science assessments include:

  • Talent Insights – Combines Behaviours + Motivators or 12 Driving Forces
  • Behavioural Intelligence – Combines Behaviours + Emotional Quotient

TWO Science Sample Assessment Reports

Talent Insights

Also available in Executive, Talent and Sales versions

THREE Science Assessments

Our THREE science (or more) assessments include:

  • TriMetrixHD – Combines Behaviours + 12 Driving Forces (or Motivators) + Acumen + Competencies (DNA)
  • TriMetrix DNA – Combines Behaviours + 12 Driving Forces (or Motivator) + Competencies (DNA)
  • TriMetrix ACI – Combines Behaviours + 12 Driving Forces (or Motivators) + Acumen
  • TriMetrix EQ – Combines Behaviours + 12 Driving Forces (or Motivators) + Emotional Quotient

TriMetrix Series Sample Assessment Reports

TriMetrixHD Management-Staff Coaching Report

Also available in Executive, Talent and Sales versions

TriMetrixDNA Management-Staff Coaching Report

Also available in Executive, Talent and Sales versions

TriMetrixACI Management-Staff Coaching Report

Also available in Executive, Talent and Sales versions

TriMetrixEQ Management-Staff Coaching Report

Also available in Executive and Sales versions

Other Valuable Tools

Stress Quotient®

The Stress Quotient assessment measures workplace stress in seven index factors, revealing how stress affects the overall health, productivity and morale of both individuals and teams.

  1. Demands Index
  2. Effort/Reward Balance Index
  3. Control Index
  4. Organizational Change Index
  5. Manager/Supervisor Index
  6. Social Support Index
  7. Job Security Index

Reports are available in three versions:  Individual, Leader and Group.  There is an option for the Individual version to be completely anonymous if only Group results are required.  The Leadership version of the Stress Quotient helps measure and identify a leader’s stress level and  stress triggers.

Commonly used to: Identify root causes of stress, facilitate conversations to begin creating a plan that addresses the causes and to help improve employee performance and productivity.



Stress Quotient Sample Reports

Click on the report names on the left to download samples.

Target Selling Insights

There are clear and optimal strategies when it comes to succeeding in the sales industry.  The Target Selling Insights (TSI) ssessment analyzes an individual’s knowledge of these strategies, and how they should be applied. 

The TSI can help you understand your sales team’s strengths and which areas to focus on for growth and development.

The TSI personalize report will clearly tell you:

  1. Whether someone knows how to sell.
  2. The person’s level of understanding of the sales process.
  3. How the respondent compares to top sales performers.

This tool can also be combined with our TriMetrixHD Sales or TriMetrixDNA Sales reports for a more complete picture of the respondent including for selection.


Click on the image above to download your copy of the Target Selling Insights Sample Report

Targeting the Six Categories of Sales Strategy

  1. T – TARGET – Identify the prospects.
  2.  A – ADAPT – Create an initial rapport with a prospect in the first face-to-face encounter.
  3. R – RESEARCH – Detailed questioning to uncover a prospect’s needs.
  4. G – GUIDE – Presentation of your Company’s products/services in a professional manner.
  5. E – EXPLAIN – Building value and building trust in the salesperson and your Company.
  6. T – TRANSITION – Asking for the sale, dealing with objections and handling negotiation.

If you would like to experience what a respondent would see when logging on to complete a 360 Degree Survey, please click on the laptop image above.  Responses are not recorded, this is simply a demo opportunity for you.

OD (360) Surveys™

OD Surveys gives the ability to tailor surveys that uncover the effectiveness of employee performance, as well as the effective or ineffective practices of a team.

These organizational surveys determine where an organization can improve its services, policies and practices to achieve complete employee and customer satisfaction. In addition, the surveys can be tailored to a group.

Commonly used to: Aid organizations in understanding how leadership is viewed, and to better develop and grow as individuals and as a team.

Organizational Development & 360 Degree Feedback Survey Options

If one of the survey’s below does not meet your needs, we will gladly work with you to create a Custom OD or 360 Survey.

Coaching 360 Survey

Effective Leadership 360 Survey

Leadership Development 360 Survey

TriMetrixHD 360 Survey

TriMetrix DNA 360 Survey

EQ 360 Survey

This group of 360 surveys supports the accompanying assessment by the same name.

Employee Satisfaction Survey

Customer Service 360 Survey

T.E.A.M.S. Survey

Science-Based Research

Neurological Research

With the goal of continuous improvement, TTI SI has expanded its assessment research to include the neurological basis of decision-making and the implications this has for its assessments. The result has been nothing short of amazing.

Since 2011, TTI SI has gained insights into how humans process information and as a result, have improved our assessments in ways never before dreamed possible. TTI SI’s cutting-edge Prefrontal Cortex Gamma Asymmetry research is impacting ipsative assessments and appraisal research protocols worldwide. They have uncovered the role of aversion in decisions, the value of native tongue translations, the power of what we do NOT want and much-much more.

To better understand the science behind the Science of Self®, please feel free to download any of the related articles and white papers in our Resources tab. 

TTI SI not only offers the best collection of multiple science assessments, it is uncovering the causes and not just exposing the symptoms.

Brain Image of Acceptance

ACCEPTANCE is observed by an increase in gamma activity in the left frontal lobe, as opposed to the right lobe. Thus indicating how a subject feels about the stimuli (in this case, a word or short phrase) that          they are observing.

Images of Vanessa's brain reaction to the word "Enthusiastic" in her native tongue (Spanish) as well as in the three other languages that she speaks. Notice how much more green there is in her native tongue.

Your Language Matters

Your brain connects to language at different levels. When you take an assessment in your native tongue, your brain makes the strongest connection. We locally translate our assessments to capture even the most subtle language nuances and variations, providing the most accurate assessment results.

Vanessa Boettcher, vice president of TTI SI International, speaks four languages. Her brain scan image (pictured) shows the strongest connection to the word enthusiastic with her first language, Spanish.

“Even though I have spoken English during my entire adult and professional life, my report is still most accurate when I respond in my native tongue.”

– Vanessa Boettcher
Vice President, TTI Success Insights

TTI SI offers its most popular assessments in 41 languages representing more than 90 countries.