TEST MODE — NOT FOR PERSONNEL DECISIONS

Peak Employment Solutions • Manager Readiness Protocol

Rise Above the Title — Earn the Role

Step 1 of 5

Before we begin

Candidate Consent and Acknowledgments

This assessment evaluates job-relevant behaviors for frontline management readiness. It is not a medical, psychological, or clinical evaluation and does not provide a diagnosis.
Responses must be truthful. Dishonest responses or attempts to game the assessment may disqualify you from consideration.
Results may be used by the company to make promotion recommendations. Results do not guarantee promotion or employment; the company retains sole discretion over personnel decisions.
Reasonable accommodations are available upon request.
By default, this tool stores data locally on the device used. If the employer enables secure server storage, that storage is solely for employment-related evaluation and recordkeeping.

I have read and agree to the Candidate Consent and Acknowledgments. I certify my responses are truthful and reflect my usual behavior at work. I understand this is not a clinical assessment and does not guarantee promotion.

Your full name (signature)

Date & time

Employer Use: Apply this instrument consistently for comparable roles alongside job-related criteria and supervisor review. Do not use for medical, clinical, or non-job-related decisions.

Full name

Employee ID (or last 4 SSN)

Department / Team

Supervisor

Staff & Test Pins

Need accommodations? Tell your supervisor before starting.

Situational Judgment

For each situation, select the best and the next best action.

Mindset & Maturity

Forced-choice (pick the one that’s most like you most of the time)

Agreement scale (1–5)

1 = Strongly Disagree, 5 = Strongly Agree

Risk screen (work-safe)

1 = Never true, 5 = Often true

Dependability & Mechanics

Unexcused absences (last 90 days)

Late arrivals (last 90 days)

Missed deadlines (last 60 days)

Times unprepared for shift/meeting (last 30 days)

On-time streak (consecutive days)

Brief notes (optional)

Management mechanics (last 30 days)

Documented corrective conversations held

1:1s held with directs

Weekly plan created & followed?

On-time meeting starts (%)

Example of enforcing a standard (1–2 sentences)

Leadership Brief

Candidate: — Dept/Team: — Supervisor: — ID: —

Manager Readiness Index (MRI)

0/100 • Pending

Decision: —

Risk & Guardrails

—

Subscores

Psychological Maturity

Effort Mindset

Management Mechanics

Civility in Practice

Attendance & Dependability

Recommendation

Manager Readiness Protocol

Before We Begin

Candidate Consent and Acknowledgments

This assessment evaluates job-relevant behaviors for frontline management readiness. It is not a medical, psychological, or clinical evaluation and does not provide a diagnosis.
Responses must be truthful. Dishonest responses or attempts to game the assessment may disqualify you from consideration.
Results may be used by the company to make promotion recommendations. Results do not guarantee promotion or employment; the company retains sole discretion over personnel decisions.
Reasonable accommodations are available upon request.
By default, this tool stores data locally on the device used. If the employer enables secure server storage, that storage is solely for employment-related evaluation and recordkeeping.

Candidate Information

Name Email Department

Assessment Questions

1. Reliability — First in, last out. Presence, punctuality, and follow-through.

2. Clarity — Define “good work” in concrete, measurable terms. No vagueness.

3. Accountability — Address lapses immediately. Delay breeds decay.

4. Civility — Respect and maturity are the floor. No excuses, no gossip.

5. Communication — Speak standards clearly, give feedback professionally, document consistently.

6. Systems — Meetings, feedback, onboarding, and evaluations run by protocol, not personality.

7. Coaching — Build thinkers, not just doers. Ask before telling.

8. Doctrine — Standards do not bend. The manager carries the spine so the team can carry the work.