How We Score the Discover Assessment

What this page covers

This page explains how the Tomorrows Compass Discover behavioural assessment is scored, how to read your results, and what the methodology says about its own confidence at this stage.

If you are a delegate, this is what determines what your report says. If you are a coach or HR practitioner, this is the reference you can show a stakeholder who asks how the numbers are produced. If you need the full technical methodology — scoring algorithms, validity engine specifics, psychometric design — see the request information at the bottom of this page.

What the assessment measures

Discover is a 215-item behavioural assessment composed of three integrated tests, completed in a single sitting in approximately 35 minutes:

• TC Future Skills — measures 12 future-readiness capabilities organised into three skillsets: Dynamic Adaptability, Strategic Problem Solving, and Agile Collaboration.
• Enneagram — measures nine personality types and produces wing analysis, secondary type, centre, and the type-by-skill synthesis that personalises the development guidance.
• Validity — a response-quality engine that runs across the full response stream and travels with every report.

How each capability is scored

The scoring engine produces, for each of the 12 capabilities, a percent score and a named strength band. Four bands are used:

• Development Priority — an honest gap. Worth saying plainly rather than softening. The capability is a priority to work on, regardless of where exactly within the band the score lands.
• Baseline Strength — the capability is present but inconsistent. Reliable on the right day, retreats under pressure. The floor.
• Established Strength — reliable. Part of how this person operates.
• Signature Strength — unmistakable. Others rely on them for it.

The scoring engine emits these four bands directly. There is no display-time relabelling. The band on your dashboard, in your PDF report, and in any coach interpretation guide is the same band the engine assigned at scoring time.

Validity — three public verdicts

Discover includes a response-quality engine that runs across the full assessment. It produces one of three verdicts that travels with every report:

• Confident — every quality check passed without reservation.
• Nuanced — at least one check triggered a soft caution. The result is interpretable, with care.
• Layered — at least one check triggered a hard caution. The result requires interpretive framing from a coach or trained reader.

The verdict is shown on every delegate report. A coach interpretation guide is attached when the verdict is Nuanced or Layered, framing the result through the lens of the flagged state. No validity verdict suppresses the report; transparency is the methodological commitment.

Methodology maturity

Provisional — instrument locked, pilot data collection in progress.

This is the published maturity statement for the V2 instrument. It will travel with reports until the pre-registered triggers for the next maturity stage are met.

What it means: the assessment item bank is fixed. The scoring engine is fully specified and exhaustively unit-tested. But per-construct pilot data has not yet reached the volume at which secondary psychometric properties — test-retest reliability, criterion validity coefficients, peer-norm distributions — can be estimated to the highest publication standard.

What it does not mean: the instrument is unfinished. The opposite. The instrument is locked. What is being collected is the data needed to characterise its psychometric behaviour over time.

We publish maturity transparently because the alternative — soft language, deferred transparency, marketing-grade phrasing — is exactly what makes the assessment industry rightly suspicious of new entrants. Discover treats maturity as a methodological commitment.

Retake windows

Results from a previously completed test can be reused on a fresh assessment attempt within a defined time window. Outside the window, the test is re-scored from a new completion.

• TC Future Skills — 3 months. Capabilities can change with intentional development; meaningful change requires time.
• Enneagram — 48 months. Personality is stable; re-completing the personality test more often than every four years rarely produces a different primary type.
• Validity — always re-computed from scratch. Previous validity verdicts are never carried forward; the validity layer always runs fresh against the current response stream.

A note on what this is, and what it is not

Discover is a behavioural assessment, not a clinical instrument. It is designed for development, not selection. It cannot be used to predict job performance or to screen candidates against a hire/no-hire decision. The 12 capabilities measured are professional behaviours, not personality traits, and the report frames every band as actionable rather than evaluative.

The Enneagram layer adds a personality lens to the development guidance. It is not a stand-alone personality test.

All methodology specifics on this page are TC's own estimates and calculations. Pilot validation is in progress and will be published as it accumulates.

Detailed methodology

Detailed methodology documentation — including scoring algorithms, validity engine specifics, and psychometric design — is available to coaches, partners, and enterprise buyers under NDA. Request a copy at methodology@tomorrows-compass.com.

Related

• Terms of Service covers the contractual framework around assessment delivery, retakes, and methodology updates.
• Privacy Policy covers how assessment responses are handled, stored, and (in anonymised aggregate) used to inform future norm versions.
• The 12 Skills — full behavioural definitions of every capability measured.