FF11 Social work and support services senior healthcaresocial care

Behavioural Scientist

Also known as: Behavioural Scientist · Behaviour Specialist

Analyses the behaviour of clients with complex problems and translates the analysis into concrete support advice for the front line team.

The behavioural scientist combines individual diagnostics with advising support teams on behaviour. That second part in particular, translating an analysis into usable instructions for support workers without academic training, is often forgotten in selection. A strong diagnostician is therefore not automatically a strong advisor.

Competencies to measure

These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.

Competencies to measure	Target level	hrmforce instrument	Assessment method	Behavioural anchor at target level
interpersonal sensitivity Competency (50-framework): Sensitivity Knockout	N5	Big Fifty, 360 Feedback, Colour Profile (Jung)	Personality questionnaire	Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation.
Listening and probing Competency (50-framework): Listen	N5	Big Fifty, 360 Feedback	360-degree feedback	Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time.
integrity and dependability Competency (50-framework): Integrity	N5	Big Fifty (Integrity Scale), 360 Feedback, Structured interview	Personality questionnaire	Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly.
Stress tolerance Competency (50-framework): Stress resilience	N5	Big Fifty, 15PF, Mental Resilience (4C)	Personality questionnaire	Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure.
Managing boundaries and energy Competency (50-framework): Stress resilience	N4	Big Fifty, Pulse Survey, Development Review	Structured interview	Deliberately alternates demanding and lighter tasks, declines extra work with reasons and keeps own diary within the agreed hours.
Safety awareness Competency (50-framework): Discipline	N4	Big Fifty, Competency Check	Situational Judgement Test	Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt.
Improvising within boundaries Competency (50-framework): Creativity	N4	Competency Check, 360 Feedback	Situational Judgement Test	Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated.

Short profile

The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.

T	Skill	Target level	Weight	Knockout	Assessment method
V	Conversation management	N5	5	yes	Assessment centre
G	interpersonal sensitivity	N5	5	yes	Personality questionnaire
V	de-escalating and setting limits	N5	5	yes	Situational Judgement Test
V	Support in disability care	N5	5	yes	On-the-job observation
G	Listening and probing	N5	4	no	360-degree feedback
G	integrity and dependability	N5	4	no	Personality questionnaire
V	moral judgement	N5	4	yes	Situational Judgement Test
G	Stress tolerance	N5	4	no	Personality questionnaire
V	Instructing and explaining	N5	4	yes	Work sample test
V	Psychometric analysis	N5	4	no	Work sample test

See all 25 skills in the full profile

Assessment instruments for this job

8 measurable constructs

360 Feedback

Multiple assessments based on behavioral anchors

7 measurable constructs

Competency Check

Behavioral-Level Competency Assessment

7 measurable constructs

Big Fifty

Personality questionnaire, 150 items, 25 factors

7 measurable constructs

Work sample test

Representative work sample under standardized conditions

5 measurable constructs

Knowledge test (client-specific)

Professional knowledge test, customized for each client

3 measurable constructs

Structured interview

Behavioral interview with a fixed structure

2 measurable constructs

Colour Profile (Jung)

Four color types, linked to Big Fifty factors

2 measurable constructs

Mental Resilience (4C)

Mental Resilience According to the 4C Model

2 measurable constructs

Big Fifty (Integrity Scale)

2 measurable constructs

Portfolio

Evaluation of prior work against fixed criteria

2 measurable constructs

Development Review

Structured development interview

1 measurable constructs

Communication Styles

Preferred communication style

1 measurable constructs

Conflict Styles

Preferred style in conflict situations

1 measurable constructs

15PF

Personality Profile, a shorter alternative to the Big Fifty

1 measurable constructs

Pulse Survey

Periodic measurement at the team and organizational levels

1 measurable constructs