A psychometric or personality test claims to measure a fixed, internal trait — who you are. CQ does not do that. CQ measures commitment behavior — what a person actually does, in a specific work context, over time. It is a description of behavior in a situation, not a verdict on character, intelligence, or potential.
Behavior changes with role, clarity, season of life, and support. That’s the point: a CQ read is a snapshot of behavior now, and it can move.
This is the most important thing to understand, and the easiest to get wrong. A score is information, not judgment. Some of your best, most valuable people will have lower CQ scores — and that is completely fine. It does not make them less skilled, less talented, or less worthy. It simply signals they may need more structure, clarity, or support before taking on a higher-scope or more ambiguous role. Many people do their best work, for years, in well-defined roles. Using a score to rank human worth is not just unhelpful — it’s wrong.
A CQ result reflects observed behavior during a defined window and is valid for twelve months. Anyone assessed receives their own result and may request re-assessment at any time.
These aren’t fine print — they’re the conditions of using CQ at all.
In any hiring or promotion process, assess everyone in that process the same way — not only the “iffy” ones. Consistency is fairness, and inconsistent use invites discrimination claims.
CQ results may be used to identify coaching focus areas, allocate development investment, design team interventions, and support individual self-directed growth. CQ results may not be used, in whole or in part, as a factor in hiring, candidate screening, termination, demotion, discipline, compensation, or as a gate on promotion eligibility.
Scoring does not collect or store protected characteristics such as race, gender, age, religion, or disability. We don't collect or use identity data — and neither should you when reading a result.
CQ is for development, coaching, and investment decisions. It is not a basis for termination, demotion, or other adverse action. A low score means support may be needed — not that someone is unfit.
Tell people what the assessment is, what it measures (Initiative, Follow-Through, Learnability), and how it will be used — as one part of the process. Transparency builds trust.
Scoring follows human-defined, behavior-based rubrics and produces insights for a person to interpret. CQ never makes an employment decision on its own.
If yes to all — you’re using CQ fairly.
This page summarizes our CQ Bias Mitigation Policy, Fair-Use guidance, and User Agreement. It is not legal advice; employers are responsible for compliant use within their own hiring and employment processes.
If that’s how you want to make people decisions, let’s talk about a Prove cycle.
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