The intention of this Policy Letter is to quickly provide the Hubbard Consultant with a general survey of Oxford Capacity Analysis (OCA), IQ, Aptitude, and Leadership testing. (Testing by E-Meter Tone Arm position and needle manifestation is described in HCO PL August '66 "Ethics E-Meter Check".)
The battery of tests is given in this order:
1. See that the testee is seated comfortably at a desk or table where he won't be disturbed.
2. Ensure that he has a biro or pencil (and provide a worksheet if necessary with the IQ test.)
3. Follow the exact detailed procedures with each test in administering the test. These instructions differ from test to test so bn sure to follow the correct procedure for each test found with the test materials.
4. Supervise the test. Do not walk away or leave the room. You may quietly do admin work at a desk in the room.
5. At the end of the test collect the test from the testee and acknowledge him to end cycle on that test.
б. Give the next test in order following steps 3,4,5 and 6 until all tests are administered.
7. At the end of the last test acknowledge the testee for taking the tests and arrange for ycur next interview with him.
8. Mark the tests per detailed scoring procedures with each test and record results in your test records. (Be sure to record date when test was taken in parentheses after each score notation.)
The OCA (Oxford Capacity Analysis) is the English version of the American Personality Analysis (APA). Either may be used. Their administration, scoring and evaluation are handled in the same way.
The OCA (or APA) consists of 200 questions. These 200 questions are divided up into series of 20 questions, each of which measures a single personality trait. Thus, ten traits are measured in all. The 20 question that measure each trait are randomly numbered throughout the 200 questionss: i.e. the questions that measure trait A are numbered 1, 8, 15, 17, 42, 46, etc.
The testee may answer each question either yes, maybe, or no. To do this he fills in one of the 3 small rectangular spaces on the answer sheet which follows each number.
Scoring is done with acetate scoring cards which give the point value for each type of answer (yes, maybe or no) to each question. For example, on Trait A, question 83, yes has a point value of 3, maybe - 3 pts., no - 6 pts. This means that "no" is the more positive arxswer for question 83, Trait A.
The total points for each trait are added up. For example, Trait A points for Joanne Doaks are 96. Comparing this figure to the OCA percentile tables one finds that for women 98 on Trait A corresponds to +72. It is also possible to get minus values. For example, 71 total points would correspond to -84 on the percentile tables.
Thus, each of the 10 traits has a plus and minus value. For example, Trait A as a plus trait is "stable"; as a minus trait it is "unstable, dispersed".
The +72 figure, derived above, is then plotted on an OCA Personality Profile Chart for Trait A against a horizontal scale of +100 to -100. (There is a vertical line for each trait - 10 in all.) The points for each trait are derived and plotted in a similar manner. One ends up with a point plotted for each trait. By connecting these points with a drawn line one obtains a profile or chart of the testee1s personality identity at the time of the test.
Full details of scoring and the rundown on how to evaluate the various combinations of scores of the 10 traits are described in the Manual of the Oxford Capacity Analysis and other materials on the HC Course.
OCA testing requires the following materials:
1. The Manual of the Oxford Capacity Analysis
2. The Oxford Capacity Analysis (booklet of the 200 questions plus instructions to the testee.)
3. The tables of percentile scores.
4. The tester’s answer sheet.
5. The OCA profile chart.
6. The scoring cards (each card measures 2 traits so there are 5 in all).
(These materials are provided for the practical section of the Hubbard Consultant Course.)
There is no time limit on the OCA test.
The IQ test used is the Otis Quick - Scoring Mental Ability test. The test has two forms, A and B, which allows them to be given alternately so the testee can receive different types of questions the next time he does the test (if only A or В versions are available you may use only the one version each time).
The test is a 30 minute timed test. There are 80 questions in all and the answers are on a multiple choice selection basis. Only one answer per question is correct.
A scoring card is used for scoring and the total number of correct answers are counted up. Then the number 75 is added for men to the total number of correct answers and 70 for women. The total figure gives the testee’s IQ. For example, if he answers 50 correctly, adding 75, his IQ could be 125 at the time he took the test.
These test materials are required for the Otis IQ test:
1. The test questions (a small booklet, the first page of which gives the test’s instructions to the testee).
2. Answer sheet (part of test booklet).
5. The scoring card.
(These materials are provided for the Practical Section of Hubbard Consultant Course.)
Hote: There is an American and English version of this test. The American version uses dollars and cents in certain questions and the English version uses pounds, shillings and pence for the similar questions.
| I.Q. | Descriptive Classification | Population |
| 135+ | Very Superior | 5% |
| 110 - 134 | Superior | 10% |
| 100 - 110 | High average | 35% |
| 90 - 99 | Low average | 35% |
| 80 - 89 | Inferior | 10% |
| 80 and below | Very inferior | 5% |
Translating these figures into organization terms one obtains roughly this table as a guide:
| 135+ | Senior Exec |
| 110 - 134 | Senior Exec - Junior Exec |
| 100 - 110 | Non-Exec Post |
| 90 - 99 | Non-Exec post, recommended assignment to an area of familiarity and skill/carefully program. |
| 80 - 89 | Non-exec post, recommended assignment to demonstrable area of previous training or known skill, carefully program. |
| 80 and below | If not ill, diseased or in some way unable to function, assign only to area of proven competence and skill, carefully program, investigate and find out why IQ is so low. |
Language barriers may lower IQ scores below actual level wherein a person who is still in the process of learning English takes an English IQ test.
IQ rises rapidly through Scientology (R) training and auditing.
The Aptitude Test mainly tests the ability of the testee to duplicate. It is also designed to measure the accident - proneness (a manifestation of a tendency to succumb) of the testee. The length of time it takes the testee to complete the test is timed.
The general scoring is done by giving points where errors are made, summing these up, adding to this sum the time in minutes multiplied by 3 (for example, if the testee took 1 minute and 30 seconds the sum for time taken would be 4 1/2) and subtracting the combined total figure from 100. If there are no errors and the time is low the score would approach 100. The more errors and the longer time taken the lower the score. The highest score to date is 98 plus, while some scores have been so low as to come out a minus number.
Test Materials requied:
1. Instructions for giving and scoring the Aptitude Test (a sheet provided with the Aptitude Test).
2. The Aptitude Test.
These materials are provided for the Practical Section of the HC Course and are used by Consultants in orgs.
The Hubbard Consultant may use this chart as a guide to analysis
| SCORE | DESCRIPTION | DUPLICATION ABILITY | POST |
| 90 and above | Very superior | Accurate fast duplication | Senior Exec post |
| 80-89 | Good | Duplicates well | Senior Exec or Junior Exec post |
| 65-79 | Acceptable | Fair Duplication, duplicates more slowly | Junior Exec or non-exec post |
| below 65 | Not passing | Accident proneness, inability to adapt, will duplicate clear orders if understood | Non-exec post, not recommended for machine type posts, i.e. Mimeo, Addresso, etc. |
Aptitude can be rapidly rehabilitated through staff auditing.
Written and devised by L. Ron Hubbard in 1965, this test was developed to help guide personnel appointments to new exec posts during a rapid world wide expansion. The survey measures the current leadership level of the testee and his potential leadership level.
The survey consists of 30 questions with multiple choice answers, (a) _________, (b) __________, or (c) __________. The testee checks the answer which is true for him. One of the answers is right, one is wrong and one is doubly (psychotically) wrong.
One uses a scoring sheet in scoring the survey, marking an X in the right hand column of the survey by the testee’s answer when it is wrong and double Xes (XX) when it is psychotically wrong. If the answer is correct no mark is made.
One then adds up the number of wrongly answered questions and with this number obtains a "score for that number from the numberical table on the scoring sheet. For example, if 6 questions are answered wrongly the score is 80.02. This is THE POTENTIAL LEADERSHIP LEVEL of the individual.
Next count up the number of Xes. For example, only 6 questions might have been answered wrongly but 2 of the questions were answered doubly wrongly so one would count up 8 Xes. The number 8 corresponds to the score of 73.36. This is THE CURRENT (ACTUAL) LEADERSHIP ABILITY of the individual.
The Final scores would be expressed as follows:
80.02 / 73.36
Leadership Survey materials required:
1. Survey questions (includes instructions to testee).
2. Score card and percentile scores.
3. Detailed instructions for scoring survey (issued with Survey questions and score card).
These materials are provided for the Practical Section of the HC Course and are used by the Consultant in orgs.
| Both Scores | Evaluation |
| 90 and above | Definitely OK as executive |
| 85-90 | Probable executive |
| 80-85 | Possible executive |
| 65-80 | Minimum score for executive |
| below 65 (either score) | Not OK for exec appointment |
A wide discrepancy between actual and potential scores (caused by a high number of double XX answers) indicates a psychotic tendency. For example a score of 66.7O / 33.40 means every wrongly answered question was answered psychotically wrong!
Note: Training, auditing and experience in an org improve both actual and potential leadership scores.
THE QUESTIONS AND ANSWERS OF THESE TEST MATERIALS ARE CONFIDENTIAL. ONLY AUTHORIZED PERSONNEL MAY HANDLE THEIR ADMINISTRATION AND SCORING.
OCA, IQ, Aptitude, and Leadership Survey test results and evaluations are a guide to the Hubbard Consultant. They themselves are not the basis of rejection or acceptance of a staff applicant, but they would, with the Chart of Human Evaluation, supplement and cross relate to E-Meter test data, and data on any SP or PTS situation of the applicant.
Test results and their evaluation would also guide the Hubbard Consultant in personnel selection for posts and promotions, in conjunction with such criteria as:
all per policy letters by L. Ron Hubbard on the Hubbard Consultant Course.