CISS: Difference between revisions
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The test includes 320 items: 200 on interests and 120 on skills (a person’s beliefs about their abilities to perform a range of activities). Each item is measured on a 6-point scale. | The test includes 320 items: 200 on interests and 120 on skills (a person’s beliefs about their abilities to perform a range of activities). Each item is measured on a 6-point scale. The test is comparable to the Strong, to the construction of which Campbell contributed. | ||
The skills and interests scores give seven major orientation scales, 29 basic scales (for instance: Leadership, Supervision, Counseling, Art/Design, Science, Animal Care, Athletics/Physical Fitness), 60 occupational or professional position scales, and two special scales. The measurements provide comparisons between an individual's strength of interest and strength of self-confidence for each scale. | |||
The skills and interests scores give seven major orientation scales, 29 basic scales (for instance: Leadership, Supervision, Counseling, Art/Design, Science, Animal Care, Athletics/Physical Fitness), 60 occupational or professional position scales, and two special scales. | |||
The measurements provide comparisons between an individual's strength of interest and strength of self-confidence for each scale. | |||
The seven major broad themes are the following: | The seven major broad themes are the following: | ||
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Although the test’s quality is well-supported by numerous studies and can be seen as a better version of the Strong, both similarly demonstrate that behaviors are consistently found in some jobs more than others, and that sustained interest in those jobs correlates with the behavioral dispositions one must have for them. | Although the test’s quality is well-supported by numerous studies and can be seen as a better version of the Strong, both similarly demonstrate that behaviors are consistently found in some jobs more than others, and that sustained interest in those jobs correlates with the behavioral dispositions one must have for them. | ||
Interests rise and go. They depend on environmental factors that are beyond one’s control. Think about parents' communication, a manager or leader’s role, a partner’s support, etc. However, some behaviors are more prevalent in certain positions than others, and to varying degrees. | Interests rise and go. They depend on environmental factors that are beyond one’s control. Think about parents' communication, a manager or leader’s role, a partner’s support, etc. However, some behaviors are more prevalent in certain positions than others, and to varying degrees. Since there is more permanence in those characteristics in those jobs, and similarly in some individuals, this encourages us to examine the social behavior characteristics more closely and with greater refinement. | ||
Since there is more permanence in those characteristics in those jobs, and similarly in some individuals, this encourages us to examine | |||
The same observations apply to the independence, generalizability, and orthogonality of the CISS dimensions and other techniques measuring traits. | The above observation may have prompted the test developers to include those behavioral characteristics in their measures. Thus, the correspondence suggested between five of the CISS broad themes and the GRI factors, and even with the special Academic Focus and Extraversion scales. The same observations apply to the independence, generalizability, and orthogonality of the CISS dimensions and other techniques measuring traits. | ||
The test is $16/report (2025). It is available in English and Spanish. | The test is $16/report (2025). It is available in English and Spanish. | ||
Latest revision as of 18:38, 28 August 2025
Generalities
CISS stands for Campbell Interest and Skill Survey. It is not to be confused with the Coping Inventory for Stressful Situations.
The CISS was designed by David Campbell of the Center for Creative Leadership in 1992. The test is distributed by Pearson.
Assessment
The test includes 320 items: 200 on interests and 120 on skills (a person’s beliefs about their abilities to perform a range of activities). Each item is measured on a 6-point scale. The test is comparable to the Strong, to the construction of which Campbell contributed.
The skills and interests scores give seven major orientation scales, 29 basic scales (for instance: Leadership, Supervision, Counseling, Art/Design, Science, Animal Care, Athletics/Physical Fitness), 60 occupational or professional position scales, and two special scales. The measurements provide comparisons between an individual's strength of interest and strength of self-confidence for each scale.
The seven major broad themes are the following:
| Dimension | Description | GRI a priori |
|---|---|---|
| Producing | Reflects interests in mechanical, practical, and hands-on activities. | Not Applicable |
| Adventuring | Reflects interests in activities that involve exploration and taking risks. | Low 4 |
| Analyzing | Reflects interests in scientific and analytical pursuits. | Low 2 |
| Creating | Reflects interests in artistic and creative activities. | Not Applicable |
| Helping | Reflects interests in activities that involve assisting others. | Low 1, High 2 |
| Influencing | Reflects interests in activities that involve leadership and persuasion. | High 1, High 2 |
| Organizing | Reflects interests in activities that involve planning and coordination. | Low 2, High 4 |
The two special scales are the following:
| Dimension | GRI a priori |
|---|---|
| Academic Focus | Low 1, low 2, high 3, high 4 |
| Extraversion | High 1, high 2, low 3, low 4 |
The test proposes the measurement of the RIASEC values from Holland's theory (1985):
| Dimension | GRI a priori |
|---|---|
| Realistic | Low 2 |
| Artistic | Not Applicable |
| Investigative | Not Applicable |
| Social | High 2 |
| Enterprising | High 1, low 4 |
| Conventional | Low 1, high 4 |
Usage
The CISS is used for vocational counselling for individuals 15 years and older.
Comments
Although the test’s quality is well-supported by numerous studies and can be seen as a better version of the Strong, both similarly demonstrate that behaviors are consistently found in some jobs more than others, and that sustained interest in those jobs correlates with the behavioral dispositions one must have for them.
Interests rise and go. They depend on environmental factors that are beyond one’s control. Think about parents' communication, a manager or leader’s role, a partner’s support, etc. However, some behaviors are more prevalent in certain positions than others, and to varying degrees. Since there is more permanence in those characteristics in those jobs, and similarly in some individuals, this encourages us to examine the social behavior characteristics more closely and with greater refinement.
The above observation may have prompted the test developers to include those behavioral characteristics in their measures. Thus, the correspondence suggested between five of the CISS broad themes and the GRI factors, and even with the special Academic Focus and Extraversion scales. The same observations apply to the independence, generalizability, and orthogonality of the CISS dimensions and other techniques measuring traits.
The test is $16/report (2025). It is available in English and Spanish.
References
See this research about convergent validity with the Strong and Holland models, and on the structure of the CISS scales: https://www.sciencedirect.com/science/article/abs/pii/S000187910300099X?via%3Dihub