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What Does the Career Management Competency Survey Measure? 

The Survey has 60 statements that measure what a person knows or doesn’t know about:  

  • Career/position transitioning- career stages and challenges  

  • Career/position selection- knowing self and world of work-targeting position  

  • Career/position preparation- knowing how to prepare for targeted position  

  • Career/position placement- knowing how to acquire targeted position  

  • Career/position advancement-knowing how to advance career  

  • Career/position fulfillment-knowing how to enjoy your work


You receive a score report that reveals what you know and want to know. We provide information on all topics where you want to be informed.


Some statements include knowing about yourself which include the following assessments.  A supervisor can help an intern learn about himself or herself to target a position and industry by discussing the assessment results. 


  1. The Career Aspiration Analysis Survey - Helps a person understand why he/she is choosing the career (positions and industry) he/she wants to be in.   

  2. The Work Task Preference Survey - Measures whether you would rather work with people, data, ideas and things and guides you to occupations based on your work/task preference.                                                                   

  3. The 100 Skills Assessment Inventory - Measures what skills you have mastered at this time which can help you choose a career, solidify you in the position you now occupy or help you visualize skills you need to acquire. 

  4. The Work Values Survey - ranks what is important to you when placing yourself in a career position.

  5. The Work Rewards Survey - ranks what is important to you at work. 

  6. The Self Management Survey - Measures how you manage things and yourself so you can make improvements. People like to hire self managers and more self managers graduate from college.  

  7. The Route 66 College Satisfaction Survey - Measures if your present college or university is the right fit and providing the right rewards. 

  8. The Route 66 Career Satisfaction Survey - a survey that measures an employee’s satisfaction with the career route they are own at this time.. This information is necessary to increase performance, work satisfaction and retention

  9. The Human Relations Maturity Survey - Measures your maturity level as you relate to other people.  

  10. The Personal Values Survey - measures and ranks 21 personal values.

  11. The Mulligan Leadership Personality Profile - Measures eight personality  leadership traits ( competitiveness, determination, self directed, thorough, patient, helper, innovative and team builder) that are important in being a team unit leader, team member leader and manager.  Designed to place people in the right leadership positions and help them develop a growth plan so they can carry out both leadership roles when placed in the situation. It can be completed by both the individual and boss.

  12. The Leadership and Manager Competency Survey - Measures a person’s competency level to carry out 20 leadership and 40 management tasks. The results can be used in a leadership and management developmental program. 

  13. The Group Leader Evaluation Survey - measures your task and human relations behavior when conducting group meetings

  14. The Group Dynamics Assessment Survey - Reveals one’s behavior in leading and being a member of a group. You can study the dynamics of the group.

  15. The Performance Facilitator Assessment Survey - Measures the functioning level of a person in five performance facilitation areas. A growth plan can be developed to help an individual operate as a performance facilitator in his/her culture. This survey can be completed by an individual and boss if a contrast is desired.

  16. The Helping Communicator Assessment Survey - a survey that measures where a person is functioning when it comes to interacting and helping people understand problems and issues and make appropriate plans to solve their issues and problems. Effective communication in an organization is key to having engaged employees and helping each other succeed. Seven out of 10 people are operating at a harmful level when helping others make decisions, solve issues and be successful. Completed by individual and boss if you desire a contrast.

  17. E.Q. Assessment Survey - a survey that measures one’s emotional intelligence – a key ingredient to being a successful leader and human being. Completed by individual and boss if you desire a contrast.

  18. The Self Actualization Assessment Survey - a survey that measures five basic needs of employees. The thinking is if the security, survival and belonging needs of a person are being met, they can then focus on the challenges at hand using their full potential to become and be the best at what they do. They become self actualized and their performance peaks. This information is Important to increasing performance in people and retaining top talent

  19. The Balance of Work and Life Assessment Survey – a survey that measure one’s balance between work and life.

  20. The Consultant Assessment Survey* - helps an individual understand whether or not he or she will enjoy doing consulting work.

  21. The Entrepreneur Assessment Survey - a survey on being an entrepreneur. Helps people understand what an entrepreneur looks like and if they look like one.  

Educational Podcasts that Relate to the CMC Survey 

You are invited to listen and view the following podcasts on this website which relate to topics on the Career Management Competency Survey. Dr. Mike Mulligan, the speaker and who designed the survey is CEO of Mulligan & Associates, a 30 year career consulting firm, that helped over 10,000 individuals with career and educational planning and finding employment.  

Podcast # 1 - Charting Your Career Path and Managing Your Career Path until Retirement 
Podcast # one will discuss why it is so important to continually chart your career path and manage your career journey until retirement. We define a career path and introduce the Route 56 Career Management Model, a process to help you chart and manage your career journey. 

Podcast # 2 - Selecting the Industry / Positions That are Best for You and Will Put and Keep You on the Right Career Path 
Podcast # two discusses the world of work and the 20 assessments you can take on the survey to learn about yourself.  This information can help you select the industry and positions that best fit you.                                                                                                   
Podcast # 3 - Preparing for the ACT and SAT and Understanding Your Score Reports as They Relate to College Academic Readiness, Admissions Selectivity, Career/Major Selection, Financial Scholarships and Course Placement 
Over two million students take the ACT and SAT each year.  Podcast # three discusses how to prepare for the ACT and SAT and what the score reports mean in regard to college academic readiness, college selectivity, career/major selection, student aid and course placement. It can help you learn about your academic strengths and weaknesses and do something to make improvements in case you want to attend graduate or professional school. 
Podcast # 4 - Developing a College Selection Profile and Selecting and Enrolling in the College/University That Fits You. 
There are over 4,600 two and four colleges and universities in the U.S.A.  Podcast # four discusses why it is important to develop a College Selection Profile, what information should be in your College Selection Profile and how to move forward to select and enroll in the college (s) best for you at this time.  

Podcast # 5 - Obtaining an A.A., B.A. or B.S. College Degree on Your Timeline and Graduating with a Good Job 
The costs to attend a college or university today continue to rise and research shows 70% of students attending a community college do not graduate in three years and 50% of those attending a four college or university do not graduate in five years. Podcast # five discusses why students drop out of college and have so much trouble graduating within a reasonable amount of time and finding a job. This information can help those attending college develop a plan to graduate on their timeline with a good job.    

Podcast # 6 - Working with Your Boss to Chart Your Career Path, Become an Expert in Your Position, and Obtain More Experience to Advance 
The way people advance their career is working with a boss who wants to be a Career Pathing Mentor and execute a process that develops top performers and a high performing unit. Podcast # six discusses how to work with your boss to be the best at what you do, chart your career path and take on more responsibility to advance your career. 

Podcast # 7 - Identifying and Working with Mentors that will Help You Chart and Manage a Successful Career Journey 
To have a successful career journey, you need to know how to develop a mentoring system and execute it. No one gets ahead by themselves. Podcast # seven discusses two type of mentors, the Career Pathing Mentor and the Specialty Mentor. You should find a Career Pathing Mentor and work with him/her and chart your career path and identify Specialty Mentors along the way that can help you in areas where you need more help or information.           

Podcast # 8 - Obtaining the Right Graduate or Professional Degree and Being Active in Your Profession to Advance  
The research shows over 30% of adults have a B.A. and 11% have a graduate or professional degree. Podcast # eight discusses how a graduate or professional degree in the right area and being active in your profession can launch your career. 

Podcast # 9 - Obtaining Personal Fulfillment from Work 
Most of us will work for someone else or ourselves for over 40 years. We identify who we are by what we do for a living. Podcast # nine will discuss how the professionals define job satisfaction and happiness and what you can do to gain more enjoyment from your work. 

Podcast # 10 - Defining Leadership and Management, Assessing Your Strengths as a Unit Leader and Manager and Charting Your Career Path in Management or Non-Management. 
If your CEO said “ everyone in this organization has to step up as a leader if we are going to be the best in our industry.” Would everyone in your organization know what he meant when he said step up as a leader? Podcast # 10 defines leadership and management, discusses some of the leadership assessments in the info sections and asks you to use the information to decide if management or non-management is the best career path for you.      
Podcast # 11 - Developing and Executing a Work- for-Pay Career Plan from Age 50 until Retirement  
The most dangerous age in a organization is during your late 50s or early 60s.  Everybody wonders when you might retire. They have forgotten the organization doesn’t give pensions out any more and that the average person 55 to 64 has $103,000 saved for retirement. You need to keep working for pay. Podcast #11 discusses the pros and cons of retirement and how to keep working for pay. 
Podcast # 12 - Knowing What to Do When You Lose Your Job 
Over 45 million people lose their jobs each year and this number will probably continue in the future because of changes continually taking place in the world of work. Podcast # 12 will discuss how people lose their jobs, how to handle separation trauma, what to say to people when you lose your job, severance packages and how to handle stress during a job search.    

Podcast # 13 - Executing a Job Acquisition Process to Find a New Position in Your Present Organization or When Unemployed 
Individuals need to continually chart and manage their career journey so when they lose their job or think they are going to lose their job, they are prepared to move forward and find new employment. Podcast # 13 will discuss a Job Acquisition Model that people of all ages can use to find employment in their present organization or when they become unemployed.

Podcast #14 - Operating as a Career Pathing Mentor 
Dr. Mulligan will describe a mentoring model he has developed. A supervisor or manager should review this podcast to learn how this model cam be executed with an intern. 

We recommend managers and supervisors take the Career Management Competency Survey first and become familiar with the information, assessments and podcasts. Then they can ask the student interns to take the Career Management Competency Survey and use the information to help them with career direction and management.  The Intern Score Card helps interns review all 60 topics on Survey. We also recommend the pdf books The Five Goal College Plan and High School, College and Post College Plans that can be used along with the survey information and podcasts.                                            

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