Purpose: This policy establishes the appropriate use, sharing, and protection of assessment results provided by At Play Interactive Talent to clients, ensuring the responsible, ethical, and legally compliant management of assessment data.

Psychometric assessments are inherently sensitive, as they are designed to capture detailed insights into participants’ competencies and personal attributes. While assessment results can highlight both strengths and areas for development, it is essential to recognize that misinterpretation may result in misunderstandings regarding an individual’s capabilities or personality. Such misunderstandings can negatively impact decisions made on the basis of these assessments.

Given the sensitive nature of this information, clients must ensure that assessment results are handled with the utmost care, maintaining strict confidentiality and applying the results ethically to safeguard both the individual and the integrity of the assessment process. It is essential to prevent the risk of individuals being labeled or stigmatized based on assessment outcomes, or facing negative consequences in their roles or employment context due to misuse of these results beyond their intended purpose.

Scope: This policy applies to all clients, their employees, and authorized third parties who receive or handle assessment reports or related outputs generated by At Play Interactive Talent.

1. Permitted Use of Assessment Results

• Assessment results provided by At Play Interactive Talent are intended solely for the purposes agreed upon in the service engagement (e.g., leadership development and talent management).
• It is essential that assessment results are used strictly for their intended purpose. The leadership simulations are designed to provide insights into participants’ potential leadership strengths and development areas within a leadership-specific context. The simulation aims to challenge and stretch participants.
• It is important to note that the results do not assess or reflect technical skills or professional competencies. Accordingly, these results must not be used for any other purpose, including employment decisions, promotions, or any talent-related actions beyond the scope of individual development planning.
• Clients must use the information in accordance with relevant laws and regulations, including but not limited to data privacy laws, employment legislation, and anti-discrimination standards.
• Assessment results shall NOT be used as the sole basis for employment decisions (e.g., hiring, promotion, termination).

2. Distribution and Sharing of Results

• Individual assessment results shall only be shared once the client has been debriefed on the results in order to understand how to interpret the results and the meaning of the assessment insights, as well as limitations.
• Assessment results shall only be shared with individuals who have a legitimate business need to access the information (e.g., the assessed individual, their manager, authorized HR personnel).
• Individual results must not be distributed outside the client organization, or to third parties, without the explicit, written consent of the participant.
• Group or aggregate data reports may be shared more broadly within the client organization, provided individual anonymity is maintained.

3. Protection and Confidentiality

• Once the assessment results and reports have been shared with the client, the client is responsible for maintaining the confidentiality and security of all assessment results and related data.
• All information obtained from these assessments is confidential. The client agrees to put the required mechanisms in place for the information to be stored securely and only accessible to personnel authorized to support development.
• Assessment reports containing personally identifiable information (PII) must be stored securely by the client in accordance with applicable data protection standards and must not be shared to any unauthorized parties and/or via unsecured methods.
• Access to assessment data should be limited and controlled. Physical and electronic safeguards must be in place to prevent unauthorized access, disclosure, or alteration.

4. Retention and Disposal

• Clients may retain assessment results only for the period necessary to achieve the intended business purpose or as required by law. Assessment results are valid for up to 12 months.

5. Compliance and Oversight

• By receiving assessment results, the client agrees to adhere to this policy and any applicable laws or regulations governing data protection and privacy.
• At Play Interactive Talent reserves the right to audit client compliance with this policy and to suspend, withdraw, or limit access to assessment data in cases of actual or suspected misuse.

Please also refer to Privacy Policy and Data Protection Policy.