Facet5 overview

If you want to understand your employees´ behaviours, motivations, attitudes and aspirations you need a psychometric profiling tool – and Facet5 is, to our minds, the best of the new generation of online profiling tools. It is based on a ‘Big 5’ factor personality model, which analyses people’s will, energy, affection, control and emotionality.

Facet5 works at all levels within an organisation, for many different purposes, including:

  • Career development
  • Coaching
  • Conflict management
  • Leadership development
  • Personal development
  • Personality assessment
  • Recruitment and selection
  • Self-awareness
  • Talent management
  • Team development

The system is very easy to use. Participants respond to an e-mailed invitation and are taken directly to the Facet5 questionnaire via the web. Most people can complete the 106 questions in around 17 minutes. The data is processed instantly and is immediately available for review by authorised users, with reports shown on screen or produced as a fully formatted pdf for printing or emailing.

How does Facet5 work?

Facet5 uses a web-based questionnaire. Participants respond to an email invitation and are taken directly to the Facet5 website. Questionnaire responses are then processed instantly and a Facet5 Personality Profile is immediately available for view by accredited users. Reports are shown on screen or produced as a fully-formatted PDF for printing or emailing.

The process can be managed either by the client or by Maximum Performance:

Maximum Performance-managed

Maximum Performance consultants are fully qualified and experienced with Facet5 and the entire range of Facet5 applications. With the support of our dedicated back-office staff, they can:

  • Brief participants on the Facet5 process
  • Send invitations to complete the Facet5 questionnaire
  • Provide technical support and guidance during completion
  • Print and bind the individual Facet5 reports
  • Deliver the one-to-one feedback to the participants on their Facet5 profiles
  • Produce additional optional reports from the range of Facet5 applications
  • Advise on follow-up actions


Under this option, Maximum Performance delivers Facet5 accreditation training to members of your organisation so that you can manage the entire process internally. This includes:

  • Two-day accreditation training
  • Trainers Manual
  • Access to Facet5 website for administration purposes
  • On-going user support and guidance

Custom options

The Audition and Teamscape tools both require a degree of customisation by Maximum Performance.

The Facet5 report

The Facet5 questionnaire comprises 106 questions which together measure five factors and 13 sub-factors (facets):

  • Will – determination, confrontation, independence
  • Energy – vitality, sociability, adaptability
  • Affection – altruism, support, trust
  • Control – discipline, responsibility
  • Emotionality – anxiety, apprehension

The completed questionnaire generates a report presented on-screen with powerful graphical displays of key data. This shows:

  • An overall Facet5 profile
  • A break-down into 13 sub-factors
  • A ‘family portrait’ summarising the key points in a word picture showing how the participant contributes to a team, their style as a leader, their key work preferences and their management needs
  • The fully-formatted 18-page report can be downloaded in pdf format and printed or emailed as required

In addition to the overall profile, each report includes three sections designed to be of use in specific situations:

Two further reports are also available:

  • Audition is a custom option allowing you to link candidates to roles to determine exactly how closely they ‘fit’
  • Teamscape is a Facet5 tool which uses 360º feedback techniques to create a powerful analytical tool to help manage team dynamics
A brief history of Facet5

Facet5 was developed by Norman Buckley and Rebekah Williams.

Norman Buckley graduated in psychology in Sydney and gained his initial experience with a consulting organisation in Australia. From 1978 he ran his own company in the UK, during which time he pioneered the use of custom-built assessment and development processes and worked extensively on biographical and personality data analysis. He then built on ten year’s research in personality theory by developing Facet5, which was the first major advance in personality assessment in the EU for a decade. In 1999 he returned to Australia and is now applying his experience in the Australian market through his own firm, Redfield Consulting. He continues to lead the development of Facet5 and is focused particularly on extending the range of national versions of Facet5 to take account of different cultural norms.

Rebekah Williams has a background in clinical psychology. She transferred to the field of business psychology in 1987 and completed a second Masters, in Organisational Psychology, at UMIST. She then worked as a consultant on major organisational change and restructuring programmes, developing specific expertise in the design and delivery of corporate climate surveys and team leader assessment and development programmes. Rebekah joined Redfield Consulting in 1996 to work on the development of a unique range of personal development processes. Redfield moved its operations to Australia in 2000 and Rebekah relocated to Sydney as a Director, where she continues to be involved in product development, training and consulting to a growing number of Australian clients. She travels extensively to support Redfield’s work in Europe, South America and the USA.

The first step in creating Facet5 was to review the relevant literature in order to define the domains to be covered and to review the existing questionnaires to establish their relative strengths and weaknesses. This produced a large selection of items for inclusion, which were repeatedly culled and refined in association with a team of psychologists and non-psychologists. This resulted in 106 items, upon which there was general agreement, being assembled for trial. The prototype questionnaire was then trialled in 1987-89 with around 4,500 British managers from a range of industries to produce a final version for commercial use. This produced the core Facet5 product and work has continued ever since on developing its application in the light of experience with more than 1,000,000 managers in over 20 countries.

For more on the development of Facet5 please download this extract from the User’s Manual.
For a full technical explanation of the Facet5 tools, download the technical review.

Facet5 testimonials

Facet5 has evolved over the last couple of decades into a highly-sophisticated yet very easy-to-use instrument – hence its popularity among user organisations in some twenty countries around the globe. Here is just a small selection of comments about the tool:

The Post Office

‘The Post Office Ltd has used Facet5 tests to assist with the creation of a new top management team. The results have been particularly helpful in avoiding dysfunctional recruitment, and in building a broadly-based supportive, non-overlapping, functional environment. We continue to use Facet5 in our recruitment and selection process and to assist with our ongoing management evaluation and training process.’
– David Mills, Chief Executive, Post Office Ltd

RS Components

‘I have been a Facet5 user for many years. I use it in preference to other psychometrics because it is quick to administer, straightforward to explain and very effective. As it is written in language that people can understand and identify with they quickly engage in the feedback process. RS uses Facet5 as a platform for discussion as part of the recruitment process, in development and assessment discussions and as part of 360 degree feedback.’
– Diane Knight, RS Components

Credit Suisse Private Banking

‘I have used Facet5 for about 15 years in three different companies. Having spent several years before that trying other tools, eg, 16PF, OPQ, etc, I found this to be the most accurate descriptor of likely behaviour. The other thing that I like about it is the degree to which the output is accepted by candidates. I have used it for team building, organisational re-structuring and appraisal purposes too. One time whilst working for an investment bank we profiled a whole department. They agreed with all the positives but would not initially accept any of the negatives. However, we then showed them the results of the company-wide 360 we had done on their function, which was virtually a repetition of all the Facet5 feedback. They were thus forced to confront areas of their way of working that they needed to change. I have also used it to quite dramatically cut down employee turnover rates by getting a better fit for the job.’
– Kath Rooney, Head of HR, Credit Suisse Private Banking

Viacom Outdoor

‘We use Facet5 as a tool for recruitment and development. It is easy to administer and very comprehensive. I like the way that the extra modules included in the report are behaviourally-based and can be related to situations within the workplace. During interview we find that we can tailor our questions to specific behaviours and traits, which helps us to be more consistent during the process. We find that once people get to know the Facet5 model they are able to relate to one another more easily and this helps with the developmental process within the company.’
– Susan Lewes-Daley, HR Director, Viacom Outdoor

Sun Microsystems

‘In Sun, Facet5 helps to remove the tension associated with personality diversity.’
– Jane Clift, Professional Development Manager, Sun Microsystems


‘For GKN the main advantage of Facet5 is the ease of administration, as it has been designed as an on-line tool from the beginning. We have also found very high levels of “face validity” with the candidates, which has allowed for very productive development discussions and better understanding of both personal and team dynamics.’
– Andrew Moss, Head of Employment and Development, GKN plc

Surrey County Council

‘We needed to recruit for 11 senior are management jobs. This was done both internally and externally. The selection process involved two interviews together with the use of Facet5 to predict how applicants would react in their jobs if recruited, and also to indicate to the interviewers what areas to probe further. We recruited a successful team and brought them together to have a session to exchange their Facet5 scores and to examine how they would operate as a team. This was a very useful process and a great start to a good working relationship within the team.’
– Anna Wright, Assistant Chief Executive, Surrey County Council


‘Facet5 helps us in our recruitment activities in a number of ways. It helps us challenge assumptions we may be making about an individual and it provides us with a framework on which to base some questions that really enables us to determine the individual’s strength and weaknesses in a behavioural sense. I would say it is far better than many other tools and one thing I really like about it is that you do not have to “pigeon hole” people, but can use the results in a non-judgmental way. We will seek to use it throughout the organisation and already use it for leadership and management development as well as recruitment.’

Norfolk County Council

‘Massive beneficial impact on our recruitment processes from selection to appointment – not a bad comment from a sceptic of the process! Definitely best use of our time and money.’
– Clare Metcalf, Operations Manager, Customer Service Centre, Norfolk County Council


‘From an academic standpoint Facet5 is a very thorough and well structured psychometric test. But its greatest strength is that it simplifies a very complicated psychological process, providing you with valuable information that you can understand and use. I am personally impressed with the accuracy and detail of the profile I received. It has dramatically increased my self-awareness, which I know will help me attain future career growth and success.’
– Trevor Holmes, Lecturer, ISM

Berkley Consulting Group

‘In our experience Facet5 is the most comprehensive and practical personality testing available.’
Berkley Consulting Group

Hampshire County Council

‘The simplicity and robustness of the instrument make it ideal for use in a variety of ways, where individual differences are important, eg, for understanding ourselves and to help with insights into the behaviour of those we work with. It provides a solid structure for individuals to learn about themselves, their interactions with others and the strategies available to ensure effective teamwork.’
Hampshire County Council

British Psychological Society review

Facet5 was put through its paces by the British Psychological Society’s Psychological Testing Centre in a detailed 18-month review, published in 2006. Here is an extract from their ‘final evaluation’:

‘The quality of the materials comprising the test is good. The questionnaire is user-friendly and has good face validity. Psychometric constructs are clearly conveyed within the materials available to the user. the Manual provides a very thorough explanation of the rationale and theoretical underpinning of Facet5, and presents very detailed descriptions of the factors. This provides evidence that Facet5 is a soundly-based Five Factor personality questionnaire. The way in which the factor Emotionality is interpreted in relation to the other four factors is a particularly attractive feature of the instrument.

Fully automated scoring, interpretation and reporting increase speed and reduce potential error. the extensive range of outputs are designed to support a number of human resource functions including selection, personal-organisation fit, management training and development and career development. The test employs innovative approaches to the problems of impression management.’

To determine what level of service would best suit your particular situation, call us now on 01582 714280 to discuss it or to arrange a no-obligation meeting.