At first I thought these ratings would be very useful as goals for my annual performance review, or even points to add to my resume...but re-reading the background for the ratings leaves me wondering.
I'm just not too clear on the basis for this survey. Why not ask the managers what competencies they really required in an office professional and leave it at that? Or perhaps you could compare that to the list of where the admins felt they either excelled or felt lacking.
I find it amazing that these two sets of groups were able to come to an agreement on their strong and weak points, since everyone is so different.
But, since we have the two lists, and they were compiled based on the competencies that each group found in themselves, I guess what you'd have to do is work toward complementing the manager in those cases where he felt most weak. I hate to say it, but this would mean we would have to improve on our analytical skills and math ability...an area where I've also got to plead "NOT ME!"
Movinonup 
