An assessment report is what the assessee, their manager, and HR see after a result lands. The report's job is to make the result usable — not just numerically present, but interpretable in context.
Where to find a report
- For the assessee —
/{slug}/me/assessments/{id}/report. Reachable from the assessments list at/me/assessmentsby clicking on aCOMPLETEDassessment. - For HR or the line manager — the same path, plus a link from the assessee's profile under their assessment history.
A REPORT_READY notification fires to the assessee when the report is ready to read.
What is in a report
Every report has five parts. The specifics vary by assessment type, but the structure is consistent:
- Institutional header. Workspace logo (if uploaded) and name, assessee name and photo, assessment type label, framework name (SCFHS, NCA ECC, etc.).
- Metadata pills. Completion date in both Gregorian and Hijri calendars, template name, framework version.
- The visual score. For behavioural — a four-axis radial chart of Drive / Analyze / Harmonize / Inspire. For cognitive — a subscale table with band-coloured chips per row. For technical — the per-competency blended score with self and manager ratings shown side by side. For simulation — the path tree with the score.
- Competency table vs current role requirements. For every competency on the person's current role: required level, current level, gap, and a band-coloured chip (green / amber / red).
- The narrative. A short editorial summary generated by the model from the deterministic results. Available for behavioural and cognitive in v1.0.
- The footer. Generation date in both calendars, a confidentiality stamp, and the line "AI-generated · human review required."
What the narrative does, and what it doesn't
The narrative is interpretation, not new evidence. It restates the scores in plain language, points out patterns worth noting, and connects the result to the assessee's broader profile where useful.
It does not:
- Predict future performance.
- Recommend hire/no-hire or promote/no-promote.
- Compare the assessee to other named individuals.
- Reveal information from outside this assessment that the reader does not already have access to.
If the narrative ever does any of these, it is a bug — write to hello@jadiroon.sa with the report ID.
Downloading
A PDF download is available from every report. The PDF mirrors the on-screen report and is what most HR teams attach to formal records.
Offer-letter PDF
When a candidate is converted to an employee through the hire flow, the platform generates a stub offer-letter PDF and stores it on the new employee's profile:
- Workspace logo and name in the header band.
- Candidate name, role title, start date (in both Gregorian and Hijri calendars).
- Salary band as a placeholder "[TBD]" — populated in a later step by the compensation team.
- Signature line for the HR Director and one for the candidate.
- A "Draft · Requires approval before signing" stamp.
This is a draft offer document, not a signed employment contract. The final issue comes from the entity's contracts team after salary band and benefits are settled.
What if the report is wrong
The narrative is generated; occasionally it lands oddly. From the report page, click Regenerate narrative. The platform produces a fresh narrative from the same deterministic scores. This counts against your AI quota.
If the deterministic score itself looks wrong — for example, a structured interview where one rating was clearly mis-clicked — the path is to amend the underlying record. For interviews, this is on the conduct page; for technical assessments, on the assessment record itself. After amendment, the report regenerates automatically.
If the assessment as a whole is wrong (the wrong template was assigned, the assessee took it under conditions that compromised the result), retire the assessment from the report page and reassign a fresh one. The retired assessment is preserved for audit; it stops contributing to the competency profile.
Next
The final page in this section covers the mechanics that connect every assessment back to the same place — the competency profile.