Project Ascend — Assessment Tool

Enter position details, then score each factor based on the applicant's responses. All scoring happens in your browser; nothing is stored or transmitted.

0Position Setup

Position Name

Offered Hourly Rate ($)

Posted Minimum Hours / Week

Shift Hours

1Stability Score

Factors 1-5 and 10: past behavioral patterns related to job stability. Max 18 points.

Longest Tenure at a Single Prior Position

Prior tenure is the single strongest predictor of future tenure in hourly employment.

This is my first jobLess than 3 months3–6 months6–12 months1–2 yearsMore than 2 years

Number of Jobs Held in the Past 24 Months

Frequent job changes signal a pattern risk; the threshold accounts for industry norms in high-turnover sectors.

0 (first-time applicant)1–2 jobs3 jobs4 or more jobs

Reason for Leaving Most Recent Position

Departure reason distinguishes growth-oriented exits from conflict and performance exits.

Terminated for conduct or performancePersonal conflict with management or coworkersSchedule or hours did not fit my needsBetter opportunity or career advancementLayoff, business closure, or seasonal endStill employed; this is an additional or replacement positionThis is my first job

Prior Attendance Reliability

Past attendance behavior is the most direct predictor of future attendance.

Recurring attendance or tardiness issues1–2 isolated incidentsThis is my first jobNo attendance or tardiness issues

Commute Preparedness

Candidates who have confirmed how they will get to work reduce same-day reliability risk.

Before asking, inform the applicant of the shift hours for this position (including early morning, evening, or weekend requirements).

Has not confirmed a planHas a confirmed plan for getting to work for assigned shifts

Prior Conduct and Discipline History

A history of disciplinary action for attendance or performance issues is a direct behavioral predictor of future conduct risk.

Yes, multiple terminations or suspensions for conduct or attendanceYes, one incident, resolvedThis is my first jobNo, I have not been terminated or suspended for conduct or attendance

2Alignment Score

Factors 6-9: current expectations and motivations. Max 11 points.

Weekly Availability Alignment

Hours mismatch is the most frequently cited reason for voluntary departure in service sector exit surveys.

Score relative to the posted minimum hours for this position (? hrs/week).

Available for fewer hours than the posted minimumAvailable for the posted minimum hours onlyAvailable for the full posted hours rangeAvailable for full posted hours and flexible on shift times

Wage Expectation Alignment

Unmet wage expectations are a primary driver of early voluntary exits, particularly within the first 90 days.

Score relative to the offered hourly rate (? hrs/week).

Expects more than 20% above the offered rateExpects 10–20% above the offered rateExpects within 10% of the offered rate (above or below)Expects at or below the offered rate

Primary Motivation for Applying

Intrinsic and stability-oriented motivation predicts longer tenure than explicitly temporary or opportunistic motivation.

Temporary income while seeking other workNeeded income quickly, any job availableConvenient location or schedule fitInterested in this company or industryLooking for stable employment with room to grow

Prior Service Industry Experience

Familiarity with the pace and demands of service work reduces early-tenure frustration-quits.

No prior experienceLess than 6 months6 months or more

0 of 10 factors scoredScore all factors to calculate