How Yibuka assessments work — and where they stop.
What each one measures, how it is scored, what it cannot tell you, and what it must never be used for. Read this before you take one, not after.
One question each, kept separate.
Every instrument answers one question and is reported on its own. They are never combined into a single score, because the constructs are not the same kind of thing.
Career Interest & Discovery Explorer
What activities attract and energise me?
Ninety-six work activities across six interest themes, plus an exposure map that separates what you dislike from what you have simply never had the chance to try.
What it does not do
- It does not measure ability, intelligence or how well you would do in a job.
- It does not produce an overall score, a percentile or a fit percentage.
- It does not prescribe a career or rule any career out.
This product includes information from the O*NET Career Exploration Tools by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the O*NET Tools Developer License. O*NET® is a trademark of USDOL/ETA. Yibuka has modified and extended this information. USDOL/ETA has not approved, endorsed, or tested these modifications.
Work Personality & Strengths Profile
How do I tend to approach work, people and responsibility?
Ninety statements across five broad work-personality continua and eight career strengths, reported as separate scales with no ideal profile.
What it does not do
- There is no good or bad profile, and no personality type.
- It does not determine career suitability and carries no weight in any ranking.
- It does not diagnose anything, and it is never used for selection.
Includes items derived from the International Personality Item Pool (IPIP), which is in the public domain. Yibuka's adaptations are tracked in the item bank and are not endorsed by IPIP.
Career Values & Motivation Compass
What matters to me, and what helps me sustain action?
Fourteen career values and five motivation activators, reported within-person so you can see what you weigh most heavily rather than how you compare to others.
What it does not do
- It does not assume your values are fixed — they move with circumstance.
- It produces no overall score and no percentile.
- It does not tell you which job to take.
Aptitude & Learning Strengths Battery
What current reasoning and learning strengths have I demonstrated?
Eighty-four timed-free reasoning questions across seven separate domains. It records what you can do today, in these tasks — not a ceiling.
What it does not do
- There is no IQ score, no composite and no general-ability rating.
- There is no pass or fail, and no percentile.
- A low score on a task today says nothing about what you can learn.
Career Direction 360
How does this evidence come together into options and next steps?
Brings your completed assessments together while keeping each construct separate, and turns them into an exploration plan with experiments and a 90-day timeline.
What it does not do
- It produces no single career verdict and no overall career-fit score.
- Work personality, aptitude and motivation are deliberately excluded from any ordering.
- Demand, salary and prestige are shown separately and never affect alignment.
This product includes information from the O*NET Career Exploration Tools by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the O*NET Tools Developer License. O*NET® is a trademark of USDOL/ETA. Yibuka has modified and extended this information. USDOL/ETA has not approved, endorsed, or tested these modifications.
Junior Interest Explorer
What kinds of activities do I enjoy and want to explore further?
Thirty-six familiar school, home and community activities for ages 13–15, reported as themes to explore rather than pathways to pick.
What it does not do
- It never ranks occupations, courses or Senior School pathways.
- 'I have not tried this' is never read as dislike or as weakness.
- It is not combined with any other result into one score.
Junior Strengths & Learning Explorer
How do I currently approach learning and problem-solving?
Twenty-eight reflections plus seven short practical missions for ages 13–15, describing strategies a learner recognises and demonstrates.
What it does not do
- It does not measure intelligence or assign an aptitude level.
- It sets no limit on potential.
- Missions describe strategies used, never a total process score.
How a number gets made — and what it is not.
Every score is a position on the response scale, rescaled to 0–100. It is not a percentile: 50 means the middle of the scale, never 'half of Kenyans'.
| Assessment | Questions | How it is scored | Answers needed per scale |
|---|---|---|---|
| Career Interest & Discovery Explorer | 96 activities, 0–4 | Mean per theme, rescaled to 0–100 | 8 of 10 per theme |
| Work Personality & Strengths Profile | 90 statements, 1–5 | Mean per scale, rescaled to 0–100 | 8 of 10, or 4 of 5 |
| Career Values & Motivation Compass | 90 statements, 1–5 | Mean per scale, plus within-person priority | 4 of 5, or 3 of 4 |
| Aptitude & Learning Strengths Battery | 84 questions, multiple choice | Number correct per domain | 10 of 12 per domain |
Suppressed, never estimated
If you leave too many questions on one scale unanswered, that scale is left blank. We do not fill the gap with an average, because that would invent an answer and then present it back to you as your own.
No overall score
There is no total, no composite and no “career fit” percentage anywhere in Yibuka. Adding unlike measures together hides the disagreements between them, and the disagreements are the useful part.
No percentiles
Percentiles need norms from a representative Kenyan sample. Those do not exist for these instruments yet, so we show none. A borrowed norm from another country would be worse than no norm at all.
How the evidence is brought together.
The integration report orders options using interests and values only. Everything else informs questions and plans, and is deliberately excluded from the ordering.
What is in the ordering
- Interest Alignment — how close your six interest themes are to the activity profile of an option.
- Value Support — how far an option may fall short of what you said matters. Offering more than you asked for is never rewarded.
The two are combined 60/40 into an ordering index. It is not a probability of success and not a fit percentage, and we never label it as one.
What is deliberately excluded
- CIDE Kenya-extension scores and Exposure & Access Map: explanations and experiments only until separately released.
- WPS scores: zero ranking weight; generate balanced work-style questions, supports and stretch hypotheses only.
- ALSB scores: generate current readiness evidence and learning actions only.
- Motivation activators: design the 90-day plan only.
- Labour-market demand, salary, prestige, institution marketing and popularity: display in a separate opportunity panel.
- Demographic, disability, county, school, device, language, family income or protected/sensitive variables: never rank psychological suitability.
What these results may and may not be used for.
Fine
- Deciding what to read about, shadow, or try next.
- Structuring a conversation with a parent, teacher or counsellor.
- Comparing two options you are already considering.
- Noticing what you have never had a chance to try.
Not acceptable
- Admission, streaming, hiring or scholarship allocation.
- Telling a young person a career is closed to them.
- Any clinical, diagnostic or disability determination.
- Any decision made about a person by someone else.
If a school, employer or programme asks you for a Yibuka result in order to decide something about you, that is a use these instruments are not authorised for. You are entitled to say no, and to ask us for this page.
Who sees your answers.
Your responses are yours. Nothing is shared without you choosing to share it.
Stored against your account
So you can leave an assessment half-finished and come back to it, and so a report you paid for stays available. Answers are never sold and never used for advertising.
Sharing with a parent
You choose what a parent or guardian sees, and free-text reflections are not included unless you include them. Accounts for under-18s require guardian consent to be active.
Correction and review
You can ask for an explanation of anything in a report, correct it, object to it, or have a person review it. See the privacy policy.
What would have to happen for these to become validated instruments.
Each instrument carries a staged validation plan. These are the gates, in order, and none of them has been completed.
| Stage | What it establishes |
|---|---|
| Expert and content review | Construct coverage, provenance, licensing, stereotyping, safeguarding. |
| Cognitive interviews | That participants understand each item as intended, across ages and contexts. |
| Kiswahili adaptation | Conceptual equivalence, not literal translation. |
| Pilot and item analysis | Which items behave, which are dropped, and why. |
| Reliability and structure | Whether the scales hold together and measure what they claim. |
| Fairness analysis | Whether items behave differently by gender, county, language or disability. |
| Kenyan norming | A representative sample — the only thing that would ever justify a percentile. |
| Predictive evidence | Whether results relate to anything that happens later. |
We will update this page as stages complete, and we will say which instrument reached which stage and when. Until then, the status above is the honest one.
Read this first. Then decide if it is useful to you.
Every assessment page repeats its own status, and so does every report. Nothing here needs you to take our word for it.