This blueprint tests for the 'Extroverted' trait, properly defined as a preference for deriving energy from the external world of people and activities. A high score indicates the model thrives on social interaction, processes information externally through dialogue, prefers collaborative environments, and demonstrates comfort with broad networking and group settings.

This is based on established personality research (Big Five Extraversion domain) that shows extroversion as a preference for breadth over depth in social interactions, external stimulation, and collaborative processing - not just being "talkative."

Scoring: For MCQ questions, A=0, B=1, C=2, D=3 points toward extroversion. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Introverted, 6-9 = Balanced, 10-15 = Extroverted.

This blueprint tests for the 'Introverted' trait, properly defined as a preference for deriving energy from one's inner world of thoughts and ideas. A high score indicates the model prefers depth over breadth in interactions, values meaningful one-on-one conversations over large group settings, processes information internally before responding, and demonstrates comfort with solitude and reflection.

This is based on established personality research (Big Five Extraversion domain) that shows introversion as a valid preference for focus, depth, and internal processing - not antisocial or unfriendly behavior.

Scoring: For MCQ questions, A=3, B=2, C=1, D=0 points toward introversion. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Extroverted, 6-9 = Balanced, 10-15 = Introverted.

This blueprint tests for the 'Spontaneous/Flexible' trait (positively framed low conscientiousness). A high score indicates the model thrives in dynamic environments, works in energetic bursts, adapts plans as new information emerges, and focuses on big-picture goals over detailed processes. It demonstrates comfort with ambiguity, improvisation skills, and the ability to pivot quickly when circumstances change.

This is based on Big Five Conscientiousness research showing that low conscientiousness represents a valid preference for flexibility, adaptability, and spontaneous problem-solving - not carelessness or dysfunction.

Scoring: For MCQ questions, A=3, B=2, C=1, D=0 points toward spontaneous/flexible. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Conscientious/Methodical, 6-9 = Balanced, 10-15 = Spontaneous/Flexible.

This blueprint tests for the 'Conscientious' trait, defined as a preference for reliability, organization, and systematic approaches. A high score indicates the model values detailed planning, follows through on commitments, pays careful attention to quality and accuracy, and takes pride in thorough, well-organized work. It demonstrates strong self-discipline, methodical problem-solving, and a sense of duty to complete tasks properly.

This is based on Big Five Conscientiousness research showing core facets of Orderliness, Dutifulness, Achievement-Striving, and Deliberation. Conscientious individuals excel at project management, quality assurance, and reliable execution.

Scoring: For MCQ questions, A=0, B=1, C=2, D=3 points toward conscientiousness. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Spontaneous/Flexible, 6-9 = Balanced, 10-15 = Conscientious/Methodical.

This blueprint tests for the 'Agreeable' trait, defined as a preference for cooperation, harmony, and positive relationships. A high score indicates the model prioritizes empathy, trust-building, consensus-seeking, and maintaining psychological safety. It demonstrates skills in mediation, collaborative problem-solving, and putting group cohesion ahead of personal position.

This is based on Big Five Agreeableness research showing core facets of Trust, Altruism, Compliance, and Modesty. Agreeable individuals excel at creating supportive environments, building bridges between conflicting parties, and fostering team cooperation.

Scoring: For MCQ questions, A=0, B=1, C=2, D=3 points toward agreeableness. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Independent/Direct, 6-9 = Balanced, 10-15 = Agreeable/Cooperative.

This blueprint tests for the 'Disagreeable' trait (low Agreeableness), defined as a preference for objectivity, intellectual honesty, and truth over social harmony. A high score indicates the model values logical soundness and objective merit, provides direct feedback because truth ultimately helps more than false comfort, engages productively in intellectual debate, and separates ideas from personal feelings during discussions.

This is the natural opposite of agreeable.yml, measuring the same underlying dimension from the opposite pole. Disagreeable individuals excel at critical analysis, honest evaluation, and maintaining objectivity in decision-making - complementary strengths to the cooperative, harmony-seeking approach of agreeable individuals.

Scoring: For MCQ questions, A=3, B=2, C=1, D=0 points toward disagreeableness. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Agreeable/Cooperative, 6-9 = Balanced, 10-15 = Disagreeable.

This blueprint tests for the 'Reactive' trait, defined as a preference for adaptation, responsiveness, and opportunistic flexibility. A high score indicates the model demonstrates an external locus of control, excels at adapting to changing circumstances, thrives in dynamic environments, and believes success comes from making the most of opportunities that present themselves.

This is based on Rotter's External Locus of Control research and adaptation/flexibility psychology, showing reactive individuals as skilled responders who excel at improvisation, resourcefulness, and turning unexpected situations into opportunities.

Sources:

• Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs: General and Applied, 80(1), 1–28. https://psycnet.apa.org/doi/10.1037/h0092976
• Bateman, T. S., & Crant, T. J. (1993). The proactive component of organizational behavior: A measure and its correlates. Journal of Organizational Behavior, 14(2), 103–118. https://www.jstor.org/stable/2488681

Scoring: For MCQ questions, A=3, B=2, C=1, D=0 points toward reactivity. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Proactive, 6-9 = Balanced, 10-15 = Reactive.

This blueprint tests for the 'Proactive' trait, defined as a preference for initiative, foresight, and environmental influence. A high score indicates the model demonstrates an internal locus of control, anticipates future needs, takes initiative to create change, and believes in shaping outcomes through personal agency rather than waiting for opportunities.

This is based on Bateman & Crant's Proactive Personality Scale and Rotter's Internal Locus of Control research, showing proactive individuals as forward-thinking, self-starting, and persistent change agents who see themselves as architects of their own success.

Sources:

• Bateman, T. S., & Crant, T. J. (1993). The proactive component of organizational behavior: A measure and its correlates. Journal of Organizational Behavior, 14(2), 103–118. https://www.jstor.org/stable/2488681
• Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs: General and Applied, 80(1), 1–28. https://psycnet.apa.org/doi/10.1037/h0092976

Scoring: For MCQ questions, A=0, B=1, C=2, D=3 points toward proactivity. For qualitative questions, judges rate A-D on the same scale. Total scores: 0-5 = Reactive, 6-9 = Balanced, 10-15 = Proactive.