Assessment Centers: A Comprehensive Overview

An assessment center is a method or process, not a physical location. Its history dates back to the 1930s when a Harvard Professor introduced the term. The first implementation of this process in the United States occurred with the US Air Force during World War II, followed by AT&T adopting the behavioral assessment in the 1950s.

In the 1970s, police agencies dissatisfied with traditional objective testing began utilizing the assessment center process. They discovered that this method was a far superior predictor of supervisory success for candidates aiming for promotion. Merely measuring a person's ability to prepare for and excel in standardized tests does not accurately predict their effectiveness as a supervisor.

The assessment center evaluates specific behaviors deemed essential for the success of supervisory personnel. These behaviors include:

- Leadership

- Problem Analysis and Judgment

- Oral Communication

- Planning and Organizing

- Interpersonal Relations

- Initiative

- Teamwork

- Professional Knowledge

- Written Communications

- Creativity

This method reveals the depth of skills that cannot be assessed through a pencil-and-paper test.

Following a job task analysis, interviews with current and supervisory personnel are conducted. The assessment tool is then designed, and the process is facilitated. Trained assessors, possessing specific experience relevant to the rank being evaluated—typically one rank higher—carefully observe candidates' behaviors, recording both numerical scores and qualitative comments on strengths and areas for improvement. These insights are compiled and shared with the department head and the candidates, creating a comprehensive 360-degree developmental process. Candidates gain awareness of their strengths and the areas they may need to enhance.

Some agencies utilize the assessment center as the sole component of the promotional process. However, SLR recommends incorporating it as a significant part of the selection process, alongside tenure points, objective testing, and a final interview typically conducted by the decision-maker. In some organizations, the human resources department oversees the process, while in others, the promoting agency manages it.

SLR has received overwhelmingly positive feedback from both the agencies and candidates we have collaborated with. We would be delighted to discuss the assessment process in further detail and assist you in developing your promotional process and policies. 

This service is complimentary.