ASSESSMENT CENTERS - MYTH OR REALITY?

• NCJ Number: 45615
• Author(s): P T MAHER; J BRADY
• Date Published: 1978
• Length: 11 pages
• Corporate Author: Personnel and Organization Development Consultants, Inc
• Publication Format: Document
• Language: English
• Country: United States of America

Annotation

THIS PAPER BRIEFLY DISCUSSES HOW TO TELL IF A PERSONNEL ASSESSMENT CENTER IS A QUALIFIED PROGRAM AND AN ALTERNATIVE TO EXISTING PERSONNEL ASSESSMENT PROCEDURES.

Abstract

PERSONNEL ASSESSMENT CENTERS FIRST APPEARED IN THE GERMAN MILITARY IN THE FIRST WORLD WAR TO SELECT OFFICERS WITH EXCEPTIONAL COMMAND OR MILITARY ABILITIES. THEY WERE PIONEERED IN AMERICAN INDUSTRY BY AMERICAN TELEPHONE AND TELEGRAPH IN 1956. IN THE 1970'S LAW ENFORCEMENT AGENCIES BEGAN USING THEM WITH INCREASING FREQUENCY. ALL TOO OFTEN, HOWEVER, SUCH CENTERS PROCLAIM THEMSELVES EXPERTS WHEN THE RESULTS THEY OBTAIN DO NOT JUSTIFY THEIR HIGH PRICES. TO BE VALID, TECHNIQUES USED MUST MEET THE MINIMUM REQUIREMENTS ENDORSED BY THE THIRD INTERNATIONAL CONGRESS ON THE ASSESSMENT CENTER METHOD. THESE INCLUDE USE OF MULTIPLE ASSESSMENT TECHNIQUES, AT LEAST ONE OF WHICH IS A SIMULATION; USE OF MULTIPLE ASSESSORS AND ASSESSMENTS MADE AT DIFFERENT TIMES; CAREFUL JOB ANALYSIS FOR RELEVANT SKILLS AND ABILITIES; CAREFUL DESIGN OF THE SIMULATION EXERCISES; AND ADEQUATELY TRAINED ASSESSORS. THE MOST COMMON FAILINGS IN LAW ENFORCEMENT PROGRAMS ARE LACK OF OR INSUFFICIENT ASSESSOR TRAINING, FAILURE TO CONDUCT A PROPER JOB ANALYSIS, FAILURE TO UTILIZE APPROPRIATE EXERCISES TO IDENTIFY CRITICAL BEHAVIOR IN CANDIDATES, FAILURE TO USE MULTIPLE ASSESSORS, AND FAILURE TO USE SUFFICIENT SIMULATION EXERCISES. A CASE STUDY IS GIVEN OF A CENTER WHICH INVOLVED 14 HALF HOURS OF TIME, 6 HOURS OF WHICH WERE DEVOTED TO EATING DINNER. CAREFUL USE OF TIME IS ANOTHER IMPORTANT CRITERION. TRADITIONAL SELECTION SYSTEMS TOO OFTEN RELY ON WRITTEN TESTS AND THE JUDGMENTS OF A SINGLE PERSON. ASSESSMENTS MADE BY GOOD CENTERS ARE PROBABLY MORE VALID PREDICTORS OF PERFORMANCE, IN THE CASE OF BERRY VERSUS CITY OF OMAHA, AN UNSUCCESSFUL CANDITATE FOR DEPUTY CHIEF OF POLICE CHALLENGED THE ASSESSMENT CENTER FINDINGS. IN THIS CASE, THREE DIFFERENT CENTERS HAD BEEN USED AND STANDARDS HAD BEEN DRAWN UP TO ASSURE UNIFORM RESULTS. THE COURT HELD THAT THE TESTING WAS FAIR. THIS CASE NOT ONLY CONFIRMS THE VALIDITY OF THE ASSESSMENT CENTER CONCEPT, IT POINTS OUT THE IMPORTANCE OF STANDARDS. (GLR) IT POINTS OUT THE IMPORTANCE OF STANDARDS. (GLR)