NCJ Number
99440
Journal
American Journal of Police Volume: 4 Issue: 1 Dated: (Spring 1985) Pages: 71-91
Date Published
1985
Length
21 pages
Annotation
Formal evaluations of police managers confirmed the assessment center's ability to predict dimensions of managerial success by using a system of management and supervisory simulations.
Abstract
A properly administered assessor process can be a viable alternative to traditional selection and screening methods commonly used in contemporary preemployment and promotional systems. For the assessment center to be accurate, a job must be thoroughly analyzed so that appropriate simulations can be developed. For example, simulations to evaluate a police training officer would test planning ability, writing skills, ability to organize work groups and delegate authority, and ability to work under stress but would exclude cultural, religious, racial, and sexual biases. The typical assessment process usually spans 2-3 days, and assessors normally are police or police management personnel. To validate the assessment process, this study compared the assessment center scores of 16 men and women promoted to managerial positions between 1978 and 1980 with formal evaluations conducted 6 and 12 months after they had been promoted. The supervisors performing the postpromotion evaluations did not know the assessed scores of the probationary supervisors. There were no significant differences between the predictive scores and the formal evaluations. The paper outlines steps in establishing an assessment center and presents a skills-ranking appropriate for police managers. Tables and 10 references are supplied.