The Assessment Center: Pooling Scores or Arithmetic Decision Rule?

1988 ◽  
Vol 17 (1) ◽  
pp. 63-71 ◽  
Author(s):  
Phillip E. Lowry
Keyword(s):  
Career Development ◽  
Decision Rule ◽  
Assessment Center ◽  
Assessment Centers ◽  
Insufficient Evidence ◽  
Variate Analysis ◽  
Overall Evaluation ◽  
Development Center

The primary issue explored is whether it is necessary to use pooling of assessor judgments or whether it is appropriate to substitute an arithmetic decision rule to arrive at an overall evaluation. The scores obtained in three assessment centers were subjected to multi-variate analysis. The analysis disclosed mixed results. Rankings in selection assessment centers did not change as a result of pooling judgments; changes in rankings did occur in the career development center. Scores in both types of centers changed as a result of pooling. It is concluded that there is insufficient evidence to support a deviation from the currently accepted standards requiring pooling.

Prognostische Validität eines Assessment Centers für den Studien- und Berufserfolg von Berufs offizieren der Schweizer Armee

2005 ◽  
Vol 4 (4) ◽  
pp. 170-180 ◽  
Author(s):  
Simon P. Gutknecht ◽  
Norbert K. Semmer ◽  
Hubert Annen
Keyword(s):  
Assessment Center ◽  
Assessment Centers

Zusammenfassung. In der vorliegenden Studie wurde das Assessment Center für angehende Berufsoffiziere der Schweizer Armee anhand von drei Kriterien evaluiert: Studienerfolg, Leistungsbeurteilung durch den direkten Vorgesetzten sowie Status (Zugehörigkeit zum Generalstab). Dieses Instrument stellt seit 1996 die Hauptvoraussetzung dar, um zum Studium als Berufsoffizier an der Militärakademie (vormals Militärische Führungsschule) an der ETH Zürich zugelassen zu werden. Speziell ist, dass dieses AC in den ersten drei Jahren (1993-1995) nur zur Potentialbeurteilung, nicht aber zur Selektion eingesetzt wurde. Von den Kandidaten aus diesen drei Jahren liegen nun in einem zeitlichen Abstand von sechs bis acht Jahren Leistungsbeurteilungen aus dem beruflichen Alltag sowie Angaben zum Status vor. Es zeigt sich, dass das AC gegenüber den Schulnoten sowohl bezogen auf die Studienleistung wie auch auf die beiden Berufserfolgskriterien inkrementelle Validität aufweist. Allerdings erweist sich die Abschlussnote des Studiums als besserer Prädiktor hinsichtlich des Status.

Assessment Centers in the Public Sector: A Practical Approach

1984 ◽  
Vol 13 (4) ◽  
pp. 435-450 ◽  
Author(s):  
Dennis A. Joiner
Keyword(s):  
Public Sector ◽  
Local Government ◽  
Historical Perspective ◽  
Employee Selection ◽  
Assessment Center ◽  
Practical Approach ◽  
Assessment Centers ◽  
The Public ◽  
Practical Model

This article provides an overview of assessment centers as they are commonly used in local government settings for employee selection and promotion decisions. The reader is first provided with an historical perspective followed by a detailed example of a practical model for developing and administering legally defensible assessment center examinations. Throughout the article, references are cited for more in-depth coverage of the ideas and concepts presented.

The Hillsborough County, Florida, Juvenile Assessment Center: A Prototype

1998 ◽  
Vol 78 (4) ◽  
pp. 439-450 ◽  
Author(s):  
JAMES E. RIVERS ◽  
RICHARD DEMBO ◽  
ROBERT S. ANWYL
Keyword(s):  
Drug Use ◽  
Violent Crime ◽  
Assessment Center ◽  
Assessment Centers ◽  
Community Assessment ◽  
Hillsborough County

Juvenile Assessment Centers (JACs) or community assessment centers are essentially screening and classification programs that assess the nature and extent of risks to and from arrested juveniles. This article presents a brief account of the Hillsborough County (Tampa, Florida) JAC, a model for JACs that is currently being implemented throughout Florida and is suggested as a prototype for communities throughout the nation. Identifying, assessing, referring, and ensuring that services for juveniles are delivered and received is extremely important given current levels and recent increases in both violent crime and drug use among U.S. youth.

Technology of Express-Assessment Centre and Order of Carrying It Out

10.12737/5798 ◽  
2014 ◽  
Vol 3 (5) ◽  
pp. 62-66
Author(s):  
Никитина ◽  
M. Nikitina
Keyword(s):  
Original Method ◽  
Assessment Center ◽  
Assessment Centers ◽  
Express Method ◽  
Traditional Methods ◽  
Simulation Exercise ◽  
Traditional Assessment ◽  
Assessment Centre ◽  
Line Manager

Technology of assessment centers has been showing a good performance as a method of recruitment since the early stages of implementation in large foreign companies. However in Russian experience of recruitment traditional methods still prevail. Assessment-center is a time-consuming and therefore quite expensive method, which is an obstacle for being carried out by domestic organizations. This article proposes an alternative to carrying out technology of assessment-center – an express-assessment-center. Unlike the traditional assessment-center, the express method allows assessing candidates within a few hours without reducing the quality of an original method. The paper describes the order of carrying out the express-assessment-center, proposes competency profi les and methods of assessing its demonstration as exemplifi ed in company’s line manager position, provides examples of simulation exercise to discover announced competencies.

Public Safety Assessment Centers: A Steward's Perspective

2003 ◽  
Vol 32 (2) ◽  
pp. 229-249 ◽  
Author(s):  
Cam Caldwell ◽  
Melissa L. Gruys ◽  
George C. Thornton
Keyword(s):  
Public Safety ◽  
Safety Assessment ◽  
Assessment Center ◽  
Decision Makers ◽  
Assessment Centers ◽  
Human Resource Professionals ◽  
Ethical Considerations ◽  
Major Purpose ◽  
Broad Array ◽  
The Matrix

Public safety assessment centers are primarily conducted for promotional examinations. The duties owed to the stakeholders served by public safety assessment centers have been generally outlined in the newly revised Guidelines and Ethical Considerations for Assessment Center Operations. This paper provides a useful matrix that identifies seven ethical duties owed to each of seven stakeholders and a major purpose of this paper is to explicitly articulate and explain the extent of these duties and their importance as part of the Assessment Center Administrator's duty related role. The authors present this matrix as a framework for helping assessment center administrators and other key public sector professionals as they consider the broad array of obligations owed in properly conducting an assessment center selection or promotional process. False short-term economies may result by shortcutting these explicit and implied ethical duties. The matrix provides a simple but helpful perspective for evaluating the degree to which public safety assessment centers meet duties owed, and allows human resource professionals and other decision makers to identify the associated costs and benefits.

The Assessment Center Process: Assessing Leadership in the Public Sector

1995 ◽  
Vol 24 (4) ◽  
pp. 443-450 ◽  
Author(s):  
Phillip E. Lowry
Keyword(s):  
Public Sector ◽  
Construct Validation ◽  
Assessment Center ◽  
Assessment Centers ◽  
The Public ◽  
Work Samples

Leadership is an ill-defined complex construct, difficult if not impossible to measure in assessment centers. Current research is cited to support this view. Using work samples and measuring how well the work is accomplished is suggested as a way to avoid the problems associated with assessment of leadership and other constructs. The proposed process gets directly to the candidate's job qualifications. It avoids the problems of construct validation and classification of behaviors into interrelated and complex constructs such as leadership.

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