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Assessment Centers for selection and promotion utilize an objective, job-related approach to assessing an individual's capability to perform in a supervisory, managerial, or leadership role. Candidates complete a battery of testing procedures that assesses job-related expertise and competency. The testing battery typically includes three to five exercises, such as a role-play exercise, a writing exercise, a presentation, an interview, and/or a group exercise. Candidate performance is measured across a series of job-related performance dimensions comprised of the individual's competencies and knowledge, skills, and abilities to perform in the target job. Assessment centers are typically used for managerial/supervisory assessment and law enforcement/fire service promotional testing.
