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One of the unique characteristics of the assessment center is that it ensures that all candidates will be evaluated impartially, fairly, and objectively based upon their demonstrated ability to perform the tasks necessary to succeed in their potential new positions.
Experience has shown that people who do well in an assessment center generally prove capable of performing the duties of the position for which they are being considered. In other words, there is usually a strong correlation between a candidate's score in an assessment center and how well that candidate will perform if he is eventually promoted to the new position for which he is being evaluated.
Several methods exist that can be used to score candidates in an assessment center. The method used in a particular process will usually depend upon the experience and preference of the assessment center administrator as well as the needs of the client organization. Some police departments may have local or state civil service laws or local personnel rules that specify that candidates be ranked on an eligibility list for promotion according to their score in a written test or an assessment center.
Other agencies may employ a "passfail" method whereby all candidates who receive a passing score are placed on an unranked list and are eligible for promotion based upon the preference of the appointing authority. In many instances, the assessment center score is a weighted part of the total examination score and is combined with a written examination score, seniority, or "promote-ability" ratings prepared by the command staff or superior officers.
In an assessment center, assessors must use a standardized and logical method of evaluating, scoring, or ranking the candidates. This requires that candidates be evaluated on objective, job-related and clearly defined criteria, which can be linked to the basic dimensions of the job for which they are being evaluated.
For example, performance dimensions such as "leadership,"...