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PROMOTIONAL ASSESSMENT CENTER <br />Promotional Testing Proposal <br />Public Safety Testing, Inc. <br /> <br />5 <br /> <br /> <br />Phase Two: <br /> <br />Assessment Center Exercise Theme Flow <br /> <br />Major Job Duties (common) <br /> <br /> <br />• Communication Skills <br /> <br /> <br />Behavioral Dimensions Measured <br />• Coach & Mentor <br />• Train Employees <br />• Evaluate Employees <br />• Progressive Discipline <br />• Manage a Critical Event <br />• Manage Schedules <br />• Manage Logistics <br />• Make & Manage <br />Documentation <br /> <br />• Oral Communications <br />• Interpersonal Insight <br />• Problem Analysis <br />• Judgment <br />• Decisiveness <br />• Written Communications <br />• Planning & Organization <br />• Delegation & Control <br />Types of Exercises/ <br />Job Simulations <br /> <br />• Administrative <br />• Interpersonal <br />• Field Supervision <br />• Writing <br />• Critical Thinking <br /> <br /> <br /> <br />Test Administration <br /> <br />PST will facilitate and manage the assessment center process, including: <br />• Conduct one virtual “Candidate Orientation Workshop” (in-person workshops can be <br />conducted for an additional charge) that provides candidates an overview of the assessment <br />center testing process, highlights tips for success, and pitfalls to avoid. This candidate <br />orientation de-mystifies the assessment center/promotional testing process. <br />• Conduct a training workshop for the assessors and role players whom the city has selected <br />prior to the test date. The training shall include guidelines for scoring, pitfalls to avoid <br />in assessing, and a practice session for scoring an exercise. Only trained assessors will <br />participate in the testing process. <br />• Provide all the typical equipment, supplies, and materials for the training, orientation, and <br />testing process. The City of Everett may be asked to provide specific equipment related to <br />the exercises. <br />• Create a grading process that conforms to the City’s Personnel/Civil Service <br />Commission’s rules. <br />• Through an empirical process that incorporates the candidate’s performance, the weighted <br />dimensions, and the City’s Personnel/Civil Service Commission’s rules, create a final rank order <br />listing of the candidates tested. <br />• Survey each candidate about his/her observations of the promotional process and the <br />assessment center’s relevance to the position.