In order to improve on their selection, promotion, and identification decisions regarding high level management personnel, many large corporations, some small ones, and several governmental agencies have resorted to the assessment center approach. Briefly, the assessment center is an intensive multiple-techniques evaluation process. Candidates for assessment are brought in small groups of from eight to twelve to a testing location and run through a battery of tests over a 2- or 3-day period. These often include paper-and-pencil psychological measures, projective measures, interviews, and both individual and group situational tests. The situational tests are often miniature job situations. Candidates are evaluated by several trained assessors, who are usually successful high-level managers and sometimes are psychologists. This report is an annotated bibliography of published articles on assessment centers. Several types of articles appear: general publicity articles, reports on the implementation of an assessment center, research studies investigating methods of achieving over-all ratings of potential, and reports on validities of assessment center programs. The general finding in the reports described is that assessment center evaluations are more predictive of future management success than the traditional evaluations which are based on supervisors' reports, paper-and-pencil tests, and interviews. (MV)