Identifying employees with management potential is just one of the many uses of an assessment center. (For availability, see EA 507 433.) (Author)

Psychometric evaluations of the assessment center method of personnel selection have consistently shown positive results. However, this approach ignores certain external parameters (e.g., selection ratio, cost of the procedure) which largely determine the overall utility of a selection device. Moreover, the psychometric evaluation approach ignores…

This paper considers how to determine leadership characteristics when selection committees conduct a search for a college or university president. It is based on the premise that specific psychological orientations, levels of consciousness, and motivations conducive to successful leadership in higher education can be identified. Search Committees…

Analyzes the strengths and weaknesses of assessment center methodology and then outlines an innovative system--the integral appraisal system--that uses some assessment center principles to examine managers' behavior on the job. (Author/IRT)

Methods for assessing institutional capacity for research and development (R&D) are examined. The paucity of research data on the topic is noted. Some general conclusions are drawn: (1) There is no set formula or checklist to provide an accurate assessment of institutional R&D capacity. (2) False negatives are more serious than false positives, so…

The Management Assessment Center (MAC) of the Dade County (Florida) Public Schools is a unique project, employing multiple techniques to evaluate behavior for school-level administrator personnel selection. This final report of an evaluation deals primarily with issues of the validity and the utility of the MAC. To ascertain validity of the MAC,…

The effects of 9 assessor characteristics on scores given by 49 assessors to 111 assessees in 3 police and 6 fire service assessment centers for local governments were investigated. Assessors included those who had and who did not have experience in the job under consideration, and who differed on several other characteristics, including the…

Outlines the design requirements for the NASSP assessment center, lists the final behavior dimensions examined, and notes the guidelines the pilot school districts evolved for use of the assessment reports. (IRT)

Describes one school system's successful development of a principal selection process that utilizes a screening/advisory committee. Includes methods for committee selection, sample interview questions, and evaluation and decision-making techniques. (IW)

The winnowing of a large number of presidential candidates to a smaller, more manageable group is discussed. Initial screening, candidate information, evaluation form, reference checking, and selecting interviewees are described. (MLW)

Attempts to present a methodology for evaluating potential for supervisory positions among a group of individuals labeled disadvantaged, by means of simulation exercises. (Author/DR)

A model of career development using three types of validity (empirical, content, and construct) is considered for supervisors' ratings of nonmanagers as a predictor of success as managers. As defined in the Uniform Guidelines and professional literature, all three are inapplicable to this prediction situation. (Author)

This publication is a comprehensive bibliography on the assessment center method and education administration. The bibliography reveals sources for research concerning the potential of assessment center methods for screening administrative candidates, as well as for prescribing individual pre- and in-service development programs. Resources are…

Social and legal changes at home and abroad have affected the selection of management personnel, says a British management consultant. He discusses these changes, the cost of recruitment, improvements taking place in selection and recruitment methods, and factors influencing future selections. (MF)