Assessment Centers

OSI's Assessment Centers are developed on a foundation of valid job-related competencies and are based on contemporary assessment center technology. Due to their objectivity, validity and consistency, assessment centers are increasingly being used to select and develop managerial talent.

Assessment Center exercises and simulations are designed to measure specific competencies and mirror actual job activities. Competencies commonly assessed include communication skills, leadership, initiative, planning, organizing, delegating and negotiating. Programs vary in content as well as format, but they typically include competitive and cooperative leaderless-group discussions, role play simulations, in-basket exercises, oral and written presentations, business games, and paper and pencil tests.

Trained teams of observers, usually consisting of one assessor for every two participants, observe and record performance under the direction of center administrators. Center assessors are trained in the content and process of evaluation, and to address follow-up and papernation concerns. Six participants are usually assessed at each center.

OSI offers custom and off-the-shelf Assessment Centers for a wide variety of organizational positions or levels, including Executive/General Manager, Middle Manager, Supervisor, Sales Manager and Sales Associate. Our off-the-shelf versions may be customized to include organizational logos and exercises relevant to conditions prevalent within the organization.

Assessment Centers are developed and administered in five phases:

• Phase 1: Define competencies


• Phase 2: Design and develop assessment center exercises


• Phase 3: Train assessors


• Phase 4: Administer center


• Phase 5: Provide feedback and action planning

Phase 1: Define Competencies
See Competency Modeling

Phase 2: Design and develop assessment center exercises
While the extent of customization varies, custom centers usually include the development of fictitious companies within which the various assessment exercises are staged. Fictitious companies are typically used in assessment centers to "level the playing field" among participants. With custom programs, fictitious companies usually reflect the industry or technology of the client company, which provides relevance to the participants without giving individual participants unfair advantages.

During the design phase, OSI works closely with its clients to ensure exercises reflect conditions found in their particular work environments. Often, OSI will use memos, email and other work documents from the organization for inspiration during this phase.

Phase 3: Train assessors
Each Assessment Center features a staff of three trained assessors and one administrator. Most organizations planning to conduct multiple centers elect to train a pool of internal assessors to work with outside administrators. Internal assessors greatly reduce the expenses associated with conducting assessment centers and provide valuable assistance to outside administrators. Outside administrators work to ensure the integrity and objectivity of the process.

Assessor training workshops span three full days, and cover assessment center history and science; all exercises, materials and forms; behavioral observation methods and practice; data integration and feedback.

Phase 4: Administer center
Each assessment center is held over a three-day period. Day 1 consists a series of exercises, and participants are observed throughout the day by the trained assessors. Day 2 is devoted to data integration by the assessors, and a debrief and training program for the participants. Day 3 is used to deliver one-on-one feedback to each participant.

Phase 5: Provide feedback and action planning
Every assessment center includes 60-90 minute one-on-one feedback sessions for each participant. During this time, the participants' strengths and developmental areas are discussed and developmental plans established. Participants are allowed to ask questions and discuss both the assessment center experience and their career plans, goals and aspirations.