1. How does your organization hire or promote supervisors and managers?
2. What are the limits of written tests? Oral interviews?
3. How does the Assessment Center provide critical information about a candidate's management abilities?
The assessment center consists of a day-long series of behaviorally-oriented exercises for any level supervisory/management position in an organization. It is a key talent development tool for hiring, promotion, career development, and succession planning.
This program will explore the steps in designing and administering the assessment center, and the role of assessors in observing, recording, and evaluating behaviors of candidates/participants.
After attending this session, you will be able to:
- Define the assessment center process and describe essential components.
- Become familiar with the history of the assessment center from its beginning in the 1940s, to the development of its use in a variety of organizations today.
- Learn about research supporting the validity of the assessment center process over other methods of personnel evaluation for hiring, promotion, career development, or succession planning.
- Be exposed to assessment center standards.
- See how assessment center results are documented.
- Participate in an assessment center simulated exercise to experience observing and rating candidate behavior.
Agenda:
5:30 Registration, dinner and networking
6:15 Announcements
6:30 Tonight's topic
8:00 Adjourn
Our Facilitator:
Dr. Melinda Holmes provides a variety of organizational consulting services to government and nonprofit organizations through her company, M. Melinda Holmes, Ph.D., LLC.
Since beginning her company in 2008, Dr. Holmes has been involved in a variety of activities including the following: facilitating strategic planning for city councils; leadership academies for public and nonprofit organizations; teambuilding training for a management academy; advising a village charter commission; and designing and administering assessment centers for promotion and hiring of managers in local governments.
Dr. Holmes has extensive experience with assessment centers. Since 1982, she has designed and administered dozens of assessment centers for all levels of supervision/management in fire and police departments; for city managers; and for a variety of other managers in public organizations in Ohio. For the eight-year duration of the State of Ohio’s Ohio Certified Public Manager (OCPM) Program, she conducted half-day assessment centers for the purpose of career development, for several hundred participants.
Dr. Holmes worked at Kent State University for 28 years, as Assistant Director of the Center for Public Administration and Public Policy, and as an adjunct faculty member, teaching graduate courses in public administration. As assistant director, she coordinated training, technical assistance, and research to benefit state and local government elected and appointed officials, and boards and staff of nonprofit organizations.
Prior to coming to Ohio in 1977, Dr. Holmes, a native of North Carolina, worked for the Guilford County Economic Opportunity Council (EOC) in High Point, NC in various anti-poverty programs, including directing a neighborhood center.
Dr. Holmes’ other experiences include citizen participation and program evaluation with the High Point Model City Commission. Later she became Human Resources Coordinator for the City of High Point.
Dr. Holmes holds a bachelor’s degree in English/Education from the University of North Carolina at Greensboro, a Master’s in Public Administration and a doctorate in Organization Development, both from Kent State University.
Contact information: Dr. M. Melinda Holmes
M. Melinda Holmes, Ph.D., LLC
P.O. Box 13698
Fairlawn, OH 44334
(330)922-0836 mholmes007@neo.rr.com
This program is not affiliated with the Akron General Health and Wellness Center- West
