ASSESSMENT CENTERS

Miami Valley Fire / EMS Alliance
General Information About Assessment Center Procedures

1. Job Analysis

a. A job analysis determines skills, abilities, attributes, and knowledge necessary for the position and identifies areas for evaluation during the Assessment Center.

b. Examples of areas tested:

  • Written communications
  • Fire/EMS technical knowledge
  • Interpersonal skills
  • Administrative skills

2. Typical Assessment Center Exercises

a. In-Basket Exercise – Several real-life memos, phone messages, and reports are placed in the candidate's "in-basket" that he or she must complete. During the exercise, the candidate is interrupted to simulate real-world conditions.

b. Strategy and Tactical Evaluation – The use of a tabletop simulator, pictures, and preplans to evaluate the candidate's abilities.

c. Oral Resume/Background Interview – Candidates have an opportunity to explain how their education, training, and experience qualify them for the position. The interview may or may not include specific questions from the assessors.

d. Oral Presentation

  • Scenario information may be provided before the Assessment Center begins or at the start of the exercise to evaluate the candidate's ability to think on their feet.
  • Example scenarios include community, training, and governing body presentations.

e. Employee/Subordinate Interview Role Play – A simulated exercise where candidates interact with another person. Assessors determine whether the candidate's actions are appropriate for the situation.

f. Media Interview – Candidates receive information about a scenario and are interviewed by a member of the press.

g. Leaderless Group Discussion – Candidates discuss a given topic and are evaluated on participation, presentation, and group dynamics. This exercise works best with groups of four to eight participants.

3. Assessment Center Procedures

a. The scoring system:

  • Strong (5)
  • More than Adequate (4)
  • Adequate/Acceptable (3)
  • Less than Adequate (2)
  • Weak (1)

b. Candidates will be assessed by at least three evaluating assessors. Scores must be within one point of each assessor.

c. Assessors are trained in the process to ensure uniformity.

d. Assessors may be retired or active-duty Fire Officers.

e. Assessment Dimensions

  • Oral Communication
  • Written Communication
  • Problem Analysis
  • Judgment
  • Organizational Sensitivity
  • Planning and Organization
  • Initiative and Decisiveness
  • Interpersonal Relations
  • Delegation
  • Listening Skills
  • Leadership

f. Results will include:

  • Raw score
  • Ranking by score
  • Written analysis of each candidate's performance
  • Written analysis of the candidate pool to assist with planning, training, and professional development activities

4. The Alliance Advantage

a. The cost of an Assessment Center from a consulting firm or other source can range from $5,000 to $10,000.

b. The Miami Valley Fire/EMS Alliance offers Assessment Center services as a benefit of membership. This Alliance Advantage provides a high-quality assessment at a significantly reduced cost. Pricing depends on the requesting department's specifications, but generally the service costs $500 for members and $2,500 for non-members.

MVFEA