If you wish to have an objective, valid, current and transparent evaluation of an individual’s performance, then consider using an Assessment Centred (AC) or Development Centred (DC) approach. ACs provide a fair, consistent and reasonable methodology to support: re-organisations, selection for internal promotion, ensure diversity and maintain equal opportunities. In additon a DC can be used to identify development needs, enabling you to re-review skills improvement in, say, 6 months' time.

Each AC/DC is tailored to meet your culture, your style of management and your environment. They can be designed for all ranges of roles, from the most junior to the most senior, Executive role, and vary in length from 1-3 days. We run extensive Management Development programmes for several of our clients, who, by using a DC are able to objectively identify a manager's business success and then significantly increase his/her salary - and win:win!

You can achieve this by:

• running development/assessment centres with numeric and verbal reasoning and psychometric tests, situational interviews and role plays - this leads to ‘fast tracking’ graduates, junior and middle managers
• using an assessment/development centre as a selection process for long term people planning and succession planning
• developing specific assessment centres for new recruits, e.g. sales people, or graduates for trainee contracts

Over 30,000 Microsoft jobs have been profiled using the Ergon Competency Framework - online - and we are now able to make this available to our clients.   Using this system you are able to define the unique competencies for roles in your business,  have from a self assessment through to a 360 degree feedback on individual performance to include in the AC or DC.   It is also a powreful tool for all recruitment and selection projects.   Contact Patricia or Peter O'Donnel for more information.

N.B. - The assessment centred approach can be linked to the Recruitment and Selection process.

Let us help you - contact Adrian Towell ,  Peter O'Donnell or John Cooper for further information.