The Nuts & Bolts of Assessor Training PRESENTED BY ANNE BUCKETT (PRECISION ACS)

Transcription

1 The Nuts & Bolts of Assessor Training PRESENTED BY ANNE BUCKETT (PRECISION ACS)

2 Presentation Outline Stage 1: Choosing Assessors Stage 2: Assessor Training Stage 3: Role Player Training Stage 4: Administrator Training Summary of key elements from Best Practice Guidelines

3 Stage 1: Choosing your assessors Who do you use? E.g. internal or external Who can they be? E.g. HR professionals, psychometrists, psychologists, line managers What roles will they fulfill? E.g. assessor, role player, administrator

4 Stage 1: Choosing your assessors INTERNAL No additional costs Familiar with organisation Familiar with target job EXTERNAL Trained specialists Unbiased Availability Bias Competence Availability Higher costs Less familiar with organisation and target job Different understanding of competencies

5 Stage 1: Choosing your assessors Selection Criteria Attended an AC Line Managers Internal External Proven track record Experience at senior/management levels Good understanding of organisation/business EQ EQ EQ Experience at senior/management levels Good understanding of organisation/business Commitment to process Commitment to process Proven track record Qualifications Integrity and confidentiality Qualifications Integrity and confidentiality

6 Stage 1: Choosing your assessors Characteristics of a good assessor Commitment to the Assessment Centre concept and process People-orientated and able to empathise with others An astute observer of behaviour Good listener Analytical and seeks to understand cause-and-effect in behavioural interactions Pays attention to detail

7 Stage 1: Choosing your assessors Characteristics of a good assessor Is systematic and well organised Has good written communication skills Flexible and receptive to new ways of doing things Good oral communication Displays sound, objective judgement, free from bias Sustains high levels of energy and enthusiasm during long days Is conscientious with high work standards

8 Stage 2: Assessor Training Training duration: half a day to 2 days Training content: behavioural and organisation-specific Behavioral training: ORCE Organisation-specific training: target job requirements, purpose of AC, targeted competencies, background on organisation

9 Stage 2: Assessor Training Assessor Training Process Attend as participant Attend as assessor-in-training (observing only) Attend classroom training Attend as assessor-in-training (assistant) Attend as assessor (certified)

10 Stage 2: Assessor Training Components of Assessor Training Mix of didactic learning, experiential training and discussion Information on the organisation Information about the job Competencies being assessed Simulations being used Scoring procedures Practice opportunities Organisational policies and procedures re: assessment Report writing and feedback

11 Stage 2: Assessor Training Continued competence requirements Be assessor x 2 per annum Attend annual refresher training Attend pre-ac orientation Attend post-centre feedback Attend ACSG and other related conferences

12 Stage 3: Role Player Training Usually completes the full Assessor Training course Used in interactive simulations Portrays a character in the exercise (usually includes element of conflict) Must be extensively familiar with content of exercise Must know when to introduce prompts in order to elicit certain behaviour from the participant

13 Stage 3: Role Player Training Characteristics of an effective Role Player Must not overplay or underplay role Training (theoretical and practical) Should attend pre- and post-centre briefings Consistency is key

14 Stage 4: Administrator Training AC Administrator usually more senior (can work in conjunction with an AC coordinator who is more junior) Should be competent assessor Process is more administrative Coordinate the efforts of multiple assessors and participants Needs to be familiar with all simulations

15 Stage 4: Administrator Training Must be able to answer any questions competently Responsible for ensuring everyone keeps to timetable Ensures all documentation is completed and collected Responsible for logistics on the day Post AC duties include managing other components e.g. data integration sessions, ensuring reports are written, booking feedback sessions

16 Stage 4: Administrator Training Important duties of the AC Administrator Supervising and managing overall AC at highest level Maintains data integrity Maintains confidentiality of process and results Manages risk and provides quality control

17 Summary of Best Practice Guidelines Training takes place prior to AC Includes behavioural and frame-of-reference training Practical experience of completing and scoring simulations Practical experience of the competencies being assessed Trained in O (observe)r (record) C (classify) E (evaluate) principles

18 Handout: Assessor Training Checklist 1. Minimum training components 2. Additional components of assessor training 3. The duration of assessor training as a function of a set of variables

19 Selected List of References 1. Meiring, D., & Buckett, A. (2016). Best practice guidelines for the use of the assessment centre method in South Africa (5 th edition). SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 42(1), a Schlebusch, S., & Roodt, G. (Eds.)(2008). Assessment centres: Unlocking potential for growth. Knowres Publishing: Randburg, South Africa. 3. Thornton, G.C., Rupp, D.E., & Hoffman, B.J. (2015). Assessment centre perspectives for talent management strategies (2 nd edition). Routledge: New York, NY.