ABSTRACT
Assessment centers have been used among police departments to select new personnel and to select officers for promotion. In running an assessment center, the police manager must be aware of the question of trust between agency personnel and the assessors. The two major benefits for a police department that develops an assessment center are: the identification of management potential and the development of the candidates' skills. Assessment centers can help to develop that commitment by identifying the strengths and weaknesses of persons to be promoted. There are numerous exercises available to police chiefs who wish to implement an assessment center. The most common exercises include oral interviews, leaderless groups, in-basket problems, role-play situations, oral presentations, a written plan, and scheduling. In many instances, police departments use psychological testing as part of their assessments. The most common tests used are the Myers-Briggs Type Indicator, the Edwards Preference Test, and the Styles of Management Inventory.
