AN ASSESSMENT CENTER CONSISTS OF A SERIES OF INDIVIDUAL AND GROUP EXERCISES IN WHICH A NUMBER OF CANDIDATES FOR A POSITION PARTICIPATE AND ARE OBSERVED AND EVALUATED BY JUDGES OR ASSESSORS. THE EXERCISES ARE DESIGNED TO TEST SPECIFIC MANAGEMENT OR SUPERVISORY SKILLS NEEDED IN THE POSITION SOUGHT. TYPICAL EXERCISES INCLUDE IN-BASKET EXERCISES, LEADERLESS GROUP DISCUSSIONS, AND MANAGEMENT PROBLEMS. ASSESSMENT CENTERS ORIGINATED DURING WORLD WAR II AND HAVE PROVEN TO BE AN OBJECTIVE SYSTEM SUPERIOR TO INTERVIEWS AND PAPER AND PENCIL TESTS. ALTHOUGH THE COST CAN BE AS HIGH AS $500 PER PARTICIPANT, THE BENEFITS OF PROPER SELECTION OUTWEIGH THE COSTS OF A POOR DECISION. AGENCIES USING ASSESSMENT CENTERS INCLUDE THE FEDERAL BUREAU OF INVESTIGATION, THE NEW YORK CITY POLICE DEPARTMENT, AND THREE CITIES. THE DESIGN OF AN ASSESSMENT MODEL INCLUDES IDENTIFYING JOB TASKS TO BE PERFORMED AND DEFINING SKILLS NEEDED. SUPERVISORY DIMENSIONS WHICH SHOULD BE EVALUATED INCLUDE ORAL COMMUNICATION, WRITTEN COMMUNICATION, LEADERSHIP, ANALYTICAL ABILITY, DECISIONMAKING ABILITY, ORGANIZATION AND PLANNING, INTERPERSONAL RELATIONS, FLEXIBILITY, MOTIVATION, AND RESISTANCE TO STRESS. ASSESSMENT INSTRUMENTS MAY INCLUDE OBJECTIVE TESTS, PROJECTIVE INSTRUMENTS, SOCIOMETRIC RATINGS, AND SITUATIONAL EXERCISES (THE MOST COMMONLY USED). THE ASSESSMENT PROCESS SHOULD INCLUDE A VISUAL BIOGRAPHY, GROUP DISCUSSION OF THREE MANAGEMENT PROBLEMS, GROUP DISCUSSIONS WITH AND WITHOUT ASSIGNED ROLES, A WRITTEN EXERCISE, AND PEER ASSESSMENT. CANDIDATES SHOULD BE RATED AND GROUPED ACCORDING TO THEIR QUALIFICATIONS FOR THE POSITION. THIS MODEL CAN BE A 1-DAY ACTIVITY ADMINISTERED BY IN-HOUSE OR PROFESSIONAL PERSONNEL. A SELECTED BIBLIOGRAPHY IS INCLUDED. (CFW)