skip navigation

PUBLICATIONS

Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.

 

NCJ Number: 76297 Find in a Library
Title: Assessment Centered Promotional System - Columbia Police Department (From Innovations in South Carolina Law Enforcement, P 35-51, 1979 See NCJ-76293)
Corporate Author: Columbia Police Dept
United States of America
Date Published: 1979
Page Count: 17
Sponsoring Agency: Columbia Police Dept
Columbia, SC 29202
National Institute of Justice/
Rockville, MD 20849
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America
Document: PDF
Language: English
Country: United States of America
Annotation: A new promotional system used by the Columbia Police Department (South Carolina) is described.
Abstract: Phase 1 of the evaluation procedure involves a job element assessment by three supervisors who have worked closely in a field capacity with the candidate for promotion. Supervisors participating in the candidate evaluation are instructed in the procedure by being required to evaluate hypothetical profiles of promotional candidates. With these training sessions, supervisors evaluated profiles similarly without collaborating. Similarity in evaluations of actual candidates affirmed the reliability of phase 1 evaluations. Phase 2 of the evaluation ensures some objectivity in the candidate assessment by using an assessment board composed of persons outside the department. Officers of the same rank for which the candidates are applying submit descriptions of situations they have encountered that required supervisory or other job-related skills. Candidates, separated into groups of four or five, analyze these problematic situations and devise impromptu solutions. Assessment board members view videotapes of officers' participation and grade each according to several elements. Comparative scores are used to narrow the field of eligible candidates. From the final pool of candidates, the chief selects those to be promoted. The chief may use all sources of information for assessments, including grading sheets used by assessors in phases 1 and 2. Forms used in the evaluation are appended.
Index Term(s): Personnel evaluation; Personnel promotion; Police management; Police personnel; South Carolina
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=76297

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.