The Assessment Centre for the Middle Management Development Program (MMDP)

An Overview of the Assessment Centre

The Assessment Centre for the Middle Management Development Program (AC for MMDP) was developed by the Personnel Psychology Centre of the Public Service Commission in partnership with the Canada Customs and Revenue Agency. It was specifically designed to be part of the selection process into the Middle Management Development Program. As with all assessment centres, it is an integrated set of exercises designed to assess competencies that enable managers to perform their jobs effectively. The AC for MMDP has the following characteristics:

• The Assessment Centre for the Middle Management Development Program uses three inter-related exercises that simulate activities and duties commonly performed by middle managers. These exercises are the following: an in-basket exercise, a task force exercise, and a meeting with a client.
• Candidates are assessed on seven competencies related to the management level to which they are applying. They are the following:
  • Communication
  • Cognitive Capacity
  • Teamwork
  • Behavioural Flexibility
  • Visioning
  • Action Management
  • Interpersonal Relations
• Each candidate is observed by a team of assessors. All assessors receive extensive training in the Assessment Centre method.
• Assessors combine their observations of each candidate's performance in the three Assessment Centre exercises to arrive at a consensus on the ratings for the seven competencies.

THE EXERCISES

Three situational exercises will be used to assess your competencies. Situational exercises, the hallmark of the assessment centre method, simulate important aspects of a manager's job. In these exercises, you will be asked to handle a number of problems as if you were actually on the job.

• The In-basket Exercise. In this work-sample exercise you will be asked to handle letters, reports, memoranda and messages that are typically deposited in a manager's in-basket for information and action. You will work alone on the issues and problems presented, and you will be asked to explain in writing the reasons for your strategies, plans, actions and decisions.
• The Meeting with a Client. In this exercise you will meet an external client to discuss issues relevant to a particular situation.
• The Task Force Exercise. In this group exercise you will be a member of a work-group established to work on problems that the organization is facing. You will be expected to organize your time and resources, to discuss your ideas with others and to work toward a consensus on a plan of action.

COMPETENCIES ASSESSED

The Assessment Centre was developed by the Personnel Psychology Centre to assess the following seven managerial competencies. These are seven of the core competencies that define effective performance at the middle management level and transcend specific functions, trends, and leadership styles.

• Communication: Presents information clearly and persuasively. Seeks out the ideas and views of others. Adapts their manner to the situation, but is consistently professional, concise and engaging. Ensures that their messages are understood and that input from others has been heard.
• Cognitive Capacity: Coordinates information from a variety of sources; identifies, defines, and analyzes operational problems and situations and anticipates potential roadblocks. Generates solutions to problems based on sound judgement and awareness of the potential implications of these solutions.
• Teamwork: Collaborates with colleagues to seek solutions that are beneficial to all groups. Forges successful teams among individuals with diverse perspectives and skills. Supports others' contributions and guides the process towards its goal in a timely manner. Ensures that everyone has an opportunity to articulate his or her views.
• Behavioural Flexibility: Makes decisions in sometimes ambiguous circumstances. Tailors procedures to different people, situations, and issues. Adjusts strategies and behaviours as new information becomes available and as priorities change.
• Visioning: Embraces the mandate of the organization as a framework to guide the activities of the unit. Understands not only the organization's vision, but the strategic plans intended to realize it, and furthers the mandate through selection of activities and promotion of organizational goals to staff and clients.
• Action Management: Ensures the timely delivery of services and programs, and prioritizes issues based on their importance and urgency. Organizes activities to optimize financial and human resources; delegates clearly and appropriately and builds contingency plans into strategies for action.
• Interpersonal Relations: Understands the importance of fostering positive relationships with co-workers. Strives to alleviate any negative impact of decisions on people. Deals with differences of opinion fairly before they escalate into conflict and finds common ground among individuals when opinions differ.

HOW YOU ARE ASSESSED

The Assessment Centre uses a behavioural model to determine your level of management skills. Those assessing you will not make inferences about what they think you will do; instead, your assessment is based on observable behaviours, i.e., what you say and do. It is up to you to clearly communicate your plans and their underlying rationale so that you can receive credit for your ideas in each exercise.

The assessment centre takes place in a one-day session during which you will be observed by a team of trained assessors. For each participant, all of the observations relevant to each specific competency will be reviewed by the assessment team. Your performance will be rated, one competency at a time, on a seven-point rating scale.

Your performance at the Assessment Centre is evaluated relative to the performance expected of middle managers. Your performance is not evaluated in relation to other Assessment Centre participants.

EVALUATION OF POTENTIAL TO SUCCEED ON MMDP

After all competency ratings have been assigned, the assessment team evaluates you on your Readiness for Development in MMDP. This evaluation answers the question: Based on this candidate's performance in the simulations, what potential does this candidate have, at this time, to succeed on the MMDP program?

PREPARATION TIPS

The Assessment Centre for the Middle Management Development Program focuses on generic managerial competencies. Therefore, you cannot study for the Assessment Centre. You may, however, find the following tips useful:

• Get a good night's sleep. A good night's sleep prior to the assessment day will help you to be more fresh and alert during the assessment exercises. You will also find it easier to concentrate on the tasks.
• Do not schedule any other business, such as important phone calls, on the day of the assessment. The fewer things you have to think about, the better you will be able to concentrate on the assessment centre exercises.
• During the exercises, you should perform as if you were on the job. This will help you to behave naturally and will ensure that you give the exercises the attention and consideration they require.
• Give yourself plenty of time to arrive at the Assessment Centre site. Timing in the assessment centre will be tight, and it is to your benefit to arrive a few minutes before scheduled time so that you can start the day without feeling rushed.
• During the exercises, clearly indicate your plans and their underlying rationale. Those assessing you will not make inferences about what they think you will do; instead, they only use your observable behaviours. In responding to the issues presented at the Assessment Centre, it is up to you to clearly communicate your plans and their underlying rationale so that you can receive credit for your ideas.

ACCOMMODATIONS FOR PERSONS WITH DISABILITIES

In the context of assessments, "accommodations" refers to modifications to testing procedures or instruments which are designed to accommodate the needs of an individual candidate in order to eliminate or minimize the impact of any disability, and permit a fair assessment of his or her abilities in a selection process. The nature or level of the qualification being assessed is not altered; candidates with disabilities are neither disadvantaged nor advantaged relative to other candidates.

If you are a candidate with a disability requiring accommodations, please notify us in advance of your testing date so that appropriate accommodations can be determined.

THE RESULTS

You will receive a written Assessment Report after your participation in the Assessment Centre. This report will give you a description of the assessment centre approach, the competencies assessed, and the assessment exercises used in the Assessment Centre for the Middle Management Development Program. This will be followed by the evaluation of your potential to succeed on MMDP and the rating that you received on each of the seven competencies. Brief comments regarding your performance on each competency will be included as well. Following this, you will receive recommendations for your career development.

OPPORTUNITY FOR FEEDBACK

Once you receive your report, you will have the opportunity to discuss your results with a psychologist from the Assessment Centre. In previous years, candidates have found this session helpful to better understand their results and the recommendations for their career development. We encourage you to take advantage of this opportunity.

If you would like any additional information, please contact: