Ballantyne, Iain and Nigel Povah. Assessment & Development Centres. Brookfield, VT: Gower, 1995.Call Number: HF 5549.5.A78B35 1995
Abstract: The dramatic growth of assessment and development centres in recent years has generated an increased demand for guidance on how to design and run them. This book will go a long way towards meeting that need.

Barclay, Lizabeth A. and Kenneth M. York. "Electronic Communication Skills in the Classroom: An E-Mail In-Basket Exercise." Journal of Education for Business (March/April 1999): pp. 249-53.Notes: Available fulltext on WilsonWeb.
Abstract: The in-basket has long been included as an exercise in assessment centers to measure candidates' skills in prioritizing, delegating and decision making. The traditional in-basket can be given a technological update by having candidates respond to e-mail messages containing a variety of requests and attached documents. Although the paperless office has yet to be realized, for the modern manager, electronic communication skills are becoming increasingly important.

Bennett, Wayne W. and Karen M. Hess. Management and Supervision in Law Enforcement. Belmont, CA: Wadsworth/Thompson, 2001.Call Number: HV 7936.P47B47 2001
Abstract: The real potential for growth in the use of the assessment center method in law enforcement's current environment lies in our search for the prototype police officer. He or she is customer-service-oriented, is a team player, has high moral and ethical standards, has good written and oral communication skills, appreciates human diversity, has a positive attitude, and is a problem solver possessing good decision-making skills. The entry-level assessment center can evaluate these skills, knowledge and abilities.

Bycio, Peter and Baniyelme Zoogah. "Exercise Order and Assessment Centre Performance." Journal of Occupational and Organizational Psychology (March 2002): pp. 109-14.Notes: Available fulltext on Infotrac
Abstract: Ratings from an operational assessment centre were examined as a function of the order that candidates participated in the assessments. Differences in exercise order were seen as being unlikely to result in serious unfairness to applicants, although programme designers should be sensitive to the possibility of early vs. late-day performance differences.

Byham, William C. "How to Create a Reservoir of Ready-Made Leaders." Training & Development (March 2000): pp. 29-32.
Abstract: If organizations are going to have the executive talent they need in the next decade and beyond, a drastic change is needed. The assessment center method is a good system for spotting potential. The modern day assessment center is an excellent tool for diagnosing specific development needs, which can be the target of effective training interventions.

Coleman, John L. Police Assessment Testing. Springfield, IL: Charles C. Thomas, 1992.Call Number: HV 7936.P47C65 1992
Abstract: The material presented in this book will benefit any potential candidate for police assessment testing. The material content was tested during an assessment center training class, with noteworthy results of knowledge gains and performances by the students.

Cosner, Thurston L. and Wayne C. Baumgart. "An Effective Assessment Center Program." FBI Law Enforcement Bulletin (June 2000): pp. 1-5.
Abstract: Police managers can use assessment centers to select the best person for certain positions in their operations. They can also be used to develop a standard for the department.

Doerner, William G. and Terry M. Nowell. "The Reliability of the Behavioral-Personnel Assessment Device (B-PAD) in Selecting Police Recruits." Policing vol. 22, no. 3(1999): pp. 343-52.
Abstract: A recent entry into the police selection tools market has been the behavioral-personnel assessment device (B-PAD). Applicants view videotaped scenarios and are instructed to respond as if they were the officer handling the situation. Participants' responses are preserved on tape for subsequent review by panels of three raters. The present study examines whether B-PAD ratings are influenced by the demographic backgrounds of raters and ratees. The results indicate that B-PAD scores are independent of rater race and sex, as well as ratee race and sex. While the B-PAD appears to be reliable and free from bias, the study cautions that a need for an independent validity check still remains.

Goldstein, Harold W., et al. "The Role of Cognitive Ability in the Subgroup Differences and Incremental Validity of Assessment Center Exercises." Personnel Psychology (Summer 1998): pp. 357-75.
Abstract: Investigates the degree to which subgroup (Black-White) mean differences on various assessment center exercises (e.g., in-basket, role play) may be a function of the type of exercise employed; and furthermore, begins to explore why these different types of exercise result in subgroup differences.

Haaland, Stephanie and Neil D. Christiansen. “Implications of Trait-Activation Theory for Evaluating the Construct Validity of Assessment Center Ratings.” Professional Psychology (Spring): pp. 137-63.
Abstract: Assessment centers have often been criticized for lacking evidence supporting the construct validity of dimension ratings. This study examines whether the poor convergence of assessment center ratings is a result of correlating ratings from exercises that differ in the extent that behavior relevant to personality traits can be observed.

Hakel, Milton D., ed. Beyond Multiple Choice: Evaluating Alternatives to Traditional Testing for Selection. Mahwah, NJ: Erlbaum Associates, 1998.Call Number: HF 5549.5.E5B49 1998
Abstract: Takes a critical look at individual assessment as used for employee selection, in response to growing attacks on traditional multiple choice ability testing. Provides an objective evaluation of multiple choice testing.

Harman, Chris and Sue Brelade. Knowledge Management and the Role of HR. New York: Prentice Hall, 2000.Call Number: HD 53.H376 2000
Abstract: Recruitment of new staff as well as the retention of existing staff has become increasingly sophisticated. Applicants for today's jobs, particularly in larger organizations, are likely to find themselves taking a combination of psychometric and aptitude tests in addition to standard interviews and attending assessment centers.

Hilgenfeldt, Keith M. How to Promote Yourself: A Guide to the Assessment Center Process. Ft. Lauderdale, FL: Southeast Publications USA, Inc., 1999Call Number: HF 5549.5.A78H45 1999
Abstract: Everyone has a reason for wanting to be promoted. Regardless of your reasons, you will have to acquire or perfect certain skills and abilities. This book will help you do just that. There is an art to doing well in a promotional process, and this book will help you understand that art and hopefully apply it successfully in your quest to achieve greater professional status.

________. "Promotional Assessment Centers." Law & Order (October 2000): pp. 237-39.
Abstract: Law enforcement will need strong, dynamic leaders capable of facing a growing diversity of issues and concerns in an effective and professional manner. The ability to identify these individuals within an organization is imperative. The assessment center process seems to serve that goal very well.

Hurley, James J. "Personnel: Assessment Centers." Law & Order (October 2001): pp. 175-76.
Abstract: As police managers nationwide deal with the issues of making promotions on a daily basis, a new strategy is sweeping across the country. Police assessment centers are becoming established professional tools to gauge how candidates will perform if promoted, offering police managers a snapshot of any candidate's performance at a higher rank. This article discusses these assessment centers and their value to police administrators.

Jansen, Paul and Ferry de Jongh. Assessment Centres: A Practical Handbook. New York: John Wiley & Sons, 1997.Call Number: HF 5549.5A78J36 1997
Abstract: Highlights an inside view of assessment centers, clear and comprehensive demonstrations on how to establish an assessment centre, examples of procedures, diagrams, practical suggestions and pitfalls and practical experience of assessment centres and how they work in a variety of organizations.

Joiner, Dennis A. "Guidelines and Ethical Considerations for Assessment Center Operations: International Task Force on Assessment Center Guidelines." Public Personnel Management (Fall 2000): pp. 315-31.Notes: Available fulltext on WilsonWeb.
Abstract: An update of assessment center guidelines published in 1989. The guidelines are a statement of the considerations believed to be most important for all users of the assessment center method.

Maher, Patrick T. Assessor Training Manual for Public Sector Assessment Centers. La Palma, CA: Personnel and Organization Development Consultants, 1993.Call Number: HF 5549.5.A78M3 1993
Abstract: Assessor training teaches the proper procedures and develops skills required for any performance-evaluation process. This book provides great detail on the entire assessment center process.

Michelson, Richard S. "Tools for Success: Preparing for Assessment Centers." Womenpolice (Fall 2000): pp. 41-44.
Abstract: The use of assessment centers as promotional tools is very much alive today. If you are faced with one there are some things you should know about them. Hopefully, much of what you will find in this article will help you prepare for an assessment center and also pass it.

Page, Brian T. Assessment Center Handbook. Longwood, FL: Gould Publications, 1995.Call Number: HF 5549.5.A78P3 1995
Abstract: This book will show you how to conquer the mystic of the assessment center process and score among top officers in your department’s next promotional assessment center.

Schroeder, Donald J. and Frank A. Lombardo. How to Be Successful on Oral Assessment Exercises for Police Promotion. Flushing, NY: Looseleaf Law Publications, 1994.Call Number: HV 8143.S329 1994
Abstract: Many of the old-line police coaching schools are in the dark about what to teach a candidate who is going to participate in an assessment exercise. This book provides this much needed professional guidance.

________. How to Be Successful on Written Assessment Exercises. Flushing, NY: Looseleaf Law Publications, 1994.Call Number: HV 8143.S33 1994
Abstract: Many of the old-line police coaching schools are in the dark about what to teach a candidate who is going to participate in an assessment exercise. As a result of the authors' many years of experience both as an assessor and candidate this, book provides much needed professional guidance.

Spencer, Lyle M. and Signe M. Spencer. Competence at Work: Models for Superior Performance. New York: John Wiley & Sons, 1993.Call Number: HF 5549.5.A78S67 1993
Abstract: Discusses the assessment of individual competencies and methods for testing the match between people and jobs.

Thornton, George C. and David M. Morris. "The Application of Assessment Center Technology to the Evaluation of Personnel Records." Public Personnel Management (Spring 2001): pp. 55-66.Notes: Available fulltext on WilsonWeb
Abstract: Elements of traditional police promotional examinations (e.g., written tests and assessment centers) do not take into account candidates' work histories and performance appraisals on records are fraught with problems. This article describes a new method of having panelists systematically review several source documents to evaluate behavioral evidence of past work history related to dimensions needed for the target job. This information can then be combined with information from the traditional assessment methods to improve promotion decisions.