Framework Edit 2-2-17

Approach
3(ii) Administering the Assessment (cont’)
b. Design of Assessment Centre
1. Create a competency/ activity matrix based on the
competencies which have been identified during the profiling
of the critical positions.
2. Design the AC’s tools, process, schedule, activities and
guidelines.
3. The activities for the assessments are designed for a
particular set of job grade or job functions e.g. individual
activity/ presentation for senior job grades and group
presentation for junior and mid-level employees. It is
therefore essential that in assessments for large group of
individuals that the groupings include employees of the
same job grades. Employees of different job grades may
be included in a particular group but the gap should not
be too big. The following example illustrates this:
Group 1: all JG 13 employees
Group 2: JG 13 & JG 14 employees
Group 3: JG 15 and JG 18 employees
Coordination of the Assessment Centre
• CHCD shall contact the individual employees to notify
them about their respective sessions.
• On the day of the assessment, the lead assessor shall
brief the employees prior to the start of the assessment.
• An individual assessor shall be assigned for each
employee or a group of employees, depending on the
activities.
• The assessors shall take down notes during the
assessments for the preparation of the individual report
after the assessments.
• Assessors shall prepare individual reports of each
potential talent based on tests, activities and/or
interviews undergone by the participants.
Due to nature of Assessment Center, typically external help is
required for design and facilitation. CHCD will source and
appoint consultants or certified assessors for this step of the
process
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