Transcript Schreyer Honors College Leadership Assessment Center (SHCLAC)

Schreyer Honors College
PNC Leadership Assessment
Center (PNC LAC)
Pennsylvania State University
http://www.shc.psu.edu/alumni/lac/
Background about Assessment Centers
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Widely Used in Industry & Public Sector
 To select leaders
 To develop future leaders
Characterized by
 Multiple Exercises
 Multiple Competencies
 Multiple Assessors
Provides information to individuals about strengths
and weaknesses
Provides organizations with talent management
data
Why an Assessment Center for
Students at Penn State?
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Better prepares our students for the next step in their
career
Define strengths and developmental opportunities
 Create a program for ongoing leadership development
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Better inform our organizations about our undergraduate
students
Participants can share results with interviewers
 PSU’s reputation for career preparation will be enhanced
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Create opportunities for learning
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Students being assessed, on the assessment team, running the
center, and participating in research
Building an Assessment Center to meet
the Values of SHC
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Schreyer Honors College Mission is to promote:
 Achieving academic excellence with integrity
 Building a global perspective, and
 Creating opportunities for leadership and civic
engagement.
Schreyer Honors College Vision
 To educate men and women who will have an important
and ethical influence in the world, affecting academic,
professional, civic, social, and business outcomes.
 To improve educational practice and to be recognized as
a leading force in honors education nationwide.
Our Challenges
Finding a meaningful competency model
 Creating exercises that are:
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 Realistic
 Within
the capabilities of participants
 Fair regardless of academic background
Attracting a team of assessors each session
 Providing meaningful feedback for
participants
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The Process: Overview
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Preparation
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Self selection of 12 junior and senior scholars
Student orientation and pre-assessment questionnaires
Assessment Day
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5 hours of simulated work activities observed by assessors
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Integration session among assessors
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Individual and collaborative
Written and oral
Alumni, local business leaders, graduate students from I/O Psychology,
Business, and Human Resources & Employment Relations Departments
Feedback Session
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One-on-one with a grad student to interpret feedback
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Detailed report of leadership competencies
Review of specific behavioral observations
Creation of development plan
Scholars Being Assessed & Preparation
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12 students participate in each assessment
center
 Includes
Schreyer Honors Scholars, Presidential
Leadership Academy Students, &Bunton-Waller
Scholars
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Attend an orientation session to learn:
 History
of assessment centers
 Preview of what to expect on the assessment day
Receive background information on the
business simulation & complete a case study
summary
 Complete a survey &standardized personality
assessment on the web
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Simulation Environment & the Exercises
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All exercises are part of a single, integrated business simulation
involving an ongoing organization
Currently 3 versions of the business models:
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Coffee Company
Big Buddies
Employment Agency
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Participants assume various roles within the organization
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Exercises range from independent to interdependent activities
(examples below from coffee company simulation)
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Written – summary of the company situation, letter to a
dissatisfiedcustomer, revision of a memo, & letter to job applicant
Presentation – oral with powerpoint or other graphics to evaluate
employees’ and shop performance
Interactive – Meeting with unhappy customer and summary of
meeting with supervisor & leaderless group discussion to create a
mission statement for merged company
Work Performed Prior to the AC Day
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Receive background information on the company
including data on the organization
Participants analyze & integrate data to form a
written executive summary of the current situation of
the organization
Coffee company example:
 Receive
revenue statistics, performance ratings of
managers, &store inspection data across 8 coffee shop
locations associated with the company
 Write a summary & rank the performance of managers
using all information provided
Written Work Performed at the AC
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Compose written responses to coworkers,
stakeholders/clients, & job applicants
Goal is to assess written communication skills in
terms of clarity, tactfulness, & decisiveness
Coffee company example:
 Synthesizing
& integrating complaints from 2 customers
in order to respond to both in one standardized letter
 Informing a job applicant of their decision to not hire
her
 Editing & reformatting a memo to highlight the most
important elements contained
Interactive Exercises at the AC
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Role play exercise with assessor
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Presentation of the executive summary prepared prior to
the assessment center & then responds to questions
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Coffee company example: talks to a long-time patron who is
dissatisfied with recent service: must propose a plan to fix the
problem & prevent it from reoccurring; then, discusses
recommendations with an HR representative
Coffee company example: provides suggestions of which
manager to promote & rationale for decision
Leaderless group discussion with 5 other participants
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Coffee company example: creates a new mission statement
integrating the different values of the two merging coffee
chains
What Are We Measuring ?
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Information about general leadership capabilities
and more specific managerial skills
Performance at the center in relation to an
accepted and well documented taxonomy
(Bartram, 2005) that has been customized for this
center
Behaviorally based information regarding
strengths and developmental opportunities
Measured via behaviorally anchored ratings scales
developed specifically for the AC
Great 8 Competencies (Bartram, 2005)
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Leading & Deciding
Supporting &
Cooperating
Interacting &
Presenting
Analyzing &
Interpreting
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Creating &
Conceptualizing
Organizing & Executing
Adapting & Coping
Enterprising &
Performing
Example: Interacting & Presenting
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Communicates effectively in writing and orally
Influences and persuades others to change their
viewpoint or accept a desired course of action
Interacts in a manner that is straightforward,
respectful and inclusive
Speaks, listens and converses effectively
Presents a vision
Gives feedback
Demonstrates political savvy
Networks effectively
Example: Analyzing & Interpreting
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Thinks analytically and systematically
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Makes decisions effectively
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Solves problems
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Acquires information systematically from a variety of sources
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Analyzes, interprets and evaluates information
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Identifies implications and draws appropriate conclusions
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Generates viable alternative solutions and evaluates the consequences
of each
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Assesses current internal and external conditions
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Demonstrates mental agility
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Engages in continuous learning
SHC Students Being Assessed
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Completed survey & standardized assessments in advance on
the web
Reviewed information on the business case prior to assessment
day
Completed 6 simulations and interviews in @ 5 hours of onsite work at the center
Received feedback – 60 to 90 minute interview
 Each competency reviewed
 Specific behavioral feedback on observed actions during
the day of assessment
 Developmental guidance to help plan future education and
training
 Summarized in a written report
 Finalized with a signed agreement
Post-AC: Feedback to the Assessees
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Receives a one-on-one feedback
session lasting 60 to 90 minutes
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Details the ratings on each
competency (overall & by
exercise)
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Reviews a narrative report compiled
by the assessor
Compares self-report preassessment & post-assessment
ratings with assessment ratings
Includes specific behavioral
feedback on observed
actions during the day of
assessment
Post-AC: Feedback to the Assessees
Includes specific
recommendations of how
to improve each
competency
 Assessor & assessee work
together to create goals
for two areas needing
development and to
determine short & longterm steps he/she will
take to achieve those
goals
 Finalized with a signed
agreement
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Running of the Assessment Center
Participants & Behind the Scene Details
Assessment Center Location:
Bank of America Career Services Center
Bank of America
Career Services Center
Integration Session
Personal Offices for Assessors & Assesses
Who Participated During Years 1&2 ?
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SCHREYER HONORS COLLEGE STUDENTS:
62 Assessed
SHC STUDENTS: 7 as Assistant Center
Administrators
GRADUATE STUDENTS: @ 25
 Running the Center
 Serving as assessors
 Providing feedback to the participants
BUSINESS LEADERS AND SCHOLARS @ 20:
from our community, from our distinguished
alumni contacts and faculty serving as
assessment team leaders
Team of Assessors
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Trained to observe assessee behaviors and
provide ratings & feedback
 Coached on the assessment center model and
the underlying set of management competencies
 Trained on each exercise
 Taught to avoid common rater errors
 Instructed to record & categorize behaviors
 Trained to write detailed feedback reports
Trained to role-play
 Provided script & practice opportunities
Work in teams that include a business
leader/scholar heading the effort with graduate
students
Team of Assessors
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Make individual ratings for participants on several
exercises
Come together as a team to integrate ratings for
each exercise
Finally, all assessors meet following the completion
of exercises to integrate & discuss ratings for all
participants
Assessment Team Running the Center
Assessment Team Running the Center
Provided assessor training
 Provided overview for participants on-site
 Kept center on-schedule
 Participated in integration session with
assessors
 Edited feedback reports
 Delivered feedback
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Student Participants
62 Students Assessed
Participation by College
Adriano Chao
Management, Economics &
International Business
Penn State ‘11
“There are no similar
classes or tests on
campus that could give
me a better chance to
realize my own abilities,
and more importantly,
myself.”
Dan Levy
Psychology
Penn State ‘11
“I've never had more fun
writing papers, preparing and
giving presentations, and
working with a team to finish a
job. The fact that alumni and
faculty flew from all across the
country solely to help students
… is something I think we all
appreciated. Their interest in
helping us grow as leaders
made me want to give my all.”
Sarah Hepler
Psychology
Penn State ‘11
"The PNC LAC was one of
the best experiences I've
had at Penn State and I
would (and have)
recommend it to all
students as a valuable
way to constructively
build and learn more
about yourself.“
Undergraduate Assistants
Rebekah Cosco
Psychology
Penn State ‘10
“Working as an
undergraduate assistant to the
PNC LAC was an unforgettable
experience. By observing
graduate student and alumni
discussions, I was able to apply
their interpretation of other
students’ performance to my
own behaviors. Interacting
with the assessors further
helped me to understand the
qualities that potential
employers and superiors would
expect and appreciate.”
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"Being involved with the PNC LAC in
several roles over the past two years
has been the most rewarding
experience of my Penn State career.
I have not only learned about myself
as I leader but I have been able to
grow and foster my skills and
abilities while working to enhance
the entire program. I am so
passionate about the project
because the role it has played in my
own leadership development as well
as so many others. My involvement
has opened so many doors for my
future while creating lasting
connections along the way."
Valerie Smolter
HRER
Penn State ‘11
Assessors
Assessor Information
Graduate Students
“I consistently mention my
work with the Penn State
assessment center on
interviews because it always
sparks employer interest.”
Katina Sawyer
I/O Psychology/
Women’s Studies
Doctoral Student
“I have been a part of several project
stages and each of these experiences
has provided me with hands-on,
practical knowledge and skills that
will be essential to have for my future
job”
NataliyaBaytalskaya
I/O Psychology
Doctoral Student
“The PNC LAC has given me invaluable
experience in assessing individuals in both
written and behavioral exercises, and has
provided the opportunity to meet and network
with successful individuals within industry.”
Paige Deckert
I/O Psychology
Doctoral Student
Assessors At Work
Alumni
“The quality and content of the
leadership assessment center
program provides Penn State
students with a development
opportunity that most seasoned
professionals never experience
and could also really use. The
program gives undergrads a
great kick start towards a very
successful career.”
Robert Edwards
Executive Vice
President PNC Bank
"The Leadership Assessment Center is an excellent
model of learning for those who aspire to be leaders.
The opportunity for the students to be part of an
assessment system that includes presentations, role
playing, interactive simulations, and receiving
constructive feedback from experienced professionals
will enrich the participant's overall learning experience
at Penn State".
Bennett Hoffman
Lead Instructor & Facilitator
Teamworks, Inc.
Directors
Rick Jacobs
Professor of Psychology
Penn State University
“The opportunity to be part of
a program that provides
opportunities for so many
different individuals is the
dream of every faculty
member. The assessment
center is truly a remarkable
confluence of learning
opportunities for students,
faculty, administrators, and
alums. After over 30 years on
the faculty and being involved
in so many activities here at
University Park, I believe there
is nothing else like it at Penn
State.”
Greg Loviscky
Psychology Lecturer
Penn State University
“The PNC LAC has been a
rewarding experience for me
for a variety of reasons. It
gives me a sense of
fulfillment to use a tried-andtrue professional
development tool to help
Penn State students gain
insight about themselves. In
addition, it is encouraging for
me to see alumni and
graduate student assessors
lend their energy, insight, and
time to helping Penn State
students.”
April Jones-Tate
PhD, Penn State, 2009
“I was fortunate enough to be
part of the assessment center
from the beginning. I was the
first grad assistant when we
ran the program during year 1.
The experience was
incredible, I learned so much
and I believe being a part of
the AC was one of the biggest
reasons I landed my first
professional position. My
employers were impressed
that I actually knew how to
design and run a center. “
Patricia Grabarek
I/O Psychology, PhD Student
“The Assessment Center has
been one of the most
important experiences of my
graduate career. I have been
able to apply my knowledge in
a practical setting. I believe
this experience will help me
both get a job and do well in
my future career. In addition, I
have had the opportunity to
work and network with many
fantastic people, students and
alumni alike.”
Alissa Parr
I/O Psychology, PhD Student
"I feel that one of the biggest
rewards being a part of the
Assessment Center team is
interacting and giving
feedback to the participants. I
have been so impressed by the
participants’ level of
engagement and enthusiasm in
creating plans to help develop
their skills. It is a wonderful
opportunity for them and I’m
happy to have a role in their
development."
The Schreyer Honors College
Leadership Assessment Center
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Provides Unique Learning Experiences
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Student participants learn about
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Assessors learn valuable interviewing and evaluation techniques
Assessors learn more about on-going programs at Penn State
Creates Opportunities
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For students to network with each other and with assessors
For grad student assessors and alumni assessors to make contacts for
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Their leadership skills
Their developmental opportunities
Future job opportunities
Research possibilities
For alums to strengthen ties with on-going programs and on-campus projects
Sets Us Apart From ALL Other Institutions of Higher Learning
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No other university has this comprehensive program
The Center combines strong business practice with underlying theory and research
Students completing the process are better equipped to engage in job search and to land
the job that they desire
Success of the program thus far has resulted in a “buzz” about the SHCLAC