Archived - Identification of Middle Management Potential

Purpose

The assessment centre for the Identification of Middle Management Potential (IMMP) aims to promote the professional development of those who aspire to middle management positions or to enhance the competencies of middle managers in the federal public service.

• IMMP offers participants the opportunity to:
  • Objectively assess their strengths and developmental needs related to the key leadership competencies;
  • Increase their understanding of their management potential; and
  • Promote their career development.
• IMMP offers organizations:
  • A rigorous assessment tool designed to identify individuals with potential for development as middle managers;
  • A fair and objective way to select high potential individuals for entry into a development program; and
  • A proven way to pinpoint developmental needs at the middle management level in the organization.

Assessment process for participants

The assessment centre for IMMP consists of four exercises:

1. In-basket exercise
   In this exercise, the participant responds to issues, problems and opportunities presented in the form of letters, memoranda, reports and other documents. In responding to these items, the participant should document in writing, clearly and completely, the actions taken and the rationale for them.
2. Task force exercise
   Four to six individuals participate in a task force that has been set up to address human resource problems that beset the organization. Each participant is expected to make their views known to the other task force members. The group must submit a point-form summary of their decisions, including the rationale for the conclusions drawn.
3. Meeting with a client
   In this meeting, the participant communicates personally with a client and discusses the client's concerns.
4. Written communication exercise
   In this exercise, the participant is asked to write a 1 to 1 ½ page reply to a letter in order to assess their written communication skills.

Definitions of competencies

Strategic thinking

Identifies, defines and analyzes problems and situations using rational and intuitive processes that result in the drawing of accurate conclusions, the generation of viable solutions and the visualization of new potentials in the best interests of the organization.

Engagement: Communication

Presents and discusses concepts and issues in a clear, concise and effective manner, both orally and in writing.

Engagement: Interpersonal Competence

Interacts with others in ways that advance the work of the group or the organization by developing respect, mutual understanding and productive working relationships.

Engagement: Teamwork

Develops and maintains a cohesive team that works to achieve the goals and objectives of the organization.

Engagement: Service orientation

Demonstrates a commitment to the provision of quality service to clients and provides client groups with opportunities for active participation and consultation on decisions that are relevant to their needs and concerns.

Management excellence: Action management

Achieves the expected results through the successful and timely completion of activities and delivery of products or services.

Management excellence: People management

Respects, empowers and develops employees.

Assessment Report

Following the evaluation, participants receive a report containing their results and descriptions of their performance, in accordance with competencies and behavioural indicators. Individual feedback is provided to all participants.

If you would like any additional information, please contact the Consultation Services of the Personnel Psychology Centre:

Telephone: 819-420-8671

E-mail: cfp.cpp-ppc.psc@cfp-psc.gc.ca