The Assessment Centre for the

Identification of Middle Management Potential

IMMP

Target Group:

Individuals identified by their departments as having potential for development as mid-level managers.

Purpose of the AC for IMMP

The Assessment Centre for Identification of Middle Management Potential (AC for IMMP) is designed to help Departments identify individuals who would benefit from a development program to attain competency as middle managers.

There are two different versions of this centre, version A and version B. The only differences between them is that version B includes an extra competency (Interpersonal Relations) and takes into account written communication as well as oral communication (version A).

Competencies, definitions of competencies

Communication

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

Human Resource Management

Respects, consults, empowers, and develops employees and achieves expected results through the successful and timely completion of activities and delivery of products or services.

Thinking Skills

Identifies, defines, and analyses 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.

Leadership

Attracts and mobilizes energies and talents to work toward a shared purpose in the best interests of the organization, the people comprising it, and the people it serves.

Team Building

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

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.

Interpersonal Relations

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

Exercises

1. In Basket Exercise

In this exercise the candidate's task is to respond to the issues, problems and opportunities presented in the form of letters, memoranda, reports and other documents. The candidate is to communicate clearly and completely in note form the actions he or she would take and the rationale for those actions.

2. Task Force Exercise

Candidates (4 - 6 individuals) participate in a task force that has been set up to diagnose a human resources problem that besets the organization and to recommend changes to financial resource management. Each candidate is expected to make their views known to the other task force members. The group must submit in writing a list of recommendations including the rational for the conclusions drawn.

3. Meeting with a Client

In this meeting, the candidate is to communicate personally with a client and to establish and foster a positive and productive working relationship in dealing with the client's concerns.

Features of AC for IMMP

Reports of AC for IMMP evaluations contains ratings and descriptions of the candidates performance in accord with the competencies and behavioural indicators. Reports also identify developmental needs and developmental recommendations are made. Individual feedback to candidates is given if this is part of the agreement between PPC and the client department.

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