Written Examinations
Customized questions drawn from the announced sources and the responsibilities of the rank. We assess knowledge of the rules and how a candidate applies them to supervisory and command decisions.
Leadership SelectionTest for the
Promotional Testing & Assessment
Test for the
Next Rank.
The people who move into supervision and command will shape the agency for years. The process for choosing them should reflect the work they will actually do.
Discuss a Promotional ProcessOne Process. Three Clear Commitments.
01Built around the duties of the rank.
02Explained to candidates before testing.
03Scored and checked against agreed rules.
The Standard
A Better Question Than “Who Tests Well?”
What does this position demand, and how can candidates demonstrate that they are ready for it? We start there. A promotional process should give the agency useful evidence of knowledge, judgment, communication, and leadership at the rank being filled.
The process is tailored to the agency’s structure, policies, and governing requirements. A first-line supervisor and a command officer face different decisions, so their assessments should differ too.
Assessment Options
Choose the Components
That Fit the Position.
Some agencies need a complete process. Others need help with one component. We shape the scope around the rank, the agency’s rules, and the decision it needs to make.
Structured Oral Boards
Rank-specific questions, common instructions and timing, defined scoring criteria, and prepared assessors give every candidate a consistent opportunity to explain their reasoning.
Assessment Centers
Practical exercises can reveal how candidates prioritize, communicate, manage personnel, and make decisions when competing demands arrive at once. The exercise mix follows the role and the agency’s goals.
How We Build It
From the Job
to the Results.
The exact components vary by engagement. The sequence keeps the rationale, candidate instructions, administration, and results connected.
Define the Rank
We review the job, agency materials, and input from people who understand the position. A sergeant process should measure a sergeant’s work; a command process should reflect command responsibility.
Set the Rules Up Front
The agency confirms eligibility, approved sources, component weights, thresholds, and applicable civil service or labor requirements. Candidates receive clear information about what to study and how the process works.
Assess Consistently
We develop the selected components, prepare assessors when used, and administer each component under documented procedures. Questions, exercises, and scoring criteria connect to the responsibilities being tested.
Verify and Report
We review scoring records, check calculations and approved weights, resolve process questions with the agency, and deliver organized results with a record of how the process was carried out.
What the Agency Receives
Results You Can Explain.
A sound promotional process produces more than a rank order. It leaves a clear record of what was assessed, how candidates were evaluated, and how the final results were calculated.
Depending on the agreed scope, deliverables may include:
- Rank-specific job analysis and assessment plan
- Candidate study materials and administration instructions
- Written exam, oral board, or assessment center materials
- Scoring records, quality checks, and results reporting
- Competency-level findings to inform future development
Start With the Position
Tell Us About the Rank You Need to Fill.
We’ll discuss your timeline, candidate pool, existing rules, and the components that would give your agency a useful result.