Abstract
Elements of traditional police promotional examinations (e.g., written tests and assessment centers) do not take into account candidates' work histories, and performance appraisals on records are fraught with problems. This article describes a new method of having panelists systematically review several source documents to evaluate behavioral evidence of past work history related to dimensions needed for the target job. This information can then be combined with information from the traditional assessment methods to Improve promotion decisions.
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