LESI® consultants have considerable experience in the design and execution of merit based promotional assessment processes in law enforcement, criminal justice and public safety agencies. The LESI® approach to promotional assessment typically includes the design of original assessment instruments rather than "customizing" pre-existing instruments. LESI® promotional assessment instruments are designed with questions, items and exercises linked to elements of a test plan and scoring dimensions derived from job task analysis.

The initial step in the design of most LESI® promotional assessment projects is to review past processes, gather job related documentation and conduct a brief organizational survey to determine the best approach to promotional assessment. LESI® will conduct job and task analyses and design promotional assessment instruments and processes that are consistent with survey findings if proper documentation and/or job analyses need updating, or do not exist. In this way, organizational acceptance as well as content validity can be maximized.

Although our approach is customized, LESI® promotional processes often contain at least two of the following components:

• Job Knowledge Tests
• Interactive Job Simulations
• Job and Task Analysis

Job Knowledge Tests are designed to assess candidates' familiarity with the fundamentals of the job in question. In addition to job knowledge, these tests may also be linked to specific cognitive abilities identified in a job analysis. We usually incorporate the following into our designs: The tests are often "open book", stressing knowledge of directives, operating procedures and relevant ordinances. As such, the ability to organize operating manuals, as well as familiarity with their content, is emphasized rather than the ability to "memorize".

Although multiple choice questions are utilized, the item bank may also contain short answer questions that are read and scored according to specified scoring parameters. In this way, partial credit may be awarded for responses. In addition, the "response bias" effects inherent in multiple choice questions can be minimized.

Interactive Job Simulations (assessment centers) are often incorporated into the LESI® promotional assessment processes as well. This component stresses the interactive abilities identified in the job analysis. Materials for this exercise are completely customized, but tend to follow a theme defined through meetings with agency subject matter experts. These exercises are scored by trained raters, some (occasionally all) of whom are police executives from outside the agency.

LESI® delivers research and consulting services to our clients in support of various programs and initiatives. These services include those required to document, support and validate ongoing programs as well as to evaluate and/or revitalize current processes and organizational initiatives. Among these services are the following projects and instruments:

Job and Task Analysis methodology has been recognized as the primary vehicle for identifying and understanding the critical performance components of a position. The methodology typically involves a survey of incumbents and superiors in order to identify tasks, responsibilities and other job requirements as well as the knowledge, skills and abilities (KSA's) necessary to perform these job components.

The job and task analysis also identifies the sources and/or educational components which individuals must master in order to obtain the KSA's necessary for successful job performance. Finally, the job analysis identifies fundamental parameters of performance for use in performance measurement and appraisal, training and development, and, if necessary, competence (fitness for duty) determinations.

When performing a job and task analysis in support of this promotional process, LESI® will accomplish the following: survey our library of job and task analysis data for similar positions to identify the fundamental characteristics of survey instruments; identify and meet with SME (subject matter expert) groups of incumbents and superiors to finalize design of survey instruments; survey instruments will be customized to reflect specific job and organizational requirements for this agency, but will typically include:

• Task identification surveys
• Ability and attribute surveys
• Critical incident surveys
• Knowledge source surveys, physical abilities surveys (if indicated)
• Administering surveys to SME groups
• Performing statistical analysis with reference to:
  • Frequency and importance and criticality of specific tasks and job components
  • Relative weight and importance of defined skills, abilities and attributes
  • Relative importance and contribution of various knowledge sources
  • Additional analyses as indicate