At Jack Clancy Associates, we specialize in assessment and selection for the public sector.  Our services include:


Job Analysis

Job analysis is a systematic approach to identifying the essential tasks of a target job and the knowledge, skills, abilities, and other characteristics (KASOs) required of a new employee upon entry to the job.  It is also required to establish the content validity and defensibility of the selection procedure used to hire or promote the new employee.

At JCA, we typically employ a task-based approach which utilizes subject matter experts to identify and evaluate the tasks of the target job for criticality and frequency of performance.  Similarly, KASOs are also identified and evaluated based upon their criticality to the job and the extent to which they are required upon entry to the target job (as opposed to being learned after hire or promotion).  The final stage of the job analysis is a linking of the critical job tasks to the critical KASOs.  The resultant data serves as the foundation for developing the exam plan, and designing and developing an appropriate selection procedure.


Assessment Centers

Assessment centers provide a means of gathering relevant information, under standardized conditions, about an individual’s capabilities to perform a supervisory or management job. Assessment centers are currently being successfully employed in federal, state and local government in all areas of supervisory and managerial selection, promotion, succession planning, career development and training needs assessment. In essence, the assessment center method gives a candidate the opportunity to demonstrate his/her abilities in a variety of situations which may not be readily observable in day to day job activities. In addition, the assessors who evaluate candidate’s behavior see all individuals from a common frame of reference during the various assessment activities. These procedures help to ensure that the judgments made are relatively free of the many forms of rater bias and can serve as the basis for accurate predictions of an individual's supervisory/managerial potential or career development needs.

At JCA, each assessment center process includes:

  • An in-depth job analysis to identify the critical job performance dimensions to be  assessed;

  • Design of the assessment model;

  • Development of the assessment exercises;

  • Training of the assessor team;

  • A classroom-style orientation for the candidate group; and

  • Facilitation of the assessment and rating processes.

Individual candidate or group performance feedback is also available by request.


Structured Interviews

A structured interview consists of a series of job related questions which are applied uniformly to all candidates.  The interview questions are based on a systematic job analysis in which important performance dimensions are identified and operationally defined.  The interview questions are designed to enable the candidate to demonstrate his or her ability to perform activities related to these important performance dimensions.  At JCA, our approach to the structured interview process is based on the following four important factors:

  • The interview questions are developed using the information gathered in the job  analysis.  They are designed to elicit information on how candidate's would perform the duties of the job (based on how they may have performed in past job-related situations or might perform in future job-related situations);

  • Each candidate is evaluated using the same set of job-related performance dimensions (it is this set of standardized dimensions that provides the structure for the interview process); and

  • The interview panel (also referred to as raters) is trained in both appropriate interviewing techniques and the specific interview system to be used.  This includes both the interview material and the administration process.

  • Candidate responses should be observational rather than interpretive.  They should be recorded in sufficient detail as to allow further evaluation based upon clearly demonstrated behaviors.


Performance Tests

A performance test is a replication or close simulation of an actual job task which is set up to be administered, observed, and rated under standardized conditions by a team of trained raters or evaluators.  As such it is frequently more reliable and more valid than are ratings on that task from the actual job, which can occur under widely varying conditions.

At JCA, we are experts at designing, developing and administering performance exams and job simulations - - especially those used for promotion in law enforcement and the fire service, including Fire Engineer and Apparatus Driver/Operator.  Each customized JCA performance examination includes:

  • An in-depth job analysis;

  • Design and development of the simulation exercises;

  • Candidate orientation;

  • Training of the rater team; and

  • Administration and facilitation of the exam components.

Candidate feedback is also available upon request.


Management Style Evaluations

Management style evaluations are typically used to establish the level of fit between a prospective senior management or executive-level candidate and a specific position or role within an organization.  At JCA, our approach utilizes the 16PF, a personality test that measures 16 different areas of personality functioning, which was first published in 1949 and is supported by over 50 years of solid research.

We began using the 16PF over fifteen years ago to measure managerial and executive potential.  During that time, we have administered the test to hundreds of individuals and have gathered data to evaluate the extent to which the test accurately measures factors related to managerial and executive characteristics.  We believe that the test provides a useful assessment of a wide range of personality traits that relate directly to managerial and executive performance.  For the purpose of managerial and executive assessment, we have grouped the 16 personality factors measured by the test into the following five more-general factors:

  • Social Orientation

  • Emotional Functioning

  • Rule Orientation

  • Decision Making

  • Cognitive Functioning

In the course of our work with the 16PF, and based on our research, we have developed desirable scoring ranges for each and test takers are ranked on the basis of how well their test scores compare with this predetermined profile.  A report is prepared for each individual assessed and the results are discussed in detail with the hiring authority prior to any decisions being made with regard to job fit.


Management Succession Planning

  • Management succession planning could be referred to as management replacement planning.  It is a systematic approach to identifying and developing internal talent to ensure management continuity and maintain the competitive advantage of the organization.  At JCA, our approach to management succession planning includes the:

  • Identification of an organization’s management and leadership competencies;

  • The design, development and facilitation of an objective, reliable evaluation program which effectively combines self evaluation with an interactive assessment component;

  • Individual performance feedback for the participants which highlights the individual’s strengths and developmental needs, while clearly outlining recommendations and strategies for skill improvement; and

  • Overall feedback and general trend information for the organization which can serve as the foundation for future organizational training and development efforts.

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