341 replies to this topic

[TSF]

Just heard back from GMP.....Going to the assessment centre on 12th March!

[Marricked]

Best of luck

Edited by Marricked, 07 March 2011 - 12:39 PM.

[supermancss]

assessment centre for specials?

Good luck!

[MrSpecial]

Not bad, good luck with that..

20 Minute interview, written test and Situation Judgement test!

[Owen]

Good luck. Keep us updated on how you get on.

[TSF]

assessment centre for specials?

Good luck!

Yeah...Sedgley Park

Thanks all

[Lee]

I was going through the same stage a few months back, it's nerve racking but just be yourself at the end of the day. Make sure you read up on the core competency's and make sure you keep these in the back of your head while answering the situational judgement scenarios and interviews. Below is a list of positive and negative indicators based on the national competency framework (this is what your marked on !)

Community and Customer Focus
Positive Indicators

Presents an appropriate image to the public and other organisations.
Supports strategies that aim to build an organisation that reflects the community it serves.
Focuses on the customer in all activities.
Tries to sort out customers' problems as quickly as possible.
Apologises for mistakes and sorts them out as quickly as possible.
Responds quickly to customer requests.
Makes sure that customers are satisfied with the service they receive.
Manages customer expectations.
Keeps customers updated on progress.
Balances customer needs with organisational needs.

Negative Indicators

Is not customer-focused and does not consider individual needs.
Does not tell customers what is going on.
Presents an unprofessional image to customers.
Only sees a situation from their own view, not from the customer's view.
Shows little interest in the customer – only deals with their immediate problem.
Does not respond to the needs of the local community.
Focuses on organisational issues rather than customer needs.
Does not make the most of opportunities to talk to people in the community.
Slow to respond to customers' requests.
Fails to check that customers' needs have been met.



Team Working
Positive Indicators

Understands own role in a team.
Actively takes part in team tasks in the workplace.
Is open and approachable.
Makes time to get to know people.
Co-operates with and supports others.
Offers to help other people.
Asks for and accepts help when needed.
Develops mutual trust and confidence in others.
Willingly takes on unpopular or routine tasks.
Contributes to team objectives no matter what the direct personal benefit may be.
Acknowledges that there is often a need to be a member of more than one team.

Negative Indicators

Does not volunteer to help other team members.
Is only interested in taking part in high-profile and interesting activities.
Takes credit for successes without recognising the contribution of others.
Works to own agenda rather than contributing to team performance.
Allows small exclusive groups of people to develop.
Plays one person off against another.
Restricts and controls what information is shared.
Does not let people say what they think.
Does not offer advice or get advice from others.
Shows little interest in working jointly with other groups to meet the goals of everyone involved.
Does not discourage conflict within the organisation.



Respect for Race and Diversity
Positive Indicators

Sees issues from other people's viewpoints.
Is polite, tolerant and patient when dealing with people, treating them with respect and dignity.
Respects the needs of everyone involved when sorting out disagreements.
Shows understanding and sensitivity to people's problems, vulnerabilities and needs.
Deals with diversity issues and gives positive practical support to staff who may feel vulnerable.
Makes people feel valued by listening to and supporting their needs and interests.
Uses language in an appropriate way and is sensitive to the way it may affect people.
Identifies and respects other people's values within the law.
Acknowledges and respects a broad range of social and cultural customs and beliefs.
Understands what offends others and adapts own actions accordingly.
Respects confidentiality, wherever appropriate.
Delivers difficult messages.
Challenges attitudes and behaviour which are abusive, aggressive and discriminatory.

Negative Indicators

Does not consider other people's feelings.
Does not encourage people to talk about personal issues.
Criticises people without considering their feelings and motivation.
Makes situations worse with inappropriate remarks, language or behaviour.
Is thoughtless and tactless when dealing with people.
Is dismissive and impatient with people.
Does not respect confidentiality.
Unnecessarily emphasises power and control in situations where this is not appropriate.
Intimidates others in an aggressive and overpowering way.
Uses humour inappropriately.
Shows bias and prejudice when dealing with people.



Personal Responsibility
Positive Indicators

Takes personal responsibility for own actions.
Takes on tasks without having to be asked.
Uses initiative.
Takes action to resolve problems and fulfill own responsibilities.
Keeps promises and does not let colleagues down.
Takes pride in own work.
Is conscientious in completing work on time.
Follows things through to a satisfactory conclusion.
Shows enthusiasm about own role.
Focuses on a task even if it is routine.
Improves own job-related knowledge and keeps it up to date.
Is open, honest and genuine, standing up for what is right.

Negative Indicators

Passes responsibility upwards inappropriately.
Is not concerned about letting others down.
Will not deal with issues, just hopes that they will go away.
Blames others rather than admitting to mistakes or looking for help.
Is unwilling to take on responsibility.
Puts in the minimum effort that is needed to get by.
Shows a negative and disruptive attitude.
Shows little energy or enthusiasm for work.
Expresses a cynical attitude to the organisation and their job.
Gives up easily when faced with problems.
Fails to recognise personal weaknesses and development needs.
Makes little or no attempt to develop self or keep up to date.

Edited by Lee, 07 March 2011 - 07:48 PM.

[TSF]

I was going through the same stage a few months back, it's nerve racking but just be yourself at the end of the day. Make sure you read up on the core competency's and make sure you keep these in the back of your head while answering the situational judgement scenarios and interviews. Below is a list of positive and negative indicators based on the national competency framework (this is what your marked on !)

Community and Customer Focus
Positive Indicators

Presents an appropriate image to the public and other organisations.
Supports strategies that aim to build an organisation that reflects the community it serves.
Focuses on the customer in all activities.
Tries to sort out customers' problems as quickly as possible.
Apologises for mistakes and sorts them out as quickly as possible.
Responds quickly to customer requests.
Makes sure that customers are satisfied with the service they receive.
Manages customer expectations.
Keeps customers updated on progress.
Balances customer needs with organisational needs.

Negative Indicators

Is not customer-focused and does not consider individual needs.
Does not tell customers what is going on.
Presents an unprofessional image to customers.
Only sees a situation from their own view, not from the customer's view.
Shows little interest in the customer – only deals with their immediate problem.
Does not respond to the needs of the local community.
Focuses on organisational issues rather than customer needs.
Does not make the most of opportunities to talk to people in the community.
Slow to respond to customers' requests.
Fails to check that customers' needs have been met.



Team Working
Positive Indicators

Understands own role in a team.
Actively takes part in team tasks in the workplace.
Is open and approachable.
Makes time to get to know people.
Co-operates with and supports others.
Offers to help other people.
Asks for and accepts help when needed.
Develops mutual trust and confidence in others.
Willingly takes on unpopular or routine tasks.
Contributes to team objectives no matter what the direct personal benefit may be.
Acknowledges that there is often a need to be a member of more than one team.

Negative Indicators

Does not volunteer to help other team members.
Is only interested in taking part in high-profile and interesting activities.
Takes credit for successes without recognising the contribution of others.
Works to own agenda rather than contributing to team performance.
Allows small exclusive groups of people to develop.
Plays one person off against another.
Restricts and controls what information is shared.
Does not let people say what they think.
Does not offer advice or get advice from others.
Shows little interest in working jointly with other groups to meet the goals of everyone involved.
Does not discourage conflict within the organisation.



Respect for Race and Diversity
Positive Indicators

Sees issues from other people's viewpoints.
Is polite, tolerant and patient when dealing with people, treating them with respect and dignity.
Respects the needs of everyone involved when sorting out disagreements.
Shows understanding and sensitivity to people's problems, vulnerabilities and needs.
Deals with diversity issues and gives positive practical support to staff who may feel vulnerable.
Makes people feel valued by listening to and supporting their needs and interests.
Uses language in an appropriate way and is sensitive to the way it may affect people.
Identifies and respects other people's values within the law.
Acknowledges and respects a broad range of social and cultural customs and beliefs.
Understands what offends others and adapts own actions accordingly.
Respects confidentiality, wherever appropriate.
Delivers difficult messages.
Challenges attitudes and behaviour which are abusive, aggressive and discriminatory.

Negative Indicators

Does not consider other people's feelings.
Does not encourage people to talk about personal issues.
Criticises people without considering their feelings and motivation.
Makes situations worse with inappropriate remarks, language or behaviour.
Is thoughtless and tactless when dealing with people.
Is dismissive and impatient with people.
Does not respect confidentiality.
Unnecessarily emphasises power and control in situations where this is not appropriate.
Intimidates others in an aggressive and overpowering way.
Uses humour inappropriately.
Shows bias and prejudice when dealing with people.



Personal Responsibility
Positive Indicators

Takes personal responsibility for own actions.
Takes on tasks without having to be asked.
Uses initiative.
Takes action to resolve problems and fulfill own responsibilities.
Keeps promises and does not let colleagues down.
Takes pride in own work.
Is conscientious in completing work on time.
Follows things through to a satisfactory conclusion.
Shows enthusiasm about own role.
Focuses on a task even if it is routine.
Improves own job-related knowledge and keeps it up to date.
Is open, honest and genuine, standing up for what is right.

Negative Indicators

Passes responsibility upwards inappropriately.
Is not concerned about letting others down.
Will not deal with issues, just hopes that they will go away.
Blames others rather than admitting to mistakes or looking for help.
Is unwilling to take on responsibility.
Puts in the minimum effort that is needed to get by.
Shows a negative and disruptive attitude.
Shows little energy or enthusiasm for work.
Expresses a cynical attitude to the organisation and their job.
Gives up easily when faced with problems.
Fails to recognise personal weaknesses and development needs.
Makes little or no attempt to develop self or keep up to date.

thanks Lee, really appreciate it

[Owen]

Brilliant information there! First time I have seen something like that.

Any chance you could put the source where you got it from? (Providing it was from another site?)

[Lee]

It was put together from the NPIA Framework [Clicky] however a quick google search shows it also used on a number of sites:

http://www.npia.poli...CF_SEARCHv9.pdf
http://www.cheshire....quirements.aspx
http://www.npia.poli...SpecialsICF.pdf
http://www.staffspol...ompetencies.doc

and the list goes on I did find it very very usefull though as it shows exactly what you are being marked against and gives you a very good idea of what to and what not to say

[Chaos87]

Good luck mate, sure you'll be fine!

That's some useful info for people yet to do their assessments, nice one Lee (+1 for you )

[cvp]

I am very nervous

[Chaos87]

I am very nervous

I'm sure you will be fine. Just make sure you have your examples ready for the interview and think about the things they want to hear and make sure you get those points across in your answers.

The situational judgement tests are largely common sense.

I found the report writing type task the hardest, as there isn't much time to read all of the information, absorb it and right the report.

I was really worried but I passed with quite a good mark, and whether you pass or not the feedback is good quality and very helpful.

Just keep focused and don't let your nerves get the better of you!

Best of luck!

Ash

[TSF]

I am very nervous

are you going tomorrow?

[cvp]

are you going tomorrow?

I am yes

[Owen]

Good luck, guys. I am sure you will be fine!

[Lee]

Good luck, let us know how you get on. Just keep calm and think your answers through Take a cup of water when you go into the interview, if your mind go's blank during the interview take a sip of water, pause and carry on

[Smiley Culture]

Good luck, folks.

[Chaos87]

Good Luck! Keep us informed

[cvp]

Tat was the hardest thing I have done. Mind went blank on the first question. She did prompt me a few times. Hope I've done well

[Chaos87]

Tat was the hardest thing I have done. Mind went blank on the first question. She did prompt me a few times. Hope I've done well

Was that the interview? I didn't do as well on the interview as I would have liked but still passed!

Just a waiting game now! Hope you passed mate!

Ash

[Vixxer]

I thought the interview was the hardest part, but that's where I actually done best.

The guy who done mine seemed like a really nice guy, promting on questions and even let me come back to a question as I started giving an example which would better suit the next question.

[cvp]

Yes the interview. The woman was nice and did prompt me on. It was a case of, revise and then forget everything come D day

[Lee]

well done everyone looks back at the interview and thinks "i could have answered that better" at the end of the day, they know you're under pressure and so will everyone else have been that was in the interview today. Now it's time to put that behind you and make sure your ready for the fitness test, you'll probably have this in around two weeks time from now with a nice 7am start !

Edited by Lee, 12 March 2011 - 03:24 PM.

[Chaos87]

well done everyone looks back at the interview and thinks "i could have answered that better" at the end of the day, they know you're under pressure and so will everyone else have been that was in the interview today. Now it's time to put that behind you and make sure your ready for the fitness test, you'll probably have this in around two weeks time from now with a nice 7am start !

The early start wasn't fun! especially as I live about an hours drive from Clayton Brook!