Assessment and Development Centre
Competency assessment based on observing behaviour in realistic tasks, not on self-declarations. We help you make sound people decisions and plan development: who to promote, who to prepare for a new role and what to develop first.
Who it is for and what problem it solves
A promotion decision
The best specialist won’t always make a good manager – you need a reliable assessment of readiness.
Recruiting for a management position
A job interview doesn’t show how a candidate will behave in a difficult situation.
Talent programme and succession
You need to select the people with the greatest potential and justify that choice.
Needs analysis before a development programme
The programme should address real gaps, not assumptions.
What participants will practise
Simulation exercises
- games and group exercises
- role-plays of conversations with an employee or customer
- analytical exercises and in-basket
Supplementary assessment
- competency-based interview
- tests and questionnaires, e.g. Extended DISC
- participant presentation
Feedback
- an individual feedback session
- a development plan after the DC
- recommendations for the line manager
How the process works
Competency model
We select the key competencies for the position and refine the definitions and behavioural indicators.
Session design
We choose exercises that reflect the realities of the position and prepare observation forms.
The AC/DC session
Qualified assessors observe and rate participants’ behaviour in the exercises.
Integration session
Assessors agree ratings on the basis of evidence from the exercises.
Reports and feedback
Individual reports, a summary report and feedback sessions with participants.
What HR receives
Individual reports
A rating of each competency with behavioural examples and recommendations.
Summary report
A comparison of participants and a map of the group’s potential and gaps.
Decision recommendations
Conclusions for promotion, recruitment or a talent programme.
Development plans
For a DC: individual development plans for participants.
How we assess the outcome
Accuracy of decisions
Assessment by line managers 6–12 months after promotion or hiring.
Rating consistency
Calibration of assessors on shared evidence.
Completion of development plans
Progress in the areas identified in the DC at the next measurement.
We have run AC/DC sessions for companies in manufacturing, automotive, chemicals, energy, mining and pharmaceuticals, among others, in Polish and English.
Who leads it
A sample line-up of trainers – the final team is matched to your company and group.
Anna Wodyńska
Responsible for the quality of NESSE projects and oversees the methodology of every session.
Adam Kołodziej
Runs 360° assessments and consulting projects; brings the perspective of an operations manager.
Paweł Strycharczyk
Leadership development consultant; runs development conversations and action plans after AC/DC sessions.
Albert Binda
AC/DC and potential assessment expert, co-author of the CCQ questionnaire, MBTI practitioner.
Michał Kurdziej
Psychologist and Assessment and Development Centre assessor.
Emilia Szypryt
Designs the competency models and assessment systems on which the AC/DC session is based.
What does the first consultation look like?
A free, no-obligation conversation – by phone or online. All you need to know is what the problem is; we will work out the rest together.
You talk to one of our client managers, and a trainer joins if needed.
who the development is for (roles, number of people, locations), what problem you want to solve, what has already been done, timing and budget.
We investigate the problem thoroughly before proposing anything. We also use diagnostic tools such as the NESSE Competency Map®.
a programme proposal with a schedule, a trainer recommendation, a way of measuring results and a quote.
Call or write to us directly:
Let’s make the right people decision
Tell us what decision you want to support (promotion, recruitment, talent, development) – we will propose the competencies and a session design.