What is an ADC?

The ADC is not a place; it is an event which allows trained FRS assessors to assess the potential of FRS personnel for further development and promotion. The event can be held anywhere that has sufficient rooms to manage the different activities in close proximity. This may be at a FRS or external venue and may take up to a full-day, or part of a day, depending on timetabling. There will generally be no more than 8 candidates assessed on any one day. A manageable number is often around 6.

Why are we assessed?

The day will consist of several different activities or exercises, through which the candidate’s potential can be assessed. This potential is measured against the FRS Personal Qualities & Attributes (PQA). The exercises are job simulations; this means that the types of activities/ tasks you will be expected to do will reflect the sort of thing you would need to do as a FRS manager. This gives a ‘preview’ of your potential, and how effectively you are likely to perform in future roles. You are not expected to be able to do these things perfectly; but assessors will be looking for your natural predisposition towards behaving in certain ways, and this is a good indicator of your potential to perform effectively in the future.

Timetable

The event is carefully timetabled to ensure each candidate has the same amount of time to complete each exercise, and has regular breaks throughout the day. If you have any special requirements you will be given an opportunity to let the ADC team know prior to attending. The timetable is designed to ensure that you are seen by a range of different assessors. Candidates may find that they complete the exercises in a different sequence but all will have completed the same activities by the end of the ADC within exactly the same time-frame. You will see administrators with stop-watches making sure this is done fairly and accurately.

Who will be there?

• Assessors- the assessors will generally be FRS Managers and HR/ personnel/ support staff. Each exercise is usually assessed by two assessors. They sit discreetly at the back of the room during your role-play exercises and make notes. You will have no need to have any contact with them and they are instructed not to make themselves noticed. Their presence may seem a little daunting to start with but try not to let this effect you. They are as keen for you to do your very best as you are, and are not there to judge you personally, simply to match the way you behave to the PQA criteria they have in front of them. It is actually much easier than you might think to forget they are there once the exercise is underway.

Two assessors will also usually mark your written work, but this is often done after the event. Where timetabling allows you should usually be assessed by different assessors in each different exercise. What works well is when FRS collaborate and share assessors, so that the candidates are assessed by people they are less likely to know. This makes it easier for assessors to disregard any preconceptions, and more comfortable for the candidate.

All assessors undergo very similar training for the role. They are taught how to apply unbiased evaluations and how to only measure behaviours relevant to the PQA criteria. Being an assessor is a time consuming and taxing role, and one that personnel volunteer for. They often have to stay late and start early, and they are always committed to providing candidates with the fairest and most thorough assessment possible.

• Role-players - these can be professional actors, or FRS personnel who have volunteered to take part. Their role is to work with a script they have for each exercise, adapting depending on what you say, but making sure they provide you with certain bits of information that you need to interact with them in the exercise. They will also have some information that they will not volunteer unless you ask, or make it easy for them to do so through the approach you take. The role-players do not have any part in assessing you but they are there to work with you, not to try to catch you out. If you are not following their lead or have overlooked something crucial they may eventually volunteer the information to get you back on track, but this help will be reflected in the scores the assessors give you i.e. you will score more highly if you get there on your own.
• Centre manager - this role can be undertaken by a senior FRS assessor or an Occupational Psychologist. Their role is to ensure that the ADC is managed smoothly, fairly and consistently. They are also responsible for quality assuring all assessors’ evidence. The centre manager needs to make sure that all of the assessor’s scores are supported with evidence. This is crucial for defensibility of decisions and also provides the main content for the candidate feedback report. Therefore these notes have to be focused, developmental and informative, as well as evaluation and evidence based.
• Administrators – these staff manage the logistics of the ADC and assist with ensuring timings are adhered to and all involved personnel are in the right place at the right time. The administrators are there to support the candidates. They are used to seeing people who are anxious or apprehensive and will do their very best to make you feel as comfortable as possible, from guiding you between your exercises to pointing out where you can get a cup of tea!