公共安全评估中心顾问
Public Safety Assessment Center Consultant
关于劳动力智能实验室（WIL）
劳动力智能实验室（WIL）为城市、县、学校系统、特别区、公用事业和相关机构提供应用研究和公共项目支持。我们的工作涵盖公共安全劳动力体系、应急管理与连续性规划、住房与社区发展、拨款管理技术援助、研究与项目评估，以及现场操作支持。
了解更多：
我们根据奖项和人员配置模式，为全职员工和基于项目的合同角色招募有经验的专业人士。合作以远程为主，根据合作伙伴和现场需求进行必要的出差。我们为实际的拨款和资助研究项目组建团队。
此职位取决于拨款或资助项目的结果及最终人员配置批准。在将候选人姓名或简历包含在提案或资金包之前，将事先获得许可。
WIL正在寻找一名公共安全评估中心顾问，负责为警察和消防部门设计公平、与岗位相关的晋升评估中心，包括练习开发、评估员准备、评分和可辩护的结果报告。
你将负责
设计符合晋升能力要求和部门特定岗位需求的评估中心流程
开发现实的练习、结构化面试、评分指南、评分工具和候选人说明
协调主题专家意见、物流、评估员培训、候选人沟通和评估日执行
应用一致、与岗位相关且具有法律依据的评估方法和质量控制
分析结果并准备清晰的选拔文档和领导简报
在获得许可时，为WIL的拨款和资助研究包贡献专业资质和过往表现描述
要求
必需条件
有设计或管理公共安全晋升评估中心或结构化选拔系统的实际经验
了解能力建模、行为评估、结构化面试、练习开发和可靠评分
具备良好的引导能力、评估员培训、文档撰写和保密结果报告技能
接受全职就业或基于项目的合同合作；以远程为主，根据合作伙伴和现场工作需要出差
加分项
有警察、消防、应急服务或其他市政公共安全部门的经验
查看英文原文
About the Workforce Intelligence Lab (WIL)
The Workforce Intelligence Lab (WIL) delivers applied research and public-program support for cities, counties, school systems, special districts, utilities, and related agencies. Our work spans public-safety workforce systems, emergency management and continuity planning, housing and community development, grant administration technical assistance, research and program evaluation, and applied field operations support.
Learn more:
We engage experienced practitioners for both full-time employment and project-based contract roles, as applicable to the award and staffing model. Engagements are remote-first with travel as required for partner and field sites. We build ready teams for live grant and sponsored-research pursuits.
This opportunity is contingent upon grant or sponsored-project award and final staffing approval. Permission will be requested before including a candidate's name or resume in a proposal or funding package.
WIL is seeking a Public Safety Assessment Center Consultant to design fair, job-relevant promotional assessment centers for police and fire departments, including exercise development, assessor preparation, scoring, and defensible results reporting.
What you'll do
Design assessment-center processes aligned to promotional competencies and department-specific job requirements
Develop realistic exercises, structured interviews, rating guides, scoring tools, and candidate instructions
Coordinate subject-matter input, logistics, assessor training, candidate communications, and assessment-day execution
Apply consistent, job-related, and legally defensible evaluation methods and quality controls
Analyze results and prepare clear selection documentation and leadership briefings
Contribute specialist qualifications and past-performance narrative to WIL grant and sponsored-research packages when permissioned
Requirements
Required
Demonstrated experience designing or administering public-safety promotional assessment centers or structured selection systems
Knowledge of competency modeling, behavioral assessment, structured interviewing, exercise development, and reliable scoring
Strong facilitation, assessor training, documentation, and confidential-results reporting skills
Open to full-time employment or project-based contract engagement; remote-first with travel as partner and field work requires
Nice to have
Experience with police, fire, emergency services, or other municipal public-safety departments
Familiarity with industrial-organizational psychology, validation, adverse-impact review, and equitable selection practices
Experience supporting civil-service, promotional, or collective-bargaining environmentsRequired
Demonstrated experience designing or administering public-safety promotional assessment centers or structured selection systems
Knowledge of competency modeling, behavioral assessment, structured interviewing, exercise development, and reliable scoring
Strong facilitation, assessor training, documentation, and confidential-results reporting skills
Open to full-time employment or project-based contract engagement; remote-first with travel as partner and field work requires
Nice to have
Experience with police, fire, emergency services, or other municipal public-safety departments
Familiarity with industrial-organizational psychology, validation, adverse-impact review, and equitable selection practices
Experience supporting civil-service, promotional, or collective-bargaining environments
Originally posted on Himalayas