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Introduction

Definition: An "in-basket exercise" is simply one or more simulated exercises conducted for the purpose of evaluating candidates to determine their potential for success in a given work environment.

History: Selection and promotional testing applying situation-based exercises has been used in various forms throughout history. In recent years, the process has been adapted and used more frequently for selection and promotion in virtually all disciplines, primarily for upper management levels.

As an example, during World War II, British and American military forces used the process to systematically select officers for key special assignments. This process proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections.

After the war, the selection of competent managers was essential to convert from a war-based economy to meet the needs of a deprived yet affluent society. Many larger private companies adapted the military version of performance testing to help meet their needs. Because of its high success ratio, it continued to gain acceptance and is now used throughout the public and private sector.

Process: Developing in-basket exercises requires the following steps:

Step 1: Job Analysis: An analysis conducted to determine specific tasks, knowledge, abilities, functions and levels of performance necessary to be successful in their job as a fire officer.

Step 2 Performance Requirements: An analysis completed to determine what knowledge, skills and abilities would be required for an individual to be successful as a fire officer. The following performance requirements are typical for an in-basket: leadership, decision making, sensitivity, problem analysis, judgment, organization and planning, interpersonal skills.

Step 3 Selection of Materials for the Examination: These materials will be selected from the job analysis and performance requirements. They will match the activities and environment of the job being tested.

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