IPDS - Integrated Personal Development System

Assessment Development Centres (ADCs)

The ADC is a process that involves participants taking part in a variety of job simulation exercises, whilst being observed by a team of trained assessors. It also uses a range of interviews, psychometric tests and written exercises. Extensive research has shown this approach to be the most objective and accurate method of assessing an individual's potential to perform safely and effectively in any particular role. These processes also help to ensure that progression is relevant to the role, open and fair and reflects the core values as expressed in the Fire and Rescue Framework documents.

Whilst ADCs are good measures of generic potential for a new role, it is essential to understand that they are not, in themselves, designed to be a complete selection process for any specific role.

The IPDS recommends that success at the ADC and Post-ADC selection processes be followed by completion of a Development Programme and a process of Workplace Assessment. These are designed to lead to attainment of competence in the role within target timescales and they involve both assessment of the acquisition of the required skills and knowledge (i.e. assessment of learning) and assessment of its application whilst actually performing the role in the workplace (i.e. Workplace Assessment of competence against the National Occupational Standards contained within the Role Map for the role in question).

It should also be noted that the IPDS suggests all processes of selection, development and progression to be designed in a modular way, which makes it possible for FRAs to organise them so as to suit staff working either a whole-time or retained duty system.

Guidance on Development Programmes and Workplace Assessment is given in the IPDS literature and within the National Framework and National Joint Council for Local Authority Fire and Rescue Services Scheme of Conditions of Service (Grey Book).

ADC General Guidance

General ADC information can be accessed by following the links on the left of this page. Please note that individual Fire and Rescue Services will have local procedures so always contact your own Human Resources department for more detailed advice.

Skills for Justice commissioned Sara Kerr, an Occupational Psychologist, to write a report on best practice for the ADC framework. This was reviewed by operational FRS staff and is intended to help start discussion and build on understanding of how ADC can support individual services.

Best Practice Use of the ADC Framework [266kb]

Please note that the BARS outlined in the link on the left hand side of this page are generic. Specifically, ADCs run in Scotland utilise an equivalent but different set of ADC Toolkits to other UK Services. As such, the BARS utilised in assessing Scottish ADCs will follow the same principles as those outlined in the provided documents, however they will vary between ADCs.

ADC Material

Each Fire and Rescue Service has authorised certain staff to be able to access the ADC Toolkits, Tools and Training Materials. The lists of authorised staff is held and maintained by the Department for Communities and Local Government (CLG) for most UK FRS, with the exception being that access arrangements for Scottish FRS are managed by the Scottish Fire Services College.

The contact for CLG is Mona Shah (mona.shah@communities.gsi.gov.uk).

Access to this material will be via a password. The access arrangements will be emailed to authorised staff by Skills for Justice. For more information contact Rowena Thomassin-Timms (rowena.thomassin-timms@skillsforjustice.com).