Assessment Center Consultant - Public Safety

WIL is seeking an Assessment Center Consultant for public safety to design fair, job-related promotional assessment centers for police and fire departments, from exercise development and assessor training to scoring and results reporting.
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: https://wilinstitute.org
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.
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

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 environments