Mandy Pamplemousse can evaluate SSI ‘s assessment process using a few different methods. Since studies have shown that assessment centers have a higher prediction success rate when multiple predictors are used, both psychologists and managers as assessors, she should begin by making sure that the company SSI is using follows those guidelines. While Mrs. Pamplemousse has always promoted internally through the use of SSI, she is not able to compare her own choices with that of the assessment centers. She can check the success of SSI’s predictions, by reviewing their assessment results. She can take these results and chart the ratings highest to lowest, leaving off the employee that had been given the promotion. Mrs. Pamplemousse should then begin comparing the employee’s job performance against their ratings. If SSI’s predictions are accurate, those employees with the higher ratings should out perform those with lower ratings. If she were to consistently find that the lower rated employee had out preformed the higher rated employee, she would need to reevaluate using SSI assessment process. Beyond this she could use meta-analysis, a form of validity generalization that is gaining acceptance. This will allow her to gather data from individual studies that examine the results of assessment center successes. The purpose is to obtain statistical confirmation of results and conclusions. It is assumed that by using this instead of paying for a complete evaluation of SSI and each of their tests would save the company money. Vin Pomme does bring up a good point. Although assessment centers have higher success rate in predicting job performance than just personality and cognitive ability test, the increase is fairly small, and with room for error the cost may outweigh the slightly higher success rate. Pamplemousse could consider have the personality and cognitive test