Abstract
The identification of supervisory and management potential has been an issue of priority in personnel selection for at least the past 40 years. Consequently, a wide variety of procedures have been developed and researched. A recently proposed method is the Brush and Schoenfeldt (1980) integrated assessment approach. Such an assessment system was developed and implemented at a southeast steel plant. A multitrait-multimethod-multirater analysis was used to assess the convergent and discriminant validity of the integrated assessment judgments. The results supported the use of the procedure for supervisors but not self-assessments. In each case, some evidence for convergent and discriminant validity was obtained. These results suggest that integrated assessment judgments of job skills possess the psychometric properties necessary for operational use.