Data concerning current management level at the end of 1973 were obtained for 4,846 women assessed between 1Q63 and 1971. Performance at the assessment center was strongly related to subsequent promotions into management and advancement within management. The distribution of the women's assessment ratings was very similar to a corresponding distribution for men assessed using the same techniques. The assessed dimensions (e.g., organizing and planning, decision making, and leadership) relating most strongly to subsequent management level were the same for men and women. Assessment-center methods appear valid for the selection of women managers and do not result in the promotion of proportionately fewer women assessees.

Assessment center predictions of the potential of 1,097 women managers were found to be significantly related to career progress 7 years later. In addition, compansons of specific dimension ratings made m this assessment center and those made for men in the Management Progress Study were conducted Similar rating distributions of potential for men and women were noted Also, substantial similarities were found in the relationships between specific dimension ratings and progress of men and women It appears increasingly clear that differences in management potential are far more attributable to individual rather than sex differences Almost 20 years ago, the Management Progress Study (MPS; Bray, Campbell, & Grant, 1974) demonstrated that certain characteristics were related to subsequent progress in management, that these characteristics were relatively stable, and that they could be reliably measured. This led, in part, to the widespread use of assessment centers as a means of identifying further management potential.Although much has been written about the validity of assessment centers (Klimoski & Strikland, 1977, Cohen, Moses, & Byham, Note 1), almost all of the published research is based on entirely male samples Exceptions to this situation are the articles by Moses and Boehm (1975) and Huck and Bray (1976). Both of these studies focused on women who were in nonmanagement positions at the time of assessment and who were being evaluated for potential to succeed in lower level management jobs. Moses and Boehm found that the overall assessment rating was significantly related to progress in management and that the success rate for women was comparable to that of men. Huck and Bray found that the overall assessment rating was significantly related to job performance in lower level management jobs.There are sound reasons for this lack of Requests for reprints should be sent to Richard J

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