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The employees of the Institute of Public Administration underwent psychometric test, under the supervision of the assessment centre of the Institute in order to assess personality characteristics, in addition to controlling the training and appointment process corresponding with the needs and capacities. The test comes in implementation of the new policy taken by the Directorate of Human Resources at the Institute, for the development of training plans and appointments based on clear foundations that commensurate with the capabilities and basic needs to be met at the Institute. The Executive Director of the Assessment Center Nader Al-Khalili stated that the center began plunging into first steps in this aspect, which aims to measure and assess competencies (capabilities) through their different behavioral, cognitive and ability types, in addition to the center's assessment of the training needs for the public sector. The center aims at evaluating the staff, especially senior incumbents to support the development of personal competencies, which contributes to laying down development plan for the employees, it also aims to support decision-making in the selection of staff for appointment and locating them in their assigned jobs. Mr. Al-Khalili explained that the test addresses questions about employee's behavioral preferences at work, stressing on being just preferences at work, and do not involve the capability of employees. Mr. Al-Khalili added the test consists of 160 questions which have unlimited period of time, and every question includes 5 graded options, pointing out that one of the most important factors that affect the validity of the resulting report is the credibility of the employee to answer the questions. On the aspect of the resulting reports, Mr. Al-Khalili stressed that they are considered private and confidential, only the report owner, human resources directorate and assessment center have the right to access them. He went on to say that the correct reading of the report, understanding it and analyzing the results requires special training and practical experience, it would be a mistake to adopt decisions based on the results only, there are other things that should be taken into account. It is worth mentioning that the assessment center has become a key supporter for the development of assessment processes in the Institute's programs since it was founded early in 2012, emanating from the Institute's belief of the significant returns of assessment on public sector, such as reducing competencies gap, and achieving optimum utilization of national cadres.