City of Florence: Evaluation of Management Profiles Using Innovative Tools

Foreword

In the last months of 2024, the new City Council Administration initiated selections for the managerial positions needed to fill the managerial positions that had lapsed as a result of the recent elections, in accordance with the former Article 110 of Legislative Decree. 267/2000.

With a strong focus on organizational excellence, the Authority relied on PRAXI to adopt a structured selection process even for these procedures, usually characterized by simplified methodologies, including Assessment Center tests. This approach made it possible to innovatively assess the managerial and behavioral competencies necessary for the effective management of executive responsibilities, consistent with the provisions of the Article 3 of Decree Law no. 80/2021.

The goal was to identify qualified profiles, internal or external, that could strengthen the strategic functions of the Authority, based on the understanding that behavioral competencies are a powerful accelerator of excellent performance, even for fixed-term positions.

Thanks to this methodology, the City of Florence quickly placed the required management figures, ensuring high quality in the selection of candidates.

Project

For each selection, PRAXI designed and delivered specific Assessment Center tests aimed at measuring motivation and soft skills most relevant to the roles sought, chosen from a set that included:

• Problem solving;
• Employee development;
• Leadership and team leadership;
• Planning, management, service organization and monitoring;
• Innovation to promote change;
• Accountabililty and responsible decision-making;
• Citizen and service quality orientation;
• Networking and managing internal and external relationships;
• Emotional resilience.

Transfer of responsibilities to the commissions

To ensure uniformity and transparency in the selection process, PRAXI held informational meetings with members of the Examination Boards, sharing Assessment Center tools and methodology. This ensured uniformity in the application of assessment criteria and a shared understanding of the innovative dynamics of the process.

Tools Used

The selection complemented the traditional assessment of qualifications and technical skills with advanced tools to analyze candidates’ behavioral skills and motivation. Each selection included two of the following tests:

1. Behavioral interviewing based on the BEI model, Behavioural Event Interview: structured situational interviewing that analyzes candidates’ actual past experiences, allowing them to assess their behaviours in relation to the soft skills required for the role.
2. Role Play: simulation in which candidates handle an interview with a co-worker (played by the Assessor), stimulating the activation of the interactive and leadership behaviors expected from the skill set.
3. Motivational interview: series of targeted questions to investigate short- and long-term motivational inclinations, exploring candidates’ values, expectations, and professional goals.

The Commissions, supported by PRAXI consultants, chose to use the motivational interview or role play, pairing the chosen test with the behavioral interview.

The tests were designed on an ad hoc basis to ensure maximum technical effectiveness and total transparency of the evaluation process in compliance with public evidence procedures.

Results

The selective process made it possible to:

• Identify a short list of highly qualified candidates to be presented to the Mayor, in line with the organizational needs of the Entity.
• Managing activities in a timely manner.
• Ensure the quality of the process, thanks to the involvement of Senior PRAXI Consultants specialized in the methodology used.

The key elements of success were:

• The adaptation of the Assessment Center methodology to the needs expressed by the Local Government, preserving its technical validity and evaluative effectiveness.
• The establishment of objective criteria and targeted tools for assessing behavioral and managerial skills.
• The synergistic collaboration between PRAXI, the Examination Boards and the City of Florence, which ensured a shared, excellence-driven process.

Future

This project represented a significant step forward for the City of Florence, introducing the structured use of soft skills assessment in executive selection. The model adopted stands as a virtuous example for future recruitment initiatives, fostering more effective, transparent and quality-oriented processes.

The integration of technical and behavioral assessment proves to be a winning strategy for identifying senior figures who can successfully meet the challenges of continuous improvement and organizational strengthening of the Public Entity.