June 2006, Issue 71 [pdf 2.8mb, 40 - Royal New Zealand Air Force

24
SQNLDR Harley James observes a
group of OASB candidates .
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A candidate prepares to tackle the SMA-4.
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with a distraction task) plays a signifi cant role in determining whether a
candidate will be selected for pilot training. However, explains SQNLDR
Emma Davis, the Director of Air Force Psychology, a candidate’s performance
on the cognitive measures of pilot aptitude is equally important
in assessing their suitability for fl ying training. The assessment by the
psychologist for all branches explores their academic ability, branch
motivation/orientation and personality suitability for the role they are
applying for.
‘The SMA-4 originates from the RAF and versions of the test continue to
be used by a number of militaries around the world. The version used by
the RNZAF is currently being upgraded with new hardware and software
and should be ready for use at the next board in September’.
For the next two days the candidates come under the watchful eye of
two assessing offi cers (Team Offi cers – TO’s). TO’s come from all offi cer
branches of the RNZAF and are comprised of senior fl ight lieutenants,
squadron leaders and wing commanders. It is the TO’s role to assess
the candidates in a range of different outdoor and indoor exercises
and comment on observed behaviours against a list of dimensions. The
dimensions include written and oral communication, relations with others,
decision making, group infl uence, initiative, determination, stability under
pressure and reasoning/planning ability. Each exercise is designed to test
a range of dimensions across different scenarios.
THE ROUND TABLE
A group attemps to solve an outdoor exercise
using only wood, rope and teamwork.
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After the group assessment has been completed, TO and psychologist
interviews are conducted. This completes the selection assessment for
each candidate and the Director of Recruiting convenes a ‘Round Table’
discussion. Civilian candidates are sent off to complete fi tness testing
and the assessing psychologists and TO’s present their reports on each
candidate. It is remarkable how close each assessment is considering
that the TO’s and psychologists are basing their assessment of candidate
performance on different measurement tools, says SQNLDR Sexton.
‘The biggest and most common gap occurs when a candidate has not
performed well in the aircrew aptitude tests. While the TO’s might highly
recommend a candidate, the psychologists cannot recommend the candidate
in this instance. These candidates are often considered for non-pilot
roles or ground offi cers if they have the required qualifi cations’.
BOARD CONCLUSION AND SELECTION
The OASB is not the fi nal stage in the selection process. All candidates
are interviewed by the Director of Recruiting and advised whether they
have been successful at this stage of the selection process. For those
who are not successful some feedback is provided and other enlistment
options explored (if they are civilian candidates).
AFN71 JUNE 06 www.airforce.mil.nz