Technical Report - International Military Testing Association

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advantages of very complete coverege of the appropriate subSect matter
on the verbnl level in a comparatively short time, simplicity and euee
of administration, relatively IOU COBt, SimplC scoring proccdusee, und
finally, it fs suttable for prqsenting problems that m?esure many cypvpco
of abilities.
Performance rating - This consista of an evaluation of the individual’s
performance on the job by his supervisor; in the Army it is called the
CEZR or Comandcr’s Evaluation hcport. Althcugh ratings of this nature
are susceptible to subJective elements, the design of the reting form
attempts to direct the rater’s attention to obJectfve observation of
behavior,
Pcrformnnce test - fifs mq be in the nature of a work umple such
a8 a typing test, a tapping test to measure an aptitude such as finger
dexterity, or a sitoational test in which actual vork problems nre aimsla&d.
Certain ae?ection and promotion boards can be properly considered
performance tests as can the selection interview in an employment office.
This is true when the interviever or board is attempting to evaluate
b?havlor required in the performance of Job dutiee.
Evaluation of experience and trnu - In 8ome goverzticnt Jurisdictions
a scnre is aiven to each applicant for selection or promotion
bneed upon quality and quantity o.f jbb pertinent experience, iraining,
and special recognition such as awards received. Thie wore become8 part
of the examines’s final rating.
It is obvioue that all Job; require some basic motor activity. Certain
movements of the feet, hands, eyes, and other parte of the worker’s
anntsmy are required to reach the L3.srk aituntlon, to position himself for
the performance of his duties, and to control and manipulate the physical
tools of his trade. The absolute requirement of some degree of motor skill
is present from the most sedentary of occupations to those thrnt require
almost constant motor activity. For our present co?zern, that of testing
military personnel in their occupational apecfaltiee, the broad spectrum
of Jobs is divided into three classes. This purely arbitrary taxonomy
based upon relative importance of motor activities in discriminating
between levels of Job mastery provides a starting point in the determination
of the need for A test of motor skills. Class 1. A large group of service
personnel are required to perform duties that require only the basic
motor skills, the posoeseion of vhfch can be assumed from their
cacceptunce into the service. Although M)tor coordination contributes
something to the efficiency with which they perform their dutles, Its
importance fs ovtrshedowed by the fmportance of cognitive functions which
are central to the executfon of their normal work requirements. Administrative
and general clerical occupations are exsnnplee of this group. It
appears thst a pcrforoance test would contribute little, if anything, to
the eveluetion of these personnel. Class 2, A large number of eervice
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