Technical Report - International Military Testing Association

-
‘. .
*. .
;-
. d
--
. . .
.
. I
_.-. .’ - . . .
.
.-- __ _ . ._
measured by a wrltton test, we are challenged to find A way to evaluate
this factor. We can concern curaelvca with emergenta, whan WB have
conquered the conetituenta. Dasic criteria for job 8ucce~a euch a5
quantity of output, quality of output, accuracy, spoilage, and eafcty
factor8 muot be determined. Decfslom mat be roade a8 to whether the
performance will be neaeured in terns of pro&Act or process. If it ie
to be product, should WC establish standards rrncnoblc to objective
ueatiureaent such us size and weight, or will subjective mcasureti such
aa moothnees, color quality, and aymetry serve as better doterninera
of competence? If an emphasis i5 placed upon proceae, should we be
primarily concerned with use of tools, proper work methods, or work
aequencef The selection of universnlly superior work procedurea f~ not
@Any. Should a mechnnic vho con consietently analyra correctly a mAlfunction
8imply by listening to the en@& be penalized because ho
doesn’t use the generally accepted tool5 and work nethods? Thie ie only
one cxaarple of the type of problerna to be solved in the construction of
a p,ood performance teat: but it ie a good indicntor of the obstacle5
that a teet conetructor must hurdle.
Aptitude - ~+is is A test of a rotor skill that attcmyta to predict
auccea5 in a particular activity or potential for benefiting from
training. Aptitude tests are not Job achievement tesia and are mentioned
here only because they are one type of performance test and in 8ome
situation5 can be of considerable value. Ihe distinction between attitude
end achievement teeta Is not alway cryetal clear. The U&Z! of the ;Cet
rather than ite n.turc io the important factor, The UBQ of a aubjcctmatter
teat to predict success in a position of a hi.gher level ie closely
related to the u5e of the typical aptitude test.
Achievement Teets
Work aample - l-hi5 test provide5 the examinee with a typical. performance
oituation appropriate to the Job for which he la being evaluated
including a teak or group of tacks characteristic of that required for
actual Job performance. A work srmrple ie not actually a piece of a Job.
Some part5 of any Job would yield little atatiatically u5eful variation
in performance; other part8 might not be adaptable to a teotlng eituatfon.
A good work aampla muat differentiate betvesn good and poor workcre, rind
provide 5core8 reflecting degree8 of proficiency. Thie is poseiblo only
if a fatr 85mpl@ of crucial determiner8 of job 5ucceaa 15 included, requiring
the cxaminee to demonbtratc hia acquired ukilla uofng the tools,
maCerfaL5, tnd method5 characteristic of hfa Job. Teats of this type
have been developed and utilized in the EEC for typieto, stenographer8,
bandsmen, court reporter6, and radio code receivers.
Situational performance tests - Thoro test8 do not attempt to pctttsure
a eimple activity, but one !&rich is rather complex and lea5 well defined
and isolated than the work sample. A group oral teat in which such
130