Technical Report - International Military Testing Association

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personality factors as dominance, leadership, judgment, and emotional
6tnbflity are evaluated is an example of this type of te8t. Probira
eolving ability ha6 nlso been mesaured in thfa way by prerznting the
examinee with a unique simulated s:tuation of the nature he might encounter
on the job and rating hie hendling of the situation. Tne
process test, which ia primarily concerned with proper vork procedure8
and sequencea, and the perfonaanct? check lilt are also typec of the
situational pcrformnnce te6t. Hr. Claude Bridge6 of EEC 5.3 presenting a
paper at 1330 houro thie afternoon in the Vest Auditorium on the aubjcct
of perfbmance check lists. Because cf the complcxitiee of administration
and acoritg, high cost, and the availability of a variety of written
tests covering the appropriate eubject matter, the eituational performance
test has not been widely utilized in achievement tearing,
Performance tests for evaluating murk proficfency should be uded
only when a group multiple choice test cannot provide en adequate measure.
In nany instances the mastery of the job con be inferred from the fact
thnt the individual possesees eufficient kncwledge to perform hlc job
duties. Certain jobs, which by their nature, are centrally concerned wit-h
a re;)ctitive, manual activity require a performance teet to supplement
the written test in providing a complete evaluation. A typist, for
exzrple, might have. a good knowledge of the various parts of the typewrfter
and their function, but experience haa shown that this knowledge is not
highly correlated with typing ability a8 measured by a typing performance
test or performance on the job. Jobs of this nature represent only a
relatively small percentage of jobs in the military services. The most
fruitful area for further research appears to be that of the situational
performance test, or more specifically, the performance check list. As
a starting point, more comprehenefve fob analysis is required, job
element8 predicting GucceGG must be defined, the procedural verauo the end
product problem must be rccolved, and better method8 of scoring muet be
developed. The old bugaboos of increnPed expense, greater expenditure
of time, and difficulty in providing adequate and equitable tett sites
are still with us. The competitive group oral and situational problem
solving test6 offer encouragement in evalusting certain hard to meatiute
pcrsonnltty traits; however, their principal value will probably be in
ccrt8in specific unusual teat situations rather than in the area of job
proficiency testing.
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