Technical Report - International Military Testing Association

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were made, this score comnly 1.~38 In the range of avcrcgr! wares made
on the s&ne test by soldiers in the next higher pay grade.
The Proficiency Data Card has been replaced by the WS Evaluation
Data Report which, In addition to the MOS Eveluotfon Score, reflect8 on
a five-point stole the proportion of the itcza in each QajGr test creil
the examinre answered correctly. NOW, all exazzfnees and their 5upcrvioors
have available a medium for determining how each excninee’a compooLce
Bcore (test + commander’s rating) compare5 with the Bcores of all other
Active Army exminees with that primary HOS 61~111 level and how each
exazzinee succeeded or failed in answering the questiocq related to the
major teot areas. Examinees can and should uBe their reported test scores
88 a guide when preparing for retesting during the next scheduled evaluation
period for the NOS. If they concentrate on improving their skills In the
areaa In which they answered the snaller proportions of item8 correctly,
they will broaden their overall MS ca-pahflltLes, and usefulness to the
Army, more rapidly and efficiently than they can by divcrsftying their
study cfforte. Supervisors and unit coxnanders can also identify the
test areas in which their subordinates answered the smaller proportions
of Items correctly by reviewing and summarizing the XOS Evnluction lIeports
of their oubordlnates. The results of their reviews can and chouid i.!
used to plan their training programs and training emphasis.
Each major coz#nnnder is provided smary report5 of the teat acorcs
attained by the enlisted personnel tested within his coumarnd. These reflect
the distribution af the MS Evaluation Scor.e of the personnel tested
by the comnand distributed according to NOS skill level, pny grade, and
principal coaznand subdivisiona. From these reports the major conmondera’
staff can determine: (1) the numbers, locatione, and pny grade5 of personnel
tested who failed to attain the minimum score for the avnrd of a
verified primary HOS; (2) the numbers, location, and pay grades of personnel
teeted whose scorea are in the upper third of the acoree of all personnel
assigned the primary WL!~ skill level tested; (3) the numbers, locations,
and pay grades of the personnel who may be awarded specialty pay; (4) the
numbers, location, and pay grades of the pereonnel who may be awarded
superior performance pay. Theee reports supplement the strength reports
of the command by providing information concerning the capabflitfee of
personnel assigned enlleted specialties within the conmwd( The staff
is no Longer limited to reports that there are X men with specialty Y
In the command, The command twmary reports add: A of the X men are In
the upper third of all of the Y speciallets In the Army; B of the X men
failed to cylnlify for a verified primary HOS; C scored above any determined
more point; the average score of personnel assigned to a given specialty
ekfll level was , etc. Such data can be used for estimating training
needs, locating specialists for critical aaeignments, and related administrative
processee.
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