Technical Report - International Military Testing Association

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can be adapted to many uses. The Personnel Research Laboratory ROV has, or
can develop, programs for producing repcrts to service the needs of many
agencies. In connection with training, these program can be used to validate
training standards, design training courses, deteminc which tasks should be
taught in school and !&ich should be learned on the job, indicate which tnska
should be taught early and which should be postponed, and so on. Proyrmas
can be developed to validate qualitative personnel rcqiirementa information,
to aid in the establishment of specialty qvalificntion requirements, and to
identify the need for new specialLies and ahredouts. Job analysis results
may be used to guide the developmen t of selection and classification testa,
to improve assigcxnent procedures, to determine standards of job performance,
to provide basis for job evaluation, and to contribute to manpower and organirational
analysis.
Job Analysis for Test Develoment
In addition to the purposes outlined, one of the major functions of
the Air Porte method of job analysis is that of providing data for teat
development. Data derived frw computer programs may be used to maximize
the content validity of Specialty Knowledge Teats, and to eatablish better
measures of on-the-job proficiency. Results of many surveys now available
show the percent of members of each skill level performing each task and
tasks performed by the various skfll levels arranged in descending order of
time spent on them. AE the grouping program becmes operational, tasks
performed by various job types in each career ladder will be idectified.
Hew Perspectives
At the present time,vigorous research efforts are being directed toward
improvement in flexibility and capability of the current computer grouping
programs, Other research is devoted to the identffication of significant
task rating factors and to the development of methods for obtaining other
ancilliary job information from incumbents or their supervisors. Many
possible factors are being considered. In studies now under way, the following
task or job rating factors are being investigated:
a. Frequency of task performance.
b. Importance of task ccmpared with other tasks done*
c. Technical assistance required.
d. Difficulty of learning to do taek.
e. On-the-job training required to perform task.
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