Technical Report - International Military Testing Association

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Combiaetioar of two typical evaluation instruments gf.ve slightly
better rasultr. The recent validity studies indicated that thin year
RRC can expect correletionr in the neighborhood of those s:hown in Figure
2. The Rnlirted HCS Evaluation Tear combined with ratings on the
Vxxmnander’r Rvaluation Report” for mOst military occupational specialtier
should yield multiple correlation (R) with peer ratings of about .57.
(Peer rating8 may not be the most valid pOsBible crittrfon of all erpects
of over-all job proficiency. Hovever, there is considerable eatiefectory
evidence that, when obtained frcaa raters who know they are for experiment81
1lp9 & peer zngs can provide practical and useful appxeele of a
� ignificent portion of complete job proficiency,) We are working especially
to improve the teBts for the “problem” XCS and expect even higher veluee
next year. HoYtvet, the improvements still will leave not tapped about
two-thirds of the factors involved in differentiating between different
levslrr of job proficiency. Continued pollehing will help decrease this
unmeasured variance eomevhat, but the ueuel polishing techniquer or even
the addition of other carxnonly ured types of measuring inrtrumentz,
conwnonly raise a multiple correlation only a few hundredths of a point
at the mat.
Indeed we still do have a very long vay to go. Today YB will attempt
to survey some of the possible routes to be followed. Rowever, the best
modes of transportation over them will remain to be determined. The
general territorial area.8 which the route8 muat cover are job factors and
personnel factoro--i.e., analyees of the characteristics of the job end
analyses of persons performing it well vereue thore performing Ierr veil.
Probably the most ixnediately fruitful of the two general areas of
investigetlon involve8 the development of ways to Improve the determination
of the factors in the job that dircriminata between indiv!lduels with varying
levels of job proficiency, Recaure of this, and of the intorest camnon to
El1 the agencfea, a special tterion on “Job Analysis for Teat Development
Purpoata” hia been mt up. The rterion on l’Nonstetistica:l Criteria for
Evaluating Iteaur” likewise Is pertinent to the area of job factorr.
The other general area of invertigetion involves new and better ways
of measuring personal factor-r of ptrronntl end of relating them
appropriately to the job factora. The major typo8 of personal characteristicr
for which appropriate mtesuret are nstdsd for verioua jobo might be
rtructurtd AB follows:
1. Job Knowledge (texonwltr of job content),
2. tlentel Skills (taxonomitr of mental functione--mental manipulatione-required
by the job).
3. Xotor Skills (phyrical manipulation).
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