Technical b r Report - International Military Testing Association

same test scores should have the same expected level of performance. The
‘new ACB is equally valid for blacks and whites, and blacks and whites with
the same test score have the same predicted level of performance in job
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training courses.
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From another point of view, the question is: are blacks underrepresenz-
In the Army accessions as compared:!to the population as a whole? And.here
lthe answer is no. In July, 1973, about one-third of the accessions were
black, and in August, 20 percent. These numbers compare to about 20 percent
in fiscal year. 1973, and about 13 percent in population as a whole. The new
ACB thus is not excluding an undue proportion of blacks.
The matter of racial bias in employment, in this case joining the Army,
is of course more complicated than just n mttcr of test scores or even
prediction of success from test scores. Test scores are only part of the
jiob training, utilization on the job, and advanced training, would hardly
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be a satisfactory solution fo:,eithcr the individual or the employer.
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Another group that merit; special consideration is women applicants.
The new .4CB is used to dcterninc mental qualif\cation of Amy women appli-
c:ants. Thay cust qualify on the combination o Arithlctic Reasoning and
L!ord Rnowlcdge subtcsts, which provide the AF&T score, and in addition
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obtain at least two aptitude arca scores of 96 or better. The Army has
had little difficulty in netting the quotas fTbr WAC’s. The ACB, however,
was standardized on an all malt sample,
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with both blacks and whites
i.ncludcd, but no wozcn. The question ray nrisc whether the new ACB is fair
to WOQCll. The answer is yes, to the best of our ability. Based on large
samples of males and fci;ules in high schools, the population means on
arithxtic and vocabulary, which constirute the new AFVST, are about the
smc for both scxcs. As for the aptitude areas, both sexes rcccivc the
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