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Conventional). Table 1 shows some example AVOICE scales and the associated Holland themes.
The AVOICE scales emphasize the Realistic theme, reflecting the fact that much of the work
performed by enlisted Army soldiers is Realistic in nature.
Table 1. AVOICE Composites, Holland Theme(s) and Examples of Scales Included
Composite Example Scale(s) Holland Theme(s)
Rugged/Outdoors Combat; Rugged Individualism Realistic
Audiovisual Arts Drafting; Audiographics Realistic; Artistic
Interpersonal Medical Services; Leadership Investigative; Social
Skilled/Technical Computers; Mathematics Investigative; Realistic
Administrative Clerical/Administrative Conventional
Food Service Food Service - Professional Conventional
Protective Services Fire Protection; Law Enforcement Realistic
Structural/Machines Mechanics; Vehicle Operator Realistic
PROJECT A/CAREER FORCE DATA COLLECTIONS AND CRITERIA
Project A/Career Force included a comprehensive set of criterion measures. There were
multiple job performance measures, including hands-on performance tests, written job
knowledge tests, supervisory role-play simulations (second-tour soldiers only), and self-report
measures of personnel actions (e.g., awards). In addition, job performance ratings were collected
from peers and supervisors using specially developed behaviorally-anchored rating scales.
Soldiers also completed a satisfaction questionnaire that assessed satisfaction with eight different
dimensions of the Army and their jobs, and also overall satisfaction. As with the AVOICE, the
criterion measures were continually refined and revised over the course of the project.
After the field test, Project A data collection efforts focused on two cohorts: the
Concurrent Validation (CV) cohort and the Longitudinal Validation (LV) cohort. The CV cohort
entered the military in 1983 or 1984, and were administered the Project A predictor and first-tour
criterion measures concurrently in 1985 during their first tour of duty. The LV cohort entered the
Army in 1986 or 1987. Each soldier in the LV cohort was administered the Project A predictor
measures during his or her first three days in the Army. During 1988 and 1989, the first-tour
performance measures were collected for these soldiers, and during 1990 and 1991 the secondtour
performance measures were collected. By this time, most soldiers in the LV cohort were in
their second tour of duty and had moved into leadership roles (e.g., squad leader).
Scores from all of the performance measures were used to model the structure of first-
and second-tour soldier job performance (Campbell & Knapp, 2001). These performance models
were then used to group scores on the performance measures into criterion composite scores. The
first-tour criterion composites used in the Project A basic validation analyses were: (1) Core
Technical Proficiency (CTP), (2) General Soldiering Proficiency (GSP), (3) Effort and
Leadership (ELS), (4) Maintaining Personal Discipline (MPD), and (5) Physical Fitness and
Military Bearing (PFD). The second-tour criterion composites are similar to the first, with the
primary difference being the addition of a sixth composite: Leadership (LDR). The ELS
composite was also revised and relabeled Achievement and Effort (AE) for second tour. Finally,
attrition data were collected from the Army archives. Attrition analyses in this paper focused on
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003