2003 IMTA Proceedings - International Military Testing Association

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506 General Difficulty of External Recruiting for a Job The objective is to determine the level of difficulty associated with recruiting individuals. Recruiting is a difficult and expensive proposition, particularly, when the need for highly skilled Sailors is rising. Thus, we have the capability to look at demand and pay ratios to meet this requirement. Analytically, we are looking at the skillObjects within a job, the skills associated with the tasks within the skillObject. From these we calculate the Average Proficiency for the job. We then calculate the average industry pay using Department of Labor standards and compare it with Navy pay and benefits. This metric becomes extremely valuable when recruiting for military-specific technical jobs. Number of Sailors Required for the Mission The objective is to determine the number of people needed to successfully perform the mission. Requirements determination for the fleet is a major concern with our changing world and changing missions. Historically, we have relied on industrial engineering techniques that are time and labor intensive. Our goal is to develop the analytics that will enable us to meet the requirements determination challenge with equal accuracy using data collected from our occupational structures. This analytic, using mission identification software, staffing requirements, criticality, risk factors, has potential. It is not operation, but shows promise. OTHER ANALYTICS We are working on several other initiatives that provide the predictability required in a changing military environment. Some of these include: Jobs that require teamwork, Average level of expertise required for a job, Outsourcing, Depth of training, etc. With the characterizations available to the Navy with the insertion of SkillsNET methodology into NOTAP, we have opened numerous vistas for occupational analytics 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
Anticipating the Future for First-Tour Soldiers Tonia S. Heffner and Trueman Tremble U.S. Army Research Institute for the Behavioral and Social Sciences Alexandria, VA USA Roy Campbell and Christopher Sager Human Resources Research Organization Alexandria, VA USA As the U.S. Army moves through transformation, the focus is on the impact of current and future technology changing the nature of war and training preparation. This transformation will involve development and fielding of Future Combat Systems (FCSs) to achieve full spectrum dominance through a force that is responsive, deployable, agile, versatile, lethal, and fully survivable and sustainable under all anticipated future combat conditions. Army leadership recognizes the critical importance of Soldiers to the effectiveness of transformation. Although the Army’s Objective Force 2015 White Paper (Department of the Army, 2002) demonstrates recent thinking regarding the way transformation will impact the individual Soldier and the personnel system, this work is in its infancy. It is assumed that enlisted soldiers will require considerably greater personal, social, and technological sophistication, but this assumption has received limited empirical investigation. Anticipating the need for solid research on Soldiers in the future, the U. S. Army Research Institute for Behavioral and Social Sciences (ARI) initiated research to examine the future first-term Soldier, New Predictors for Selecting and Assigning Future Force Soldiers (Select21; Sager, Russell, Campbell, & Ford, 2003). Select21 research focuses on the assumption that future entry-level Soldiers will require different capabilities than today’s soldiers. The research seeks to understand what those capabilities might be and to determine if the Army’s procedures for selecting and assigning new Soldiers to future jobs would benefit from personnel tests that measure the capabilities not currently assessed as part of the Army’s current accessioning process. The Army’s selection and classification process now relies on measurement of cognitive capabilities through the Armed Services Vocational Aptitude Battery (ASVAB). Thus, Select21 basically tests the hypothesis that performance prediction for future entry-level jobs is increased, over ASVAB scores, by inclusion of knowledges, skills, and the other personnel attributes (KSAs) measures important to the performance demands of future jobs. Fig. 1 shows the overall design of the Select21 project. Most of this research is being conducted with the support of the Human Relations Research Organization (HumRRO). The presentations by HumRRO researchers provide more detail on individual aspects of the project. Here, we discuss research challenges and solutions that together shaped the Select21 design. Research following from that design has produced a clearer vision of the conditions under which future Soldiers will perform and that the Select21 research needs to recognize. 507 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
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45 th Annual Conference of the Inte
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ii A11. Krouse, S.L., and Irvine, J
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iv OCCUPATIONAL ANALYSIS APPLIED FO
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vi ANALYTICS C09a. Heffner, T.S.; T
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viii NATIONAL DEFENCE FORCE (S.A.N.
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x Minutes International Military Te
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xii BY-LAWS OF THE INTERNATIONAL MI
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xiv coordinating Primary Member. An
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USABILITY TESTING: LESSONS LEARNED
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the operational environment and, of
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Pill, J. (1970) “The Delphi Metho
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Types of definition There are diffe
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they may discuss components of it.
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It seems that in the absence of uni
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Do we assess what we want to assess
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Construct and criterion related val
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Results Due to the lack of a normal
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during ACABO. The question was ther
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Scholz, G. S., H. (1993). Das nomol
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There are not many studies with the
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6 Neuroticism 4.53 .56 .71 -.25 -.1
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-.37** Neuroticism -.38** Extravers
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Judge, T.A., Bono, J.E., & Locke, E
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y members of the occupational field
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performance value to lowest through
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comparing the two products; perhaps
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TP Questionnaire AFSC _____________
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40 Attachment 4 Respondent Comments
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42 References Institute for Job and
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• Austria also has committed itse
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INTERNATIONAL OPERATIONS FORCES ENT
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JOB-SPECIFIC PERSONALITY ATTRIBUTES
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Canadian Forces. Results indicated
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Table 1. The NCOPI Dimensions and G
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Table 2. Correlations Between Perso
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To examine the relationship between
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correlates of psychological well-be
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Thomas, J. L., Dickson, M. W., & Bl
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more counterproductive behaviors, a
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dimension (e.g., maintain mechanica
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judged by trained raters). The resu
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Lightfoot, M.A., Alley, W.E., Schul
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abnormal positions such as spins an
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Description of OZ -----------------
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-----------------------------------
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-----------------------------------
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Procedure: Data collection consiste
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Fig. 4b: Heading performance of the
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Fig. 5b: Heading performance of the
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Fig. 6a: Altitude performance of th
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Discussion The most important concl
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12. Hoffman, R. R., Ford, K. M., an
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PERCEPTUAL DRIFT RELATED TO SPATIAL
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indicated by the negative values. T
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Dizio, P., Li, W., Lackner, J.R. &
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Psychologically, the victim of perc
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Individualized colored filters seem
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e remembered, however, that Irlen o
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Neurofeedback Training for Two Dime
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conserved. We can determine both Co
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sophisticated equipment and technol
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Figure 1: Changes in Concentration
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WHAT TODAY’S SOLDIERS TELL US ABO
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troubleshoot interconnectivity prob
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What advantages do Soldiers rate as
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This new training process viewed th
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collection and analysis. Also inclu
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CONCLUSION Figure 4: Sample Distrib
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RACE AND GENDER AS FACTORS IN FLIGH
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egression equation. The process was
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DISCUSSION These studies found that
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Validation of an Unmanned Aerial Ve
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direction, and stick movement produ
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References Biggerstaff, S., Blower,
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Table 2. Correlations and descripti
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Figure 1. Stick, rudder, and thrott
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Figure 3. Scatterplot of index scor
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The application of new information
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Communication. Recent research has
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of situation in which Soldiers woul
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An analysis of variance was perform
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Hevel, J. R. (2002). The Objective
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affective (or attitudinal) componen
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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Rumsey, M.G. (1995). The best they
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(1999) found that among members in
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Results Satisfaction with the Milit
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Spouse/significant other support to
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quality of life in the Air Force, a
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BRITISH ARMY LEAVERS SURVEY: AN INV
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would be better, and that there wou
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ABSTRACT PREDICTORS OF U.S. ARMY CA
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Survey items were then aggregated i
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expects them to be committed, they
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THE IMPORTANCE OF A FAMILY-FRIENDLY
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multiple life roles (Kahn, Wolfe, Q
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consequently feel they are unable t
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perceptions of the usability of wor
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family-friendly work environment pe
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Previous studies have found that on
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For both employees with high family
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Figure 3 Interaction between FFWE,
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differently in the military compare
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Castro, C. A., Adler, A. B., & Bien
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Kossek, E. E., & Lobel, S. (1996).
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Tracking U.S. Navy Reserve Career D
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menus, a commander or career counse
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Respondents were divided in their r
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Duties and Functions of a Recruitin
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The in-house coaching provided to s
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Metrics of Unprofessional, Gender-R
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Regardless of paygrade, both women
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military installation. However, wom
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Table 6 Frequency of Reporting Beha
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action was taken against the offend
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Workplace Reprisals: A Model of Ret
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INCIDENCE OF RETALIATION Studies de
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Far less is known about the consequ
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METHOD Participants and Procedure T
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Subjective Appraisal The subjective
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RESULTS Exploratory Model The range
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More frequent occurrences of UGRB,
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organizational commitment and psych
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Fitzgerald, L.F., Drasgow, F., Huli
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UNDERSTANDING RESPONSES TO SEXUAL H
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sample population was selected thro
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Finally individuals were identified
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less likely to indicate they had ex
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● Non-Reporters < Reporters Figur
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eport (Other). Items endorsed in bo
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policy and procedure relevant to ha
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Justice Versus Gender Socialization
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Table of Contents Table of Contents
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1.1 Purpose 1.0 Introduction This p
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The Department of National Defence
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2.1 Stakeholder Brainstorming The f
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2.2 Stakeholder Influence and Impor
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Figure 3 graphically represents sta
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The SIS is a ‘research process ma
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3.2.1 The SIS Online As already men
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stakeholder groups. Furthermore, th
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INTRODUCTION DESIGNING A NEW HR SYS
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homogeneity of work activities with
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empirical information from the work
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eviewed by NIMA management and othe
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Observations made as a result of a
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45 th 3. Generating the specific qu
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Strategies for Increased Reporting
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of information technology systems.
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Guide for Reporting Counterintellig
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CHARACTERIZING INFORMATION SYSTEMS
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In about 60% of these recorded even
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following example, however, a cadet
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The most significant event of this
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Ten Technological, Social, and Econ
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can provide motivation and opportun
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Requirement Inspection of MASS ques
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Finally, third level questions woul
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OCCUPATIONAL ANALYSIS APPLIED FOR T
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CLASSIFICATION OF DUTIES INTO NEW S
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CONCLUSIONS The procedure described
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For each of the 27 items, the respo
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Table 1: Misclassification rates fo
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y examining all of the possible cos
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PREDICTING ATTRITION OF ARMY RECRUI
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1 1 P( vi = jθ = t) = − , 1+ exp
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It can be seen that for this AIM sc
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A NEW APPROACH TO CONSTRUCTING AND
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stimulus t, and is considered a pos
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items involving stimuli on dimensio
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Roberts, J. S., Donoghue, J. R., &
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viewed as a combination of two to t
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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impossible for people to hide their
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Nederhof .52 ( 2003) 13 items 16 .7
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The relationship between behaviour
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However, possibilities are seen to
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Article structure This paper descri
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Figure 1. Simplified version of the
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- My home front is proud of me. - M
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Organizational aspects Appreciation
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PRACTICAL APPLICATION OF THE DUTCH
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efore reporting the results. b) Alt
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LITERATURE Avenarius, M.J.H. (1994)
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In particular it was identified tha
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number of items to decrease the len
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A randomly selected sample of 1,500
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• When total wellbeing scores wer
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significantly better recruits for a
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• Non-zero Payoff: The number of
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The ordinates indicate the average
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In next- rather busy - graph the av
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vacancies. In fact, the problem of
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• Lescrève, F., The Selection of
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Vacancies per trade (Columns) for e
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From Attraction to Rejection: A Qua
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Saks, & Summers, 1991). Bretz and J
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suggest that applicants ‘rule out
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information he/she had received, (c
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is not uncommon that applicants nee
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the primary motive for withdrawal.
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References Anderson, N., Born, M.,
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Noe, R.A., Steffy, B.D., & Barber,
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Wanous, J.P. (1992). Organizational
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We also have under way a predictive
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For the validation analyses, a fina
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NLSI IMPLEMENTATION TO A WEB-BASED
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work at the sentence level. This am
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The semantic module: MRS and LKB Th
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Next the program has to deal with
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Conclusion Communication abilities
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Exam Center to work with the projec
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exam. Gateway was able to provide t
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questions is monitored statisticall
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3. Computerized testing has been sh
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3. Most publishers have chosen not
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should not house permanent cookies
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Figure 2. Five process model per in
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Results As of October 2003, the TSA
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Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
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This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
Page 471 and 472: ENCAPS - Using Non-Cognitive Measur
Page 473 and 474: cognitive ability. One particularly
Page 475 and 476: classification of enlisted personne
Page 477 and 478: Abstract Pilot Selection in the Aus
Page 479 and 480: Royal Australian Navy (RAN) and Roy
Page 481 and 482: comprising the ATB pilot index (PI)
Page 483 and 484: References Bongers, S., and Pei, J.
Page 485 and 486: The Armed Services Vocational Aptit
Page 487 and 488: Attachment A Career Exploration Pro
Page 489 and 490: References Harmon, L. W., Hansen, J
Page 491 and 492: Watson, 2002; Dawis, 1991), or perh
Page 493 and 494: 7 community interest elements, and
Page 495 and 496: Figure 3. Illustration of possible
Page 497 and 498: Vocational Interest Measurement in
Page 499 and 500: Usability Testing II The second pha
Page 501 and 502: THE ARMY VOCATIONAL INTEREST CAREER
Page 503 and 504: soldiers who left the Army for avoi
Page 505 and 506: the cross-validation sample. Since
Page 507 and 508: DEVELOPING MEASURES OF OCCUPATIONAL
Page 509 and 510: For Select21 we conceived of a nove
Page 511 and 512: 1998). For example, nearly all of t
Page 513 and 514: potential benefit of including such
Page 515 and 516: OCCUPATIONAL SURVEY SUPPORT OF AIR
Page 517 and 518: tasks. The structure of jobs within
Page 519 and 520: AFSC 2A3X1 (A-10, F-15, U-2 AVIONIC
Page 521: Occupational Analytics Paul L. Jone
Page 525 and 526: now exist. Therefore, we had to der
Page 527 and 528: perhaps deserves note. This is the
Page 529 and 530: Sager, C. E., Russell, T. L., Campb
Page 531 and 532: The primary goal of selection/class
Page 533 and 534: Knowledges, Skills, and Attributes
Page 535 and 536: of anticipated future conditions ap
Page 537 and 538: REFERENCES Campbell, J. P., & Knapp
Page 539 and 540: SMEs to think of Soldiers they supe
Page 541 and 542: on a rating, while others use the H
Page 543 and 544: fairly easy to identify first-level
Page 545 and 546: eviewers considered the currency of
Page 547 and 548: DEVELOPING OPERATIONAL PERSONALITY
Page 549 and 550: In this paper, we focus on two meas
Page 551 and 552: Here, we score only those statement
Page 553 and 554: understanding how applicants might
Page 555 and 556: Putka, D.J., Kilcullen, R. N., & Wh
Page 557 and 558: of personality. Second, the same re
Page 559 and 560: Table 1. Correlations between Civil
Page 561 and 562: The latent structure underlying the
Page 563 and 564: There are many ways to score a situ
Page 565 and 566: ASSESSING PERSON-ENVIRONMENT (P-E)
Page 567 and 568: To develop the ADI, we first identi
Page 569 and 570: Army to provide it, and a second wh
Page 571 and 572: APPENDIX Example Item from the Work
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To achieve wide-scale implementatio
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team leadership; concern for Soldie
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1 ST WATCH: ASSESSMENT OF COPING ST
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assess individuals’ personal valu
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eported being most likely to use th
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1 st WATCH: THE NAVY FIT SCALE Mart
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Surveys RTC Grad Survey. This quest
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Hypothesis 3 stated that recruits w
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USING RESULTS FROM ATTITUDE AND OPI
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Using Survey and Interview Data: An
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Conclusions and Recommendations Thi
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Table 2 Percent of officers and enl
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UTILIZING SURVEY RESULTS OF THE NAV
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assessed by the survey. This notion
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original sample providing them with
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THE U.S. ARMY'S PERSONNEL REPLACEME
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This policy was so strictly adhered
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The Army has over 180,000 soldiers
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Since 1990 a lot of work has been d
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Results The internal consistency of
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A F II Coordinat or F III Scout F I
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Abstract Mental Health Literacy in
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of self-treatments and of professio
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the number of items to decrease the
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• Gender - 87.6% males, 12.4% fem
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ADF 60 , and community drug use rat
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The survey was re-administered in t
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The perceived moral intensity scale
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organization has significant contro
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ADAPTING OCCUPATIONAL ANALYSIS METH
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are not improved for the long term,
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Gateworth, R.D., & Field,H.S. (1998
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Inevitably, new technology will be
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experimentation report. The structu
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esponsibilities involved in this po
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Comparison of Tasks and Knowledge D
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angle of approach to the target may
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Transformational Leadership: Relati
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concentrate their efforts on longer
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levels of analysis (e.g., Klein, Da
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soldiers constituted 39 combat team
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performance domains at the same lev
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performance was significantly stron
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The finding that transformational l
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A third limitation is the relativel
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Devine, D.J., Clayton, L.D., Philip
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Ostroff, C., & Schmitt, N. (1993).
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Table 1: Responses from 10 Subject
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Table 3: Regression for FFM on Tran
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comprehensive guide that the Army c
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FRAMEWORK COMPARISON: 1958; 1973; 1
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Our review of the evolution of the
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DEVELOPING APPROPRIATE METRICS FOR
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METHOD Participants Participants we
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RESULTS Results are broken out belo
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As depicted in Table 3, half of par
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Table 5. Second Choice Rating Forma
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SOFTWARE SUPPORT OF HUMAN PERFORMAN
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SOFTWARE SUPPORT A working model (p
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Figure 3, illustrates the prototype
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framework. Having completed the ver
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HOW MILITARY RESEARCH CAN IMPROVE T
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characteristics” - such as task c
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Team-Coordination Training Another
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Numerous lessons learned have come
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teamwork training: Evaluation resul
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participated in informal class exer
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slightly modified for the second wo
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As a result, we are currently devel
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It was not surprising that decoloni
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a conflict. The end of the cold war
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understanding. Also, when individua
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DEPARTMENT OF DEFENCE (1996). White
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. Screening and monitoring of perso
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The TSES-R is a 13 item scale of po
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Career Intention Prior to Deploymen
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d. The sample is based on peace ope
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comparing self- and subordinate des
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5 4 3 2 1 Figure 1 - Mean Perceptio
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0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
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adding another variable of individu
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REFERENCES Baranski, J.V., & Petrus
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Leadership Competencies: Are We All
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The purpose in establishing compete
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Army - influencing people - by prov
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Table 3 Leadership Competency Compo
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In answer to ‘are we all saying t
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Navy Decisiveness /Risk Management
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Marine Corps Leadership Principles
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All potential military recruits mus
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successful completion of basic lang
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investigate whether it or a similar
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• NEXT STEPS As a first priority,
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INTRODUCTION This study investigate
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Table 2. Summary Goodness of Fit in
Page 763 and 764:
Analysis of the 18-item Scale DISCU
Page 765 and 766:
Lim, B. (2001). The Structure and N
Page 767 and 768:
NSmen’s training cycle last for t
Page 769 and 770:
To test the robustness of the hypot
Page 771 and 772:
Table 2.3. Scale Reliabilities and
Page 773 and 774:
Figure 3: Model for Regulars *0.57
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REFERENCES Huxley, T. (2000). Defen
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Another important influence on our
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as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
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METHOD PARTICIPANTS The DEOCS had b
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There is a link between test constr
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Truhon, S. A. (1999). Updating the
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attitudes and behaviors observed an
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effective way to re-build survivors
Page 793 and 794:
Reference List Bunker, K.A. (1997).
Page 795 and 796:
VALIDATION OF THE BELGIAN MILITARY
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instructions, in order to make obse
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Interviews GFD dichotomous was regr
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784 INDEX OF AUTHORS Acromite, M. 7
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786 INDEX OF AUTHORS Waugh, G.W. 54
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2003 IMTA Proceedings - International Military Testing Association

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