I__. - International Military Testing Association

Aptitude-Oriented Manpower Replacement on the Basis of EVP Assignment
Proposals - Some Remarks on the GFAF Recruiting System
The EVP psychologist, on the basis of his diagnostic findings, works out for each draftee
proposals forhis aptitude-oriented placement in military service. The psychologist’s assignment
options are mere recommendations to the recruiting agencies since as yet a draftee has no legal
claim to be trained according to his EVP aptitude assessment. The administration officials in
charge of personnel replacement are instructed to give priority to the EVP results.
Each recruiting official has to record by data input into the central computer, the degree to which
he has taken aptitude objectives into account in every single replacement decision, i.e. regarding
every single draftee who was given an assignment. The following levels of quality in personnel
replacement are discerned:
1 - Aptitude-oriented replacemeht
2 - Job-related replacement
3 - Occupation-related replacement
4 - “Quantitative” replacement (regardless of aptitude).
In this list, consideration of aptitude criteria is decreasing from step to step
1) Aptitude-Oriented Personnel Replacement
Each military occupation on entrance level is characterized by a job title and a corresponding
specialty number stating the military setvice (army, air force, navy) and the type of job. Groups
of similar jobs are combined and labeled by an alphanumeric “assignment symbol”. These
symbols (over a hundred) were specially designed to facilitate personnel replacement. Most of
the symbols comprise several specialties of equal medical and psychological job requirements.
The assignment symbols and their respective job titles and specialty numbers are listed in the
so-called Personnel Requisition Table where the symbols are again grouped with respect to
different fields of service, e.g. artillery functions, aircraft repair, medical duties. The Personnel
Requisition Table also contains additional requirements and hints for placement, linked to
assignment symbols, as e.g. a certain civilian occupational training which is a prerequisite of an
assignment, or if high school graduates am wanted for these jobs.
The troops announce their manpower requirements by giving the assignment symbols. At
present, the core requirements for each of the four annual call-ups are announced half a year
before. Only shortly before each call-up term can the complete personnel requisition be set up
which includes personnel fluctuations by drop-outs, organizational changes, changes in the
degree of medical fitness, enlistment as volunteer, etc.
The recruiting organization can, after their preparatory activities during the course of conscrip
tion (registration of men liable to service, muster, EVP), dispose of accumulated and computerrepresented
data on every single man due for conscription. Even before psychological assignment
proposals are present, the computer will automatically pick out a provisional assignment
symbol corresponding to a man’s civilian occupational training (if he has any). The psychological
assignment proposals are also recorded in the central computer. They are as well given in
terns of assignment symbols, relating to the above-mentioned Personnel Kcyuisi tion Table. At
present, the psychologist may propose up to 9 different assignments for a draftee.
Following a computer-aided optimizing model, the manpower requirements of the troops - in
terms ofassignment symbols- are shared out between the subregional recruiting offices. Those
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