I__. - International Military Testing Association

ecruiting ofticcs of a military district which will, according to their stock of assignment
symbols, best be able to meet the rcquircd symbols, arc allotted the requisitions.
The computer will also support the recruiting official in placing a draftee on a spccificd slot.
The machine will automatically provide a placement proposal by fitting a requisition symbol at
issue to one of a man’s given psychologically-based assignment symbols. Yet a great number
of placements are still carried out manually because persons with special charactersitics or
certain personal and social circumstances (unemployed, married, medical doctors, etc.) have to
be considered with priority.
2) Job-Related Personnel Replacement
Sometimes a requisition of a certain job and respective symbol is at issue for which a man due
for that call-up term, and bearing a corresponding assignment symbol, cannot be found.
Conversely, there may be a draftee who from social or occupational etc. reasons shall be called
up for a certain term when there happen to be no requisitions for the symbols proposed for him.
To help the recruiting official in cases like these, the Psychological Service has supplied special
lists which indicate whether a given symbol may be substituted by another one because ofsimilar
aptitude factors, or whether a symbol for a highly qualified job may be replaced by another one
calling for less qualification. For instance, a draftee whose aptitude as a paratroop er has been
stated, will likewise be apt as a guard and security soldier, even if this assignment symbol should
not be proposed for him.
3) and 4): Occupation-Oriented and Quantitative Replacement
In these cases, a position is filled regardless of the psychologist’s aptitude-oriented assignment
proposals, or, as an exception, there are no such proposals at all. Under condition 3), the
assignment will at least follow the man’s civilian occupational training. In most of these cases,
draftees are concerned in whom there prevail exceptional life situations. In such placement
decisions, the psychologist in charge shall collaborate as a consultor.
In about 95 % of the call-ups, the psychologist’s assignment proposals have been taken into
account by the recruiting offtcials, as is shown by the following table which reflects a long-term
state of affairs:
Table 2: Quality of Personnel Replacement with Regard to Psychological
Aptitude Criteria - May 1990 -
AMY
Air Force
Navy
Total
Percentage of Placements
- -
Aptitude-oriented Job-related Occupation-related Quantitative
_-----
95 4 0 0
95 4 1 1
92 6 0 1
95 4 0 I
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