I__. - International Military Testing Association

validity of the EVP test methods and the performance of draftees in the jobs assigned them, am
missing for most assignment symbols. A formal comparison via central computer data between
the assignment for which a man was called up, and the specialty he was awarded after basic
training, gave only 75 % congruence. For this low rate, deficiencies of psychological prognostic
methods am only partly the cause. Many conscripts have to be moved during the course of their
basic training from various organizational and medical reasons, so that they will complete their
service in a job other than the one assigned by the recruiting agencies. Nevertheless, the aim of
the Psychological Service is to increase the percentage of correspondence by methodological
improvements.
Table 4: Aptitude Characteristics Relevant in Military Jobs
Perception and Reaction Reasoning
Signal Shape Discernment Verbal Skills
Spatial Imagination Memory
Achievement Motivation Mechanical /Technical Comprehension
Reliability Electric Engineering Comprehension
Concentration/Stress Tolerance Psychomotor Coordination
Arithmetical Comprehension Social competency
As a first step, in more than 400 military jobs listed in the Personnel Requisition Table aptitude
characteristics were identified by expert rating in cooperation with the military services. For the
14 characteristics found, see Table 4. An attempt to operationalize these characteristics by
psycho-diagnostic constructs and corresponding test methods which might allow for aptitude
assessment, showed that only part of these constructs are covered by traditional EVP test
methods. Important characteristics, such as
- spatial imagination
-memory
- psycho-motor coordination
- stress tolerance
do not seem to be represented in our test procedures.
Thorough validation studies therefore seem indispensable. At present, 36 psychologists of the
recruiting organization are investigating into some 30 military jobs (listed under 22 assignment
symbols). The studies include:
- detailed job description and analysis of aptitude demands
-identification and operationalization of probation criteria such as award of specialty, successful
completion of courses, assessment of superior, as well as personal criteria such as job
satisfaction, or interest in later enlistment as volunteer
- studies on probation and validation of the traditional EVP examination methods (test procedures,
biographical data, etc.)
- implementation and examination of other test methods, and development of new test methods
if necessary; probation study on these methods.
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