I__. - International Military Testing Association

Table 5: Study on Job Characteristics: Radio Relay Soldier (Scale: 1 [best] to 7)
Test Methods Traditional
Test Profile
General Intelligence Index
Figure Reasoning Test
Word Analogy Test
Arithmetical Comprehension Test
Orthography Test
Mechanical Comprehension Test
Electric Engineering Comprehension Test
Reaction-PerceptionTest
Signal Discernment Test
Memory Test
Spatial Imagination Test
Concentration Test
3.8
4 3
3 5
5
3 4
3 3
5
5
4
4
4
Proposed Test Profile
(Operationalized
Job Characteristics)
Most of the researchers have presented sophisticated job analyses, and identified probation
criteria. Results of job analyses show that several job titles which are listed under the same
assignment symbol, in the Personnel Requisition Table, differ in their aptitude characteristics
to a degree that separation is being suggested. For numerous jobs, psycho-diagnostic constructs
were found for which our EVP methods do not provide sufficient information (see Table 5 for
the radio relay soldier), They will probably be supplemented by test procedures which will allow
for prognosis of concentration and stress tolerance, memory, and spatial imagination.
Summary
A random-based system of conscript manpower replacement in the German Bundeswehr proved
unable to ensure the sufficient qualification of recruits in their military jobs. Since 1965,
conscripts perform a psychological Aptitude and Placement Examination (EVP) before they are
called up for service. Roughly 75 % of conscripts complete their training regularly by king
awarded the specialty corresponding to their assignment. The aim of the Psychological Service
is to increase this percentage by detecting in conscripts abilities yet unexploited, and making
use of them in personnel replacement. This implies improvements in the methodology of
aptitude diagnosis, especially also the application of new types of tests. By means of psychological
job analysis, work characteristics which have not been covered by EVP diagnostics, are
to be identified, and appropriate examination methods are to be developed. Additionally,
einpirical studies are to be carried out to investigate into the validity of our present examination
methods with regard to military job demands. As a first step, aptitude characteristics of the
military jobs taking part in the quarterly replacement, were categorized and operationalized by
psycho-diagnostic constructs which might allow for aptitude assessment. Inspection of these
constructs shows that part of them are covered by traditional EVP test methods while some
important characteristics do not seem to be methodically represented in our Entrance Examination.
At the moment, validation studies are being carried out on 28 different military jobs for
which requirements are urgent and in which one single aptitude characteristic is prominent.
Investigation designs and some first results are available.
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