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_ ____. - __.-.. ~.._ . ..-__.-- DEVELOPING A TRAINING TIME Sr PROFICIENCY MODEL FOR ESTIMATING AIR FORCE SPECIALTY TRAINING REQUIREhlENTS OF NEW WEAPON SYSTEMS David S. Vaughan Winston R. Bennett Jimmy L. Mitchell SC J. R. Knight David V. Buckenmyer McDonnell Douglas Missile Training Systems Division Systems Company Air Force Human Resources Laboratory Abstract Estimating traiqing costs and training capacity constraints are among the major manpower, personnel, and training issues in the development of new weapon systems. Use of the recently developed Training Decisions Modeling Technology in the systems acquisition process is problematic since no occupational survey data will be available as a basis for modeling the specialty, its jobs, and its training. This paper reports an innovative experimental approach using subject matter experts’ ratings of generic skill and knowledge categories for the anticipated work to predict training time and proficiencies (training setting-specific learning curves). Regression aaalysis indicates that substantial proportions of the variance in training time curves can be predicted from such ratings. This approach may improve training decision making and logistic support x~~lyscs early in the new weapon system acquisition process. Bacl
equired for an occupation (Ruck, 1982). It includes procedures for developing data bases and modeling the dynamic flow of people through jobs and through both formal training and on-the-job training. Furthermore, the system includes modeling and optimization capabilities which provide estimates of training quantities, costs and capacities for both formal training and training on-the-job training (Vaughan, et al., 1989). Problem - MPT Decisions in the New Weapon Systems Acquisition Process In the New Weapon Systems Acquisition Process (NWSAP), the assessment of changes required in manpower, personnel, and training programs are difficult (Gentner, 1988) - the problem is particularly acute for the largely-hidden on-the-job training (OJT) costs and OJT I capacity of units which will receive the new system. The TDS, with its capability to estimate . such costs and capacities, may be of considerable value in helping evaluate MPT costs and capacities in NWSAP studies, if TDS procedures can be adapted to predict needed task charactersitics and to model expected impacts on job and training patterns. TDS Training-Time Models Training-time models are important components of the TDS data base. These models may be thought of as learning curves; they translate training time on a group of tasks (task module) into the proficiencv, relative to full proficiency, obtained from such training. Figure 1 illustrates a set of training-time models for an aircraft maintenance task. Note that separate learning curves were developed for several major training settings or training delivery methods, including classroom, correspondence course, guided hands-on, and OJT. These training-time models permit different training delivery methods to be traded off to find the best way, or combination of ways, to deliver training for a particular task. These training-time models play a critical role in the TDS model. In particular, they are the basis for estimating OJT training quantities. 1 Profiency (Z:) 00 , 6 0 - 0 2 4 6 a 10 12 14 16 18 20 22 24 26 28 30 32 34 36 38 40 Training Hours Figure 1. Training Allocation Curve for Aircraft Environmental Systems Task Module 34. 117 - i
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32nd ANNUAL CONFERENCE OF THE MILIT
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32nd Annual Conferenae of the Milit
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Registration (Continued) RMC M, McK
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TABLE OF CONTENTS 1990 CONFERENCE C
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305. 306. 307. 308. 309 * 310. 311.
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418. Not Presented. 419. HANSON, Ma
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502. Not Presented. 503. COLLINS, D
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804A. 804B. ao4c. 804D. 805. DOYLE,
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'I'li~; CANADIAN RESERVES: CURRENT
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of ‘;llC 1; e f-;
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easons, followed by social reasons
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Training to support these programs
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USAREC commanders in the field take
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lost; but asking for more quality,
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Background ETHNIC PARTKCIPATION IN
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Tahte 1 The Ten Largest Ethnic Grou
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or 25.6% of foreign horns, :Jero ac
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1990 ARMY CAREER SATISFACTION SURVE
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clashes, etc.). It may be that the
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espondents were so concerned about
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The Use of Artificial Neural Networ
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where: A = (A,, . . . . A,) , B = (
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In attempting to relate ASP score t
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Hispanics in Navy’s Blue-Collar C
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34.81 33.60 34.00 12.60 12.54 12.28
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Work-g;rouD comoosition. The averag
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1 . INTRODKTICi? DESCRIPTORS OF JOB
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c:- TORc OF JOB SPEr:aON RAm ON JOS
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2.1.5.4. Pcrcelitage of Persons Rxe
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----- DESCRIPTORS OF JOE SPECIALIZA
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coum? I 1.1 TIME SPECIALI7,TION, CO
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DESCRIPTORS OF JOR SPECIEJ,IZATIaN
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I ? 3 4 5 n 96 96 96 96 67 49 19 II
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ADDRESSING THE ISSUES OF “QUANTIT
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abilities for test development (Stu
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atings for the incumbents given in
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Psycholoqical Bulletin, 70(61, 534-
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quantitative comparison of the sort
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administrative occupations. The lea
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SUMMARY This exploratory study was
Page 81 and 82: --- These job descriptions were pri
Page 83 and 84: Table 2 below illustrates the degre
Page 85 and 86: However, the degree of agreement ob
Page 87 and 88: Tosunmmrize, informationgeneratedfr
Page 89 and 90: Change IIf If 1: 1; 0 tl t2 t3 t4 t
Page 91 and 92: Recammenaations Werecxararrendthat~
Page 93 and 94: The ORDB was designed and continues
Page 95 and 96: qualified resources to support cont
Page 97 and 98: acquisition. ASD/ALH made extensive
Page 99 and 100: A Suite of Advanced Interpretive As
Page 101 and 102: CORCAS - The CORCAS report characte
Page 103 and 104: Discussion The advanced analysis as
Page 105 and 106: From a technical point of view, the
Page 107 and 108: y attending schools, to meet the re
Page 109 and 110: Literature ------. .-- -.~---.. --
Page 111 and 112: organizational distribution of the
Page 113 and 114: in training cost savings, a reduced
Page 115 and 116: APPLICATION OF THE JOB ABILITY ASSE
Page 117 and 118: As already shown, rater reliability
Page 119 and 120: 0 a 103 -t \~~.1~--l---1.1-~L-I I
Page 121 and 122: Table 1 Military Assignments in the
Page 123 and 124: Preference scores overall sample (N
Page 125 and 126: Region School’)North Center South
Page 127 and 128: Aptitude-Oriented Manpower Replacem
Page 129 and 130: The Psychologist’s Method of Prop
Page 131: Table 5: Study on Job Characteristi
Page 135 and 136: For the weapon system design TDS ap
Page 137 and 138: knowledge-based model (equation 3)
Page 139 and 140: EVALUATION MODEL The evaluation sys
Page 141 and 142: and various other sources, we becam
Page 143 and 144: .--_-.-- .---- ----- -...- -._--_.-
Page 145 and 146: tally significant. Hotelling's T2 w
Page 147 and 148: able ancillary information which co
Page 149 and 150: and a contractor (Westinghouse) was
Page 151 and 152: ‘A’ and what knowledge a typica
Page 153 and 154: Develop job oriented electricity th
Page 155 and 156: year career. Instead, CODAP provide
Page 157 and 158: 2E 24 20 I@ 12 8 4 Figure 4 Mean Li
Page 159 and 160: using event history analysis, which
Page 161 and 162: increased student-instructor intera
Page 163 and 164: Exercise Performance Group II (inst
Page 165 and 166: etween CBT and research on teaching
Page 167 and 168: in baseline classes and 39 platoons
Page 169 and 170: --. ..____ s platoons. Team Chiefs,
Page 171 and 172: ._ 50 - BASELINE TRAINING z . WEEK
Page 173 and 174: The scenario must be short, concise
Page 175 and 176: I PEACiTIME TAIKI I ,......_.,,....
Page 177 and 178: have involved complicated procedure
Page 179 and 180: I'd like to start with an brief ove
Page 181 and 182: ~-~___-. -- ---- Brooks et al (1987
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BATTLE-TASIUBATTLEBOARD TRAINING AP
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4. Situational Awareness and the Mi
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examples then chaining the stages s
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I L THE PERSONNEL APPLIED RESEARCH
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Typically a commander's awareness o
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Table 1 Situational Awareness Items
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answers that precisely indicated th
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2. Identifying The Problem 2.1. Scr
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3.1.2. Problem Area: Handling Compl
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Analyzing User Interactions With In
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lesson templates. Intelligent lesso
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iteration of the evaluation study.
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MILITARY TWTING ASSOCIATION iYH) An
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DATA INPUT Two methods are provided
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10 WE 1ASI YlslRUc70n IS PROMPlED 1
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The linear model indicates that the
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Cost-Effectiveness of Home Study us
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- ---.. Eouinment, Procedure and Da
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Figure 1 shows the total course con
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(1) Determine criticality of the ob
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(4) Length of the material tested.
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(e) Average the total responses and
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-- ---. ----- --- --.._ _ .I-. I he
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On the POMS, two-way ANOVAs for rep
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Journal of Clinical Pharmacology, 2
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. Stressors An anal.ysis was made o
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. The Test After a short demonstrat
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then by the principle of transitivi
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the order they were obtained. FoLLo
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a regression equation can be create
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--__-. -. _ the Army’s near-term
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however, would be to determine whet
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Development of a New Language Aptit
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e preferable to group languages int
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Implementation of Content Validity
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Air Force enlisted specialties. The
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clear reference support and accepta
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Barbara Jezior U.S. Army Natick Res
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Figure 2’s scatterplot shows the
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---.---- ---._. -.. \ ASVAB, Descri
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tests in a paper-and-pencil mode; t
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Corps MOSS will include: Motor Tran
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ASSESSMENT OF APTITUDE REQUIREMENTS
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I AFI’ITUDE ASSESSMENT TOOLS FOR
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Currently. most personnel psycholog
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Sample METHOD The sample consisted
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Table 1 Correlation Matrix of Predi
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performance criteria. Classificatio
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Variables Criteria. Two measures of
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Psychometric Properties of NOAE! Pr
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predicts MARS III training success,
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One-hundred and eighty of the most
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Table 2 presents the intercorrelati
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lower) than those of soldiers who r
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For each administration, the tests
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Table IV cont. EM-46 13 Paygrade 1
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Discussion This study failed to sho
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afterwards. The purpose of the curr
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consuming the carbohydrate. This st
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REFERENCES Banderet, L. E., Lieberm
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Virtually all life experiences are
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verified can reduce faking (Schrade
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Glennon, J. R., Albright, L. E., &
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to develop materials to the best le
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considerable time preparing for the
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REFERENCES Laabz., G. ~1.) &‘< Be
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Similarly, a number of vocational i
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tool wi th which tu begin acquaint
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PREDICTING PERFORMANCE WITR BIODATA
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analysis. For biodata items in whic
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Table 6 presents the results of the
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surveyed job incumbent is requested
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overall predictive efficiency, (i.e
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anged from 62% (908X0) to 89% (112X
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THE SURVEY INSTRUMENT The SKT Task
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C. Clusterine of Factor Profiles vs
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DJSCUSSION unit weighting at the E-
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The ODCSPER directed that a Physica
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Factor 1, For purposes of this pape
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Discussion Certain characteristics
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Instruments -.~--..-~---.- --... ._
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Overall, the results replicate the
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REFERENCES Hanson, M.A., Hallam, G.
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Sub jects---Twen ty medical researc
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In the second study, the response r
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SUBJECTIVE STATES QUESTIONNAIRE: PE
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each item on the SSQ was read to th
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I4 BI k3 ; 2 BASELINE WALK 1 FIG. 2
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Validity of Grade Point Average: Do
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elationships. The highest correlati
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College Selectivity Versus Educatio
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Introduction Flight Psychological S
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1) Demonstration Phase The control
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published in the “Wehtpsychologis
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Introduction Leadership in Aptitude
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A further objective was to produce
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his group, to insist on a short che
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ehavior will be invalid. This condi
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In the fire fighting system prevent
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. . . -.-- -.-I to their decision-m
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In the Federal Armed Forces, this c
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Evaluation of the counseling nroced
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TABLE 2. Ranking, Weighting, and Sc
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. EJectronlcs KnowledQg (Table A-3)
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3. Further test the TAE approach on
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* PC.05 * * pc.01. *** pc.001. Corr
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Table 1 Subjects MOS Enlisted Job N
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Table 3 Proportion of Criterion Var
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some ASVAB and Project A predictors
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the higher-scoring examinees will a
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Table 2 Correlation Coefficients of
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-~ . -______ -__--..- REFERENCES La
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REFERENCES Lawshe, C. H. (1975). A
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ubjects in each analysis may differ
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-.- -. -.-- -. The Minnelrota Multi
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the scales based on character of se
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school diploma graduates (10,6%, 14
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criterion.(-.09). Variabk? Table 2
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Laurence, J. H., & Gribben, M. A. (
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Subjects were al lowed to use the a
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-- I
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-~-- -___- - Subjects Sixteen soldi
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The effects of both altitude exposu
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___ .- _- .~- __--_.--~~ .--. --.-
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factors from both enemy and friendl
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Using those systems tasks which are
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'L'KADLNC; OE'k' PEKFOKMANCE, TKAlN
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PPOPORTI ON OF PEOPLE 04 .T.# - 90
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which is a check oE logical necessi
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FINAL REPORT, COMPUTER ASSISTED GUI
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___-. ----- ..~._ ~. ----~--..---.-
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As a further measure of the effecti
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5. Training is essential to the suc
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Post Selection Board Analysis Post-
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-- higher. The second approach was
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Figure 1. Lowest Break in Vertical
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THE USE OF INCENTIVES IN LIGHT INFA
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%5 (+ 40- ‘-J 3 o- Lt) 2 o- 1 3-
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otation, and 6) general job motivat
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COHESION IN CONTEXT Guy L. Siebold
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een used in prior research and thus
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-_._____ __ _.._^.._ _.. _.^ _-- wa
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EVALUATION OF THE ARMY’S FINANCE
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The three critical issues were form
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. operational capability was valida
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(c) Take-home package observations
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Figure 1. . INHIBITORS OF INITIATIV
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STARTING A TQM PROGRAM IN AN R&D OR
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are used to examine the processes a
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Management must listen, but also le
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32nd Conference of the Miiitarv Tes
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e. Ceployability research On severa
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--- --- We estimate that 25% of all
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e. Furthermore, I have been c:omman
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Acceptance of Change An Empirical T
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supervisor-subordinate relations, m
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I_- __-- ____-._ -.- -- -.. .-.----
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TWEEDDALE, J. W. (Chair), Chief of
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____ _.... ___----- .._._ - ___.I.-
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i I I Scholarship: Quality of learn
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--- -_ ------__ -_-._-_--.-_.--- -_
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I were dcrivcd lo optimally prcdicl
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2. While the academically oriented
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Accordingly, the NROTC selection in
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the behavioral statements for guidi
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- .__ the new interview is criterio
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iors, these items are more likely t
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Comuarison with “Honest” Sample
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Conclusions The final experimental
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THE INVESTIGATIVE INTERVIEW> A REVI
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7B---.-- -- rapport with the subjec
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staff concluded that inclusion of t
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Backaround Each of the military ser
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Empirical Scorinq Key Prescreening
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The base rate for applicants who re
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installations were visited to obtai
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Obstacles in Maintainina an Effecti
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Installation security managers also
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The goal for the CVAL system was to
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Based on the feedback received from
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(1) The keynote in interpreting the
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NAVY ': HANDS-ON AND KNOWLEDGE TEST
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The general knowledge test consiste
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I Table 4 Correlations Between Writ
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1 Interrater Reliability as an Indi
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might influence task performance. T
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Figure 2 shows temporal effects at
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ARMY: JOB PERFORMANCE MEASURES FOR
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for MOS-specific tasks, as the perc
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Table 3 shows the intercorrelations
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The USAF Occupational Measurement S
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In addition to SKTs and PFEs, USAFO
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only for the first job, as well as
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The Examirler is a sopilisticated c
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The Examiner Multiple Choice Multip
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Paner and Pencil Testing The Examin
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The Exanliwr is ii sopllis[ic;l(etj
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(c) The Coast Guard will host the 1
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ORGANIZATION ROYAL WSTRALIAR AIR FO
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ORGANIZATION 1990 REPRESENTATIVE RO
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ORGANIZATION NAVAL HILITARY PERSONN
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C. Non-Member Participants. 1. Non-
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committee members shall serve in th
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CDR Mary Adams Naval Education and
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Jack R. Dempsey Human Resources Res
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c _.. -. _ ..-___ Mr. G. J. (Jeff)
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Deborah L. McCormick Chief,of Naval
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COL Terry J. Procluk Director of Pe
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Paul P. Stanley.11 USAFOMC/OMD Rand
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Abrahams, N. M., 486 Albert, W, G.,
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