I__. - International Military Testing Association

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-Conflict Intenelty: choice of the degree of conflict intensity. -Highest NBC Threat Level (High Intensity Only): description of the amount of nuclear, biological, and chem:cal clothing worn. -Attrition: the amount of critical personnel and equipment damaged/wounded and destroyed/killed per month. -Logistics: the amount of critical supplies required to perform the mission which actually reach the combat area -Environment -- Area and Size: the size or area of operations. -- Sub-Terrain: choice of three areas of man-made environments. -- Terrain: choice of terrain combined with season presents a detailed climatic description. -- Season: choice of four seasons -Mission Duration: the length of time the scenario will last. -Command And Control: presents choices for particular commands or joint operation. -Low Intensity Conflict Only -- LIC Situations: eight of the most common types of situations. -- Operational Category: describes the general intent of the military operation undertaken to el‘tt;er combat or facilitate the LIC zitcation. -- Threat Type: type of threat US forces are expected to face during the LIC situation. -- Threat Support: the type of popu!ar support the threat will receive. Table 2. VARIABLE CATEGORIES The final scenarios produced by the program are short and simple as was specified by experts in scenario design. The user has options to print the scenario or send it to a computer disk file. If copied to a disk the scenario can then be modified using any word processor program that reads ASCII. The Contingency Scenario Generator User’s Manual (Dart & Guthals, 1990) provides additional information on the variables and the use of the program. VALIDATIOR Evaluation involved conducting what was termed a ‘reality check’. To perform the reality check, the program was taken to several wartime planning offices. The HQ ATC Technical Training (HQ ATC/TTIR?) division, HQ AFMEA. and the School of Aerospace Medicine, Battlefield Readiness (USAFSAM/EDO) office, Brooks AFB, were asked to review the program and provide input into its improvement. In addition to the above mentioned sources for scenario evaluation, other sources were contacted concerning specific aspects of the generator. ,Msa t notable was the value for attrition given in the scenario. The Air Force Wartime Manpower, Personnel and Readiness Team !AFW!ZRTl at Fort Riche, ,MD provided valuable information in this regard. The evaluation of the scenario generator by war planning experts led to several recommendations for further development. Those that were easy and straight-forward to implement in the time available were incorporated into the Scenario generator. Unfortunately, to implel;ent several recommendations wculd 160
have involved complicated procedures or a major reprogramming of the generator, Therefore, although they would enhance the generator, those recommendations were not implemented. CONCLUSION During the CTT project a methodology was developed to design contingency scenarios. They can be used with task surveys to identify wartime tasks and subsequently, the needed training requirements. The project makes use of the latest information in scenario design and variable definition from both the Air Force and the Army. Phase I of the CTT project has been completed. The CTT scenario ’ generator-. has proven to be successful in its attempt to provide a suitable contingency scenario. In fact, while the program was originally designed for use with task surveys at USAFOMC, it has already been adopted by USAFSAM/EDO for designing scenarios for contingency*instruction of medical officers. Phase II of the CTT project, determining wartime skills through task surveys, would be undertaken and completed as appropriate USAFOMC. REFERENCES Army Field Manual 100-20 (19881. Low Intensity Conflict. Washington D.C.: Department of the Army. Dart, T. S., & Guthals, J. A. (19901. Contingency Scenario Generator User’s Manua 1 (AFHRL-TP-90-741. Brooks AFB, TX: Manpower and Personnel Division, Air Force Human Resources Laboratory. Dart, T. S. (19901. Contingency Task Training (AFHRL-SR-90-731. Brooks AFB, TX: Manpower and Personnel Division, Air Force Human Resources Laboratory. deLeon, P. (19731. Scenario Designs: & Overview (R-1218-ARPA). Santa Monica, CA: Rand Corporation. Dunigan, J. M., Dickey, G. E., Borst, M. B., Navin, D., Parham, D. P., Weiner, R. E. and Milier, T. M. (19651. Combat Maintenance Capability: Executive Summary (AFHRL-Z-85-351. Wright-Patterson AFB, OH: Logistics and Human Factors Division, Air Force Human Resources Laboratory. Meinders, M. (December 19871 . Talking Paper on Wartime Medical (WARMED) Work Center Description (WCDl. Fort Detrick, MD: Medical Wartime Hospital Integration Office (MWHIO). Smiley, A. A. (January 19891. Low Intensity Conflict Scenarios. Fort Huachuca, AZ: Low Intensity Conflict StudyGroup, U.S. Army Intelligence Center and School. Soldier Training Publication 21-I-SMCT (October 1987). Soldier’s Manual of - - Common Tasks. Washington, D.C.: Department of the Army. USAFOMC (April 19791. Air - Base - Ground - Defense Tactics Analysis (AFPT 90-E!‘- 1 137, 90-812-1381. Randolph AFB, TX: Occupational Survey Branch, USAFOMC. 161
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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
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--- These job descriptions were pri
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Table 2 below illustrates the degre
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However, the degree of agreement ob
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Tosunmmrize, informationgeneratedfr
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Change IIf If 1: 1; 0 tl t2 t3 t4 t
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Recammenaations Werecxararrendthat~
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The ORDB was designed and continues
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qualified resources to support cont
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acquisition. ASD/ALH made extensive
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A Suite of Advanced Interpretive As
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CORCAS - The CORCAS report characte
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Discussion The advanced analysis as
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From a technical point of view, the
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y attending schools, to meet the re
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Literature ------. .-- -.~---.. --
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organizational distribution of the
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in training cost savings, a reduced
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APPLICATION OF THE JOB ABILITY ASSE
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As already shown, rater reliability
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0 a 103 -t \~~.1~--l---1.1-~L-I I
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Table 1 Military Assignments in the
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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 and 132: Table 5: Study on Job Characteristi
Page 133 and 134: equired for an occupation (Ruck, 19
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: I PEACiTIME TAIKI I ,......_.,,....
Page 179 and 180: I'd like to start with an brief ove
Page 181 and 182: ~-~___-. -- ---- Brooks et al (1987
Page 183 and 184: BATTLE-TASIUBATTLEBOARD TRAINING AP
Page 185 and 186: 4. Situational Awareness and the Mi
Page 187 and 188: examples then chaining the stages s
Page 189 and 190: I L THE PERSONNEL APPLIED RESEARCH
Page 191 and 192: Typically a commander's awareness o
Page 193 and 194: Table 1 Situational Awareness Items
Page 195 and 196: answers that precisely indicated th
Page 197 and 198: 2. Identifying The Problem 2.1. Scr
Page 199 and 200: 3.1.2. Problem Area: Handling Compl
Page 201 and 202: Analyzing User Interactions With In
Page 203 and 204: lesson templates. Intelligent lesso
Page 205 and 206: iteration of the evaluation study.
Page 207 and 208: MILITARY TWTING ASSOCIATION iYH) An
Page 209 and 210: DATA INPUT Two methods are provided
Page 211 and 212: 10 WE 1ASI YlslRUc70n IS PROMPlED 1
Page 213 and 214: The linear model indicates that the
Page 215 and 216: Cost-Effectiveness of Home Study us
Page 217 and 218: - ---.. Eouinment, Procedure and Da
Page 219 and 220: Figure 1 shows the total course con
Page 221 and 222: (1) Determine criticality of the ob
Page 223 and 224: (4) Length of the material tested.
Page 225 and 226: (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
Page 491 and 492:
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
Page 501 and 502:
____ _.... ___----- .._._ - ___.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
Page 601 and 602:
Paul P. Stanley.11 USAFOMC/OMD Rand
Page 603 and 604:
Abrahams, N. M., 486 Albert, W, G.,
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