I__. - International Military Testing Association

In the Federal Armed Forces, this campaign is unique, and feasible only in the Navy for the reasons I
have explained earlier.
The system of NVRC selecting personnel from the field units for extended military service in the Navy
has already existed for more than 22 years. However, until three years ago, the field units had not been
involved directly in this selection procedure. This task had been performed exclusively by NVRC.
That means that the field units were not sufficiently concerned about recruitment, counseling and
selection of new personnel, leaving this task to other navy institutions such as the Navy Enlisted Personnel
Office, the Naval Office and the NVRC.
This campaign is of particular importance especially now, in a period marked by a drop in personnel
owing to age groups with declining birth rates and to a lack in motivation and insight in the necessity of
armies in the face of the detente in West-East relations. This new procedure should lead to an active
participation of superiors in filed units as multipliers in this process of enlisting, counseling and recruiting.
Recruits are approached for a temporary-career enlistment already in the second month of their
basic training.
As the readiness for volunteering for a temporary-career enlistment is the greatest especially during
the fist four months of basic military service it is absolutely necessary to conduct IBA during this
period.
Therefore, testing takes place in situ at the basic training unit.
Method:
During the first phase of IBA, officers go to the nine basic training garrisons every quarter year in order
to recruit (advertise), volunteers for enlistment in the Navy by means of film, lectures and counseling,
and to inform them about military and vocational possibilities.
During the second uhase, psychologists go to the different garrisons two weeks later in order to examine
the recruits who, during the first phase, have shown an interest in a temporary-career enlistment.
Under the stipulations of the new procedure governing the recruitment of the suitable personnel for
the forces, the task has to be performed jointly by the NVRC and the forces.
The NVRC psychologists have been entrusted with this task for reasons of ensuring the application of
uniform standards to the evaluation of applicants with or without prior service concerning their aptitude
for a temporary-career enlistment and because of the fact that these psychologists have many
years’ experience in personnel selection testing.
The psychologist as well as the superior in the unit are directly and equally involved in the responsibility
for the recruitment of personnel.
By including the forces, this new methodology also takes into account the fact that the validity, i.e. the
quality of a statement on the aptitude of a person increases considerably if the persons concerned is
evaluated separately and independently as compared to those cases when observation, examination
and decision are made jointly and simultaneously.
For an evaluation of the applicant during the psycho-diagnostic interview, the following documents are
available to the psychologist:
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