I__. - International Military Testing Association

Research and Development Center and the Human Resources Research Organization to
construct a DOD attrition prediction model that could be used in a “compensatory” enlistment
eligibility system (Laurence & Gribben, 1990). In such an algorithm the applicant’s qualifying
score would be determined by a combination of measures such as aptitude test scores and
personal background data, including educational achievement, criminal justice history, and
employment history. The validity of this proposed screening model, as well as plans for DoD
implementation, is planned for presentation at next year’s MTA conference.
Two related issues have stalled the field rest of the ASP. In that the principal objective
of the operational test was to evaluate the performance of the self-reported biodata in an
operational mode, eligibility cutting scores were established to eliminate the bottom 10 percent
of otherwise qualified applicants. This was a necessary condition to gain a realistic
environment of recruiter coaching and applicant dissimulation to test for operational score
inflation and possible validity degradation. The prospect of rejecting high school diploma
graduates, especially in the upper “mental groups,” proved to be extremely unpopular among
the Services. Secondly, the DOD is considering the feasibility of avoiding the “multiple
hurdle” impact of the ASP field test by implementing the instrument within the new
compensatory screening algorithm that is under development. Thus, the initial efficacy of the
ASP would rely upon validity estimates from the non-operational administration (E = 120,175).
Until score monitoring provides operational data, the uncertainty about the impact of recruiter
coaching and applicant “faking good” on score distributions and predictive validity will remain
unresolved. At present, the ASP relies upon empirical scoring and verification warning
statements to minimize score inflation. Moreover, experimental studies (e.g., Trent, Atwater
& Abrahams, 1986; Trent, 1987; Hough, Eaton, Dunnette, Kamp & McCloy, 1990) indicate
that the problem of item response distortion is minimal. That is, applicants’ responses do not
demonstrate extreme distortion and validities of biodata instruments are not seriously moderated
by distortion.
REFERENCES
Guion, R. M. (1965). Personnel testing. New York: McGraw-Hill.
Hanson, M. A., Hallam, G. L., & Hough, L. M. (1989, November). Detection of response
distortion in the Adaptability Screening Profile (ASP). Paper presented to the 31st Annual
Conference of the Military Testing Association, San Antonio, Texas.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990).
Criterion-related validities of personality constructs and the effect of response distortion on
those validities. Journal of Applied Psychology, 75 (5).
Laabs, G. J., Trent, T., & Quenette, M. A. (1989, November). The Adaptability Screeninp
Pro.gram: An Overview. Paper presented at the 31st Annual Conference of the Militaq
Testing Association, San Antonio, Texas.
Laurence, J. H., & Means, B. (1985, July). A description and comparison of biographical
inventories for military selection. (FR-PRD-85-S). Alexandria. VA: Human Resources
Research Organization.
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