I__. - International Military Testing Association

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DATA ANALYSIS AND INTERPRETATION While over 800 User Surveys were analyzed, the numbers do not remain constant because in some cases, the pay grade was not available, not all questions were answered by all respondents, or directions for completing the forms were not followed. It is felt, however that enough data was collected that the results are valid and do represent the cross section of clients visiting the education centers. It would be risky, however, to extrapolate from this data to the entire <strong>Military</strong> population. In a sense, the data here, represents only the reactions of individuals visiting the education centers and this may be a special sub-population. No attempt has been made to compare this population with the <strong>Military</strong> in general. P El A E2 Y E3 E4 G E5 R E6 A E7 D E8 E E9 TABLE I EDUCATIONAL LEVEL BY PAY GRADE EDUCATIONAL LEVEL 1 2 3 4 5 6 .Ol .60 .30 .Ol 0 0 0 .77 .63 0 0 0 .Ol .51 .29 .04 .04 .lO 0 .47 .3a .06 .04 .02 0 .32 .30 .lO .09 .08 0 .33 .33 .16 .09 .03 .04 .13 .33 .15 .ll .15 0 .17 .22 .17 0 .33 0 .19 0 .31 .25 .06 _------ 7 8 0 0 0 0 0 0 C.01 C.01 .02 .Ol .05 0 0 .06 0 .I1 0 .19 C --.-.A 0 0 0 G 0 0 -02 0 0 01 .25 0 .50 .12 .12 0 02 . 78 .ll .ll 0 03 . 62 .15 .23 0 04 .09 .18 .72 0 05 . 11 .22 .22 -44 0 EDUCATIONAL LEVEL 1 = No diploma EDUCATIONAL LEVEL 2 = High School/GED EDUCATIONAL LEVEL 3 = l-2 Years of College EDUCATIONAL LEVEL 4 = AA/AS Degree EDUCATIONAL LEVEL 5 = 3-4 Years of college EDUCATIONAL LEVEL 6 = BA/BS Degree EDUCATIONAL LEVEL 7 = Some graduate study EDUCATIONAL LEVEL 8 = Masters degree EDUCATIONAL LEVEL 9 = Doctorate CAREER PLANS When asked to describe their career plans, the enlisted population at the El-E4 level indicated that they planned to leave after their current enlistment. E5s were almost evenly divided between remaining on active dut) 426
___-. ----- ..~._ ~. ----~--..---.- .____ until retirement and being uncertain about leaving after their present enlistment. E6-E8 indicated that they planed to stay until retirement. The following table indicates career plans by branch of Service and pay grade. 427
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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
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Region School’)North Center South
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Aptitude-Oriented Manpower Replacem
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The Psychologist’s Method of Prop
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Table 5: Study on Job Characteristi
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equired for an occupation (Ruck, 19
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For the weapon system design TDS ap
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knowledge-based model (equation 3)
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EVALUATION MODEL The evaluation sys
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and various other sources, we becam
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.--_-.-- .---- ----- -...- -._--_.-
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tally significant. Hotelling's T2 w
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able ancillary information which co
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and a contractor (Westinghouse) was
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‘A’ and what knowledge a typica
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Develop job oriented electricity th
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year career. Instead, CODAP provide
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2E 24 20 I@ 12 8 4 Figure 4 Mean Li
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using event history analysis, which
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increased student-instructor intera
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Exercise Performance Group II (inst
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etween CBT and research on teaching
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in baseline classes and 39 platoons
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--. ..____ s platoons. Team Chiefs,
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._ 50 - BASELINE TRAINING z . WEEK
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The scenario must be short, concise
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I PEACiTIME TAIKI I ,......_.,,....
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have involved complicated procedure
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I'd like to start with an brief ove
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~-~___-. -- ---- 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)
Page 393 and 394: 3. Further test the TAE approach on
Page 395 and 396: * PC.05 * * pc.01. *** pc.001. Corr
Page 397 and 398: Table 1 Subjects MOS Enlisted Job N
Page 399 and 400: Table 3 Proportion of Criterion Var
Page 401 and 402: some ASVAB and Project A predictors
Page 403 and 404: the higher-scoring examinees will a
Page 405 and 406: Table 2 Correlation Coefficients of
Page 407 and 408: -~ . -______ -__--..- REFERENCES La
Page 409 and 410: REFERENCES Lawshe, C. H. (1975). A
Page 411 and 412: ubjects in each analysis may differ
Page 413 and 414: -.- -. -.-- -. The Minnelrota Multi
Page 415 and 416: the scales based on character of se
Page 417 and 418: school diploma graduates (10,6%, 14
Page 419 and 420: criterion.(-.09). Variabk? Table 2
Page 421 and 422: Laurence, J. H., & Gribben, M. A. (
Page 423 and 424: Subjects were al lowed to use the a
Page 425 and 426: -- I
Page 427 and 428: -~-- -___- - Subjects Sixteen soldi
Page 429 and 430: The effects of both altitude exposu
Page 431 and 432: ___ .- _- .~- __--_.--~~ .--. --.-
Page 433 and 434: factors from both enemy and friendl
Page 435 and 436: Using those systems tasks which are
Page 437 and 438: 'L'KADLNC; OE'k' PEKFOKMANCE, TKAlN
Page 439 and 440: PPOPORTI ON OF PEOPLE 04 .T.# - 90
Page 441 and 442: which is a check oE logical necessi
Page 443: FINAL REPORT, COMPUTER ASSISTED GUI
Page 447 and 448: As a further measure of the effecti
Page 449 and 450: 5. Training is essential to the suc
Page 451 and 452: Post Selection Board Analysis Post-
Page 453 and 454: -- higher. The second approach was
Page 455 and 456: Figure 1. Lowest Break in Vertical
Page 457 and 458: THE USE OF INCENTIVES IN LIGHT INFA
Page 459 and 460: %5 (+ 40- ‘-J 3 o- Lt) 2 o- 1 3-
Page 461 and 462: otation, and 6) general job motivat
Page 463 and 464: COHESION IN CONTEXT Guy L. Siebold
Page 465 and 466: een used in prior research and thus
Page 467 and 468: -_._____ __ _.._^.._ _.. _.^ _-- wa
Page 469 and 470: EVALUATION OF THE ARMY’S FINANCE
Page 471 and 472: The three critical issues were form
Page 473 and 474: . operational capability was valida
Page 475 and 476: (c) Take-home package observations
Page 477 and 478: Figure 1. . INHIBITORS OF INITIATIV
Page 479 and 480: STARTING A TQM PROGRAM IN AN R&D OR
Page 481 and 482: are used to examine the processes a
Page 483 and 484: Management must listen, but also le
Page 485 and 486: 32nd Conference of the Miiitarv Tes
Page 487 and 488: e. Ceployability research On severa
Page 489 and 490: --- --- We estimate that 25% of all
Page 491 and 492: e. Furthermore, I have been c:omman
Page 493 and 494: 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
Page 521 and 522:
Conclusions The final experimental
Page 523 and 524:
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
Page 593 and 594:
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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