I__. - International Military Testing Association

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Accordingly, meetings with officer staff members in five NROTC units
were conducted to generate ideas for these predictor constructs. A
preliminary list of constructs emerqed from sessions with primarily COs and
Class Advisors in these units. This list was briefed to the Chief of Navaj.
Education and Training (CNET) staff and to Selection Board members and was
then revised based on their feedback. The constructs are: NROTC Interest
and Motivation; Leadership Potential; Responsibilities; Organization of
Tasks and Activities; and Communication.
Preparing Behavioral Statements for the Ratins Scales
At this point, we prepared preliminary behavioral statements to
reflect effective, average, and ineffective interviewee responses in each
one of the five construct areas. The behavioral statements were based on
what recruiters wit-n considerable experience in NROTC selection interviec;s
had observed in actual interviews. We also received feedback from CNET and
Selection Board members, and made final revisions. One of the resulting
rating scales is shown below, with its behavioral standards.
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officn; would pobJbly rccept COll~:gC c~ngcfur~rcholur~ip;~urcrluul pluu h'nvy/hirvincCorprofiicrr;m~yprcfcr
plogram ifrcjcud for r:holrrhhip ifrcjukd for rclmlurhip civilian r~l~olarrhip
. rhowvi strong inlcrcrr in he Navy/hfarLu: ’ LC~ qu=tio~ aku md appcm maombly � ������� ��� ������ �� ���␛ �� ������
Corps tluough impressive knowledge about incues~dinN~~alScrvi~~/~KO~~~~~~~~ Cups; mry LliUS wlrly 0" rclloidlip
the Nsval Sc~jcJEIHOTC, d~ouglllful qua- money
GO- rbo~~Ih~p~ogram.mdenlhusiaslic aIdmd,dcmurdh'ROTC
_ ,_ . . . . . _. ._ . . . . . . . . . . . . . ._
preparins Interview Ouestions
After the interview rating scales were developed, we began preparinq
questions designed to probe for reports of past behavior relevant to
effectiveness in each area. Several questions for each rating category
were developed and tried out with recruiters. The recruiters used
different questions with different applicants, and noted those that seeme3
to be most and least effective at eliciting responses useful for making
ratings on each scale. The three to four questions that appeared most
effective for each category were then presented to CNET, and final
revisions to the questions were made.
Prepariw Interview Instructions, a Training Videotape, and the Intervietd
Worksheet
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In addition to development of the interview protocol rating scales an..;
the interview questions, it was necessary to prepare instructions and an
interviewer training videotape to ensure the structured interview is
conducted properly. Thus, instructions and the videotape were prepared,
along with an interview worksheet, with the interview questions present&
and space provided for the interviewer to take organized notes of
interviewee responses. The instructions and accompanying videotape prov:i':a
brief training program on structured interviewing, explain proper use OL
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