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- C = sc61) A 60P SCP % 60P % O- .+ - C = sc6o B SCP Where A = The number of persons receiving a score of 60 or greater (60P) B = The number of persons attending advanced training (ScP) C = The number of persons who both attend advanced training and receive a score of 60 or greater. In deriving C the further qualification was placed that the score of 60 be on the first SAT following advanced training (Sc60) Figure 2. Relationship of Indicators Based on Scores After School
----- DESCRIPTORS OF JOE SPECIALIZATION BASED ON JOB ~OblJnEJXZE TIXW NEC respons ibi 1 ity . The existence of specialization was identified from perSanne1 data and was confirmed by personnel survey. Speci&ization may relate to either time or ability. 3.1.1, :: ,e$‘- ‘7- .‘o):es~ec:t. to Time. Specialization with respect to time mean5 that certain equipmant.s or areas become t,h2 r:espms ibilit,y ,:,,f . technicians primarily based on experience level. In this type of specialization mwt people with similar experience levels can be expected to be assigned responsibility for a specific equipment. In general. time spe- , oiali zat ion breaks di~wn into equipments assigned to newly reported personi nel and some reserved for highly emerisnced personnel. I I 3.1.2. S~~eoialiZ~t.ion with Resmect. t.o Abi1it.v. This type of Specialization ; . ref lccts~ 36m12 special apt ituda. ,q2ecialization of this type does not re- 1 3 fl5ct a spxific a of ability that leads a person to &come in- . . f volveil in most corriccive maintenance in a.n ares. ,~ecialiZatiorl of this nature will begin as soon as the ability is recognized and cant inue throughout a person s tenure with the command. 3.1.3. ]qo SrxciaZation. Areas with no specialization may be worked by any technician without recourse to Specialists. These are areas. that are either SimLlI e eIilm$-J or frequently t3imcJh worked that a SUf f ici~lit Ckgree of competence can be expected and utilized in all technicians. 3.2. COURSE AT-lXI?DANCE. There were thirteen advanced courses applicable to the WC. Very few people attend all courses and attendance is cenc5ntraced in the first part of a technician’s first sea duty tour. Three dist inct patterns of attendant r= _ may be derived from the various courses. 3.2.1 u Att_endance. These courses showed an attendance pattern with very hsavy usage prior to and following cha first patrol and then dirniniShin~ rapidly tG little: or no use, 43
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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
Page 7 and 8: TABLE OF CONTENTS 1990 CONFERENCE C
Page 9 and 10: 305. 306. 307. 308. 309 * 310. 311.
Page 11 and 12: 418. Not Presented. 419. HANSON, Ma
Page 13 and 14: 502. Not Presented. 503. COLLINS, D
Page 15 and 16: 804A. 804B. ao4c. 804D. 805. DOYLE,
Page 17 and 18: 'I'li~; CANADIAN RESERVES: CURRENT
Page 19 and 20: of ‘;llC 1; e f-;
Page 21 and 22: easons, followed by social reasons
Page 23 and 24: Training to support these programs
Page 25 and 26: USAREC commanders in the field take
Page 27 and 28: lost; but asking for more quality,
Page 29 and 30: Background ETHNIC PARTKCIPATION IN
Page 31 and 32: Tahte 1 The Ten Largest Ethnic Grou
Page 33 and 34: or 25.6% of foreign horns, :Jero ac
Page 35 and 36: 1990 ARMY CAREER SATISFACTION SURVE
Page 37 and 38: clashes, etc.). It may be that the
Page 39 and 40: espondents were so concerned about
Page 41 and 42: The Use of Artificial Neural Networ
Page 43 and 44: where: A = (A,, . . . . A,) , B = (
Page 45 and 46: In attempting to relate ASP score t
Page 47 and 48: Hispanics in Navy’s Blue-Collar C
Page 49 and 50: 34.81 33.60 34.00 12.60 12.54 12.28
Page 51 and 52: Work-g;rouD comoosition. The averag
Page 53 and 54: 1 . INTRODKTICi? DESCRIPTORS OF JOB
Page 55 and 56: c:- TORc OF JOB SPEr:aON RAm ON JOS
Page 57: 2.1.5.4. Pcrcelitage of Persons Rxe
Page 61 and 62: coum? I 1.1 TIME SPECIALI7,TION, CO
Page 63 and 64: DESCRIPTORS OF JOR SPECIEJ,IZATIaN
Page 65 and 66: I ? 3 4 5 n 96 96 96 96 67 49 19 II
Page 67 and 68: ADDRESSING THE ISSUES OF “QUANTIT
Page 69 and 70: abilities for test development (Stu
Page 71 and 72: atings for the incumbents given in
Page 73 and 74: Psycholoqical Bulletin, 70(61, 534-
Page 75 and 76: quantitative comparison of the sort
Page 77 and 78: administrative occupations. The lea
Page 79 and 80: SUMMARY This exploratory study was
Page 81 and 82: --- These job descriptions were pri
Page 83 and 84: Table 2 below illustrates the degre
Page 85 and 86: However, the degree of agreement ob
Page 87 and 88: Tosunmmrize, informationgeneratedfr
Page 89 and 90: Change IIf If 1: 1; 0 tl t2 t3 t4 t
Page 91 and 92: Recammenaations Werecxararrendthat~
Page 93 and 94: The ORDB was designed and continues
Page 95 and 96: qualified resources to support cont
Page 97 and 98: acquisition. ASD/ALH made extensive
Page 99 and 100: A Suite of Advanced Interpretive As
Page 101 and 102: CORCAS - The CORCAS report characte
Page 103 and 104: Discussion The advanced analysis as
Page 105 and 106: From a technical point of view, the
Page 107 and 108: 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)
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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
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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
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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
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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
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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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