I__. - International Military Testing Association

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B. The President of the Association shal1 be the Commanding Officer of the armed services agency coordinating the annual conference of the Association. The term of the President shall begin at the close of the annual conference of the Association and shall expire at the close of the next annual conference. C. It shall be the duty of the President to organize and coordinate the annual conference of the Association held during his term of office, and to perform the customary duties of a president. D. The Secretary of the Association shall be filled through appointment by the President of the Association. The term of office of the Secretary shall be the same as that of the President. E. It shall be the duty of the Secretary of the Association to keep the records of the association, and the Steering Committee, and to conduct official correspondence of the association, and to insure notices for conferences. The Secretary shall solicit nominations for the Harry Greer award prior to the annual conference. The Secretarv shall also perform such additional duties and take such additional responsibilities as the President may delegate to him. Article 1’11 - Rleetings A. The Association shall hold a conference annually. B. The annual conference of the Association shall be coordinated by the agencies of the associated armed services exercising primary responsibility for military personnel assessment. The coordinating agencies and the order of rotation will be determined annually by the Steering Committee. The coordinating agencies for at least the following three years will be announced at the annual meeting. C. The annual conference of the Association shall be held at a time and place determined by the coordinating agency. The membership of the Association shall be informed at the annual conference of the place at which the following annual conference will be held. The coordinating agency shall inform the Steering Committee of the time of the annual conference not less than six (6) months prior to the conference. D. The coordinating agency shall exercise planning and supervision over the program of the annual conference. Final selection of program content shall be the responsibility of the coordinating organization. E. Any other organization desiring to coordinate the conference may submit a formal request to the Chairman of the Steering Committee, no later than 18 months prior to the date they wish to serve as host. Article VIII - Committee A. Standing committees may be named from time to time, as required, by vote of the Steering Committee. The chairman of each standing committee shall be appointed by the Chairman of the Steering Committee. Members of standing committees shall be appointed by the Chairman of the Steering Committee in consultation with the Chairman of the committee in question. Chairmen and 570
committee members shall serve in their appointed capacities at the discretion of the Chairman of the Steering Committee. The Chairman of the Steering Committee shall be ex officio member of all standing committees. B. The President, with the counsel and approval of the. Steering Committee, may appoint such ad hoc committees asare needed from time to time. An ad hoc committee shall serve until its assigned task is completed or for the length of time specified by the President in consultation with the Steering Committee. C. All standing committees shall clear their general plans of action and new policies through the Steering Committee, and no committee or committee chairman shall enter into relationships or activities with persons or groups outside of the Association that extend beyond the approved general plan of work without the specific authorization of the Steering Committee. D. In the interest of continuity, if any officer or member has any duty elected or appointed placed on him, and is unable to perform the designated duty, he should decline and notify at once the officers of the Association that he cannot accept or continue said duty. Article 1X - Amendments A. Amendments of these By-Laws may be made at any annual conference of the Association. B. Amendments of the By-Laws may be made by majority vote of the assembled membership of the Association provided that the proposed amendments shall have been approved by a majority vote of the Steering Committee. C. Proposed amendments not approved by a majority vote of the Steering Committee shall require a two-thirds vote of the assembled membership of the Association. Article X - Voting All members in attendance shall be voting members. A. Selection Procedures: Article XI - Harry H. Greer Award 1. Recipients of the Harry H. Greer Award will be selected by a committee drawn from the agencies represented on the MTA Steering Committee. The CO of each agency will designate one person from that agency to serve on the Awards Committee. Each committee member will have attended at least three previous MTA meetings. The member from the coordinating agency will serve as chairman of the committee. 2. Nominations for the award in a given year will be submitted in writing tc\ the Awards Committee Chairman by 1 July of that year. 571
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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)
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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
Page 537 and 538: Obstacles in Maintainina an Effecti
Page 539 and 540: Installation security managers also
Page 541 and 542: The goal for the CVAL system was to
Page 543 and 544: Based on the feedback received from
Page 545 and 546: (1) The keynote in interpreting the
Page 547 and 548: NAVY ': HANDS-ON AND KNOWLEDGE TEST
Page 549 and 550: The general knowledge test consiste
Page 551 and 552: I Table 4 Correlations Between Writ
Page 553 and 554: 1 Interrater Reliability as an Indi
Page 555 and 556: might influence task performance. T
Page 557 and 558: Figure 2 shows temporal effects at
Page 559 and 560: ARMY: JOB PERFORMANCE MEASURES FOR
Page 561 and 562: for MOS-specific tasks, as the perc
Page 563 and 564: Table 3 shows the intercorrelations
Page 565 and 566: The USAF Occupational Measurement S
Page 567 and 568: In addition to SKTs and PFEs, USAFO
Page 569 and 570: only for the first job, as well as
Page 571 and 572: The Examirler is a sopilisticated c
Page 573 and 574: The Examiner Multiple Choice Multip
Page 575 and 576: Paner and Pencil Testing The Examin
Page 577 and 578: The Exanliwr is ii sopllis[ic;l(etj
Page 579 and 580: (c) The Coast Guard will host the 1
Page 581 and 582: ORGANIZATION ROYAL WSTRALIAR AIR FO
Page 583 and 584: ORGANIZATION 1990 REPRESENTATIVE RO
Page 585 and 586: ORGANIZATION NAVAL HILITARY PERSONN
Page 587: C. Non-Member Participants. 1. Non-
Page 591 and 592: CDR Mary Adams Naval Education and
Page 593 and 594: Jack R. Dempsey Human Resources Res
Page 595 and 596: c _.. -. _ ..-___ Mr. G. J. (Jeff)
Page 597 and 598: Deborah L. McCormick Chief,of Naval
Page 599 and 600: COL Terry J. Procluk Director of Pe
Page 601 and 602: Paul P. Stanley.11 USAFOMC/OMD Rand
Page 603 and 604: Abrahams, N. M., 486 Albert, W, G.,
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