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The report describes the research performed during the 4th year (FY86) of Project A, the Army's long-term program to develop a complete system for selecting and classifying all entry-level enlisted personnel. During the 4th year, ...
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The report describes the research performed during the 4th year (FY86) of Project A, the Army's long-term program to develop a complete system for selecting and classifying all entry-level enlisted personnel. During the 4th year, the wide variety of predictor and criterion measures that had been developed and field tested during the first 3 years were administered to 9,500 soldiers in the Concurrent Validation phase of the project. This report describes the data collection and analysis for this phase, which is being followed by a Longitudinal Validation phase in which approximately 50,000 soldiers in 21 Military Occupational Specialties (MOS) will be tested on entry into the Army and during subsequent first-tour job performance. This report is supplemented by an ARI Research Note (in preparation), which contains a number of technical papers prepared during the year on specialized aspects of the project. Keywords: Personnel selection, Ratings. (sdw)
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With the continuing use of the group selection method by the Australian Army for officer selection comes the need to review the available literature not so much to reconsider the commitment to this approach but to evaluate the pot...
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With the continuing use of the group selection method by the Australian Army for officer selection comes the need to review the available literature not so much to reconsider the commitment to this approach but to evaluate the potential of the developments and refinements which have occurred since the WOSB was adopted in 1954. What follows is an annotated bibliography of books, journal articles and research reports dealing with the group selection/assessment center approach in general and the WOSB in particular. Although the literature surveyed and reviewed in this report is considered to be comprehensive, it is by no means exhaustive. Keywords: Assessment centers, Personnel selection. (sdw)
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This thesis concentrates on the process of selecting men for military pilot training. Past, present, and possible future selection techniques &re explored and analyzed. The objective is to determine how the present selection metho...
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This thesis concentrates on the process of selecting men for military pilot training. Past, present, and possible future selection techniques &re explored and analyzed. The objective is to determine how the present selection method can be improved so that the number of elimination from pilot training, and consequently, the cost of military pilot training can be reduced. Four conclusions are evolved: (1) The written aptitude test should be retained. (2) Flight Instruction Program screening should be expanded to include applicants from the USAF Officer Training School and U.S. Navy Aviation Officer Candidate sources. (3) A modern apparatus test should be developed and included in selection testing to evaluate pilot potential. (3) A valid motivation test should be developed and implemented for inclusion in the battery of selection tests.
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Structured interviews were conducted with 79 Army recruiters to obtain information on the nature of recruiting duty, as a basis for developing hypotheses on the personal characteristics and job behaviors associated with recruiter ...
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Structured interviews were conducted with 79 Army recruiters to obtain information on the nature of recruiting duty, as a basis for developing hypotheses on the personal characteristics and job behaviors associated with recruiter success. Illustrative findings show that high producers (a) are less likely than low producers to cite 'independence' as a source of job satisfaction, (b) tend to complain more about their long hours of work, (c) mention less often that they had trouble communicating effectively, and (d) describe themselves less often as 'empathetic'. Responses describing 'successful' and 'unsuccessful' recruiters appeared to reflect only stereotypical notions. Prospecting and selling techniques are described, and recruiters opinions on training and selection are reported. (Author)
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With the demand for pilots, there is a need to produce a better finished product from Undergraduate Pilot Training. The answer would seem to be Specialized Undergraduate Pilot Training, which is what the U.S. Air Force and Air Tra...
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With the demand for pilots, there is a need to produce a better finished product from Undergraduate Pilot Training. The answer would seem to be Specialized Undergraduate Pilot Training, which is what the U.S. Air Force and Air Training Command are advocating and have been for years. Much research and development has been done, especially in the last 10 years, to come up with a better selection system for pilot candidates. An improved selection system would help decrease attrition and could be used for earlier track selection for Specialized Undergraduate Pilot Training. This paper evaluates the current selection system and the selection methods and tools that are available and could be used in the future. The main focus is on what selection criteria is the best predictor of success and should be used in the future to select candidates for pilot training. Keywords: Selection criteria. (JES)
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After the end of World War II, Germany did not have any armed forces of its own for a period of ten years. Military officer selection, for the most part, still takes place according to principles that were introduced 1955, which h...
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After the end of World War II, Germany did not have any armed forces of its own for a period of ten years. Military officer selection, for the most part, still takes place according to principles that were introduced 1955, which had the objective of preventing as much as possible, any misuse of the armed forces. Only the careers of specialist officers, which were introduced much later, are governed by other rules.
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The Directive reissues DoD Directive 1320.11, November 9, 1981 and implements Title 10, United States Code, Sections 628 and 638 to establish policies and procedures regarding the use of Special Selection Boards.
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This report documents the development of and accumulation of a set of reference materials covering the history of U.S. aviator selection from the inception of military applied flight to the present day. It presents the materials s...
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This report documents the development of and accumulation of a set of reference materials covering the history of U.S. aviator selection from the inception of military applied flight to the present day. It presents the materials so that they may be applied as a reference database or as a complete digital library for use by researchers in the field. The two DVDs containing the referenced material herein are maintained at AFPC/DSYX.
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Contents: BLM employment summary (1976-1986); SES noncareer appointees is BLM, September 30, 1986; Schedule C appointees in BLM, September 30, 1986.
