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This paper review a unique program of pilot accession in WWII. The controversy between the need for pilots and the need for officers is discussed in light of Army traditions and Congressional action. The problems encountered with ...
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This paper review a unique program of pilot accession in WWII. The controversy between the need for pilots and the need for officers is discussed in light of Army traditions and Congressional action. The problems encountered with enlisted men as front line pilots are reviewed. Interviews with former enlisted pilots provide an additional perspective. The importance of this historical study and its future application is addressed.
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Each year, thousands of recruits reveal one or more questionable events in their past during the 'Moment of Truth', which occurs on the first full day of boot camp at the Navy's Recruit Training Center, Great Lakes, Illinois. This...
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Each year, thousands of recruits reveal one or more questionable events in their past during the 'Moment of Truth', which occurs on the first full day of boot camp at the Navy's Recruit Training Center, Great Lakes, Illinois. This thesis examines the nature of these revelations and their outcomes. The records of 8,076 'Moment of Truth' recruits from Fiscal Years 1998 and 1999 are analyzed with respect to demographics, nature of admission (legal, medical, etc.), and disposition of the recruit (retained, waivered, discharged, etc.). The data for retained 'Moment of Truth' recruits were matched with the Defense Manpower Data Center's Enlisted Master File to determine whether these recruits subsequently became early losses and, if so, under what discharge code. Discharge rates and loss categories were then compared with those of all recruits during the same years. The results indicate that 'Moment of Truth' recruits have a higher rate of discharge than do other Navy recruits after two and six months of service.
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The Army's Project A was a comprehensive effort to improve the selection andclassification of enlisted personnel. The Assembling Objects (AO) test was a major product of this effort. Previous research has shown AO to be an excelle...
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The Army's Project A was a comprehensive effort to improve the selection andclassification of enlisted personnel. The Assembling Objects (AO) test was a major product of this effort. Previous research has shown AO to be an excellent measure of both overall spatial ability and complex, g-loaded problem-solving skills. In view of the great potential usefulness of the AO measure, researchers from the U.S. Army Research Institute for the Behavioral and Social Sciences examined the original test to develop precise, comprehensive item specifications. Using these specifications, they developed new draft items that were psychometrically tested in a field setting. The researchers then chose the best of the new items and combined them into three complete new forms that were further tested. Analyses showed that all three new forms displayed acceptable (or better) psychometric properties, at both the item and total score level, thus supporting the usefulness of the item specifications for creating new AO items and forms. These efforts should help to make the Assembling Objects test a valuable addition to the testing programs of the Army and the other armed services.
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This document reports on the validity and application of enlistment intentioninformation for nonprior-service youth (i.e., individuals who have not previously served in the military). A number of surveys of young people ask respon...
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This document reports on the validity and application of enlistment intentioninformation for nonprior-service youth (i.e., individuals who have not previously served in the military). A number of surveys of young people ask respondents to rate their intention to enlist in the military. The resulting information has been used for three major purposes. First, to support recruit marketing analyses, intention information has been used as a means of distinguishing individuals who are more likely to enlist from those less likely to do so. Second, intention information has been used at the aggregate level as a barometer of enlistment rates. Third, to provide policy guidance, intention information has been used to predict changes in military enlistment and reenlistment behavior in response to alternative prospective options. The results discussed in this synthesis document provide strong support for using enlistment intention information in recruiting research. These results demonstrate both the relationship between stated intention and actual enlistment behavior and the potential usefulness of intention data in making enlistment predictions for a variety of purposes. In addition, we found that several factors affect the relationship between intention and enlistment and that the negative intention group is an important source of enlistees.
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In February 1999, in response to increasing recruiting difficulties, the Secretary of the Navy raised the cap on non-high-school-diplomas graduates (NHSDGs) from 5 percent to 10 percent of enlisted accessions. Because of concern a...
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In February 1999, in response to increasing recruiting difficulties, the Secretary of the Navy raised the cap on non-high-school-diplomas graduates (NHSDGs) from 5 percent to 10 percent of enlisted accessions. Because of concern about the effect that such an increase could have on attrition, Navy Recruiting Command changed the screening tool used to determine NHSDG eligibility. The High Performance Predictor Profile (HP3) replaced the Compensatory Screening (CSM) in February 1, 1999. In August 2001, CNA documented the effectiveness of HP3 for the period from February 1999 through FY00. In this publication, we continue the analysis through FY01. In summary, we find no evidence that the HP3 screen has improved the survival of NHSDGs through 12 months of service. Although the absolute survival of NHSDGs has improved through Recruit Training Camp (RTC), 180 days, and 12 months since the implementation of the HP3 screen, the increase in survival of HSDGs through the same milestones is at least proportionally as large. In fact, the increase in survival through 12 months is relatively larger for HSDGs than for NHSDGs. Therefore, we conclude that the HP3 and CSM screens are comparable in their ability to screen out high-risk NHSDG recruits.
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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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The Directive reissues DoD Directive 1332.14, December 29, 1976, and establishes policies, standards, and procedures governing the administrative separation of enlisted members from the Military Services.
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The first-term retention gain from exploiting rating-specified survival probabilities when assigning recruits to ratings is assessed. The reassignment of 28,000 recruits to 37 ratings under the same conditions faced in the origina...
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The first-term retention gain from exploiting rating-specified survival probabilities when assigning recruits to ratings is assessed. The reassignment of 28,000 recruits to 37 ratings under the same conditions faced in the original assignment is simulated. A sizeable gain in first-term retention rate is demonstrated. (Author)
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