Selecting Future Soldiers: Update on the U.S. Army

1
Selecting Future Soldiers Update on the U.S.
Armys Select21 Project

• Deirdre J. Knapp (HumRRO)
• Trueman R. Tremble (ARI)
• Chairs

2
Overview of Session

• Project Overview
• Select21 Project Criterion Measures
• Select21 Project Predictor Measures
• QA

3
Schematic of Research Plan
4
Validation Sample Specifications

• Entry-level (first-term) Soldiers (defined as
  those with 18-36 months time in service)
• Army-wide (mix of jobs/MOS)
• Two target job clusters with sample MOS from each
• Close Combat (infantry, armor crewman, cavalry
  scout)
• Surveillance, Intelligence, Communications
  (signal support specialist, information systems
  analyst, intelligence analyst)

5
Select21 Project Predictor Measures

• Christopher E. Sager,
• Chad H. Van Iddekinge,
• Teresa L. Russell
• HumRRO

6
Current ASVAB Tests

• Operational
• General Sciences (GS)
• Arithmetic Reasoning (AR)
• Word Knowledge (WK)
• Paragraph Comprehension (PC)
• Auto Shop Information (AS)
• Mathematics Knowledge (MK)
• Mechanical Comprehension (MC)
• Electronics Information (EI)
• Experimental
• Assembling Objects (AO)

7
Goals for Predictor Measures

• Supplement the ASVAB
• Emphasize knowledges, skills, and attributes
  (KSAs) needed in the future
• Focus on selection and classification

8
Presentation Objectives

• Describe experimental predictors
• Discuss testing technology innovations made
  possible by computer based administration
• Review results and modifications to some
  instruments stemming from faking research

9
Predictor Situational Judgment Test (PSJT)

• Covers judgment in areas relevant to the
  performance of first-term Soldiers
• Civilian equivalents of military situations were
  developed
• Each item presents a problem situation and four
  alternative actions to be rated on effectiveness
• Two scoring scoring approaches
• Overall judgment
• A subtle/faking resistant approach to assessing
  personality constructs

10
Rational Biodata Inventory (RBI)

• Designed to measure motivational/temperament
  constructs
• Includes scales from a number of existing Army
  tests
• Items cover past behavior and reactions to
  previous life events
• Response format 5-point Likert scales
• Includes a response distortion (social
  desirability) scale

11
Work Suitability Inventory (WSI)

• Addresses temperament/personality constructs
  identified as relevant to work styles
• Employs a rank order forced-choice format to deal
  with response distortion
• Can be scored in different ways to maximize the
  potential prediction of various criteria
• Job Performance
• Job Satisfaction
• Attrition

12
Work Suitability Inventory (WSI) Format
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13
Work Values Inventory (WVI)

• Designed to measure relative preferences for
  particular characteristics of work (e.g.,
  physical activity autonomy)
• Seeks to assess the match between applicant need
  and organizational supply
• Pre-faking research version presented sets of
  three statements describing various
  characteristics of work
• Respondents select most and least important to
  their ideal job

14
Work Values Inventory (WVI Cont.)

• Example Item
• On my ideal job, I would
• a. improve my physical fitness.
• b. learn continuously.
• c. make decisions on my own.

15
Work Preferences Survey (WPS)

• Interest inventory based on Hollands six types
  of occupations Realistic, Investigative,
  Artistic, Social, Enterprising, and Conventional
• Seeks to assess the match between applicant need
  and organizational supply
• Respondents are asked to rate their interest in
  activities, environments, and learning
  opportunities
• Response format 5-point importance scale

16
Expectations Instruments

• Accuracy of expectations are related to important
  outcomes
• Satisfaction
• Performance
• Attrition
• Army Work Knowledge Survey WSI
• Army Beliefs Survey WVI
• Pre-Service Expectations Survey PSES

17
Psychomotor Tests

• Designed to measure ability to adjust or position
  a machine control mechanism
• Target Tracking
• Use joystick to track a target along vertical and
  horizontal line segments
• Scored based on distance of crosshair from target
• Target Shot
• Use joystick to track and fire at target
• Scored based on hits, time, and distance

18
Record of Pre-Enlistment Training Experience
(REPETE)

• The goal is to consider the previous training and
  experience of applicants to reduce Army training
  requirements and enhance enlistment options
• For purposes of demonstration the focus is on
  computer skills
• Also allows listing of certifications in other
  areas (e.g., life saving skills)

19
Faking Research Modifications

• Soldiers completed measures under honest and
  then faking conditions
• Work Preferences Survey (WPS)
• Faking resulted in higher ratings generally
  however items were not differentially affected
• Based on results and item type, no modifications
  were made
• Work Values Inventory (WVI)
• Supplied characteristics were over endorsed
• Not supplied characteristics were under endorsed
• Developed a new format

20
New Work Values Inventory (WVI) Format

• A rank order approach in three steps
• Sort each of 28 characteristics of work into four
  categories according to importance
• Rank order the characteristics within each
  category by importance
• Review the full ordered list and select a
  cut-point above which all characteristics are
  important

21
Summary

• WSI and WVI use computer technology to
• Increase careful consideration of the measure
  content
• Prevent and/or minimize response distortion
• RBI includes a social desirability scale for
  scale development and score adjustment
• PSJT is aiming for subtle approach to personality
  assessment via a maximal performance test
• Faking research results were used to evaluate and
  revise measures