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The research described in this report was performed under Project A, the U.S. Army's current, large scale manpower and personnel effort for improving the selection, classification, and utilization of Army enlisted personnel. This research sought to develop dimensions of soldier performance for evaluating first term soldiers in any Military Occupational Specialty (MOS). A preliminary conceptual model of soldier effectiveness helped guide development of empirical scales. Behavioral analysis was used to identify and define effectiveness dimensions. The Skill Level I Common Task Soldier's Manual guided development of another set of rating scales in several task areas involving all first-term soldiers. A rater training program was prepared to help peers and supervisors make accurate evaluations using the Army-wide scales. The rating scales and training program was field tested for nine MOS. A total of 904 supervisor and 1,206 peer raters evaluated a total of 1,369 first-term soldiers. Results were encouraging. Raters appeared to understand and comply with instruction, rating distributions were acceptable, and interrater reliabilities were reasonably high. The field tests also provided information that guided refinement of both the rating scales and the rater training program.
"The purpose of this project was to develop an agenda for Special Forces (SF) selection and classification research. Job analysis data, interviews, field observation, and expert judgments about the quality of measures formed the foundation for the Roadmap. The resulting Roadmap is composed of eight projects. Projects 1 and 2, Concurrent Criterion-Related Validation of Readily Available Predictor Measures Against on the Job Performance and Development and Implementation of Content Valid Job Sample Tests, supplement SF selection and classification with measures of leadership, temperament, and communication and analytic skills that could be implemented quickly. Project 3, Validation of Measures of Conventional Army Task Proficiency, Experience and Preference Against Training Performance, addresses the fit between individuals and SF Jobs. Project 4, Validation of Training Performance Against on the Job Performance, would evaluate the usefulness of training data for predicting job performance. Project 5, Predictive Validation of All Predictors Against on the Job Performance, the ultimate test of any selection system, requires maintaining databases for validation purposes. Projects 6-8 involve the development of information to facilitate decision making at the U.S. Army John F. Kennedy Special Warfare Center and School. The are: Development of a Selection and Training Decision Simulator (Project 6), Review of New Measures of Leader Problem Solving Performance (Project 7), and Training Performance Study (Project 8)."--DTIC.