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The study investigated retention rates at which naval flight officers are voluntarily extending beyond their initial obligated tour of duty. Analysis of aptitude and training performance showed that significant differences exist with regard to quality of performance between the extendees or career personnel and the noncareer men, with procurement source having a moderating effect. A multiple regression analysis revealed that the men entering the aviation training program as commissioned officers had a significantly greater multiple correlation with the career/noncareer criterion than those men entering as aviation officer candidates or the naval flight officer group as a whole. (Author).
The study extends the Naval Flight Officer (NFO) prediction system to permit predictions of success or failure in training for officer students who are not graduates of Aviation Officer Candidate School (non-AOCs). Two aptitude test scores and two performance measures were selected as the best combination of variables for predicting a completion versus attrition criterion. Use of this expanded system should improve decisions regarding non-AOC student NFO's.
This study was conducted to develop new course weights for Aviation Officer Candidate School (AOCS) and Flight Preparation School (FP). The results indicate that new weights should be adopted to maximize validity of the composite final grade in AOCS for predicting completion versus attrition in aviation training. A change of the weights used in FP, however, would create only a negligible increase in validity of the final grade. (Author).