Post on 18-Dec-2015
transcript
Military Psychology:Personnel Selection, & Classification
Dr. Steven J. Kass
Dr. (Major) Alan Ogle
Military Psychology Personnel Selection
Selection Errors
1. False Negative – Rejecting candidate who would have been successful
2. False Positive - Accepting candidate who fails on job (more costly)
Selection ErrorsP
erf
orm
ance
Reject Accept Test Cutoff
Sat
isfa
ctor
yU
nsat
isfa
ctor
y
True Positive
True NegativeFalse
Positives
False Negative
Selection Techniques
Civilian– Assessment Centers– Application Forms– Biographical Inventories– Interviews– References– Work Samples– Aptitude Tests (preferred by military)
Military Aptitude Tests– ASVAB: Armed Services Vocational Aptitude Battery– AFQT: Armed Forces Qualification Test
Military Selection TestsReliability
Reliability – consistency/stability of test– Test-retest – correlation between test scores taken
at 2 different points in time
(Coefficient of Stability)– Internal Consistency – homogeneity of test items
(Coefficient Alpha or KR-20)
Validity – Does the test measure what it is intended to measure
– Criterion-Related – correlation between test and criterion performance measure
Concurrent – use currently available performance measure Predictive – collect performance measure later in time
– Construct – correlation between test and measures of similar constructs
Convergent – highly correlated with like measures Divergent (discriminant) – uncorrelated with unlike measures
– Content – SME opinion of test content (job analysis)– Face – Test-takers opinion of test content
Military Selection TestsValidity
SelectionCriterion-Related Validity
Pe
rfo
rman
ce
Reject Accept
Test Cutoff
r = .80
Sat
isfa
ctor
yU
nsat
isfa
ctor
y
TruePositives
TrueNegatives
FalsePositives
FalseNegatives
High Validity
Pe
rfo
rman
ce
Reject Accept
Test Cutoff
r = .00
Sat
isfa
ctor
yU
nsat
isfa
ctor
y
TruePositives
TrueNegatives
FalsePositives
FalseNegatives
Poor Validity
Pe
rfo
rman
ce
Reject Accept
Sat
isfa
ctor
yU
nsat
isfa
ctor
y
TruePositives
TrueNegatives
FalsePositives
False Negatives
SR = .75 .25
Setting Cut Scores SelectionEffects of Selection Ratio
Pe
rfo
rman
ceSelection Ratio (SR) - # hired / # applicants
Maximize “Correct Hires” and “Correct Rejections”
Minimize “Misses” and “False Positives”– Problem of Misses - Possible unfair test– Problem of False positives - High cost of training
Cutoff scores should:1. Be reasonable, achievable2. Be consistent with job expectations, requirements3. Consider willingness to accept false positives or misses
Military SelectionSetting the Cut Scores
Military Personnel SelectionEnlisted Selection Process
1. Application & Screening by Recruiters
2. Examinations
3. Contracting into Service
4. Accession into Military (Assignment)
Enlisted Selection Process1. Application & Screening by Recruiters
Military Recruits (for enlistment) – Screened for aptitude, education, English proficiency, medical, physical fitness, moral character, age, and citizenship
– Young: Age 18 to mid 20’s– H.S. Education (or equivalent)
Higher test scores required w/out diploma Those w/out diploma less likely to complete enlistment
– High moral character Screen for criminal/juvenile record (1% screened out)
– Little work experience– Physically fit
High physical demand, willing to risk life in line of work (12% screened out) Basic Training
Enlisted Selection Process2. Examinations
ASVAB – single greatest determinant of who gets in.
AFQT (Armed Forces Qualification Test)– Composite of verbal/math ASVAB scores– Each Service sets cut score based on min
composite of ASVAB components
Enlisted Selection Process2. Examinations: ASVAB Tests
Arithmetic Reasoning (AR): Arithmetic word problems Word Knowledge (WK): Meaning of words/synonyms Mathematics Knowledge (MK): HS math principles Paragraph Comprehension (PC): Obtain info from written
passages General Science (GS): Physical & biological sciences Mechanical Comprehension (MC): Mechanical/physical principles Electronics Information (EI): Electricity/electronics Auto/Shop Information (AS): Autos, tools, & shop terminology Assembling Objects (AO): Identify object from disassembled
parts
*Note: Coding Speed (CS) & Numerical Operations (OS) are no longer on ASVAB
ASVABSample Items
GS: Water is an example of:a. Crystal b. Gas
c. Solid d. Liquid
AR: If 12 men are needed to run 4 machines, how many men are needed to run 20 machines?
a. 20b. 60
c. 48 d. 80
AS: A chisel is used for
a. prying b. cutting
c. twisting d. grinding
Contracting process– Enlisted personnel classified based on screening
data and exams by Service Career Counselor for the Military Entrance Processing Station (MEPS)
MEPS counselor “sells” applicant on specific training slot based on
– Recruit aptitude– Recruit interest– Positions in need of filling
Recruit signs contract
Enlisted Selection Process3. Contracting into Service
Enlisted Selection Process4. Accession into Military
Recruit joins as– Active duty– Reserve – Delayed Entry Program (DEP) for up to
1 year
Officer Selection ProcessOfficer Candidates
Candidates– Older– Various levels of job experience– College graduates
Selection– Whole-Person Assessment (no single criterion)
Leadership potential Technical skills Character Letters of recommendation GPA Interview
– Selection made by boards of senior officers/personnel specialists
Classification & AssignmentEnlisted
Classification – system for matching recruits to Service jobs.
– Job-Person Match – Job analysis to identify specific tasks (task clusters) and KSAs
Army, Marines – Military Occupational Specialties (MOS) Navy – Ratings Air Force – Air Force Specialty Codes (AFSC)
– Job analysis performed periodically to update requirements Validity generalization
Assignment – place individual in specific location & unit
AFSC Clusters1. Mechanical
2. Administrative (e.g., admin specialist, personnel specialist, postal specialist) ASVAB scores on WK, PC, CS, NO
3. General
4. Electronic
Military Personnel ClassificationEnlisted Example
Emphasis on education Few positions depend on aptitude test scores
– (exception: pilots/navigators)
Priority to:– Science & engineering majors– Class standing in commissioning programs
Classification & AssignmentOfficer
Officer Candidate ScreeningAcademic Criteria by Service
Program Army Navy Air Force
Service Academy SAT/ACT, HS Rank SAT/ACT, HS Rank SAT/ACT, HS rank, HS Activities
ROTC Scholarship SAT/ACT, HS Rank, College GPA
SAT/ACT, HS Rank, HS GPA
SAT/ACT, HS Rank, College GPA, AFOQT
ROTC Non-Scholarhsip
Officer Selection Battery (OSB) 3&4
Varies by Unit AFOQT, SAT/ACT, College GPA
Officer Candidate School/ Officers Training School
OSB 1&2, General Tech Composite of ASVAB
Officer Aptitude Rating
AFOQT, College GPA
Aviation Officer Candidate School
N/A Aviation Qualification Test – Flight Aptitude Rating
N/A