Air Force Research on Job Evaluation Procedures PDF Download
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Author: Raymond E. Christal
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 30
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Book Description
Author: Raymond E. Christal
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 30
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Book Description
Author: Joseph M. Madden
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 72
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Book Description
"This report summarizes the history of job evaluation and gives a critical review of the technical literature as a background for the Air Force job evaluation plan. The Air Force plan is described with the rationale for each phase. A discussion of unsolved problems includes an outline of research needed to discover solutions of these problems. An Appendix lists a 200-item bibliography with abstracts." -- page iii.
Author: Francis D. Harding
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 16
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Book Description
The job evaluation system used by the Air Force was applied to a sample of positions. Judged by pay-grade conversions, evaluation scores obtained were somewhat inflated, but the evaluations discriminated between higher and lower skilled jobs. A simple average of individual ratings closely approximates the consensus ratings arrived at during two-man conferences held by the judges. This finding eliminates the reason for limiting the number of judges to the small number who can attend such meetings. By means of regression analysis it was found that factors dealing with Knowledge, Adaptability and Resourcefulness, and Attention formed one group related factors while the factors measuring Responsibility for Safety of Others, Physical Effort, and Job Conditions were related to each other. Although there was overlap within the two groups each factor had a considerable amount of unique variance.
Author: Raymond E. Christal
Publisher:
ISBN:
Category : Job evaluation
Languages : en
Pages : 16
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Book Description
A significant association between the familiarity of the rater with a job and the ratings he assigns to the job was found for 17 of 50 Air Force specialties. Assuming that the most valid ratings are those given by highly familiar raters, it appears that highly technical jobs tend to be under-evaluated by raters who are unfamiliar with the work performed. On the other hand, some jobs ten to be over-evaluated by raters who are unfamiliar with the work performed. These findings point to the necessity for controlling the level of familiarity when job evaluation is conducted.
Author: United States. Air Force. Systems Command. Aeronautical Systems Division
Publisher:
ISBN:
Category : Aeronautics
Languages : en
Pages : 22
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Book Description
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 68
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Book Description
Author: Joseph E. Morsh
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 144
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Author: Joseph Eugene Morsh
Publisher:
ISBN:
Category : Job analysis
Languages : en
Pages : 76
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Book Description
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 48
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Book Description
Includes Abstracts of technical reports issued by the Division and its antecedent organizations; issued separately as a supplement to some vols.
Author: Raymond E. Christal
Publisher:
ISBN:
Category : Job evaluation
Languages : en
Pages : 36
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Book Description
Reliabilities of single ratings and pooled ratings of Air Force job evaluation factors were estimated from ratings on 50 Air Force specialties by student officers attending the Command and Staff School. The Spearman-Brown prophecy formula was found to produce reliability estimates which were practically identical to those obtained by randomly drawing samples and computing the reliability for each one. The inter-rater and rate-rerate reliability of the Air Force job evaluation system was found to be adequate when the composites were based upon an average of the ratings made by 10 to 15 officers at the USAF Command and Staff School. The reliability of such mean ratings did not rise appreciably as the number of raters was increased beyond 20. When the basis of rating was a full-length job description, the raters tended to assign higher values than when they based their ratings on a brief Specialty Summary. However, the rank ordering of the specialties remained essentially unchanged. Reliability of the ratings was approximately the same whether long or short job descriptions were used.
