Expanded Enlistment Eligibility Metrics (EEEM) PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download Expanded Enlistment Eligibility Metrics (EEEM) PDF full book. Access full book title Expanded Enlistment Eligibility Metrics (EEEM) by . Download full books in PDF and EPUB format.
Author:
Publisher:
ISBN:
Category : Employee selection
Languages : en
Pages : 112
Get Book Here
Book Description
"The Army needs the best personnel available to meet the emerging demands of the 21st century. Accordingly, the Army is seeking recommendations on experimental non-cognitive predictor measures (e.g., interests, values, temperament) that could enhance entry-level Soldier selection and classification decisions. The U. S. Army Research Institute for the Behavioral and Social Sciences (ARI) is conducting a longitudinal criterion-related validation research effort to collect data to inform these recommendations. Experimental predictor measures of individual differences in temperament and job interests were administered at Army Reception Battalions to 8,103 new Soldiers. At the end of training, archival criterion data were collected for 7,599 Soldiers and supplemented with for-research-only criteria for 1,194 Soldiers. The results support the Tailored Adaptive Personality Assessment (TAPAS) and Work Preferences Assessment (WPA) as candidates for a new Soldier screen. Based on these results, the Army has implemented the TAPAS as an operational test for applicants and is pursing further research on the WPA. An operational test and evaluation (IOT&E) has been initiated to evaluate the new screen"--P. i.
Author:
Publisher:
ISBN:
Category : Employee selection
Languages : en
Pages : 112
Get Book Here
Book Description
"The Army needs the best personnel available to meet the emerging demands of the 21st century. Accordingly, the Army is seeking recommendations on experimental non-cognitive predictor measures (e.g., interests, values, temperament) that could enhance entry-level Soldier selection and classification decisions. The U. S. Army Research Institute for the Behavioral and Social Sciences (ARI) is conducting a longitudinal criterion-related validation research effort to collect data to inform these recommendations. Experimental predictor measures of individual differences in temperament and job interests were administered at Army Reception Battalions to 8,103 new Soldiers. At the end of training, archival criterion data were collected for 7,599 Soldiers and supplemented with for-research-only criteria for 1,194 Soldiers. The results support the Tailored Adaptive Personality Assessment (TAPAS) and Work Preferences Assessment (WPA) as candidates for a new Soldier screen. Based on these results, the Army has implemented the TAPAS as an operational test for applicants and is pursing further research on the WPA. An operational test and evaluation (IOT&E) has been initiated to evaluate the new screen"--P. i.
Author:
Publisher:
ISBN:
Category : Military research
Languages : en
Pages : 112
Get Book Here
Book Description
Author:
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 92
Get Book Here
Book Description
The Army needs the best personnel to meet the emerging demands of the 21st century. Accordingly, the Army is seeking recommendations on new experimental predictor measures that could enhance entry-level Soldier selection and classification decisions, in particular, measures of non-cognitive attributes (e.g., interests, values, temperament). The U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) is conducting a longitudinal criterion-related validation research effort to collect data to inform these recommendations. Data on experimental predictors were collected from about 11,000 Soldiers. Training criterion data were collected for differing subsets of the predictor sample in the first of three planned criterion measurement points. Soldiers were drawn from two samples: (a) job-specific samples targeting six entry-level Military Occupational Specialties (MOS) and (b) an Army-wide sample with no MOS-specific requirements. In the analyses reported here, the value of the experimental predictor measures to enhance new Soldier selection was examined. Overall, many of the experimental predictors significantly incremented the Armed Forces Qualification Test (AFQT) in predicting Soldier performance and retention during training. In addition, the experimental predictors generally exhibited smaller subgroup mean differences (by gender, race, and ethnicity) than the AFQT.
Author:
Publisher:
ISBN:
Category : Military education
Languages : en
Pages : 128
Get Book Here
Book Description
Author:
Publisher:
ISBN:
Category : Ability
Languages : en
Pages : 23
Get Book Here
Book Description
"ARI has been investigating the potential that non-cognitive predictors could play in expanding the supply of highly-motivated AFQT test score category (TSC) 3B applicants. The initial research effort was known as the Expanded Enlistment Eligibility Metrics (EEEM) project, and preliminary results were encouraging: non-cognitive predictors have been tested that appear to identify a subset of TSC 3B applicants with predicted attrition (and possibly job performance) comparable to that of TSC 1-3A applicants. One concern regarding the implementation of these new predictors is whether an increase in TSC 3B applicants and a corresponding decrease in TSC 1-3A applicants would have repercussions for Army MOS TSC 1-3A goals. The objective of this effort is to estimate the effect of illustrative increases in the number of TSC 3B applicants on the allocation of applicants to their initial MOS training. The objectives were addressed with application of the Enlisted Personnel Allocation System (EPAS) model, designed to simulate the allocation / classification process."--DTIC.
Author: National Research Council
Publisher: National Academies Press
ISBN: 0309317207
Category : Social Science
Languages : en
Pages : 253
Get Book Here
Book Description
Every year, the U.S. Army must select from an applicant pool in the hundreds of thousands to meet annual enlistment targets, currently numbering in the tens of thousands of new soldiers. A critical component of the selection process for enlisted service members is the formal assessments administered to applicants to determine their performance potential. Attrition for the U.S. military is hugely expensive. Every recruit that does not make it through basic training or beyond a first enlistment costs hundreds of thousands of dollars. Academic and other professional settings suffer similar losses when the wrong individuals are accepted into the wrong schools and programs or jobs and companies. Picking the right people from the start is becoming increasingly important in today's economy and in response to the growing numbers of applicants. Beyond cognitive tests of ability, what other attributes should selectors be considering to know whether an individual has the talent and the capability to perform as well as the mental and psychological drive to succeed? Measuring Human Capabilities: An Agenda for Basic Research on the Assessment of Individual and Group Performance Potential for Military Accession examines promising emerging theoretical, technological, and statistical advances that could provide scientifically valid new approaches and measurement capabilities to assess human capability. This report considers the basic research necessary to maximize the efficiency, accuracy, and effective use of human capability measures in the military's selection and initial occupational assignment process. The research recommendations of Measuring Human Capabilities will identify ways to supplement the Army's enlisted soldier accession system with additional predictors of individual and collective performance. Although the primary audience for this report is the U.S. military, this book will be of interest to researchers of psychometrics, personnel selection and testing, team dynamics, cognitive ability, and measurement methods and technologies. Professionals interested in of the foundational science behind academic testing, job selection, and human resources management will also find this report of interest.
Author: Carolyn MacCann
Publisher: Oxford University Press
ISBN: 0195387473
Category : Psychology
Languages : en
Pages : 385
Get Book Here
Book Description
Contributors consider what it means to "fake" a personality assessment, why and how people try to obtain particular scores on personality tests, and what types of tests people can successfully manipulate. The authors present and discuss the usefulness of a range of traditional and cutting-edge methods for detecting and controlling the practice of faking.
Author: Nancy J. Cooke
Publisher: John Wiley & Sons
ISBN: 1118965892
Category : Technology & Engineering
Languages : en
Pages : 328
Get Book Here
Book Description
Highlights the human components of Remotely Piloted Aircraft Systems, their interactions with the technology and each other, and the implications of human capabilities and limitations for the larger system Considers human factors issues associated with RPAS, but within the context of a very large system of people, other vehicles, policy, safety concerns, and varying applications Chapters have been contributed by world class experts in HSI and those with operational RPAS experience Considers unintended consequences associated with taking a more myopic view of this system Examines implications for practice, policy, and research Considers both civil and military aspects of RPAS
Author: Marisa L. Miller
Publisher:
ISBN:
Category : Demography
Languages : en
Pages : 130
Get Book Here
Book Description
This effort investigated if accelerated promotions have outpaced the ability of noncommissioned officers (NCOs) to gain the depth and breadth of experience and maturity needed to meet the challenges confronting today's Drill Sergeants (DSs) and Drill Sergeant Leaders (DSLs). This research focused on differences in NCO training and Army experiences, personality and demographic characteristics, and performance as a DS as rated by peers, leaders, and themselves. DSs, Company Commanders, and First Sergeants from 31 basic training Companies participated. This effort was also extended to the Drill Sergeant School in order to determine the impact of promotion timing on DSL performance. Results indicate that few differences exist between accelerated and nonaccelerated promotion NCOs and these few differences generally reflect favorably on accelerated promotion DSs and DSLs. Moreover, these differences were more easily predicted by other characteristics, such as age, rank, and MOS division, than promotion timing. Recommendations for improving DS training are discussed.
Author: Irving B. Weiner
Publisher: John Wiley & Sons
ISBN: 0470768878
Category : Psychology
Languages : en
Pages : 820
Get Book Here
Book Description
Psychology is of interest to academics from many fields, as well as to the thousands of academic and clinical psychologists and general public who can't help but be interested in learning more about why humans think and behave as they do. This award-winning twelve-volume reference covers every aspect of the ever-fascinating discipline of psychology and represents the most current knowledge in the field. This ten-year revision now covers discoveries based in neuroscience, clinical psychology's new interest in evidence-based practice and mindfulness, and new findings in social, developmental, and forensic psychology.
