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 Errors Performance RejectAccept Test Cutoff Satisfactory Unsatisfactory True Positive True Negative False 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 Tests Reliability 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 Tests Validity

Selection Criterion-Related Validity Performance RejectAccept Test Cutoff r =.80 Satisfactory Unsatisfactory True Positives True Negatives False Positives False Negatives High Validity Performance RejectAccept Test Cutoff r =.00 Satisfactory Unsatisfactory True Positives True Negatives False Positives False Negatives Poor Validity

Performance Reject Accept Satisfactory Unsatisfactory True Positives True Negatives False Positives False Negatives SR = Setting Cut Scores Selection Effects of Selection Ratio Performance Selection 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, achievable 2. Be consistent with job expectations, requirements 3. Consider willingness to accept false positives or misses Military Selection Setting the Cut Scores

Military Personnel Selection Enlisted SelectionProcess 1. Application & Screening by Recruiters 2. Examinations 3. Contracting into Service 4. Accession into Military (Assignment)

Enlisted Selection Process 1. 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 Process 2. 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 Process 2. 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

ASVAB Sample 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. 48d. 80 AS: A chisel is used for a. pryingb. cutting c. twistingd. 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 Process 3. Contracting into Service

Enlisted Selection Process 4. Accession into Military Recruit joins as – Active duty – Reserve – Delayed Entry Program (DEP) for up to 1 year

Officer Selection Process Officer 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 & Assignment Enlisted 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 Clusters 1. Mechanical 2. Administrative (e.g., admin specialist, personnel specialist, postal specialist) ASVAB scores on WK, PC, CS, NO 3. General 4. Electronic Military Personnel Classification Enlisted 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 & Assignment Officer

Officer Candidate Screening Academic Criteria by Service ProgramArmyNavyAir Force Service AcademySAT/ACT, HS Rank SAT/ACT, HS rank, HS Activities ROTC ScholarshipSAT/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 UnitAFOQT, 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/AAviation Qualification Test – Flight Aptitude Rating N/A