Military Psychology:Personnel Selection, & Classification

Dr. Steven J. Kass

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

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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

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Test Cutoff

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TruePositives

TrueNegatives

FalsePositives

FalseNegatives

High Validity

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Test Cutoff

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TruePositives

TrueNegatives

FalsePositives

FalseNegatives

Poor Validity

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SR = .75 .25

Setting Cut Scores SelectionEffects of Selection Ratio

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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