| Tier One Performance Screen Initial Operational Test and Evaluation: 2011 Annual Report |
Jan 2013 |
93 pages |
| Authors:
Deirdre J Knapp; Kate LaPort; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
 | Along with educational, medical, and moral screens, the U.S. Army uses a composite score from the Armed Services Vocational Aptitude Battery (ASVAB), the Armed Forces Qualification Test (AFQT), to select new Soldiers. Although the AFQT is useful for selecting new Soldiers, other personal attributes are important to Soldier performance and retention. Based on previous U.S. Army Research Institute (ARI) investigations, the Army selected one promising measure, the Tailored Adaptive Personality ... |
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| Development, Validation, and Fairness of a Biographical Data Questionnaire for the Air Traffic Control Specialist Occupation |
Dec 2012 |
20 pages |
| Authors:
Michelle Dean; Dana Broach; FEDERAL AVIATION ADMINISTRATION OKLAHOMA CITY OK CIVIL AEROSPACE MEDICAL INST
|
| Development and validation of a biographical data (biodata) instrument for selection into the Air Traffic Control Specialist occupation is described. Bootstrapping was used to estimate correlations between item responses to the Applicant Background Assessment (ABA; 142 items; n=266), Biographical Questionnaire (BQ; 145 items; n=482), and average supervisory job performance ratings. Scoring keys were developed for the most predictive 80, 100, and 120 items from the instruments. Reliabilities for the proposed ... |
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| Formulating the Brogden Classification Framework as a Discrete Choice Model |
Nov 2012 |
47 pages |
| Authors:
Tirso E Diaz; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| The Brogden optimal classification framework measures potential classification benefits of predictors by assigning applicants to the jobs that will maximize predicted performance subject to job quota constraints. Current implementations of Brogden?s framework do not include classification policy constraints (e.g., cut scores and gender restriction), applicant preferences, or the impact of other classification tools available to the Army (e.g., monetary incentives to channel applicants to particular job training). To accommodate elements ... |
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| Officer Individual Differences: Predicting Long-Term Continuance and Performance in the U.S. Army |
Oct 2012 |
39 pages |
| Authors:
Stephen J Zaccaro; Veronica L Gilrane; Jordan M Robbins; Lindsey N Bartholomew; Mark C Young; Robert N Kilcullen; Shane Connelly; Winnie Young; GEORGE MASON UNIV FAIRFAX VA
|
| This project investigated individual differences in knowledge, skills, abilities, and personality traits as contributors to long-term career continuance and performance. The research was done to help inform the implementation of new officer selection tests. This effort built upon an existing dataset consisting of test scores from an extensive test battery administered to Army officers in 1992 and 1993. Long-term criteria (i.e., career continuance and highest rank achieved) were retrieved from ... |
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| Dissecting Situational Strength: Theoretical Analysis and Empirical Tests |
Sep 2012 |
68 pages |
| Authors:
Reeshad S Dalal; Rustin D Meyer; Irwin J Jose; Richard Hermida; Ronald P Vega; Tiffani R Chen; Andrew Hale; Charlie K Brooks; GEORGE MASON UNIV FAIRFAX VA
|
| It has been argued that the most important characteristic of situations is their strength--and that dispositional forces predict behavior in weak, but not strong, situations. Until recently, however, there was little consensus regarding how to measure this construct. As a consequence, several behavioral predictions are less accurate than they could be. The current research presents a theoretically unified conceptualization of this construct (consisting of the four facets of clarity, consistency, ... |
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| Longitudinal Validation of Non-Cognitive Officer Selection Measures for the U.S. Army Officer Candidate School (OCS) |
Sep 2012 |
110 pages |
| Authors:
Matthew T Allen; Mark C Young; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| This report provides recommendations regarding the implementation of Army Officer Candidate School (OCS) selection measures for enhancing performance and career continuance. The purpose of the present research was to validate an experimental selection battery called the Officer Background and Experiences Form (OBEF) against long-term (e.g., in-unit performance, service continuance) criterion measures. We collected long-term criterion measures for members of an officer cohort that had completed the OBEF upon entry into ... |
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| The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands: A Case for Physical Ability Testing |
Sep 2012 |
117 pages |
| Authors:
Jr Munoz Donaciano; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| The military screening process entails candidates meeting general physical and cognitive standards and then being matched with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. A literature review is presented of the military selection process, physical ability testing in the military and public/private sectors, and the Navy's physical readiness program. An online survey of Boatswain's Mates ... |
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| Assessment of Personality as a Requirement for Next Generation Ship Optimal Manning |
Sep 2012 |
102 pages |
| Authors:
Paul G O'Daniel; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| In an effort to reduce next-generation naval vessel total operational costs, significant manpower reductions have been incorporated into their overall design strategy. Despite these reductions, mission and performance capabilities are expected to be maintained. This reduced manpower availability can be mitigated through advanced technology integration and increased systems automation. However, little research exits on how personnel requirements have shifted with changes in ship design. This study examines the potential use ... |
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| Human Systems Integration Competency Development for Navy Systems Commands |
Sep 2012 |
153 pages |
| Authors:
Gina M Becker; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| There is a growing need in defense acquisition to design timely, cost-effective competency development programs to facilitate qualifying new hires to replace a rapidly aging workforce. Navy Systems Commands (SYSCOMs), which are charged with system acquisition and sustainment, are engaged in Total Force Management strategies to support technical competency, development, and qualifications. This thesis examines a Competency Development Model constructed by Space and Naval Warfare Systems Command subject matter experts ... |
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| Validating Future Force Performance Measures (Army Class): In-Unit Performance Longitudinal Validation |
Sep 2012 |
135 pages |
| Authors:
Deirdre J Knapp; Kimberly S Owens; Matthew T Allen; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| The Army needs the best personnel to meet the emerging demands of the 21st century. Accordingly, it is seeking recommendations on new predictor measures, in particular, measures of noncognitive attributes (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) conducted a longitudinal criterion-related validation research effort to collect data to inform these recommendations. Data ... |
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| Development of the Tailored Adaptive Personality Assessment System (TAPAS) to Support Army Personnel Selection and Classification Decisions |
Aug 2012 |
128 pages |
| Authors:
Fritz Drasgow; Stephen Stark; Oleksandr S Chernyshenko; Christopher D Nye; Charles L Hulin; Leonard A White; DRASGOW CONSULTING GROUP URBANA IL
|
| The U.S. Army requires efficient and effective methods for entry-level Army selection and classification decisions. Accordingly, the Tailored Adaptive Personality Assessment System (TAPAS) was developed to assess personality factors related to performance in the Army. TAPAS assesses up to 21 subdimensions of the Big Five personality factors and several additional personality characteristics relevant to military settings. Of particular importance is that TAPAS is designed to be resistant to faking good, ... |
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| Incremental Validity of Biographical Data in the Prediction of En Route Air Traffic Control Specialist Technical Skills |
Jul 2012 |
16 pages |
| Authors:
Dana Broach; FEDERAL AVIATION ADMINISTRATION OKLAHOMA CITY OK CIVIL AEROSPACE MEDICAL INST
|
| Previous research demonstrated that an empirically-keyed, response-option scored biographical data (biodata) scale predicted supervisory ratings of air traffic control specialist (ATCS) job performance (Dean & Broach, 2011). This research focused on the validity of scores on the Controller Background Assessment Survey (CBAS) in predicting an objective, computerized measure of en route controller technical skills. Method. The analysis was conducted in two steps. First, computerized aptitude test battery (AT-SAT) scores for ... |
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| The U.S. Department of State, Diplomatic Security Service, Career Development Program: Does It Warrant Change? |
08 Jun 2012 |
59 pages |
| Authors:
George A Semertsidis; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| The United States' Department of State's (DOS) Diplomatic Security Service (DSS) is tasked with ensuring the safety and security of all U.S. diplomatic missions around the world. Domestically, DSS Special Agents investigate Passport and Visa fraud, as well as protect visiting foreign dignitaries. DSS today faces the unprecedented challenge of staffing a large number of Special Agents in Afghanistan, Iraq, and Pakistan to maintain the security needs of U.S. personnel ... |
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| Evaluation of Graduate Education Policy in the U.S. Navy |
Jun 2012 |
112 pages |
| Authors:
Duquesne Louidor; NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL OF BUSINESS AND PUBLIC POLICY
|
| This thesis evaluates Navy policy by comparing elements of fully-funded and partially-funded Graduate Education Programs (GEPs). The Navy's primary goal in offering funded graduate education is to support requirements for officers with specific subspecialty skills. Officers are considered funded if they attend graduate school full-time for 26 or more weeks, regardless of whether the degree program is partially- or fully-funded. For a fully-funded program, the Navy provides full pay and ... |
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| Unmanned Aircraft System / Remotely Piloted Aircraft (UAS/RPA) Human Factors and Human Systems Integration Research Workshop Held in Dayton, Ohio on November 8-9, 2011 |
25 May 2012 |
32 pages |
| Authors:
Henry P Williams; Beth M Hartzler; Stephen M Eggan; Wilfred H Wells; Frank R Varino; Richard D Arnold; NAVAL MEDICAL RESEARCH UNIT DAYTON WRIGHT-PATTERSON AFB OH
|
| This document is a summary of the proceedings of the Unmanned Aircraft System / Remotely Piloted Aircraft (UAS/RPA) Human Factors and Human Systems Integration Research Workshop, hosted by the Naval Medical Research Unit - Dayton. The workshop was held 8-9 November 2011 in Dayton, OH. The goal of the workshop was to identify, discuss, and eventually address science and technology (S&T) research gaps related to a range of UAS/RPA Human ... |
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| Broadening Leaders? Culture Change as the Cure |
05 Apr 2012 |
34 pages |
| Authors:
Charles D Costanza; TEXAS A AND M UNIV COLLEGE STATION GEORGE BUSH SCHOOL OF GOVERNMENT AND PUBLIC SERVICE
|
| The value of broadening or non-traditional assignments as part of leader development has been recognized by the Army for decades. The current Chief of Staff of the Army has directed the Army to broaden leaders to develop the skills needed to deal with uncertainty, assist in developing flexible adaptable leaders at the junior level and help to develop the attributes required of the Army s future senior leaders. Army senior ... |
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| Testing Cognitive Behavior With Emphasis on Analytical Propensity of Service Members |
Apr 2012 |
100 pages |
| Authors:
Tim Bowden; Shaun Hutchins; John Jacobs; Lila Laux; Steven Peters; ALION SCIENCE AND TECHNOLOGY-MA&D BOULDER CO
|
| The focus of this project was to apply research and modeling to inform future development of selection criteria and mechanisms for Army intelligence analysts. Our goals were to identify the cognitive attributes required for effective intelligence analysis and quantify the relationship of individual differences in those attributes and system-level performance. Our approach included two primary efforts: (1) a review of the scientific literature and research reports and (2) development of ... |
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| A Multi-Stage Optimization Model for Air Force Reserve Officer Training Corps Officer Candidate Selection |
Mar 2012 |
102 pages |
| Authors:
Marisha T Kinkle; AIR FORCE INST OF TECH WRIGHT-PATTERSON AFB OH GRADUATE SCHOOL OF ENGINEERING AND MANAGEMENT
|
| The Air Force Reserve Officer Training Corps (AFROTC) faces a declining budget and increased enrollment, creating the necessity for improving officer candidate selection through the various stages of its commissioning program. Three critical stages have a major impact on the type of officer AFROTC commissions: (1) the high school scholarship allocation process, (2) the in-college scholarship allocation process, and (3) commissioning. This research proposes a multi-stage model to evaluate these ... |
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| Study of Personnel Attrition and Revocation within U.S. Marine Corps Air Traffic Control Specialties |
Mar 2012 |
113 pages |
| Authors:
Trey M McBride; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis evaluates U.S. Marine Corps Air Traffic Control (MATC) military occupational specialties (MOSs) to determine methods of reducing personnel attrition from the MATC Basic Course and revocation from operational forces. The author analyzes Marine Corps personnel data obtained from the Total Force Data Warehouse and Headquarters Marine Corps. The range of the data analyzed covers a period from fiscal years 1999 through 2008, including 965 MATC Marines. Multivariate regression ... |
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| Lessons from the Past: Vital Factors Influencing Military Advisors in Korea, Vietnam, and Afghanistan |
Mar 2012 |
93 pages |
| Authors:
David T Gardner; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF NATIONAL SECURITY AFFAIRS
|
| Security assistance and cooperation operations are a pivotal aspect of U.S. foreign and security policy. The United States has a long history of assisting friendly foreign nations with financing, training, and equipment as a means of furthering U.S. interests in the region. Inherent within these operations is the role of the military advisor. This thesis represents a historical analysis of advisory operations, specifically systematic case studies of Korea and Vietnam, ... |
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| Incentive Pay for Remotely Piloted Aircraft Career Fields |
Jan 2012 |
114 pages |
| Authors:
Chaitra M Hardison; Michael G Mattock; Maria C Lytell; RAND PROJECT AIR FORCE SANTA MONICA CA
|
| Remotely piloted aircraft (RPA) are expected to be a major component of the Air Force s future mission capability. With current demand for RPA ramping up quickly, the Air Force has, among other measures, extended Aviation Incentive Pay (AVIP) and Career Enlisted Incentive Pay (CEVIP) to the RPA career fields, equivalent to the traditional flight pays given to personnel who crew manned aircraft. The Office of the Under Secretary of ... |
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| Employment and Management Considerations of Hungarian Special Operations Forces |
01 Dec 2011 |
59 pages |
| Authors:
Szabolcs Pecsvarady; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES
|
| Hungary has hardly begun to develop her own special operations capability (SOC). In a way, the Hungarian Defense Forces (HDF) are in an advantageous position. They can adopt role models and proven methods from the experiences of their coalition partners. At the same time, however, Hungary does not have comparable resources available, and frequently economic considerations easily override professional ones in the life of the small and still vulnerable Hungarian ... |
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| Identifying Best Bet Entry-Level Selection Measures for US Air Force Remotely Piloted Aircraft (RPA) Pilot and Sensor Operator (SO) Occupations |
Dec 2011 |
97 pages |
| Authors:
Cheryl Paullin; Michael Ingerick; D M Trippe; Laurie Wasko; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| In this project, we selected best bet predictor measures to help the U.S. Air Force (USAF) identify early career officers and airmen likely to succeed as a Remotely-Piloted Aircraft (RPA) Pilot (officer) or Sensor Operator (enlisted). We compiled existing information about skills, abilities, and other characteristics (SAOCs) predictive of success in RPA Pilot or SO training and information about the context in which this work is performed. We organized the ... |
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| Acquisition Workforce Strategy: The Challenge Department of Defense (DoD) Faces to Improve its Acquisition Workforce |
Dec 2011 |
105 pages |
| Authors:
Christopher W Chapple; Michael J Faire; NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL OF BUSINESS AND PUBLIC POLICY
|
| The objective of this project is to examine the Department of Defense's (DoD's) FY 2010 Acquisition Workforce Improvement Strategy. The project will outline developments that generated the need for DoD's Acquisition Workforce Improvement Strategy and DoD's efforts to address its acquisition workforce's ability to manage and oversee its services contracts. This project also will examine the implementation and effectiveness of DoD's Acquisition Workforce improvement initiatives to see if plans will ... |
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| Analysis of Promotion Rates to Lieutenant Colonel and Selection for Command for USMC Aviation Supply and Maintenance Officers |
Dec 2011 |
149 pages |
| Authors:
Michael D Gonzalez; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The purpose of this thesis was to identify those statistically significant variables associated with promotion to lieutenant colonel and selection for command of a Marine Aviation Logistics Squadron (MALS) or Center for Naval Aviation Technical Training Marine Unit for Aviation Maintenance Officers (AMOs) and Aviation Supply Officers (AVNSUPOs). A data set was constructed for the 102 in-zone AMOs and AVNSUPOs competing for promotion, consisting of demographic and Fitness Report (FITREP) ... |
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| Finding the Right Indigenous Leader and Force for Counterinsurgency Operations |
Dec 2011 |
75 pages |
| Authors:
David J Hodges; Robert E Rowland; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEFENSE ANALYSIS DEPT
|
| In recent decades, insurgents and other nonstate actors with their nontraditional styles of warfare have become significant threats to the United States and its allies. Failing to draw lessons from past conflicts has been a root cause of the misguided strategies implemented against insurgents in both Iraq and Afghanistan. Combating these insurgencies using a military-heavy strategy has proved to be a drain on both the U.S. economy as well as ... |
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| Knowledge, Skills, Abilities, and Other Characteristics for Remotely Piloted Aircraft Pilots and Operators |
19 Oct 2011 |
51 pages |
| Authors:
William R Howse; DAMOS AVIATION SERVICES INC GURNEE IL
|
| This report presents the results from a review of a literature base of more than 200 publications in which eight were found to contain lists of Knowledge, Skills, Abilities, and Other Characteristics (KSAOs) for remotely piloted aircraft (RPA) crew positions, either for the purpose of system design specification or for personnel selection. The report compares KSAO lists across these studies and presents a cross reference table for them. The report ... |
|
| Tier One Performance Screen Initial Operational Test and Evaluation: 2010 Annual Report |
Oct 2011 |
91 pages |
| Authors:
Deirdre J Knapp; Tonia S Heffner; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| Along with educational, medical, and moral screens, the U.S. Army uses a composite score from the Armed Services Vocational Aptitude Battery (ASVAB), the Armed Forces Qualification Test (AFQT), to select new Soldiers. Although the AFQT is useful for selecting new Soldiers, other personal attributes are important to Soldier performance and retention. Based on the U.S. Army Research Institute's (ARI) investigations, the Army selected one promising measure, the Tailored Adaptive Personality ... |
|
| Historical Scientific Analysis of Aviator Selection |
Oct 2011 |
12 pages |
| Authors:
William R Howse; Diane L Damos; DAMOS AVIATION SERVICES INC GURNEE IL
|
| The purpose of this effort was to conduct a scientific analysis of aviator selection research. The report summarizes our efforts to do the following: (1) describe the development of pilot selection systems, (2) develop a searchable database of pilot selection references, and (3) identify the Knowledge, Skills, Ability, and Other (KSAO) characteristics that are critical to success as a pilot and success as an unmanned aerial system operator. |
|
| A Summary of the Technical Pilot Selection Literature |
Oct 2011 |
54 pages |
| Authors:
Diane L Damos; DAMOS AVIATION SERVICES INC GURNEE IL
|
| This report summarizes the history of U.S. military pilot selection for fixed-wing aircraft beginning in 1917 with the entry of the United States into World War I. The World War I effort to develop a predictive pilot selection battery is covered in detail. The second chapter of the report deals with the period between the end of World War I and the beginning of World War II. The little research ... |
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| Development and Validation of Measures for Selecting Soldiers for the Officer Candidate School |
Aug 2011 |
|
| Authors:
Teresa L Russell; Trueman Tremble; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| The objectives of this project were to (a) develop and validate a predictor battery to identify OCS applicants with the most leadership potential, the best fit with the Army, and the greatest likelihood of staying in the Army and (b) investigate the outcomes of the two different avenues to OCS, namely the enlistment-option program (i.e., recruitment of civilians with a college degree) and the in-service program (i.e., the selection of ... |
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| Army Officer Job Analysis: Identifying Performance Requirements to Inform Officer Selection and Assignment |
Aug 2011 |
|
| Authors:
Cheryl Paullin; Andrea L Sinclair; Karen O Moriarty; Nicholas L Vasilopoulos; Roy C Campbell; Teresa L Russell; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| This report includes lists of leadership and technical duties performed by all Army officers and the skills, abilities, and other characteristics (SAOs) required to perform those duties. It also includes draft lists of branch-specific technical duties for entry-level officer positions in five branches: Armor, Infantry, Signal, Quartermaster, and Transportation. We developed draft lists based on existing Army doctrine and past studies of officer competencies and duty requirements, supplemented by the ... |
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| A Bibliographic Database for the History of Pilot Training Selection |
Jul 2011 |
283 pages |
| Authors:
William R Howse; Diane L Damos; DAMOS AVIATION SERVICES INC GURNEE IL
|
| This report documents the development of and accumulation of a set of reference materials covering the history of U.S. aviator selection from the inception of military applied flight to the present day. It presents the materials so that they may be applied as a reference database or as a complete digital library for use by researchers in the field. The two DVDs containing the referenced material herein are maintained at ... |
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| NEO PI-R Normative Personality Data that Distinguish U.S. Air Force MQ-1 Predator and MQ-9 Reaper Sensor Operators from AC-130 Gunship Sensor Operators and Peers in the General Population |
30 Jun 2011 |
30 pages |
| Authors:
Robert Craig-Gray; Wayne L Chappelle; John Heaton; Amber Salinas; SCHOOL OF AEROSPACE MEDICINE WRIGHT PATTERSON AFB OH
|
| The U.S. Air Force remotely piloted aircraft MQ-1 Predator and MQ-9 Reaper sensor operators (SOs) represent a group of enlisted airmen in a high-demand, high-precision, aviation-related position where they have a pivotal role in precision-strike aerial operations. This study evaluated psychological baseline test scores from the NEO Personality Inventory-Revised (NEO PI-R) on enlisted airmen who became operational Predator/Reaper SOs in an effort to assess how key personality traits (e.g., neuroticism, ... |
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| The Role of Officer Selection and Training on the Successful Formation and Employment of U.S. Colored Troops in the American Civil War, 1863-1865 |
10 JUN 2011 |
105 pages |
| Authors:
Daniel V. Van Every; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| The successful formation and employment of the USCT regiments during the Civil War depended on many factors. The soldiers themselves were highly motivated to succeed. Victory in the war meant permanent freedom for themselves, and their families. But motivation and courage alone do not make a successful military organization. One of the crucial factors that contributed to the success of the USCT was the highly qualified nature of the majority ... |
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| Breaking the Mold: Identifying and Developing Top Talent Using a New Officer Evaluation |
19 MAY 2011 |
59 pages |
| Authors:
Phillip G. Mann; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES
|
| This monograph seeks to answer the primary research question of how can the Army improve its officer evaluation report in order to evaluate current doctrinal competencies, and better differentiate its top, middle, and bottom performers. The research applies evaluation theory to two case studies in order to determine best practices for a future Army evaluation. The cases involved are the Army's current officer evaluation system and the Marine Corps Fitness ... |
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| Between the Gates: Investigating Career Development White Space |
01 May 2011 |
24 pages |
| Authors:
John J Lindsay; INSTITUTE FOR DEFENSE ANALYSES ALEXANDRIA VA
|
| Since 1947, the Army has periodically revised the officer management system in a continuing effort to optimize career development patterns. More changes are likely in the future, but the essential outline has held up through war and peace, expansion and drawdown. Most officers advance through a logical progression of training, unit assignments, professional military education, and other developmental positions to prepare for greater future responsibilities. The Army clearly articulates the ... |
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| Important and Critical Psychological Attributes of USAF MQ-1 Predator and MQ-9 Reaper Pilots According to Subject Matter Experts |
MAY 2011 |
43 pages |
| Authors:
Wayne Chappelle; Kent McDonald; Katharine McMillan; SCHOOL OF AEROSPACE MEDICINE WRIGHT PATTERSON AFB OH AEROSPACE MEDICINE DEPT/ AEROSPACE MEDICINE CONSULTATION DIV
|
| Among U.S. Air Force remotely piloted aircraft, the MQ-1 Predator and MQ-9 Reaper have emerged as critical assets to intelligence, surveillance, reconnaissance, and close air support operations. The effective selection of Predator/Reaper pilot training candidates for such aircraft is essential to successful training and operational performance. However, a profile of "the right stuff" (i.e., cognitive aptitudes, personality traits, and motivation) guiding aeromedical flight screening and selection processes for such pilots ... |
|
| Leadership Selection in the Enterprise of Medical Countermeasure Development |
15 Apr 2011 |
22 pages |
| Authors:
Randall L Rietcheck; DEPARTMENT OF HEALTH AND HUMAN SERVICES WASHINGTON DC
|
| The threat of domestic terrorism from a chemical, biological, radiological, or nuclear attack is a constant risk that must be managed effectively by those entrusted to protect and prepare our nation. Central to our nation's preparedness are the individuals selected to lead the enterprise of medical countermeasure development. Leaders selected to this post must possess the essential background, skills, and experience necessary to achieve success. Equally important, these leaders must ... |
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| Report to the Secretary of Defense -- Review of DoD's Program Managers |
Apr 2011 |
31 pages |
| Authors:
Fred Cook; Joe Wright; DEFENSE BUSINESS BOARD WASHINGTON DC
|
| The Under Secretary of Defense for Acquisition, Technology, and Logistics (USD(AT&L)) is committed to improving the performance of the Department's acquisition program managers (PMs). To assist this effort, he requested that the Defense Business Board (DBB) identify best business practices that could improve the intake and development of uniformed program managers. The USD(AT&L) tasked the Board to identify the structure, selection, leadership development, and assignment paths for military leadership in ... |
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| Protecting Professional Quality: Competency and Certification-Based Officer Promotions |
24 MAR 2011 |
32 pages |
| Authors:
Sven C. Erichsen; ARMY WAR COLL CARLISLE BARRACKS PA
|
| A 20-year history of low officer accessions, low officer retention, and growth in the Army's force structure has resulted in non-competitive officer promotions, placing the quality and professionalism of the Army's future senior leaders at risk. This problem can no longer be addressed through increased lieutenant accessions and bonuses to retain captains. To meet this strategic challenge, the Army must change its approach to how it selects and certifies its ... |
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| Rethinking Military Personnel Evaluations |
23 Mar 2011 |
30 pages |
| Authors:
Brian A Yates; ARMY WAR COLL CARLISLE BARRACKS PA
|
| Military personnel evaluation systems are effective at identifying top performers, but struggle to differentiate between average records. Each service has a different approach to evaluation, appropriately reflecting the underlying philosophy and culture of the service. The basic purposes of these evaluation systems break down into two essential themes: to provide information for decisions on promotion, retention, and assignment; and to provide feedback to the individual. The problem common to all ... |
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| Enhancing Security Force Assistance: Advisor Selection, Training, and Employment |
22 Mar 2011 |
38 pages |
| Authors:
Marc D Axelberg; ARMY WAR COLL CARLISLE BARRACKS PA CENTER FOR STRATEGIC LEADERSHIP
|
| The United States has employed military advisors since our founding as a nation. The U.S. military may have captured the lessons learned from throughout its history of association with advisory missions, but mismatches remain in our current Department of Defense (DoD) directives, doctrine, and guidance regarding the execution of Security Force Assistance (SFA) operations -- specifically in relation to the selection, training, and employment of advisors, key executors of this ... |
|
| Returning to Army Leadership |
15 Mar 2011 |
30 pages |
| Authors:
John M Riley; ARMY WAR COLL CARLISLE BARRACKS PA
|
| Great military leaders inspire their troops and lead them into battle. No senior officer in today's Army has risen to this level of greatness. Instead, we are led by a corps of general officers who are better described with superlatives like scholar, diplomat, and manager. This paper examines what has changed in the Army's leadership doctrine, selection process, training, and philosophy of leadership that has resulted in this profound change. ... |
|
| Aviation Selection Test Battery Component Predictiveness of Primary Flight Training Outcomes Among Diverse Groups |
MAR 2011 |
97 pages |
| Authors:
Ramon A. Lopez; Tremain L. Denton; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The Aviation Selection Test Battery (ASTB) has been the qualifying benchmark for the Naval Aviation since World War II. While it is necessary that test scores effectively select the candidates with the greatest chance for success, the ASTB strides toward increasing diversity while maintaining low attrition. Using archived Student Naval Aviator and Student Naval Flight Officer ASTB subtest scores and Primary Flight Training (PFT) records, this study examined the ASTB's ... |
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| Select for Success: A Toolset for Enhancing Soldier Accessioning |
Mar 2011 |
22 pages |
| Authors:
Tonia S Heffner; Roy C Campbell; Fritz Drasgow; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| The Army needs the best personnel available to meet the emerging demands of the 21st Century. Accordingly, the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) is conducting research to support implementing non-cognitive predictor measures (e.g. interests, values, temperament) to enhance entry-level Soldier selection and classification decisions. Based on this research, Army leadership has approved an operational test and evaluation (lOT&E) of the Tailored Adaptive Personality Assessment ... |
|
| Knowledge, Skills, Abilities, and Other Characteristics for Military Pilot Selection: A Review of the Literature |
FEB 2011 |
37 pages |
| Authors:
Diane L. Damos; Kenneth L. Schwartz; Johnny J. Weissmuller; DAMOS AVIATION SERVICES INC GURNEE IL
|
| Nine studies were reviewed concerned with identifying the knowledge, skills, abilities, and other traits (KSAOs) that are required for success as a military pilot. The report begins with a review of taxonomies used to identify the required KSAOs and notes issues associated with their use. Definitional problems of three attributes commonly associated with pilot success (Mechanical Aptitude, Timesharing, and Situational Awareness) are discussed. Next, the studies that identified the required ... |
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| Standing Up a More Capable Joint Task Force Headquarters |
Jan 2011 |
4 pages |
| Authors:
Susan K Woodward; RAND ARROYO CENTER SANTA MONICA CA
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| When the Department of Defense (DoD) is called on to respond to domestic or international crises, it typically uses a joint task force (JTF) to quickly integrate forces and capabilities across the military services. The use of JTFs has increased over the past decade, and their range of missions has expanded. Recent well-known examples include building partner capacity in the Horn of Africa (CJTF-HOA), civil support for Hurricane Katrina (JTF-Katrina), ... |
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| Actions Needed to Mitigate Inconsistencies in and Lack of Safeguards over U.S. Salary Support to Afghan Government Employees and Technical Advisors |
29 OCT 2010 |
39 pages |
| Authors:
SPECIAL INSPECTOR GENERAL FOR AFGHANISTAN RECONSTRUCTION ARLINGTON VA
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| Since 2002, the United States and other international donors have spent millions of dollars to pay the salaries of thousands of Afghan government employees and technical advisors in an effort to help build the capacity of the Afghan government. This report assesses (1) the extent of donor salary support, (2) the impact of salary support on the long-term capacity and sustainability of the Afghan government, (3) U.S. agencies' implementation of ... |
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| An Assessment of Talent Management Practices Targeting GS-12/13 Level Members of the Army Acquisition Corps Workforce |
May 2010 |
63 pages |
| Authors:
Christopher P Manning; DEFENSE ACQUISITION UNIV ABERDEEN PROVING GROUND MD
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| Knowledge work is the centerpiece of the Army Acquisition Corps (AAC) workforce. The increase of knowledge work in the private sector, economic globalization, government insourcing initiatives, and generational culture shifts have created intense competition in recruitment and retention of our nation's talent. Army Acquisition Workforce talent management practices and strategies need to address this changing environment. The importance of further research into this problem has been identified by the U.S. ... |
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