103
103
Oct 6, 2015
10/15
by
Thomas, George W.;Kocher, Kathryn M.;Gandolfo, Robin Ragsdale.
texts
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Topic: RECRUITERS.,ARMY PERSONNEL.
A television segment hosted by Jennifer Braden and Col. Paul Little, M.D. Topics covered include Mad Cow Disease, sun safety, soft landing systems for deploying medical cargo from airplanes, Ephedra, breast feeding, the 50th anniversary of the Korean War, depleted-uranium shells, using the internet for medical research, moulage (or emergency medical training), the health risks of different insects to army personnel, and a veteran (SPC Dean Johnson) who saved others in a car accident.
Topics: Army personnel, Health
Naval Postgraduate School
295
295
Dec 7, 2012
12/12
by
Thomas, George W.;Kocher, Kathryn M.;Gandolfo, Robin Ragsdale.
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Topics: RECRUITERS., ARMY PERSONNEL.
Naval Postgraduate School
223
223
Jan 15, 2013
01/13
by
Greenwood, Michael J.;Mehay, Stephen L.
texts
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Cover title
Topics: RECRUITING., ARMY PERSONNEL.
119
119
Oct 8, 2015
10/15
by
Greer, Willis R.;Liao, Shu S.
texts
eye 119
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Cover title
Topic: RECRUITING.,ARMY PERSONNEL.
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83
Oct 6, 2015
10/15
by
Greenwood, Michael J.;Mehay, Stephen L.
texts
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Cover title
Topic: RECRUITING.,ARMY PERSONNEL.
Cover title
Topics: RECRUITING., ARMY PERSONNEL.
Naval Postgraduate School
341
341
Jan 16, 2013
01/13
by
Keller, Chris M.;Larson, Harold J., 1934-;Read, Robert R.
texts
eye 341
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Cover title
Topics: ARMY PERSONNEL., RECRUITING., ECONOMETRICS.
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63
Oct 8, 2015
10/15
by
Keller, Chris M.;Larson, Harold J., 1934-;Read, Robert R.
texts
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Cover title
Topic: ARMY PERSONNEL.,RECRUITING.,ECONOMETRICS.
'Buddy' ratings of leadership potential are obtained for operational purposes on enlisted men during their fifth week of Basic Combat Training (bct). The ratings are obtained by having each trainee rank his squadmates on leadership potential and then rate them on a 7-point leadership scale (7 = high). The scale values for each ratee are then averaged to provide his 'Buddy' rating. Those combat MOS assignees who receive 'Buddy' ratings of 3.5 or higher and meet Combat Aptitude Area score...
Topics: DTIC Archive, Hammer,Charles H, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *LEADERSHIP, *ARMY...
The Officer Prediction Task, established within the U. S. Army Personnel Research Office (USAPRO), has a requirement to provide the Army with improved techniques and prerequisites for selecting officers who have aptitudes and other characteristics to meet demands for successful performance in different types of officer command responsibility. The study was centered on the differential prediction of officer performance in the technical, administrative, and combat areas of assignment. Validation...
Topics: DTIC Archive, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *LEADERSHIP, *ARMY PERSONNEL,...
117
117
Oct 4, 2015
10/15
by
Knorr, Jeffrey B.
texts
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Title from cover
Topic: MILITARY RESERVES.,LEADERSHIP.,ARMY PERSONNEL.,PERSONNEL RETENTION.
Title vignette
Topics: United States. Army, Physicians, Physicians, Army Personnel
Title from cover
Topics: MILITARY RESERVES., LEADERSHIP., ARMY PERSONNEL., PERSONNEL RETENTION.
The general aim of this study is to evaluate the retention of personnel, both quantitatively and qualitatively, in eight MOS: 050, 051, 140, 202, 240, 246, 250, and 355. The specific service career time period covered by the study was that beginning with entry into service and extending approximately two years subsequent to entry. During this time frame, five service career points per man were examined: (1) DA allocated MOS; (2) first Advanced Individual Training MOS; (3) second Advanced...
Topics: DTIC Archive, Wiskoff,Martin F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *JOBS, *ARMY, ARMY...
The COMBAT SELECTION Task conducts research to improve the means of selecting enlisted men who possess the qualities required for effective combat performance, with a special view to future warfare. Currently, attention is directed primarily toward a related problem, the reduction of attrition in Special Forces training and improved assignment of trained special warfare personnel. Research on problems of Special Forces personnel had been conducted under a separate task through FY 1960, when...
Topics: DTIC Archive, Medland,Francis F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
In presenting the theme for the 17th Military Operations Research Symposium, the Program Chairman has suggested two questions for our consideration: 'How good are model predictions?' and 'What are we doing to make them better?' In answering these questions with regard to manpower requirements models, it is important to specify what we mean by the 'goodness' of the 'model predictions'. For our purposes, a model is simply a logically connected set of rules that abstract selected characteristics...
Topics: DTIC Archive, Sorenson,Richard C, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *MANPOWER,...
Research effort to obtain maximal prediction of reenlistment in this study resulted in the construction of a predictor scale generalizing across all occupational areas, a set of eleven occupational predictor scales applying to specific job areas, a set of three quasi-suppressor scales, and a scale of lability of career intention. The occupational predictor scales were developed to provide greater specificity in prediction when combined with the general predictor scale. The suppressor scales...
Topics: DTIC Archive, Kotula ,L J, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *REENLISTMENT, JOBS,...
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xxviii, 185 p. : 23 cm
Topics: United States. Army -- Personnel management, Biometric identification -- United States
The purpose of the present study was to utilize existing ratings to obtain partial information about some of these factors. The study was pointed toward four specific objectives: (1) to determine the extent of differences in ratings by supervisors and peers, (2) to estimate the structure of ratings on several aspects of performance, (3) to estimate the relationship between ratings and (a) frequency of observation by the rater and (b) length of time rater had worked with or supervised ratee, and...
Topics: DTIC Archive, Waters,Lawrence K, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
Topics: United States. Army Transport service., United States. Army Personnel management.
Topics: DTIC Archive, Fuchs,Edmund F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ENLISTED PERSONNEL,...
Tailored testing is a method of psychological measurement that sets out in some degree to match the questions asked in a test to the person taking it. Matching may be achieved, for example, by using performance on earlier questions to select a subsequent question. The necessary flexibility is most conveniently available using a computer-assisted presentation in which a testee receives questions from an on-line terminal. A tailored test is likely to yield more information from each question than...
Topics: DTIC Archive, Killcross,M C, ARMY PERSONNEL RESEARCH ESTABLISHMENT FARNBOROUGH (ENGLAND),...
Classification of new Army recruits for assignment to combat MOS is based in part on two tests of the Army Classification Battery (ACB)--the Classification Inventory (CI) and the General Information Test (GIT). Two separate combat aptitude area scores are derived from the ACB: the Infantry Aptitude Area (IN) and the Artillery-Armor-Engineer Aptitude Area (AE). The CI is used in conjunction with the Arithmetic Reasoning test (AR) for assignment of recruits to Infantry MOS. The GIT is used in...
Topics: DTIC Archive, Green,Calvin G, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *PSYCHOLOGICAL TESTS,...
Naval Postgraduate School
289
289
Dec 7, 2012
12/12
by
Thomas, George W.;Kocher, Kathryn M.;Moore, Thomas P.;Roberts, Benjamin J.
texts
eye 289
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Title from cover
Topics: ARMY PERSONNEL., MILITARY RESERVES., NURSES., PERSONNEL RETENTION., RECRUITING., PERSONNEL...
Naval Postgraduate School
228
228
Dec 10, 2012
12/12
by
Thomas, George W.;Kocher, Kathryn M.;Roberts, Benjamin J.
texts
eye 228
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Topics: ACTIVE DUTY., ARMY PERSONNEL., NURSES., RECRUITING., PERSONNEL RETENTION., MILITARY SEPARATION.
To assess the usefulness to the Army of men of lower than average general ability, 1000 enlistees accepted by the army when qualifications were temporarily lowered were followed up 12 to 18 months later to obtain job performance ratings and disciplinary records. Of RA Category IV men (10th - 30th percentile on AFQT) in combat MOS, 50% were rated as performing acceptably, 43% as meeting standards of Army career performance. Corresponding percentages in technical MOS were 45% and 40%. Note that...
Topics: DTIC Archive, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *APTITUDE TESTS, *PERFORMANCE(HUMAN),...
115
115
Oct 6, 2015
10/15
by
Thomas, George W.;Kocher, Kathryn M.;Moore, Thomas P.;Roberts, Benjamin J.
texts
eye 115
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Title from cover
Topic: ARMY PERSONNEL.,MILITARY RESERVES.,NURSES.,PERSONNEL RETENTION.,RECRUITING.,PERSONNEL MANAGEMENT.
Topics: DTIC Archive, ARMY PERSONNEL INTEGRATION COMMAND ALEXANDRIA VA, *MANPOWER UTILIZATION, *HUMAN...
The study explored the feasibility of predicting the amount of time a man will serve in an Army occupation by using the scores of the Army aptitude area test composites. Since the amount of time a man spends in an occupation can be considered a supplementary criterion of successful performance in the occupation, prediction of time-in-occupation offers some additional evidence of the validity of the aptitude areas for on-the-job performance. The study sought to test the hypothesis that the...
Topics: DTIC Archive, Graham ,Warren R, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *JOBS, PREDICTIONS,...
Research is being conducted to improve the rate of reenlistment in the Army. As a basis for studies to identify factors affecting decision to reenlist, data were needed on actual reenlistment rates for men in different MOS and occupational areas. First reenlistment for RA (enlistee) personnel during all of FY 1964 and for US (inductee) personnel during the last quarter of FY 1964 were analyzed. The rate of reenlistment for RA personnel was almost four times that for US personnel during the...
Topics: DTIC Archive, Helme ,William H, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
The importance of physical proficiency measures to the selection and evaluation of Army personnel can scarcely be questioned. Examination of the duty assignments prevalent in various Army jobs indicates clearly that physical strength, endurance and coordination are often highly important factors in job success. At the United States Military Academy in particular, considerable attention has been devoted to physical training and to the measurement of various aspects of physical abilities or...
Topics: DTIC Archive, Johnson, Cecil D., ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *PSYCHOLOGICAL...
The general aim of the study was to evaluate the retention of personnel, both quantitatively and qualitatively, in MOS 111 and 112. The specific service career time period covered by the study was that beginning with entry into service and extending approximately two years subsequent to entry. During this time frame, four service career points were examined: (1) DA allocated MOS; (2) Advance Individual Training MOS; (3) First Duty MOS; and (4) Second Duty MOS. The specific objectives of the...
Topics: DTIC Archive, Wiskoff ,Martin F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
The U.S. Army Special Warfare Center has a requirement to develop techniques for the selection and classification of enlisted men who can be trained to perform effectively in Special Forces assignments. The assignments may encompass a variety of unconventional warfare and counterinsurgent activities, often under conditions of social isolation or close interaction with people whose cultural patterns are vastly different from those found in the United States.
Topics: DTIC Archive, Marder,Martin, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
The purpose of the research is to develop psychological measures that will increase the effectiveness of operational classification of enlisted men so that in training and assignment the Army can make optimal use of the potential and developed skills of its manpower resources. The current phase of research on classification techniques is directed toward integration of findings on test effectiveness in a reorganized Army Classification Battery and a reconstituted system of aptitude areas. A...
Topics: DTIC Archive, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL, *PSYCHOLOGICAL TESTS,...
Because of the multivariate nature of personnel problems, simulaton of manpower systems requires techniques for generating sets of variables with prespecified joint distribution functions. For example, Sorenson, while studying the impact of manpower allocation policies, has used the joint normal distribution to simulate the enlisted input. Techniques used to generate these scores have been described by Boldt, Wiskoff, and Fitch and by Hillier. For many problems, the normal approximation will be...
Topics: DTIC Archive, Boldt,Robert F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
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96
Oct 5, 2015
10/15
by
Thomas, George W.;Kocher, Kathryn M.;Roberts, Benjamin J.
texts
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Topic: ACTIVE DUTY.,ARMY PERSONNEL.,NURSES.,RECRUITING.,PERSONNEL RETENTION.,MILITARY SEPARATION.
The present study was undertaken to clarify the relationship between disciplinary behavior and combat performance and to assure that operational utilization of a set of valid measures designed to eliminate the potential troublemaker would not also serve to eliminate a needed type of combat soldier in times of open conflict. Combat ratings obtained on enlisted men serving in the Korean War were analyzed to compare the fighting effectiveness of men with precombat court-martial conviction and men...
Topics: DTIC Archive, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *BEHAVIOR, *MILITARY LAW, *ARMY...
DCSPER has a requirement for means of selecting from among enlisted trainees those with the greatest likelihood of developing the combat leadership abilities needed for NCO assignment. A battery of experimental selection tests has been developed and administered to a sample of 400 enlisted men beginning basic training. Criterion ratings of leadership performance in AIT and on the job have been collected. Data are being analyzed to derive screening techniques for identifying at entrance into the...
Topics: DTIC Archive, Medland,Francis F, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
Predictors identified as promising in antecedent studies were validated in a longitudinal sample representative of Army input. Experimental measures included tests and personal data obtainable during induction and classification processing, a personal history form developed expressly to predict military delinquency, and ratings by basic training cadre on the individual's trouble-making propensities. Measures were analyzed in relation to a criterion based on type of discharge and court-martial...
Topics: DTIC Archive, Dubuisson ,Adrian U, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *BEHAVIOR,...
The Profession of Arms (PoA) Campaign began with much fanfare, but the Community of Practice (CoP) has since wrestled with many important issues during the planning and conduct of the campaign. While there are many implicit assumptions about the Army as a Profession, the PoA White Paper (December 8, 2010) provided the catalyst to explore what it means to be a PoA. In the initial planning sessions with the Commanding General, U.S. Army Training and Doctrine Command (CG TRADOC), the endeavor to...
Topics: DTIC Archive, ARMY WAR COLLEGE CARLISLE BARRACKS PA, *ARMY PERSONNEL, ARMY, CAREERS
The present survey was concerned with three aspects of Army jobs possessing a vigilance monitor jobs: number, types, and distribution of duty positions; major characteristics of Army monitor jobs; and relative importance of monitor jobs in achieving unit missions. Questionnaires were devised and sent to various elements of the combat arms and the technical services requesting information about non-classified duty positions which are potentially vigilance-type positions. 1528 duty positions were...
Topics: DTIC Archive, Dobbins,D A, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *JOBS, *MONITORING,...
In response to requirements brought about by the introduction into the Army of unique and complex electronic man-machine systems, the Chief, Research and Development has directed that research be conducted to increase the effectiveness of these systems through improved utilization of electronics manpower. A comprehensive survey of human factors problems, conducted in weapons and communications systems in CONUS and USAREUR, led to the conclusion that improved utilization of personnel within...
Topics: DTIC Archive, Ringel,Seymour, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY PERSONNEL,...
Mentoring is a special theme at the U.S. Army War College. Compiled in support of this theme, the following bibliography reflects materials available in the Army War College Library collection.
Topics: DTIC Archive, Gibish, Jane E, *LEADERSHIP, *BIBLIOGRAPHIES, ARMY PERSONNEL, OFFICER PERSONNEL, ARMY
The overall mission of the OFFICER PREDICTION Task of the U. S. Army Personnel Research Office is to develop improved techniques and prerequisites for selecting officers who have aptitudes and other characteristics to meet the demands for successful performance in combat, administrative, and technical assignments. The research program consists in essence of the development of a battery of tests--the Differential Officer Battery--and the determination of the effectiveness of these tests in...
Topics: DTIC Archive, Willemin,Louis P, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *PERFORMANCE(HUMAN),...
As one phase of the major research effort to develop an improved Army Classification Battery (ACB), research continues on two experimental self-description noncognitive instruments designed to contribute to differential prediction of performance in Army training programs--Forms 2 and 7 of the experimental Army, Differential Aptitude Series (ADAS). The purpose of the present project was to develop ADAS-2 and ADAS-7 empirical scales designed to differentially predict performance in a broad range...
Topics: DTIC Archive, Morton ,Mary A, ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *JOBS, *ARMY PERSONNEL,...
The need for continued utilization of the Army Radio Code Aptitude Test (ARC)--and for its revision--can be partly reflected by current and--to the extent possible--future Army needs for Morse code operators. One major purpose of the present Research Memorandum is to present general findings of a survey made by personnel of the NEW CLASSIFICATION TECHNIQUES Task to determine those needs. In addition, a review of recent research endeavors in the area of radio code operator selection was made for...
Topics: DTIC Archive, Helme, William H., ARMY PERSONNEL RESEARCH OFFICE WASHINGTON DC, *ARMY TRAINING,...
Accuracy of the 6 min cycle ergometer predictive test, as practised at APRE, was compared with actual maximal oxygen uptake by uphill treadmill running using 165 servicemen subjects. Standard error of estimate of the regression between the 2 sets of results was 4.8 ml(kg min), about 10% of the mean. Similar accuracy was found in comparing the submaximal test with maximal ergometer cycling. Accuracy was not improved by using submaximal oxygen uptake rather than workload data in reading Astrand's...
Topics: DTIC Archive, Amor, A. F., ARMY PERSONNEL RESEARCH ESTABLISHMENT FARNBOROUGH (UNITED KINGDOM),...
Our audit objective was to determine whether Army personnel complied with the Berry Amendment and the Buy American Act when they purchased covered items such as food, clothing, tents, textiles, and hand or measuring tools. We performed this audit in response to Section 1601 of the National Defense Authorization Act for FY 2014. The act requires the DoD Inspector General to conduct periodic audits of contracting practices and policies related to procurement under section 2533a, title 10, United...
Topics: DTIC Archive, SCHNEIDER LABS LTD ALACHUA FL, *LEGISLATION, *MILITARY PROCUREMENT, ARMY PERSONNEL,...
The present report provides a summary of fourth year activities for the four-year project. Key accomplishments include completing the final version of the ''Facilitating Mental Health Treatment (FMHT) unit and leader training, gaining Institutional Review Board (and MRMC Oversight approval) approval for the unit training study, and coordinating with unit commanders to schedule the first phase of the unit training study. In addition, we have pilot tested the Implicit Association Test to assess...
Topics: DTIC Archive, CLEMSON UNIV SC, *MENTAL HEALTH, ARMY PERSONNEL, ATTITUDES(PSYCHOLOGY), BARRIERS
