A predictor battery of cognitive ability, perceptual‐psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual‐psychomotor ability tests provided the best prediction of job‐specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non‐cognitive predictors to its present battery of predictor tests.

A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry‐level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgment study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of perceptual and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisers. The test battery that resulted from this 2 1/2‐year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.

7. AUTHDOII.e 0.-. CONTRACT OR-GRANT NUMS~I. '¾ UNCLASSIFIED ""CURY ct. aPICAtV ION OF TOM P AQC(.im DM* "#W-4) FOREWORD This research was conducted in support of advanced development subproject ZPN01.06 (Advanced Navy Recruiting System) and exploratory development task area Z55.521.030 (Prediction of Performance). it was spons-red by the Navy Recruiting Command and Headqu,-rtars, Marine Corps (MPI-20). ihe report dc-cribes the third phase in the development and evaluation of a test battery for the early identification of those individuals who have the greatest likelihood of performing effectively as Navy and Marine Corps recruiters. The first and second phases of the study were described in NPRDC Technical Reports 76-31 and 79-17. The recruiter selection battery has been recommended for use by the Navy and Marine Corps for predicting the success of those individuals being considered for recruiting duty and is currently being implemented by both the Navy and the Marine Corps.

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