Research for Armed Services Vocational Aptitude Battery

Syndicate content
On Inaccuracies in Owen's Approximation for the Bayesian Ability Estimate
February 1, 1986
In computerized adaptive testing, an examinee's ability is often estimated using Bayesian procedures. Its calculation is greatly simplified if one uses Owen's approximation. However, when the test length is moderate (e.g., 15 items), the accuracy of Owen's approximation is inadequate for calculating the examinee's score. This is illustrated using the nine power subtests in the Armed Services Vocational Aptitude Battery. The recommended procedure is to use Owen's approximation for adaptive item selection, and to compute the exact Bayesian estimate after the entire test has been administered.
Read More | Download Report
Equivalence of Scores From Computerized Adaptive and Paper-and- Pencil ASVAB Tests
November 1, 1985
The Department of Defense plans to introduce a Computerized Adaptive Test (CAT) version of the Armed Services Vocational Aptitude Battery (ASVAB) in the near future. To maintain continuity of enlistment standards, the test scores from the current paper-and-pencil and CAT version of ASVAB must be equated. This report examines data from an administration of an early version of CAT to ascertain if any serious problems are likely to occur when equating CAT and paper-and-pencil scores.
Read More | Download Report
Establishing the Upper-Mental-Group Goal
August 1, 1985
The purpose of the Upper-Mental-Group (UMG) requirement in Navy recruiting is discussed. A FORTRAN model that simulates the recruiting process and calculates the optimum UGM requirement is described. Findings for FY86 are presented. Follow-up to type 27 850002.00
Read More | Download Report
On the Content and Measurement Validity of Hands-On Job Performance Tests
August 1, 1985
Hands-on tests of job performance have intrinsic validity because of their high fidelity to job behavior. However, they are susceptible to poor content and measurement validity. The purpose of this analysis is to examine the content and measurement validity of prototype hands-on tests developed for three Marine Corps specialties - Ground Radio Repair, Automotive Mechanic, and Infantry Rifleman.
Read More | Download Report
Effects of Truncating a Reference Population on Correction of Validity Coefficients for Range Restriction
June 1, 1985
Correlation coefficients based on samples from occupational specialties that differ in qualification standards cannot be compared. The sample coefficients need to be put on the same metric by correcting them to a common reference population. The purpose of this analysis is to evaluate the effects of truncating the reference population on the correlation coefficients and on the inter-correlation of performance measures. Population wide estimates were computed in the full population and in the truncated population with the bottom 10 percent deleted.
Read More | Download Report
Validity of the Armed Services Vocational Aptitude Battery Forms 8, 9, and 10 with Applications to Forms 11, 12, 13, and 14
February 1, 1985
The Armed Services Vocational Aptitude Battery (ASVAB) was validated against training grades in 34 Marine Corps occupational specialties. Four aptitude composites for assigning Marine recruits to occupational specialties were developed and evaluated. The high predictive validity of the ASVAB supports its continued use for selecting recruits and assigning them to occupational specialties. The fairness of the aptitude composites as predictors of performance was evaluated for racial/ethnic minorities and females.
Read More | Download Report
An Evaluation of Using Job Performance Tests to Validate ASVAB Qualification Standards
May 1, 1984
The the feasibility of validating ASVAB enlistment standards against job performance is evaluated. Hands-on and written proficiency tests were developed for three Marine Corps skills--Ground Radio Repair, Automotive Mechanic, and Infantry Rifleman--for use as measures of job performance. In addition, grades in skill training courses were also evaluated as possible measures of job performance. The ASVAB was shown to be a valid predictor of job performance. All three measures--hands-on tests, written tests, and training grades--were generally consistent measures of performance. A preliminary set of ASVAB qualification standards for assigning recruits to these three skills was computed using the hands-on and written tests as the criterion measure. The ASVAB standards derived from this analysis are similiar to the standards based on the traditional criterion measure of training-course grades. We conclude that validating ASVAB enlistment standards against job performance appears to be feasible. Although job performance tests can be used for this purpose, they are costly to develop and administer. Training grades, which are routinely available, may serve as a satisfactory and economical proxy for them in many skills.
Read More | Download Report
The All Volunteer Force: Outlook for the Eighties and Nineties
March 1, 1984
Discusses the question-- Should we keep the All Volunteer Force or return to conscription?
Read More | Download Report
Officer Selection Study
September 1, 1983
The Marine Corps uses several tests as primary selection screens for officers. This report validates two of these tests, the SAT and Electrical Composite of the ASVAB against Officer Candidate School and The Basic School performance measures.
Read More | Download Report
Original Scaling of ASVAB Forms 5/6/7: What Went Wrong?
May 1, 1983
Addresses the concerns of personnel managers about the accuracy of the ASVAB score scale. The report attempts to determine the causes of the error in the scale and to verify that the corrections to the scale did in fact restore the traditional meaning of the ASVAB scores.
Read More | Download Report