Performance assessment for the workplace. Volume I / Alexandra K. Wigdor and Bert F. Green, Jr., editors ; Committee on the Performance of Military Personnel, Commission on Behavioral and Social Sciences and Education, National Research Council.

Format:

Book

Contributor:

Wigdor, Alexandra K.

Green, Bert F.

Language:

English

Subjects (All):

Soldiers--United States--Examinations.

Soldiers.

Soldiers--United States--Classification.

United States--Armed Forces--Personnel management.

United States.

Physical Description:

1 online resource (272 pages)

Edition:

1st ed.

Place of Publication:

Washington, D.C. : National Academy Press, 1991.

Language Note:

English

Summary:

Although ability testing has been an American preoccupation since the 1920s, comparatively little systematic attention has been paid to understanding and measuring the kinds of human performance that tests are commonly used to predict--such as success at school or work. Now, a sustained, large-scale effort has been made to develop measures that are very close to actual performance on the job. The four military services have carried out an ambitious study, called the Joint-Service Job Performance Measurement/Enlistment Standards (JPM) Project, that brings new sophistication to the measurement of performance in work settings. Volume 1 analyzes the JPM experience in the context of human resource management policy in the military. Beginning with a historical overview of the criterion problem, it looks closely at substantive and methodological issues in criterion research suggested by the project: the development of performance measures; sampling, logistical, and standardization problems; evaluating the reliability and content representativeness of performance measures; and the relationship between predictor scores and performance measures--valuable information that can also be useful in the civilian workplace.

Contents:

Performance Assessment for the Workplace

Copyright

Contents

Contents of Volume II

Preface

Overview

THE JPM PROJECT

ORIGINS OF THE PROJECT

CONCEPTUAL FRAMEWORK

What is Performance?

What is a Job?

What is a Task?

MEASURING JOB PERFORMANCE

Relative Versus Absolute Measures

Sampling Issues

Test Administration

EVALUATION: THE QUALITY OF THE PERFORMANCE MEASURES

Reliability

Validity

Fairness Analysis

THE FINAL STEP: LINKING ENLISTMENT STANDARDS TO JOB PERFORMANCE

1 Psychological Testing and the Challenge of the Criterion

INTRODUCTION

AMERICAN TESTING TECHNOLOGY

The Science of Testing

Practical Applications

The Army Alpha and Beyond

THE CRITERION PROBLEM IN VALIDATION RESEARCH

Evolution of the Criterion Problem

Performance Appraisal

The Importance of the Criterion Issue

2 Policy Goals and Testing

SELECTION AND TRAINING GOALS

RECRUITING THE FORCE

Demographic Trends in the Youth Population

Recruiting Policy and Fairness Issues

The Changing Technological Environment

THE ROLE OF TESTING

The Evolution of Mental Aptitude Screening in the Military

The Armed Services Vocational Aptitude Battery

ENLISTMENT STANDARDS AND QUALITY GOALS

The Contemporary System

How Much Quality is Enough?

3 Improving Job Performance Criteria for Selection Tests

THE CONCEPTUAL FRAMEWORK

Phase I: Developing Performance Measures

Jobs Viewed as a Collection of Tasks

Assessment of Job Proficiency

The JPM Criterion Construct

Benchmarks and Surrogates

Phase II: Linking Enlistment Standards to Job Performance

THE RESEARCH PLAN

Selection of Occupations for Study

Army

Navy

Air Force

Marine Corps

Types of Criterion Measures Developed

Hands-On Tests

Walk-Through Performance Tests

Simulations

Job Knowledge Tests.

Ratings

Types of Predictors Assessed

Development of Performance Measures

SIZE OF THE RESEARCH EFFORT

4 The Development of Job Performance Measures

JOB PERFORMANCE AS A CONSTRUCT

STEPS IN DEVELOPING JOB PERFORMANCE MEASURES

THE JOB CONTENT UNIVERSE

Task Analysis

Trait Analysis and Task-by-Trait Analysis

Generic Task-by-Trait Analysis

Local Task-by-Trait Analysis

Cognitive Task Analysis

Characteristics of Job Tasks and Traits

Importance

Frequency

Difficulty

Modifiability

Variability

Other Characteristics

The JPM Definition of the Job Content Universe

DEFINING THE DOMAIN OF INTEREST

Approaches to Task Sampling

Specification of Test Content

Task Editing

An Example: Marine Corps Infantryman

SCORING HANDS-ON TESTS

Scoring Performance on Tasks

Computing Test Scores

CONCLUSION

5 The Testing of Personnel

SAMPLING PERSONNEL

Specifying the Personnel to be Tested

Selecting the Personnel to be Tested

THE IMPORTANCE OF STANDARDIZATION

Standardization and Prediction

Standardization and Performance Standards

STANDARDIZATION ISSUES IN HANDS-ON TESTING

Standardizing the Test Conditions

Selecting and Training the Test Administrators

Calibrating the Test Administration

6 Evaluating the Quality of Performance Measures: Reliability

RELIABILITY

The Classical Formulation

Approaches to Reliability Analysis

Reliability Analysis in the JPM Project

UNDERSTANDING MULTIPLE SOURCES OF ERROR

G-Theory Analysis

JPM Applications of G-Theory Analysis

7 Evaluating the Quality of Performance Measures: Content Representativeness

From Concept to Practice

Purposive Sampling

Random Sampling

How Representative Are Purposive Samples?

Rapprochement

PERFORMANCE MEASUREMENTS AS JOB SIMULATIONS.

8 Evaluating the Quality of Performance Measures: Criterion-Related Validity Evidence

OVERVIEW OF CRITERION-RELATED VALIDATION

Criterion Constructs: Measurement and Justification

Predictor-Criterion Relationships

THE NATURE AND INTERRELATIONSHIPS OF CRITERION MEASURES

Hands-On Measures

Job Knowledge Tests

Interviews

Ratings

Training Criteria

RELATIONSHIPS BETWEEN PREDICTORS AND CRITERION MEASURES

Predictor Constructs

ASVAB

Other Predictors

Problems in Linking Predictor and Criterion Constructs

Criterion Reliability

Range Restriction

Summary of Relationships Between Predictors and Criterion Measures

Prediction of Hands-On Performance

Job Experience

Hands-On Versus Job Knowledge Criterion Measures

New Predictors

Predictor and Criterion Measure Construct Similarities

Job-to-Job Differences in Validities

FAIRNESS ANALYSIS

Group-to-Group Differences in Prediction Systems

Minority Group Comparisons

The Performance-Based Focus on Fairness

Gender Comparisons

9 The Management of Human Resources

PERSONNEL ACCESSION AND JOB ALLOCATION

JOB ALLOCATION AND MULTIPLE STANDARDS

COMPETENCY SCALES

SETTING MINIMUM STANDARDS FOR A SINGLE JOB

The Utility Difference Approach

The Rand Approach

Evaluating the Models

SETTING STANDARDS FOR SEVERAL JOBS

Revisiting the Rand and Utility Difference Models

Comparing Jobs

Generalizing Across Jobs

SUMMARY

Coda: The JPM Project and Accession Policy

References

Appendix A Service Bibliographies

AIR FORCE

ARMY

MARINE CORPS

NAVY

Appendix B Biographical Sketches

Index.

Notes:

Bibliographic Level Mode of Issuance: Monograph

Includes bibliographical references and index.

ISBN:

1-280-20371-4

9786610203710

0-309-59781-1

0-585-12526-0

OCLC:

940510286