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Author: Idell Neumann Publisher: ISBN: Category : Ability Languages : en Pages : 25
Book Description
A variety of selection factors related to USNA success have been combined into a single composite measure, the Candidate Multiple (CM), to serve as the primary tool for evaluating candidates. The primary objective of this effort is to expand the scope of the USNA selection system to include the prediction of officer performance. The overall validation strategy involved four major components: (1) development of an officer performance criterion, (2) evaluation of current selection scores to predict that criterion, (3) development and validation of new measures to predict that criterion, and (4) determination of the relationship between officer performance predictors and USNA success. In evaluating various measures of officer performance, a score based on recommendations for promotion (from cumulative officer fitness reports) provided sufficient variability to use as a criterion. In addition to providing meaningful *MSG DI4 command processing-LAST input iGNORED ificantly related to military and academic performance as a USNA midshipman. Two CM components, Combined Extracurricular Activities (COMPECA) and high school officials' Recommendations (RECS), exhibit significant relationships with the Recommended for Early Promotion (REP) criterion. An experimental predictor showed a low positive relationship with the REP and combined wth COMPECA and RECS into an officer performance composite (OPC). It appears that use of the OPC in selection would not adversely affect midshipman performance. Keywords: U.S. Naval Academy, Officer selection.
Author: Idell Neumann Publisher: ISBN: Category : Ability Languages : en Pages : 25
Book Description
A variety of selection factors related to USNA success have been combined into a single composite measure, the Candidate Multiple (CM), to serve as the primary tool for evaluating candidates. The primary objective of this effort is to expand the scope of the USNA selection system to include the prediction of officer performance. The overall validation strategy involved four major components: (1) development of an officer performance criterion, (2) evaluation of current selection scores to predict that criterion, (3) development and validation of new measures to predict that criterion, and (4) determination of the relationship between officer performance predictors and USNA success. In evaluating various measures of officer performance, a score based on recommendations for promotion (from cumulative officer fitness reports) provided sufficient variability to use as a criterion. In addition to providing meaningful *MSG DI4 command processing-LAST input iGNORED ificantly related to military and academic performance as a USNA midshipman. Two CM components, Combined Extracurricular Activities (COMPECA) and high school officials' Recommendations (RECS), exhibit significant relationships with the Recommended for Early Promotion (REP) criterion. An experimental predictor showed a low positive relationship with the REP and combined wth COMPECA and RECS into an officer performance composite (OPC). It appears that use of the OPC in selection would not adversely affect midshipman performance. Keywords: U.S. Naval Academy, Officer selection.
Author: University of California, Berkeley. Institute of Personality Assessment and Research Publisher: ISBN: Category : Educational tests and measurements Languages : en Pages : 86
Author: United States. Department of the Army. Professional Development of Officers Study Group Publisher: ISBN: Category : United States Languages : en Pages : 420
Author: Idell Neumann
Author: Idell Neumann
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Author: University of California, Berkeley. Institute of Personality Assessment and Research
Author: Charles W. Bagnal
Author: United States. Department of the Army. Professional Development of Officers Study Group
Author: Marvin D. Dunnette
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