Reports results of a 1979 national survey of test usage in grades 7-12. Results indicated schools continued to give tests and desired to do more testing, at least for career guidance, if funds were available. Found the Armed Services Vocational Aptitude Battery was the most popular career guidance test. (Author/JAC)

Follow-up of 115 young adults 8 years after high school aptitude and interest testing showed that aptitude-job correspondence predicted satisfactory performance. Interest-job correspondence and satisfactoriness predicted different measures of satisfaction, only when current interests were used. (SK)

The United States Employment Service is now able to expand the General Aptitude Test Battery (GATB) coverage from approximately 400 jobs to all candidates for every job in the Dictionary of Occupational Titles (over 12,000 occupations). In addition, employers can now receive more useful feedback on applicants. Instead of reporting whether a…

The relationship between selected subtests from the Armed Services Vocational Aptitude Battery (ASVAB) and corresponding subtests administered as computerized adaptive tests (CAT) was investigated using a sample of Marine recruits. Results showed that the CAT subtest scores correlated as well with initial ASVAB scores as did ASVAB retest scores,…

The purpose of this study was to determine how 16 Navy (self-paced) and 18 Marine Corps (group-paced) Aviation Storekeeper Schools students would perform on the same test, assessing mastery of an identical topic related to the selected variables of learning styles and Armed Service Vocational Aptitude Battery (ASVAB) test scores. No significant…

This study investigated the utility of aptitude and learning rates for initial study units as predictors of time-to-mastery in an individualized, mastery-based course taught largely by TICCIT (Time-Shared, Interactive, Computer-Controlled Information Television) computer assisted instruction. A TICCIT student station includes a color television, a…

The structure of this report is as follows: First, specific aptitude theory and general ability theory, the two theories of the relation between ability and job performance, are presented and differentiated. Second, there is a discussion of problems in the current use of the General Aptitude Test Battery (GATB) and of problems in the use of…

The aptitude scores of 70 physicians in various areas of practice who were tested between 1934 and 1971 were compared with aptitude battery scores obtained by the general population of Johnson O'Connor Research Foundation examinees. For each aptitude test, obtained-score distributions were produced for the time periods of pre-1941, 1941-45, and…

The number of schools and students tested in the Department of Defense (DoD) High School Testing Program has declined since the program reached its peak in the school year 1974-75. Telephone interviews with school counselors indicated that the decline was due to school-related difficulties of test administration, lack of student interest, and the…

A 38-item questionnaire designed to collect data on 5 career anchors (security, technical/functional competence, managerial competence, creativity, and autonomy) and 3 career drives (identity, service, and variety) was administered to 153 rural educators in eastern-central Utah. Using a factor analytic approach to ascertain the internal validity…

The United States Employment Service (USES) Specific Aptitude Test Battery (SATB) for Ticket Agent is evaluated from three points of view: (1) technical adequacy of the research; (2) fairness to minorities; and (3) usefulness of the battery to Employment Service staff and employers in selecting individuals for ticket agent positions. Research…

The Navy Personnel Research and Development Center is developing a computerized adaptive test (CAT) administration, scoring, and reporting system for use in the selection and classification of military applicants. Scaling of the CAT version of the Armed Services Vocational Aptitude Battery (ASVAB) will produce CAT scores comparable to the current…

An overview is presented of the procedure for offering jobs in the Air Force Procurement Management Information System (PROMIS), an assignment system which makes possible the use of human resources research findings to improve individual personnel assignments. A general framework for viewing personnel assignment systems is presented; then job…

This document is designed to assist school personnel in the planning, development, and implementation of vocational assessment approaches for special needs students. The intended audience includes administrators, coordinators, counsellors, or teachers who are interested in designing vocational assessment procedures which maximize the use of…

Bayesian Johnson-Neyman methodology was used to investigate differential prediction by race in U.S. Air Force training programs. Meaningful differences were found in eight of nine comparisons. The setting of the cutting scores had an effect on whether the bias was positive or negative for Blacks. (Author/GDC)