The project reported here consisted of a sensitivity review of the items of Forms 11, 12, and 13 of the Armed Services Vocational Aptitude Battery (ASVAB). Because administration of this battery is a required step in the accession process, it should be free from perceived bias or offensiveness that could detract from the measurement process. In…

Deficiences in the field of psychological testing associated with the assessment of vocational aptitudes are considered. The rationale for a new approach designed to obviate these deficiences is given. A description of the procedures which provide for implementation of the new approach and the semi-automated Performance Assessment System (PAS) is…

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)

This study assessed level and structure differences across sex and ethnic groups on a newly developed multiple aptitude battery, called the Ball Aptitude Battery (BAB), and established and examined the concurrent and differential validities of the battery relative to different groups. The 17 Ball ability variables are: clerical test; idea fluency;…

This revised manual for the General Aptitude Test Battery (GATB) discusses: (1) historical development; (2) item analysis; (3) factor analysis; (4) physical format; (5) general working population norms (ages 18-54); (6) intercorrelations of raw GATB test scores and of GATB aptitude scores; (7) development of norms for specific occupations (tables…

Validation studies were conducted on nine revised aptitude areas of the Army Classification Battery (ACB) to determine whether ACB scores provided an equitable indication of the qualifications of blacks and whites for training in major groups of Army jobs. The aptitude areas were: combat, field artillery, electronics repair, operators and food,…

Statistical, legal and moral problems involved in following the EEOC guidelines are described. The guidelines require separate data for minority and non-minority groups with differential cut off scores for aptitude tests which have a racial bias. Problems reviewed include: identification of racial bias in tests is difficult; giving one race an…

The 75 papers included in these conference proceedings discuss testing conducted by the different brances of the armed forces. The importance of relating necessary job skills to the skills measured by the tests administered to the job applicants is emphasized. Various evaluation methods--including peer rating, aptitude testing, adaptive testing,…