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Peer reviewedEarles, James A.; Ree, Malcolm James – Educational and Psychological Measurement, 1992
The validity of the subtests and composites of the Armed Services Vocational Aptitude Battery (ASVAB) for grades in 150 military technical schools was investigated with 88,724 Air Force recruits. Across all jobs, arithmetic reasoning was the most valid subtest, and the electronics composite was the most valid composite. (SLD)
Descriptors: Grades (Scholastic), Job Performance, Military Personnel, Personnel Selection
Peer reviewedMayberry, Paul W.; Carey, Neil B. – Educational and Psychological Measurement, 1997
The validity of the Armed Services Vocational Aptitude Battery (ASVAB) in predicting mechanical job performance was studied with 891 automotive and 522 helicopter mechanics. The mechanical maintenance component of the ASVAB predicted hands-on performance, job knowledge, and training grades quite well, but experience was more predictive of…
Descriptors: Adults, Aptitude Tests, Experience, Job Performance
Download full textNorth Carolina Employment Security Commission, Raleigh. – 1983
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…
Descriptors: Aptitude Tests, Job Performance, Personnel Evaluation, Personnel Management
International Personnel Management Association, Washington, DC. – 1986
The International Association of Personnel Management Assessment Council (IPMAAC) is a section of the International Association of Personnel Management devoted to individuals involved in professional level public personnel assessment. Author-generated summaries/outlines of papers presented at the IPMAAC's 1986 conference are provided. The…
Descriptors: Assessment Centers (Personnel), Evaluation Methods, Job Analysis, Job Performance
International Personnel Management Association, Washington, DC. – 1980
The International Personnel Management Association Assessment Council (IPMAAC) contains over 500 psychometric specialists, personnel psychologists, and personnel staffing specialists dedicated to the improvement of public personnel assessment in such fields as selection and performance evaluation. Author-generated summaries/outlines of papers…
Descriptors: Assessment Centers (Personnel), Evaluation Methods, Job Analysis, Job Performance
International Personnel Management Association, Washington, DC. – 1982
The International Personnel Management Association Assessment Council (IPMAAC) is a section of the International Personnel Management Association dedicated to the improvement of public personnel assessment in such fields as selection and performance evaluation. Author-generated summaries/outlines of papers presented at the IPMAAC's 1982 conference…
Descriptors: Evaluation Methods, Job Performance, Occupational Tests, Personnel Evaluation
International Personnel Management Association, Washington, DC. – 1984
The International Personnel Management Association Assessment Council (IPMAAC) is a professional section of the International Personnel Management Association for individuals involved in professional level public personnel assessment. Author-generated summaries/outlines of papers presented at the IPMAAC's 1984 conference, which focus on…
Descriptors: Computer Assisted Testing, Evaluation Methods, Job Analysis, Job Performance
International Personnel Management Association, Washington, DC. – 1990
Fifty-seven papers presented at the annual meeting of the International Personnel Management Association Assessment Council (IPMAAC) in 1990 are provided. Selected topics include: using the cloze technique for reading skills assessment; examining assessment techniques; job analysis; alternate strategies for assessing writing skills; assessment of…
Descriptors: Assessment Centers (Personnel), Computer Assisted Testing, Job Analysis, Job Performance
Johnson, Kenneth A. – 1984
Self-report ergometric inventories can provide valuable information to employers and can serve as a means of intervention to improve employee attributes. Based on the science of ergonomics (a science that studies the natural laws of work in order to maximize human efficiency in job performance), such an inventory focuses on the interaction of the…
Descriptors: Attitude Measures, Employer Employee Relationship, Evaluation Utilization, Human Factors Engineering
Peer reviewedCapie, William – Educational Measurement: Issues and Practice, 1985
State legislative action to control and reward teaching quality has resulted in the coming of age of systematic teacher performance evaluation for certification, merit pay, or career ladder advancement decisions. This article overviews issues of credibility and practicality--including test design, validity, and reliability--which arise when…
Descriptors: Accountability, Elementary Secondary Education, Interaction Process Analysis, Job Performance
Peer reviewedJohncock, Phil – College and University, 1991
A survey of 100 universities revealed test types, cut-off scores, and processes for testing language proficiency and performance of international teaching assistants. Results indicated the tests are complicated, time-consuming, and politically sensitive. Issues emerging include department role, use of adjustment period before teaching, and…
Descriptors: College Administration, Departments, English (Second Language), Foreign Students
International Personnel Management Association, Washington, DC. – 1983
The International Personnel Management Association Assessment Council (IPMAAC) focuses on improving public personnel assessment in such fields as selection and performance evaluation. Author-generated summaries/outlines of papers presented at the IPMAAC's 1983 conference are provided. The presidential address is "Is There a Future for Test…
Descriptors: Assessment Centers (Personnel), Computer Assisted Testing, Evaluation Methods, Job Analysis
Cousins, J. Bradley; And Others – 1988
The legitimate uses of new instruments for the selection and appraisal of principals, factors influencing use of these instruments, and safeguards to minimize misuse are discussed. Performance appraisal systems in education have been used legitimately to ensure that principals meet minimum performance standards, and for promotion. Another valuable…
Descriptors: Administrators, Educational Assessment, Elementary Secondary Education, Evaluation Methods
International Personnel Management Association, Washington, DC. – 1989
The International Personnel Management Association Assessment Council (IPMAAC) is a non-profit organization of personnel assessment professionals involved in public personnel assessment. Author-generated summaries/outlines of papers are presented. The keynote address is "Ability Testing in the 1980's and Beyond: Some Major Trends" by A.…
Descriptors: Assessment Centers (Personnel), Computer Assisted Testing, Computer Simulation, Decision Making
Hilson Research Inc., Kew Gardens, NY. – 1992
Abstracts, titles, and sources are given for documents concerning the Inwald Personality Inventory (IPI) and Inwald Survey 3 (IS3). The following titles are included: (1) "Five-Year Follow-Up Study of Departmental Terminations as Predicted by 16 Preemployment Psychological Indicators"; (2) "The Predictive Validity of Psychological…
Descriptors: Abstracts, Annotated Bibliographies, Behavior Patterns, Comparative Testing
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