"U.S. Army leadership recognizes first and foremost the importance of its people - Soldiers - to the effectiveness of transformation to the Future Force. Preparing for this future will affect all aspects of the Soldier management system - selection, job classification, training, and leader development. This research effort is concerned with Soldier accession and job classification and is titled New Predictors for Selecting and Assigning Future Force Soldiers (Select2l). The Select2l goal is to ensure the Army acquires Soldiers with the knowledge, skills, and attributes (KSAs) needed for performing the types of tasks envisioned in a transformed Army. The objectives of the project are to (a) identify Future Force job demands and the pre-enlistment KSAs required to meet them, (b) develop measures of job performance and critical KSAs, and (c) validate the experimental predictor (KSA) measures in a concurrent criterion- related validation. This report documents efforts to develop Select21 predictor and criterion measures. The predictor set includes measures of cognitive ability, temperament, psychomotor skills, values, expectations, and experience. Performance criteria include rating scales to be completed by supervisors and peers, technical knowledge tests, a situational judgment test, and indicators of personal environment fit (e.g., job satisfaction)."--DTIC.

U.S. Army leadership recognizes first and foremost the importance of its people - Soldiers - to the effectiveness of transformation to the Future Force. Preparing for this future will affect all aspects of the Soldier management system - selection, job classification, training, and leader development. This research effort is concerned with Soldier accession and job classification and is titled New Predictors for Selecting and Assigning Future Force Soldiers (Select21). The Select21 goal is to ensure the Army acquires Soldiers with the knowledge, skills, and attributes (KSAs) needed for performing the types of tasks envisioned in a transformed Army. The objectives of the project are to (a) identify Future Force job demands and the pre-enlistment KSAs required to meet them, (b) develop measures of job performance and critical KSAs, and (c) validate the experimental predictor (KSA) measures in a concurrent criterion- related validation. This report documents efforts to develop Select21 predictor and criterion measures. The predictor set includes measures of cognitive ability, temperament, psychomotor skills, values, expectations, and experience. Performance criteria include rating scales to be completed by supervisors and peers, technical knowledge tests, a situational judgment test, and indicators of personal environment fit (e.g., job satisfaction).

Beginning in the early 1980s and continuing through the middle 1990s, the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) sponsored a comprehensive research and development program to evaluate and enhance the Army's personnel selection and classification procedures. This was a set of interrelated efforts, collectively known as Project A. Project A had a number of basic and applied research objectives pertaining to selection and classification decision making. It focused on the entire selection and classification system for Army enlisted personnel and addressed research questions that can be generalized to other personnel systems. It involved the development and evaluation of a comprehensive array of predictor and criterion measures using samples of tens of thousands of individuals in a broad range of jobs. The research included a longitudinal sample--from which data were collected at organizational entry--following training, after 1-2 years on the job and after 3-4 years on the job. This book provides a concise and readable description of the entire Project A research program. The editors share the problems, strategies, experiences, findings, lessons learned, and some of the excitement that resulted from conducting the type of project that comes along once in a lifetime for an industrial/organizational psychologist. This book is of interest to industrial/organizational psychologists, including experienced researchers, consultants, graduate students, and anyone interested in personnel selection and classification research.

New Predictors for Selecting and Assigning Future Force Soldiers (Select21) is concerned with Soldier accession and personnel classification. The Select21 goal was to ensure the Army acquires Soldiers with the knowledge, skills, and attributes (KSAs) needed for performing well and fitting well in a transformed Army. The objectives of the project were to (1) identify future job demands and the pre-enlistment KSAs required to meet them, (2) develop measures of job performance and critical KSAs, and (3) validate the experimental predictor measures using a concurrent criterion-related paradigm. The predictor set included measures of cognitive ability, temperament, psychomotor skills, values, expectations, and experience. Performance criteria included rating scales completed by supervisors and peers, technical knowledge tests, a situational judgment test, and indicators of person-environment fit (e.g., job satisfaction). Analyses indicated that scores from the Armed Services Vocational Aptitude Battery (ASVAB) predicted both current and future performance (as assessed by future-oriented rating scales) and that the experimental predictors provided incremental validity, particularly in regard to attitudinal criteria. The present report summarizes the Select21 research at a high, relatively non-technical, level and discusses issues associated with further study and implementation of new measures.

New Predictors for Selecting and Assigning Future Force Soldiers (Select21) is concerned with Soldier accession and job classification. The Select21 goal is to ensure the Army acquires Soldiers with the knowledge, skills, and attributes (KSAs) needed for performing well and fitting well in a transformed Army. The objectives of the project are to (a) identify Future Force job demands and the pre-enlistment KSAs required to meet them, (b) develop measures of job performance and critical KSAs, and (c) validate the experimental predictor (KSA) measures in a concurrent criterion-related validation. This report documents the method and results of the criterion-related validation. The predictor set includes measures of cognitive ability, temperament, psychomotor skills, values, expectations, and experience. Performance criteria include rating scales completed by supervisors and peers, technical knowledge tests, a situational judgment test, and indicators of person-environment fit (e.g., job satisfaction). Versions of these measures suitable for all first-term Soldiers regardless of specialty were administered to 812 Soldiers. Analyses indicated that scores from the Armed Services Vocational Aptitude Battery (ASVAB) predict both current and future performance (as assessed by future-oriented rating scales) and that the experimental predictors provided incremental validity, particularly in regard to attitudinal criteria.