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The key objective of this research was to create and evaluate a methodology for developing data elements capable of providing objective feedback from the field to define the structure and direction of a professional self- development program for field grade officers. The research exploited data bases and research results obtained in both the development of duty modules and a training information feedback system (TIFS) for junior officers. An exploratory investigation was also conducted to create a methodology for the identification of soft skills related to specific Command and General Staff College (CGSC) curriculum content., SBI-ADE750231

This paper reviews the results obtained in attempting to construct a taxonomic system capable of describing individual attributes that influence leadership effectiveness. To identify the knowledges, skills, abilities and other characteristics (KSAOs) as well as the generic skills involved, a literature review was conducted examining studies concerned with relevant problem-solving processes. A general taxonomy of KSAOs capable of influencing leadership effectiveness was constructed which was applicable to both officers and noncommissioned officers.

The purpose of the research described in this report was to develop a mechanism for providing objective feedback from the field regarding the adequacy of training in Army Service Schools. The existing Duty Modules were utilized as the basic job element for developing Performance Certification Components (PCC's) for the measurement of an officer's performance capability. The Armor School was selected for the development and field verification of data elements for eventual use in a prototype training information feedback system. Armor company/troop commanders and platoon leaders who had graduated recently from the Advanced and Basic officer courses and who are currently assigned to units at Fort Hood, Texas, were selected to comprise a survey sample in order to determine the adequacy of their preparation to perform in their duty positions., See also Volume 2, ADA066244.

The present report describes a program of research whose goal is the development and eventual validation of a method for predicting training device effectiveness. As the lead publication in the series, this report presents a preliminary model for the prediction of one of the most important aspects of training effectiveness--transfer of training. In developing the preliminary model, every attempt has been made to examine and, if possible, to build upon previous efforts. Toward this end, several different kinds of literature potentially bearing on the prediction of device effectiveness have been exhaustively reviewed, reduced, and analyzed. Previous methods and models dealing with the design or evaluation of training programs were examined. General theories of transfer were studied as were the specific constructs believed to mediate transfer. Finally, a host of substantive issues were examined, particularly in terms of empirical data on specific variables and their impact on transfer. The report describes and discusses this information and, when appropriate, indicates its incorporation into the model. In the following four sections of the report the results of the literature survey are described together with implications for a preliminary model for use in predicting training effectiveness.

The objective of this study is to identify non-technical leadership job dimensions and the assorted competencies needed for commissioned and noncommissioned officers. In order to meet this objective, the study develops a comprehensive job analysis data base for the description of Army leadership- related job tasks. The leadership knowledge, skills, abilities, and other characteristics (KSAOs) associated with successful performance were determined in order to develop a comprehensive model of generic job dimensions and skill requirements.

This paper develops a consolidated list of leadership tasks performed by both officers and noncommissioned officers. This list was then reviewed by Army subject matter experts to identify common activities which could be grouped into behavioral dimensions. These dimensions were then used to assess the consolidated list and to develop some additional task statements. The final combined list of officer and noncommissioned officer tasks was then evaluated.

Statements of 'job performance dimensions' reflect salient aspects of job performance in entry-level positions across the 30 entry-level specialties of the Army's Officer personnel Management System (OPMS). In the process job schedules and duty modules developed in contracts DAHC 19-73-C-0042 and DAHC 19-74-C-0026 were examined and analyzed. A list of entry-level positions was developed. Duty module applications were analyzed; in the process, needs for additional duty modules were identified and tentative headings for some of them were developed. Through processes of analysis, refinement and coordination, as explained in the report, a list of nine 'job performance dimensions' was developed. A principal product of this research is a seven-part matrix (Appendix D of the report) showing the relationship of the 'job performance dimensions' and pertinent duty modules to entry-level positions, grouped by OPMS specialty. (Author)

Representative duty module coverage was developed in each of 46 different Office of Personnel Management System specialties. A matrix was developed reflecting 174 duty modules over 47 specialties in order to show skill similarity. A survey involving 440 respondents was administered to gather data regarding specialty training. (Author)

A job analysis concept was developed for representing work activities at a level more specific than a Military Occupational Specialty (MOS) and more general than a 'task.' This early phase of the research was intended to (a) develop and refine the concept, (b) develop methods and formats for applying the concept to Army jobs, and (c) provide an evaluation of its feasibility and utility for analyzing Army jobs. Specifically, the research evaluated the feasibility of using a set of duty modules to adequately represent duty positions of members of an infantry platoon and of using job content data, expressed in duty module format, as a basis for evaluating unit performance. Thirty-one enlisted and 93 officer duty modules were developed, field tested, and revised. Field reactions were highly favorable to using the officer duty modules to describe work activity requirements. In addition, techniques for employing duty modules to describe both unit capabilities and performance worked well when subjected to a pilot test during a field training exercise. The use of duty modules in describing jobs, setting requirements, and evaluating unit and job performance is promising.

This report contains forty-one (41) additional Duty Modules for use in describing positions held by Engineer officers and Ordnance officers. These new Duty Modules, when used selectively with those previously developed by this firm (under contracts DAHC-19-73-0041 and DAHC-19-73-C-0042), fully describe duty positions for Engineer and Ordance officers in both MTOE and TDA types of organizations. A survey was administered to officers in both types of organizations to validate Duty Module descriptions of their positions. Three different survey methodologies were used in order to determine the most suitable procedure for future surveys. The principal product of this research is the design of 41 additional Duty Modules, bringing the total designed to 174 Duty Modules., See also ADA013586.

The Air Force uses tactical command and control C2 systems to task and manage theater combat missions and responses to crisis situations. While current and planned C2 systems are heavily dependent on teams which operate elements of the system, team performance has not beem formally studied or recognized as important. To partially address this situation, the Air Force Human Resources Laboratory has begun a research program on tactical C2 teams. The overall goal of the program is to improve the effectiveness of tactical C2 team performance. The present study addresses this measurement issue. The research involved three steps. First, the literature on C2 units was reviewed, and site visits were made to two tactical and one strategic C2 unit in order to get background on C2 teams. The result of the first step was the selection of two tactical C2 teams for intensive analysis. Second, personnel from these two teams were interviewed, and exercises in which the two teams participated were observed. This step was used to identify critical individual and team tasks and to determine the ways in which the teams are currently evaluated. Third, a team dimesions taxonomy that had been previously developed by the Advanced Research Resources Organization was studied as the basis for developing an assessment instrument. A prototype of the instrument was prepared. It was proposed that the team dimensions be rated using simple scales measuring occurrence, time of occurrence, and reactivity. The prototype instrument concerns one component of team performance: team functions. Other criteria of team performance discussed in the report are productivity, individual member ability, and motivation.

The Army Research Institute for the Behavioral and Social Sciences is developing a model counseling system whose purpose is to facilitate research into the needs and problems of junior officers in the United States Army. The focal point of this program is to examine and develop optimal ways for providing career counseling services. One part of this system is the Army Computerized Career Counseling System which will be used to explore the possible role of computers in the counseling process. This paper describes work on a contract to develop interactive computer dialogues concerned with U.S. Army officer personnel policies and procedures.