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For a number of years, ARI has been assisting the office of the DCS- ROTC, U.S. Army Training and Doctrine Command, in developing off-campus, summer training programs for ROTC cadets. These programs comprise a Basic Camp for 2- year program cadets and an Advanced Camp for MS III cadets. At Advanced Summer Camp, cadets are exposed to a simulated military environment and engage in exercises designed not only to introduce them to military training but also to give the ROTC more evaluative information to use in the selection of cadets for Regular Army (RA) commissions, reserve commissions, and branch assignments. This paper presents data collected at Fort Riley, Kansas, 1974 ROTC Advanced Summer Camp. Attention is focused on possible differences between black and white cadets as a function of the racial makeup of the student body of the college hosting the ROTC unit.

Subscales used to describe item categories in the Cadet Evaluation Battery (CEB), a diagnostic measure of officer potential, were derived primarily from factor analyses of responses given by male officers between 1961 and 1963. In order to determine current male and female CEB factor structures, the battery was administered to 1,035 females and 926 males applying for enrollment into the third year (MS III) of the Reserve Officers' Training Corps (ROTC) program. Then separate factor analyses were conducted on the two CEB tests, the Cadet Evaluation Test (CET) and the Cadet Evaluation Inventory (CEI), for each sex. CET male factors were found to be widely divergent from both CET female factors and the original CET subscales, while CEI male factors were found to resemble rather closely both CEI female factors and the original CEI subscales. Implications of these findings for the use and interpretation of CEB scores are discussed.

As part of a larger research effort, a preliminary investigation was conducted to find whether there were indications of a possible sex bias in peer ratings. The primary objective was to note whether differences in peer ratings, either given or received, occurred as a function of the sex of the officers giving and receiving the ratings. The second objective, should varying effects of sex bias be found, was to investigate correlates of those differences. Preliminary work on the use of peer ratings as performance assessment device in mixed-sex officer groups indicates that women are rated lower by both males and females on leadership potential than their male collegues. They also scored less well on the OEB. The present effort was unable to answer the question of whether this difference in perceived leadership ability was due to real differences or to bias. conceivably, the OEB, which was standardized on all-male samples, may be exhibiting bias also.

Two types of errors present in mail surveys of naval personnel were studied. One was in the responses given to survey items on factual characteristics such as pay grade, marital status, etc. The other was in information in the Navy's automated personnel records which are used for survey sample selection and data analysis. Response errors were assessed by obtaining two sets of responses to the factual survey items from the same group of people and also by comparing questionnaire responses to information in the personnel jackets. Errors in the automated records were assessed by comparing their information to the personnel jacket information. The results showed a wide variance across items in the average amount of response error. (Modified author abstract)