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Sniper Psychological Screening Project

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Sniper Psychological Screening Project Overview Background Aim Personality and job performance Job Analysis Psychological screening measures Screening model ... – PowerPoint PPT presentation

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Title: Sniper Psychological Screening Project


1
Sniper Psychological Screening Project
2
Overview
  • Background
  • Aim
  • Personality and job performance
  • Job Analysis
  • Psychological screening measures
  • Screening model

3
Background
  • The Sniping Basic Specification Report states
    that personnel must be psychologically
    screened and assessed for suitability and
    employment as a sniper
  • Current selection system - not being done
  • Recent combat operations identified requirement
    for screening

4
Aim
  • To develop a valid and legally defensible
    psychological screening process for sniper
    selection
  • Three Steps
  • Job analyses to identify related personality
    traits
  • Development of a selection model
  • Trial of screening measures and procedures

5
Personality Job Performance
  • Personality defined by Big 5 dimensions
  • Conscientiousness
  • Neuroticism
  • Openness to Experience
  • Agreeableness
  • Extroversion
  • Conscientiousness Neuroticism valid predictors
    of job performance across all jobs
  • Remaining domains are more relevant to specific
    jobs or narrower criteria

6
Conscientiousness
  • High scorers predisposed to be organized,
    disciplined, diligent, dependable, methodical,
    and purposeful
  • High scorers more likely to thoroughly and
    correctly perform work tasks, to use their
    initiative, solve problems, remain committed to
    work performance and to stay focused on tasks

7
Neuroticism
  • Opposite of Emotional Stability
  • Is the most pervasive trait across personality
    measures
  • Includes being anxious, depressed, angry,
    embarrassed, insecure, emotional and worried
  • High scorers more likely to experience a variety
    of problems, including negative moods (anxiety,
    fear, irritability and depression) and physical
    symptoms

8
Participants
  • N25 (all male)
  • All qualified snipers
  • 10 qualified Advanced snipers
  • 15 had deployed on operations in sniper role

9
Procedure
  • Job analysis
  • Psychological screening measures

10
Job Analysis
  • Job Analyses conducted to identify personality
    traits and psychological characteristics required
    for successful sniper performance
  • Two Methods
  • Functional Job Analysis (modified) with qualified
    Snipers
  • Personality-Related Position Requirements
    Questionnaire (N 25) (Raymark Schmit, 1997)

11
Psychological Screening Measures
  • NEO Personality Inventory-Revised
  • Measure of the Big Five personality factors
  • Cutoff scores for related factor and facets to be
    used
  • Holden Psychological Screening Inventory
  • Brief screen for psychological maladjustment
  • Psychiatric Symptomatology (e.g. Anxiety)
  • Social Symptomatolgy (Psychopathic and Antisocial
    tendencies)
  • Depression
  • Invalid Responding Index (faking)

12
Job Analyses Findings
  • Related Personality Traits
  • Findings consistent across both JA method
  • High Conscientiousness
  • e.g., Self-discipline, Achievement striving,
    Deliberation, Order
  • Low Neuroticism
  • e.g., Anxiety, Vulnerability, Impulsiveness
  • Low tender-mindedness (Agreeableness)
  • Emotional detachment from target

13
Sniper Personality Related Position Requirements
Results  

1  
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16
Conclusion
  • Assessment to use multiple sources of information
  • Personality and psychological suitability
    selection criteria based on job analyses findings
  • Measures with demonstrated validity and
    reliability to be used
  • Normative data based on sniper sample to be
    employed for red flag screening purposes
  • A Select-Out approach is recommended

17
  • Questions?
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