[104-10225-10006.pdf — page 190]
CONFIDENTIALOFFICE OF TRAINING, ASSESSMENT AND EVALUATION STAFFEVALUATION OF TEST RESULTS (CLERICAL)|                      |                    || -------------------- | ------------------ || DATE                 | 14 March 1962      || NAME                 | GRADE AND POSITION || FLORES, Daniel (Mr.) | PERSONNEL OFFICER  ||                      | TAG                |TEST RESULTS ARE AN INTEGRAL PART OF THE FACT FINDING PHASE OF MOST PERSONNEL OPERATIONS. EVALUATION OFTHESE MEASUREMENTS IN RELATION TO OTHER FACTUAL MATERIAL IN THE PERSONNEL RECORD PROVIDES ONE OF THE BASES FOR THESELECTION AND PLACEMENT OF APPLICANTS AND FOR COUNSELING WITH NEW EMPLOYEES. HOWEVER, THE DECISION AS TO WHETHERAN INDIVIDUAL CAN AND WILL PERFORM THE DUTIES OF A SPECIFIC JOB MUST REST ON THE JUDGMENT OF THE RECRUITER OR PLACE-MENT OFFICER, WHO CONSIDERS ALL ASPECTS OF THE INDIVIDUAL'S ABILITY, BACKGROUND, AND PERSONALITY IN RELATION TO THEREQUIREMENTS OF THE AGENCY.THIS REPORT EVALUATES THE SUBJECT'S PERFORMANCE BY COMPARING HIS SCORED WITH THOSE OF A NATIONWIDE GROUP OFTWELFTH GRADE STUDENTS OF THE SAME SEX... SPECIFIC APTITUDES ARE IDENTIFIED BY USING A VARIETY OF TESTS RANGING FROMWORK SAMPLES OF FILING AND CHECKING TO MEASURES OF REASONING ABILITY. IN EVALUATING THESE TEST SCORES FOUR GENERALCONCEPTS SHOULD BE KEPT IN MIND: (1) TESTS ARE MORE EFFECTIVE IN SCREENING OUT POTENTIAL FAILURES THAN IN IDENTI-FYING THOSE WHO WILL PERFORM SUCCESSFULLY. (2) PERSONS WHOSE SCORES ARE PREDOMINANTLY IN THE LOWEST 16% ORDINARILYARE NOT SUITED FOR OFFICE WORK. (3) MOST JOBS DO NOT REQUIRE HIGH SCORES ON ALL TESTS, BUT HAVE A RANGE WITHINWHICH PEOPLE CAN DO THE WORK EFFECTIVELY AND TEND TO REMAIN ON THE JOB. (4) EFFICIENCY IN PLACEMENT NECESSITATESMATCHING THE JOB AND THE INDIVIDUAL, BOTH THOSE WHO ARE OVERQUALIFIED AND THOSE WHO ARE UNDERQUALIFIED ARE LIKELYTO QUIT.A DESCRIPTION OF THE SIX TESTS IN THE BATTERY IS GIVEN ON THE BACK OF THIS FORM. IN CASES WHERE THE PATTERNOF THE TEST SCORES APPEARS TO INDICATE APTITUDE IN PARTICULAR AREAS THIS WILL BE NOTED IN THE REMARKS SECTION.WHERE RESEARCH STUDIES HAVE BEEN CONDUCTED ON THE RELATIONSHIP OF THE TESTS TO JOB PERFORMANCE THESE COMMENTS WILLRELATE TO SPECIFIC JOBS. THIS SECTION MAY ALSO INCLUDE A BRIEF ANALYSIS OF THE INDIVIDUAL'S POTENTIAL IN RELATIONTO HIS INTERESTS AND BACKGROUND.CONSULTATION OR FURTHER INFORMATION REGARDING INTERPRETATION OF TEST SCORES IS AVAILABLE BY CALLINGEXTENSION 8017.| NAME OF TEST                | VERY LOW 2% | LOW 5% | AVERAGE 15% | HIGH 19% | VERY HIGH 5% | 2%  || --------------------------- | ----------- | ------ | ----------- | -------- | ------------ | --- || CLERICAL SPEED AND ACCURACY |             |        |             | ✓        |              |     || SPELLING                    |             |        |             | ✓✓       |              |     || SENTENCES                   |             |        | ✓           |          |              |     || NUMERICAL ABILITY           |             |        | ✓✓          |          |              |     || ABSTRACT REASONING          |             |        | ✓✓          |          |              |     || VERBAL REASONING            |             |        | ✓           |          |              |     |REMARKS:Mr. Flores should be referred for PATH, preferably whilehe is still in the LES.