Abstract
This article describes and illustrates a new way of establishing entry criteria for air force career fields. It allows for direct comparisons across different career fields, is more objective, much less time- and labor-intensive, and more flexible with regard to criterion setting than are previous methods. In addition, it is easier to update in light of career field changes than are previous approaches based on benchmarking task difficulties. It could also easily be extended beyond its original military application to civilian and other governmental applications by using a variety of predictor and criterion variables to build the models.
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