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Human Resources

Workforce Availability

NDE workforce availability for the power industry. This project was initiated in response to the concern of the nuclear power industry about the future availability of the NDE workforce--that there will be a gap between the number of qualified personnel required for in-service inspections and the workforce available to meet these requirements. The objective was to project the NDE workforce available to the nuclear power industry from the year 2004 through the year 2013. The study was designed to update past projections in light of recent developments, providing utilities a better basis for personnel planning. The results update the projected demand and supply curves for NDE personnel and provide updated information and insights for future personnel planning. The approach consisted of collecting and analyzing NDE personnel requirements from nuclear plants, NDE career plans and problems from NDE personnel, and NDE entry-level training information from organizations that conduct NDE training. Requirements data were collected from 32 nuclear power plants, from137 NDE personnel (72 employed by utilities and 65 by in-service inspection contractors), and from 12 training organizations that currently or previously provided entry-level NDE training for the nuclear power industry (EPRI).

Personnel Testing and Certification

Multi-tasking Ability Test (MTAT).
The MTAT was designed to predict performance in real-world environments that demand high levels of multi-tasking activity, such as emergency dispatching, air traffic control, and emergency nursing. Individuals most likely to perform well may be selected for employment or assigned to these environments, thereby reducing the high training costs and excessive turnover that often accompanies such jobs. The validated test is web-based, takes less than 15 minutes, and requires no prior training. The test has been validated on both highly-controlled job simulations and in real-world training settings.

Personnel Selection for Multi-Tasking. Defined the important tasks and A model of MT environments was developed as the project framework to delineate how MT environments might vary and to identify characteristics they might have in common. Model development was based on previous research augmented by interviews of subject matter experts in ten Army jobs. Model typology describes three dimensions of MT environments according to demands placed on workers. The typology also encompasses individual differences, addressing variables that might differentially influence performance in different MT environments. The model serves as the basis for developing a measurement approach to assess key individual predictor variables specific to the three kinds of multi-tasking environments.

Automotive maintenance job knowledge test. Defined the important tasks and job dimensions of automotive maintenance personnel, and developed two forms of an automotive maintenance job knowledge test. American Telephone and Telegraph Company)

The Dynamic Inspection Aptitude Test (DIAT). Designed to predict success on inspection jobs that require the combined aptitudes of general cognitive ability, abstract reasoning, and spatial visualization, the test is computer administered and scored, requiring 36 minutes of testing time. Validation studies showed that the test is highly reliable, correlated with other measures of these key aptitudes, and is predictive of the job performance of nondestructive testing operators. (EPRI).

Course developer certification test. Developed and validated two forms of a certification test for developers of telecommunications training courses. Identified knowledge and skill requirements for which job incumbents should be certified; constructed test items; conducted item analyses; and assessed the reliability and validity of the resulting test forms. (Pacific Bell)

Curriculum developer certification validation. Conducted a validation study to permit the use by New York Telephone of the Curriculum Developer Certification program, developed by Anacapa Sciences for Pacific Bell (New York Telephone)

Data entry skills test. Defined the tasks performed by data entry clerks, and developed two equivalent forms of a data entry skills test. Employed a microprocessor with representative keyboard configurations to administer the test semi-automatically and score the test automatically. (American Telephone and Telegraph Company)

Flight Aptitude Selection Test (FAST) development. Developed and validated a battery of aviation-related tests to be used to select applicants for Army helicopter pilot training. The operational version of the new FAST was also pre-tested to collect normative data and to ensure the equivalence of alternate forms of the battery. (Army Research Institute, Aviation Research and Development Activity)

Engineering certification program. Developed a certification program, based on certification testing, for outside plant engineers of a telecommunications company. Conducted a detailed analysis of the tasks performed by outside engineers; developed and validated a certification test consisting of nine test modules; provided test booklets, scoring keys, instructions, and a test administration guide. Test modules were found to be valid (correlations with individual and consolidated measures of job performance ranged from 0.44 to 0.82) and reliable (reliability estimates ranged from 0.80 to 0.97 for the various modules). (Pacific Bell)

Minicourse for advanced cable repair. Conducted job analyses and developed a miniature training and evaluation course for the selection and subsequent qualification of cable repair technicians on fiber-optic transmission systems, digital multiplexing systems , and related technical advances. (American Telephone & Telegraph Company)

Analysis of Personnel Systems

Employment and transfer systems analysis. Conducted a system analysis of the Bell System non-management employment selection and transfer processes. Tracked over 11,000 applicants and transfer candidates in 11 offices and bureaus, surveyed all Bell System placement organizations; assessed perceptions of the process by all classes of system users; and provided recommendations for improving the system. (American Telephone and Telegraph Company)

Employment systems model. Developed a computer-based analytical tool for evaluating Bell Systems employment and transfer systems. MATES, the Model for Applicant and Transfer Employment Systems, enables an analyst to construct a variety of employment/placement systems and assess the employment costs, downrange financial consequences, and expected job success rates with each. (American Telephone and Telegraph Company)

Army aviator retention. Conducted an extensive review of military aviator retention research to identify the factors that, historically, have been related to the retention of military aviators. Used the information to develop a separation questionnaire to be completed by Army aviation warrant officer retirees. (Army Military Personnel Center)

Placement center consolidation. Analyzed the economic feasibility and practicality of consolidating a large number of small employment offices and transfer bureaus into a small number of larger offices. Determined the cost savings associated with mechanizing certain functions once the offices are consolidated. (American Telephone & Telegraph Company)

Selection of outside plant engineers. Identified modifications to the initial screening of transfer and direct-hire applicants for the Outside Engineering position which would result in increased productivity. Analyzed personnel profiles and related personnel factors to measures of engineering productivity. Provided recommendations for applicant screening and placement. (Pacific Bell)


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