The U.S. Employment Service Occupational Test-Development Program

The U. S. Employment Service conducts a test-research program for developing testing tools useful in vocational counseling. This article outlines the organization, underlying concepts, accomplishments, and current efforts of the test-research program.     

Development of a U.S. Employment Service Interest Inventory

Research was conducted to develop an interest inventory corresponding to the interest areas in Volume II of the fourth edition of the Dictionary of Occupational Titles. An inventory of 307 occupational activity items was developed and administered to a sample of 1,115 individuals in a selected number of states. The results were analyzed first to determine if it were possible to develop scales measuring the current 10 interest factors in Volume II of the third edition of the Dictionary of Occupational Titles (1965). This approach proved to be unsuccessful. A factor analysis was conducted to identify the most important interest factors underlying the 307 items and to develop base scales corresponding to the interest factors. This approach led to identification of readily interpretable interest factors similar in meaning and occupational coverage for men and women and broad enough to include the range of occupations in the economy. These interest factors will form the basis for the new interest inventory.     

The Value of the U.S. Employment Service Automated Reporting System to Employment Counselors

This article discusses the value of the Employment Service Automated Reporting System, which assists labor market planners in employment and training agencies in developing necessary programs for reducing unemployment at the local level. It is postulated that more states should use the data from the system but be careful to avoid misleading approaches.     

U.S. Employment Service: First 50 Years, 1933–1983

This article reviews some of the landmarks and trends during the first 50 years of the U.S. Employment Service. It was originally written as the introductory chapter of a longer paper, “The Occupational Information Needs and Functions of the Employment Security-Job Service,” which was submitted at the request of the Occupational Coordinating Council, Washington, D.C., March 1980. The purpose of the chapter was to describe the role and functions of the Employment Service and to show how the service could become more relevant during an age of computerized employment service operations involving highspeed electronic communications and retrieval systems. Under the Reagan administration, much of the federal-state employment service has been systematically dismantled. The Comprehensive Employment and Training Act (CETA) has been repealed and with it, large parts of the research, development, and counseling capacities have been wiped out. Only the great “supply side” depression of 1980–1983 saved the entire system from being demolished.     

Suicide Risk Among Wounded U.S. Service Members

The association between suicide and combat injuries sustained during the wars in Iraq and Afghanistan was examined. A retrospective population‐based cohort design was conducted using official military records to identify combat injuries (October 7, 2001, to December 31, 2007). Those who were injured during combat had higher crude suicide rates than those who deployed and were not injured (incidence rate ratio [IRR] = 1.50; confidence interval [CI] = 1.06, 2.12), or never deployed (IRR = 1.46; CI = 1.04, 2.06). After adjusting for demographics, these findings were no longer statistically significant. Although our data did not support an elevated suicide risk among wounded service members, additional research is needed to examine the impact of injury severity.     

Sex Differences and Occupational Influences on Health Care Utilization Aboard U. S. Navy Ships

This study assessed health care requirements of men and women aboard U.S. Ngvy ships. It was hypothesized that shipboard women utilize more health care services than men and that these differences are greatest in occupational spe- cialties that traditionally have not been open to women. Data were collected periodically from 20 ships over the course of a year. Results indicated that the pattern of sex differences in health care utilization aboard Navy ships is similar to that of the nation as a whole. Shipboard women use health care resources at a significantly higher rate than men. The magnitude of the sex differences in shipboard health care use, however, appears to be less than that found in the civilian community. Results also demonstrated that women in nontraditional occupations visited sick call at a significantly higher rate than women in traditional occupations. Various theoretical implications are discussed.     

Multi-Iteration Usability Testing of the U.S. Navy's Performance Management System

The U.S. Navy has undertaken the second of two iterations of usability testing for the Navy's Human Performance Feedback and Development (HPFD) and ePerformance system. This second of two iterations included 34 officer and enlisted supervisors and nonsupervisors in usability testing conducted at three Navy locations—Naval Meteorology and Oceanographic Center (NAVMETOCCEN) Norfolk in Norfolk, Virginia; USS HOWARD (DDG 83) in San Diego, California; and the Bureau of Naval Personnel (BUPERS) in Arlington, Virginia. Each participant completed a usability test scenario in addition to pretest and posttest surveys designed to obtain Navy personnel's subjective impressions of the HPFD and ePerformance systems. Results from analyses comparing data from Iteration 1 (reported in Schwerin, Dean, Robbins, Bourne, &; Reed, 2006 Schwerin, M. J., Dean, E., Robbins, K. M., Bourne, M. J. and Reed, L. 2006. Subjective and objective results of usability testing for the U.S. Navy's Performance Management System.. Military Psychology, 18(3): 227–245. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) and Iteration 2 (reported in Dean, Aspinwall, Schwerin, &; Kendrick, 2006 Dean, E., Aspinwall, K. R., Schwerin, M. J. and Kendrick, D. 2006. Usability results from Human Performance Feedback and Development (HPFD) and ePerformance system users (Tech. Rep. No. 1)., Research Triangle Park, NC: RTI International. [Crossref] , [Google Scholar]) show an overall reduction in user burden (e.g., fewer errors and less time to complete usability tasks) and increased user satisfaction (e.g., more satisfied with the professionalism, efficiency, and overall effectiveness). These findings indicate that the Navy HPFD and ePerformance systems are easier to use but, more generally, results support the value and effectiveness of usability in human systems integration (HSI) and usability testing. Recommendations for system refinement, policy development, and implementation planning are discussed.     

Relationships between the U.S. Secret Service and the behavioral and social sciences

The United States Secret Service is a federal law enforcement agency of the U.S. Department of the Treasury. The Secret Service investigates crimes related to U.S. currency, credit card fraud, forgery of government obligations, and other related violations. However, the Secret Service is perhaps best known for its protective and investigative responsibilities involving the President and Vice President of the United States, members of their immediate families, and visiting foreign dignitaries. During the past 22 years, concern for protective responsibilities has provoked occasional and sometimes fruitful dialogue between the Secret Service and members of the professional behavioral and social sciences communities. This article describes the evolution and future possibilities of that relationship by providing: (a) a brief history and overview of the Secret Service, focusing on its protective and investigative responsibilities, (b) an analysis of the recent contributions of the behavioral and social sciences to the Secret Service, and (c) an assessment of current and future directions to be taken in the professional behavioral sciences intramural and extramural research programs recently established by the Secret Service.     

A Report from the U.S.S.R.: The Problem of Providing Employment to Secondary School Graduates

This article gives an account of the steps taken by the U.S.S.R. to provide employment for its secondary school graduates.     

Latino Employment and Non-Latino Homicide in Rural Areas: The Implications of U.S. Immigration Policy

From 1990 to 2000, rural counties experienced a major influx of low-skill Latinos. This was due in part to the increased enforcement of the U.S.–Mexican border, which encouraged Latino migrants already in the United States to stay for fear that they cannot return. We examine whether the increasing dominance of Latinos in rural low-skill labor markets raised rural homicide among non-Latino whites and blacks. Using 1990 and 2000 census and crime data for counties, we find that where low-skill labor markets shifted toward Latino labor, violence increases among non-Latino whites, but not among blacks. This is in contrast to prior research emphasizing how low-skill jobs loss is detrimental mainly to blacks. This major structural change in the ethnic structure of low-skill employment has negative consequences for rural white communities, and current theorizing on the loss of low-skill jobs must account for these effects.     

Occupational Aptitude Patterns Map: Development and implications for a theory of job aptitude requirements

United States Employment Service data on the cognitive and noncognitive aptitude requirements of different occupations were used to create an occupational classification—the Occupational Aptitude Patterns (OAP) Map. The OAP Map consists of 13 job clusters arrayed according to major differences in overall intellectual difficulty level and in functional focus (field) of work activities. The OAP Map was compared with an alternative, aptitude-based classification, with the Holland typology of work environments, and with ratings for complexity of involvement with data, people, and things. Those comparisons provided considerable evidence concerning the construct validity of different aspects of the Map and helped to clarify the uses for which the Map is most appropriate. When combined with previous evidence about patterns of job aptitude demands, the OAP Map provides the basis for a theory of job aptitude requirements. The OAP Map and accompanying analyses support the following hypotheses: (1) general intelligence is the major gradient by which aptitude demands have become organized across jobs in the U.S. economy, (2) within broad levels of work, the aptitude demands of different fields of work differ primarily in the shape of their cognitive profiles, and (3) different aptitude demand patterns arise in large part from broad differences in the tasks workers actually perform on the job.