Optimal solutions for complex design problems: Using isoperformance software for human factors trade offs

A major application of isoperformance is as a trade-off methodology of the three major drivers of system design; equipment, training variables, and user characteristics. The flexibility of isoperformance allows each of these three components to be nearly any rational variation. For example, aptitude may be military Armed Forces Qualification Testing (AFQT) categories, cutoff scores within a selection procedure, or simply dichotomizing high and low scorers (pass/fail). Equipment may be new versus old, 'smart' versus dumb, high versus low resolution, etc. Training may be short versus long or varieties of media types (lecture versus CAI/CBI versus self-paced workbooks). In its final computerized form isoperformance lets the user set an operational level of performance (e.g., a jet pilot in a simulated emergency must take prescribed corrective action and clear the plane in several seconds, pilot astronauts will check out all shuttle flight systems within 30 minutes, or Mission Specialists must handle sucdessfully a required number of job elements). At this point the computer program guides the user through any requested trade-offs of the three components while maintaining the specified operational level of performance through isoperformance curves. A demonstration of the computer program is currently available

A menu of self-administered microcomputer-based neurotoxicology tests

This study examined the feasibility of repeated self-administration of a newly developed battery of mental acuity tests. Researchers developed this battery to be used to screen the fitness for duty of persons in at-risk occupations (astronauts, race car drivers), or those who may be exposed to environmental stress, toxic agents, or disease. The menu under study contained cognitive and motor tests implemented on a portable microcomputer including: a five-test core battery, lasting six minutes, which had demonstrable reliabilities and stability from several previous repeated-measures studies, and also 13 new tests, lasting 42 minutes, which had appeared in other batteries but had not yet been evaluated for repeated-measures implementation in this medium. Sixteen subjects self-administered the battery over 10 repeated sessions. The hardware performed well throughout the study and the tests appeared to be easily self-administered. Stabilities and reliabilities of the test from the core battery were comparable to those obtained previously under more controlled experimental conditions. Analyses of metric properties of the remaining 13 tests produced eight additional tests with satisfactory properties. Although the average retest reliability was high, cross-correlations between tests were low, indicating factorial richness. The menu can be used to form batteries of flexible total testing time which are likely to tap different mental processes and functions

Microcomputer-based tests for repeated-measures: Metric properties and predictive validities

A menu of psychomotor and mental acuity tests were refined. Field applications of such a battery are, for example, a study of the effects of toxic agents or exotic environments on performance readiness, or the determination of fitness for duty. The key requirement of these tasks is that they be suitable for repeated-measures applications, and so questions of stability and reliability are a continuing, central focus of this work. After the initial (practice) session, seven replications of 14 microcomputer-based performance tests (32 measures) were completed by 37 subjects. Each test in the battery had previously been shown to stabilize in less than five 90-second administrations and to possess retest reliabilities greater than r = 0.707 for three minutes of testing. However, all the tests had never been administered together as a battery and they had never been self-administered. In order to provide predictive validity for intelligence measurement, the Wechsler Adult Intelligence Scale-Revised and the Wonderlic Personnel Test were obtained on the same subjects