Navy Seal PDF

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Case Study #2...

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CASE QUESTIONS: 1. Majority of Navy Seal qualification, selection and certification stemmed form pure physical strength, thus it raises the concern of that some of the guys graduating might not have the highest character. Two basic types of error may occur which are: a “Type I” error, in which someone who would have been a good candidate was cut, and a “Type II” error, in which someone who is out of character passed. This was a serious concern because mistakes can be costly, involve life’s and ruin our country’s reputation.

Describe the following requirements for being a Navy Seal. a. Task, duties and responsibilities (TDRs) such as those that may appear on a job description (report at least five) (2 pts): Some of the Task, duties, and responsibilities required for being a Navy Seal are: conducting counter-drug operations, support major combat operations, hostage rescue, personal security support, direct action, special reconnaissance, foreign internal defense, counter-terrorism, and unconventional warefare.

b. Environmental conditions and physical requirements such as those that may appear on a job analysis (2 pts): Environmental conditions that be Navy Seal may have to deal with include but not limited to unpredictable situation in the air prior to landing that may jeopardize their lives, as well as being embedded in villages abroad that were deemed to be susceptible to insurgent influence. Some of the physical requirements for Navy Seals includes completing a 500-yeard swim in under 12:30 minutes, at least 50 push-ups in 2 minutes, at least 50 sit-ups in 2 minutes, at least 6 pull-ups. And a 1.5 mile rule in under 11:30 minutes wearing combat boots.

3. How do the Navy Seals select new members (i.e., what selection measures are used)? Provide a thorough description. (4 pts)

The Navy Seals accommodate trainees form a wide range of backgrounds. The program is broken down into three components: the pre-selection phase, the basic training phase, and the Seal qualification training phase. The pre-selection phase includes two types of trainees, officers and enlisted men. Officers were selected from the four-year Navy Academy, the Reserve Officers’ Training Corp, and Officer Candidate programs. They are led by senior SEAL officers and consisted of interviews, physical testing, and summer training program. On the other hand, enlisted trainee could be any male between the ages of 17-28 who has no criminal record or drug history, vision correctable to 20/20, and a high school degree. These trainees could be transfers from other branches of the military. These trainees spent eight weeks in Great Lakes, Illinois conducting daily physical conditioning.

Moving on to the Basic Training Phase, which last for 24 weeks consisted of orientation, followed by three selection phases: physical conditioning, diving, and land warfare. The orientation phase was designed for student’s preparation, where instructors introduced candidates to BUD/S physical training. The first selection phase assessed SEAL candidates in physical conditioning, water competency, teamwork, and mental tenacity. The goal of the phase was to test mental toughness and willingness to endure fatigue without quitting. The first two weeks of training prepares the candidates for the upcoming “Hell Week”, in which candidates participated in five and half days of continuous intense physical training. These candidates were allowing to sleep for a maximum of 4 hour during the whole week and was actively engaged in physical training for up to 20 hours. The second phase of training focused on diving. The purpose of this phase was to develop trainees’ underwater skills as well as to test their mental concentration under stress. This phase concentrated on learning combat SCUBA. The third phase of BUD/S process training moved to land warfare, learning basic weapons, marksmanship, demolitions, land navigation, patrolling, rappelling, communications, and fire-and maneuver tactics in small units. For the final three and half week of training, the class trained offshore, on SAN Clemente Island to practice skills they had just learned. Lastly, upon successful completion of the third phase, the remaining trainees were certified as having completed BUD/S. With that said, they will begin their SEAL Qualification Training immediately. The SQT was designed to provide students with the core tactical knowledge. Trainees were taught advanced weapons skills, additional small unit tactics, land navigation, demolitions, close quarter combat, hand-to-hand combat, cold-weather training in Alaska, medical skills, and maritime operation. Upon graduating from SQT the candidates will be awarded with coveted Navy Seal Trident.

4. What employee characteristics (i.e., KSAOs) are assessed by the selection measures you described in response to Question 3? (2 points) The KSAOs stands for knowledge, skills, ability and other characteristics. The candidate’s characteristics assessed by the Navy Seals selection measure includes:  Knowledge: learn basic weapons, marksmanships with pistol and rifle, land navigation, use of maps and compass, and land navigation  Skills: 500-yard swim in under 12:30 minutes, at least 50 push-ups in 2 minutes, at least 50 sit-ups in 2 minutes, at least 6 pull-ups, 1.5 mile run in 11:30 wearing combat boots, four mile timed run in boots, and swim two miles in the ocean wearing fins  Ability: mental tenacity  Other Characteristics: work well in teams.

5. Based on the job requirements and tasks performed by the Navy Seals, what additional KSAOs should the selection process be formally assessing that it currently is not? List at least three. (3 points) 1. The ability to stand mental abuses without breaking down 2. Selfless character where they put the needs of the team above their own. 3. Have integrity

6. How would you revise the selection process to better capture the new KSAOs you proposed in response to Question #5 and to address the problem(s) identified in Question #1? In your response, include a description of whether you would or would not implement the possible changes mentioned in the case study. I am looking for 2-3 specific and thoughtful solutions. In addition to describing the features of the solution, describe why you think it would be effective. (8 points)

I would revise the selection process by first incorporating meditation into the third week of the Basic training phase. Meditation can help the candidates to take more control of their mind which may prevent them from easily giving into tortures of any kind. This is matter of national security on specialized tasks. Also, I will assign the candidates surveys to rates each other’s personality score which will include their level of integrity and selflessness anonymously. In addition, as mentioned in the reading, SEAL officers are concern with the characters of the candidates graduating from the program. So far, all the tests involved solely deals with their physical capabilities, and none on personalities. In the case study, a few possible improvements were mentioned. The first possible solution mentioned was the forced ranking of SEALS among peers, in which each trainee ranks every other trainee, first through last based on the SEAL traits. The second one mentioned was the draft system, in which each trainee would “draft” their classmates in the first round, second, round, or not at all. I would implement the possible changed mentioned in the study case. Even if they are not the best ideas but any results or information on the candidate’s personality is better than nothing. The force ranking will show the list of candidates that they each respect and believe is the most capable from highest to lowest. The factors involve may include physical abilities as well as their personality traits. The second method mentioned, draft system, will show the group of people that the candidates believes to deserve be drafted the most as well as the group of people that candidates believe they do not deserve to be drafted. The implementation of either or both solutions should show reliability, where candidates should select the same people for the different ranks as well as the names of candidates in each draft group.

7. Define reliability and validity and describe why they are important to the development of a selection test. [Hint: These definitions can be found in your textbook]. (2 points) Reliability is the consistency of a performance; the degree to which a performance measure is free from random error. Validity is the extent to which a performance measure assesses all the relevant- and only the relevant-aspects of job performance. Reliability is important to the development of a selection test because they the result is meaningless if it is different every time the same candidate takes it. It is only meaningful when the result are the same or almost the same everything the same candidate takes it. Validity is important because it tells you if the characteristic measured are reliable. It also gives you meaning to the score. In other words the score receive predicts how well they will do on an assignment/task.

8. What would you do to assess whether the new assessments you create for the Navy Seals are (a) reliable AND (b) valid? Be sure to address both reliability and validity in your response. (5 points) To make sure the that new assessments that I have created for the Navy Seals are reliable, I will use the most advance personality test that examine one’s selflessness and integrity on the current market. I will incorporate ones that large organizations have been using. If large branded organization are using the same survey it shows that the survey is reliable and dependable. To assess whether the new assessment is valid I will have to show the empirical association between scores. For example, such are correlations between selflessness score and rate of task accomplishment....