IA02 RFO Part 12 SSJ Wonderlic KO Signed Redacted

Control No.: KNOX-SAT-2027-0006

6. Reason for Authority Cited: During market research, the Wonderlic tests were the only available assessments on the market that meet the requirements for the mission assigned to the Office of the Command Psychologist. Background: The Office of the Command Psychologist (OCP) is tasked with executing evaluations of personnel across the force generation enterprise, including assessing candidates for goodness of fit with high-consequence roles such as the 42T (Talent Acquisition Specialist) and 420T (Talent Acquisition Technician) MOS. All assessment tools used for hiring or selection must meet the minimum psychometric criteria mandated by state licensing boards and the American Psychological Association (APA), including established validity, reliability, and utility for the specific population. To satisfy these mandates in a scalable and efficient manner, OCP has utilized the Wonderlic Select platform for the past three years. This tool has demonstrated the required construct validity and objective utility to evaluate readiness for the unique occupational demands of the 42T and 420T specialties. This allows OCP to identify candidates, with or without prior recruiting experience, who possess the optimal behavioral and mental attributes required by talent acquisition specialists in a synthesized, unified predictive fit profile. Furthermore, the platform allows OCP to capture baseline data on currently assigned personnel that can be scaled to meet future command requirements for identifying highly skilled mission-essential staff.

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Alternatives. Other “broadband” tests of cognitive ability, personality, and motivation that could have been considered for this mission include those that are commonly used in corporate selection and in other similar assessment programs in military psychology. A broadband psychological measure is typically one that includes multiple subscale measurements that correspond to different cognitive dimensions, personality attributes, or vocational interests. During market research, the Office of the Command Psychologist (OCP) conducted a thorough evaluation of several alternative commercial-off-the-shelf (COTS) assessment suites, with specific focus on Hogan Assessment Systems (HPI, HDS, MVPI), Criteria Corp (CCAT), and The Predictive Index (PI). While these industry-standard platforms are widely-used, they were ultimately determined to be unacceptable for the USARD recruiting enterprise due to critical operational deficiencies regarding psychological construct coverage, prohibitive