CRITERIA OF VOCATIONAL SUCCESS 4° 
ticular occupation but because it considers that occupation 
as a source of supply for men for more important jobs, the 
investigator must consider the abilities of these men with 
reference to these more important jobs rather than to the 
source-of-supply job. This situation is illustrated where 
men are required to spend a certain amount of time as 
shop workmen in preparation for positions as minor execu- 
tives, personnel men, salesmen, or designers. 
10. Degree of responsibility. Another criterion is the 
responsibility which the men are required to shoulder. This 
may be measured in terms of the number of subordinates 
they have, the value of the product they handle, or, more 
particularly, the nature of the supervision they are required 
to give. 
11. Membership in professional societies. Membership 
in professional societies, entrance to which is based on 
merit, is a legitimate criterion of success. This should in- 
clude local organizations as well as the national engineer- 
ing societies, honorary fraternities, and mention in “Wko’s 
Who” or “American Men of Science.” 
12. Trade status. If a classification of workers into 
levels of skill is recognized by the unions or by the manage- 
ment, these gradations of trade status may be used as a 
criterion. The best example of the use of this criterion is 
in the validation of the trade tests developed by the United 
States Army during the World War, when groups of men 
known by their employers or fellow-tradesmen to be nov- 
ices, apprentices, journeymen, or experts in the trade in 
question were chosen to serve as subjects in determining 
the diagnostic or differentiating value of each item in the 
proposed trade test. 
13. Ratings. Ratings may be made by immediate su- 
periors, by teachers in corporation schools, or by fellow 
workmen. Because ratings are less objective and reliable 
than most of the preceding measures of success, they should 
not be used if these others are to be obtained. The whole 
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