st mechanism for
ascertaining the proper assignment for the men.[16-24]

[Footnote 16-23: USAF Oral Hist Interv with Davis.]

[Footnote 16-24: USAF Oral Hist Interv with Zuckert.]

At the same time, a screening team in the Air Training Command gave a
written examination to Lockbourne's more than 1,100 airmen and WAF's
to determine if they were in appropriate military occupational
specialties. A team of personnel counselors interviewed all (p. 403)
airmen, weighed test scores, past performances, qualifications outside
of assigned specialty, and choices of a career field, and then placed
them in one of three categories. First, they could be earmarked for
general reassignment in a specific military occupational specialty
different from the one they were now in; second, they could be
scheduled for additional or more advanced technical training; or
third, they could be trained in their current specialties. The
screeners referred marginal or extraordinary cases to Colonel Davis's
board for decision.[16-25]

[Footnote 16-25: NME Fact Sheet No. 105-49, 27 Jul
49.]

Concurrently with the Lockbourne processing, individual commanders
established similar screening procedures wherever black airmen were
then assigned. All these teams uncovered a substantial number of men
and women considered eligible for further training or reassignment.
(_Table 4_)

Table 4--Disposition of Black Personnel at Eight Air Force Bases, 1949

Percentages
Total Asgmt to Asgmt to Asgmt to Recom for
Base Tested Instr Tech Present Board
Duty School MOS Action

Lockbourne
Male 970 .32 12.08 64.64 22.98
Female 58 0.00 25.86 55.17 18.97
Lackland 247 1.62 20.65 67.61 10.12
Barksdale 158 0.00 20.25 65.82 13.93
Randolph 252 2.38 26.19 57.14 14.29
Waco 146 2.06 30.14 57.53 10.27
Mather 126 .79 27.78 40.48 30.95
Williams 144 8.33 21.53 39.58 30.56
Goodfellow 122 .82 36.89 40.89 21.31

Total 2,223 1.35 19.61 59.20 19.84

_Source_: Pr