*Result*: Unlocking potential: Commanders' perspectives on the work efficiency and skillsets of autistic adults in non-combat military roles.

*BackgroundAutism Spectrum Disorders (ASD), present challenges, particularly with respect to employment. The Roim-Rachok Program (RRP) trains individuals with ASD for roles in the Israel Defense Forces (IDF), to enhance these individuals' workforce integration. To date, no studies have investigated the professional work performance of RRP participants from the perspective of their military commanders.ObjectiveThis study evaluated IDF commanders' perceptions of the work performance of RRP soldiers and assessed the support these soldiers need for optimal accomplishment of their job profiles.MethodsA cross-sectional quantitative study of 45 commanders (M = 27.0, SD = 7.5) was conducted. Data was collected using a 12-item Commanders' Questionnaire (TCQ) that assessed the task performance, independence, work quality, and perseverance of the 70 ASD soldiers under their orders. Descriptive and non-parametric analyses were applied to explore the associations between the commanders' background and their perceptions of these soldiers' performance.ResultsVarimax rotation yielded four domains: Performance at Work, Work Quality, Independence, and Perseverance. The commanders rated RRP soldiers similarly to non-ASD soldiers, but gave higher ratings for accuracy and task persistence, and lower ratings for work pace. Older and more senior commanders rated the soldiers' perseverance and independence more highly. No significant associations were found for gender or soldiers' length of service.ConclusionsRRP soldiers excel on tasks requiring accuracy, perseverance, and routines, but face challenges with task versatility and learning new tasks. The structured military environment accommodates ASD individuals well and can serve as a foundation for future civilian employment.*

*Declaration of conflicting interestsThe author declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.*

AN0190662390;3rc01jan.26;2026Jan07.01:26;v2.2.500

Unlocking potential: Commanders' perspectives on the work efficiency and skillsets of autistic adults in non-combat military roles 

Background: Autism Spectrum Disorders (ASD), present challenges, particularly with respect to employment. The Roim-Rachok Program (RRP) trains individuals with ASD for roles in the Israel Defense Forces (IDF), to enhance these individuals' workforce integration. To date, no studies have investigated the professional work performance of RRP participants from the perspective of their military commanders. Objective: This study evaluated IDF commanders' perceptions of the work performance of RRP soldiers and assessed the support these soldiers need for optimal accomplishment of their job profiles. Methods: A cross-sectional quantitative study of 45 commanders (M = 27.0, SD = 7.5) was conducted. Data was collected using a 12-item Commanders' Questionnaire (TCQ) that assessed the task performance, independence, work quality, and perseverance of the 70 ASD soldiers under their orders. Descriptive and non-parametric analyses were applied to explore the associations between the commanders' background and their perceptions of these soldiers' performance. Results: Varimax rotation yielded four domains: Performance at Work, Work Quality, Independence, and Perseverance. The commanders rated RRP soldiers similarly to non-ASD soldiers, but gave higher ratings for accuracy and task persistence, and lower ratings for work pace. Older and more senior commanders rated the soldiers' perseverance and independence more highly. No significant associations were found for gender or soldiers' length of service. Conclusions: RRP soldiers excel on tasks requiring accuracy, perseverance, and routines, but face challenges with task versatility and learning new tasks. The structured military environment accommodates ASD individuals well and can serve as a foundation for future civilian employment.

Keywords: autism spectrum disorder; employment; military personnel; young adults; work performance

Introduction

Autism Spectrum Disorders (ASD) are characterized by social communication deficits as well as restricted and repetitive patterns of behavior. The presentation of ASD differs from person to person in terms of severity and the combination of symptoms, as well as comorbidity. Symptoms of ASD fall on a continuum, with some individuals exhibiting mild symptoms, while others having more severe symptoms requiring extensive support.[1] Although typically diagnosed in childhood, ASD is a lifelong condition, and adults with ASD continue to face significant challenges across the lifespan, and often experience poor or highly variable long-term outcomes in adulthood.[2] The current study focused on cognitively-able young adults with ASD who are characterized by significant deficits in social skills, ritualistic and repetitive behaviors, but who have high intellectual levels, and continuing support requirement.

One of the key aspirations of adolescents and young adults after graduation is to successfully integrate into the labor market.[3] Today, much of human life revolves around wrok.[4] The importance of work, including formal employment for people with disabilities particularly individuals on the autistic spectrum, is attracting growing research interest.[5],[6] Work in this context encompasses a broad range of productive activities, both paid and unpaid, that contribute to individual and societal development.[7] Engagement in meaningful activities, such as volunteering or employment, promotes health, well-being, and participation in life.[8] This is especially true for individuals with ASD, since work allows them to engage in routine activities and interact with a variety of people.[9]

Despite having the ability and willingness to work,[10] approximately 78.3% of all autistic individuals are unemployed.[11] These unemployment rates are significantly higher than those for adults with intellectual disabilities, learning disabilities, or speech impairments,[2],[12] and can largely be attributed to employer concerns about the costs and productivity of hiring adults with ASD,[13] compounded by their difficulties processing socially relevant information and interacting appropriately in workplace environments.[14] There is scant research on the actual skills and performance of ASD employees. Studies have highlighted the importance of suitable work settings, effective forms of support, and long-term guidance in areas such as advancing one's career to achieve successful employment outcomes.[15],[16] Recent studies have underscored the need for earlier transitions, planning, and better accommodations for diverse abilities, in addition to research and greater support for young adults with ASD and their families.[17],[18]

In Israel, military service is compulsory at the age of 18 and represents a major milestone in young adults' lives, and their first step toward employment. However, many individuals with ASD, even those who are cognitively capable, are automatically exempted from military service, thus isolating from their social circles.[19],[20]

The Roim-Rachok Program (RRP, the Hebrew acronym for "Looking Ahead ") was established in Israel in 2013 to promote the integration of young adults with ASD into the vocational world. The program focuses on training participants for core military professions in the Israel Defense Forces (IDF). This makes it perhaps the first army in the world to draft individuals with ASD for specially designed roles.[19]

The vision of the RRP founders was to create a win-win situation where the participants are involved in meaningful military service, and the IDF benefits from high quality military personnel. Integration into military service is intended to be the launchpad for later inclusion into the civilian vocational world. The literature shows that young adults with ASD need additional support to develop workplace skills before they can become employable or maintain employment.[21] To date, four military service positions have been identified as suitable for the specific characteristics of young adults with ASD: (a) Aerial photo analysis, which consists of interpreting, analyzing and processing photographic data to extract strategic intelligence, (b) Software programing and software quality assurance such as programing and examining the quality of software projects at all stages of development, (c) Data Analysis, which covers collecting, sorting and analyzing relevant strategic data from the web, and (d) the position of electronic technician, who checks, maintains and repairs vital electronic equipment in daily use by IDF units.

The RRP follows a five-stage intervention model, beginning with an admission screening process to identify candidates for the program. This stage includes a personal interview, professional exams and a group social assessment. Eligibility for acceptance into the program is based on a documented ASD diagnosis by a qualified professional (e.g. psychiatrist or neurologist). All candidates needed to have verbal, reading, and writing communication abilities. The program does not accept participants who pose a danger to themselves or others, or candidates with reported suicidal tendencies.

The second stage is a three-month training course where the military profession, life, and working skills are taught by a team of military commanders and health professionals, including occupational therapists (OT), speech therapists (ST) and psychotherapists. In the third stage, participants take up their posts in their designated units as civilian volunteers (prior to recruitment), for a trial period. The purpose of this stage is to allow the course graduates and their commanders to evaluate the fit of the military routine and the position. The fourth stage is active military duty, when these recruits become military personnel for the standard period of two years and eight months, as is the case for all other soldiers in Israel, and fulfill their operational duties. Note that during the trial period and their military service, the RRP soldiers, their commanders, and coworkers are supported two days a week by RRP professionals (an OT or ST and a psychotherapist) who provide guidance in terms of daily living (e.g. using public transportation, hygiene), military conduct (e.g. dress code and obeying authorities), working skills (e.g. task management, executive functions), and sensory issues (mainly environmental adaptation). The professional team also addresses the recruits' communication skills (e.g. asking for help, participating in conversations) and social interactions (e.g. friendships, interpersonal relationships), as well as emotional expression and modulation. In the fifth and final stage, soldiers who have completed their tour of duty who choose to do so can apply and are connected to an employer in competitive employment. The RRP professionals continue to support these individuals and their superiors as needed in the labor market.

Assessments conducted over the last 10 years on the RRP underscore the need for more research to assess the program's effectiveness. While previous research on RRP has focused on work skills, quality of life, and well-being,[20] the professional quality of work as perceived by military commanders has not been empirically assessed. Some studies have shown that RRP training courses significantly improve participants' adaptive skills by allowing them to function within the normal range before joining military units.[22] This initial success, coupled with continued support during their service, may help sustain these improvements. However, while the dozens of soldiers serving today are proof of some positive outcomes, further exploration is needed. This study was designed to fill this gap by examining commanders' perceptions of RRP soldiers' professional work compared to their peers, and assessing the support needed for commanders to lead RRP soldiers effectively. This study thus provides valuable insights into how structured employment programs such as the RRP can enhance professional outcomes for young adults with ASD. The findings can enable employers to better evaluate the economic and productivity benefits of fostering a diverse workforce. In so doing, the results contribute to improving the quality of life, well-being, and job integration for young adults with ASD.[23]

Method

This quantitative study implemented a cross-sectional design based on convenience sampling.

Participants

The commander group was composed of 45 IDF commanders (31 men, 14 women), recruited for this study while commanding RRP soldiers (age M = 27, SD = 7.5, range 20–54 yrs). RRP commanders were (1) commanding one RRP soldier in a mixed squad, (2) commanding more than one RRP soldier in a mixed squad, or (3) commanding a squad made up of RRP soldiers alone, as shown in Table 1. All the commanders completed the questionnaire; 11 filled it out several times for different soldiers. The characteristics of these commanders are listed in Table 2. As shown in Table 2, the mean length of time they had served at the rank of commander was 11.7 months (SD = 5.7, range 1–49).

Table 1. Number of ASD soldiers under each commander (n = 45).

Graph

<table><colgroup><col align="left" /><col align="char" char="(" /></colgroup><thead><tr><th align="left">Number of Soldiers/Unit</th><th align="left">N (%)</th></tr></thead><tbody><tr><td>Command of one soldier</td><td>30 (67%)</td></tr><tr><td>Command of several soldiers. Mixed unit</td><td>9 (20%)</td></tr><tr><td>Command of Several soldiers. Homogeneous unit</td><td>6 (13%)</td></tr></tbody></table>

Table 2. Commanders' demographics (n = 45).

Graph

<table><colgroup><col align="left" /><col align="left" /><col align="char" char="(" /></colgroup><thead><tr><th align="left" colspan="2">Variable</th><th align="left">N (%)</th></tr></thead><tbody><tr><td colspan="3">Personal characteristics</td></tr><tr><td rowspan="2">Gender</td><td>Women</td><td>14 (31%)</td></tr><tr><td>Men</td><td>31 (69%)</td></tr><tr><td colspan="2">Seniority (months)</td><td align="center">11-31</td></tr><tr><td colspan="2">Age (years)</td><td align="center">20-54</td></tr><tr><td colspan="3">% of Commanders associated with each Post</td></tr><tr><td colspan="2">Aerial Photograph analysis</td><td>13 (28%)</td></tr><tr><td colspan="2">Programing and Quality assurance of software</td><td>13 (29%)</td></tr><tr><td colspan="2">Data analysis</td><td>3 (7%)</td></tr><tr><td colspan="2">Electronics</td><td>16 (36%)</td></tr></tbody></table>

These commanders were the superior officers of 70 ASD soldiers (65 men, 5 women) who had served in the army for an average of 1.3 years (SD = 0.8) and had been in their current unit for an average of 1.1 years (SD = 0.8).

According to the training program's acceptance criteria, all the soldiers had been diagnosed upon entry into the program with Level 1 ASD as defined by the Diagnostic and Statistical Manual of Mental Disorders, 5<sups>th</sups> Ed.[1]

Procedure

This study was approved by the Ethics Committee of the Chief Medical Officer of the IDF (approval No. 1980-2019). A research assistant, who is an occupational therapist, was recruited and trained by the lead researcher to administer the questionnaire. The research assistant coordinated meetings with the commanders, provided them with a description of the study and obtained signed consent forms. The commanders who signed the consent form were then included in the study and completed the study questionnaire on the RRP soldiers under their command<bold>.</bold>

Measures

The Commanders' Questionnaire (TCQ) was specifically developed for the current study. TCQ is a self-report, 12-item questionnaire designed to evaluate commanders' perspectives on the work skills of RRP soldiers in comparison to other squad soldiers. Respondents rate their agreement on a five-point Likert scale, ranging from 1 (low performance) to 5, (high performance, above expectations). In addition, the commanders indicated whether the performance level of RRP soldiers was comparable, lower, or higher than non-autistic soldiers for each question. The first 11 questions of the questionnaire address four main areas:

The final question inquired about the personal experience of commanding RRP soldiers. The commanders were asked to indicate on a three-point Likert scale whether they would recommend incorporating RRP soldiers to other commanders (1-would not recommend at all, 2-depending on the circumstances, 3-recommend highly). Those who indicated that it depended on the circumstances were asked to specify the main considerations that must be taken into account before accepting RRP soldiers into their unit.

Data analysis

The data analysis was conducted using IBM SPSS (version 20.0). Descriptive statistics were employed for ranges, means, and standard deviations. Relationships between the commanders' background variables (age, length of time in command of RRP soldiers and number of RRP soldiers under their command) were examined. Due to the abnormal distribution of the background variables, non-parametric statistics were utilized, and Spearman correlations were calculated.

Results

The commanders' perceptions of the RRP soldiers were first analyzed by calculating the median value for the items rated on a 5-point ordinal scale, and then calculating the percentages for each item by pooling the responses into lower values (1 + 2), average values (3), and higher values (4 + 5), as presented in Table 3. The median analysis showed that for most items, the median value was 3, indicating that the commanders considered that the soldiers' performance was comparable to the non-ASD soldiers under their command. However, a different pattern emerged for three items: lower work pace (median = 2), greater accuracy (median = 4), and greater perseverance (median = 4).

Table 3. Commanders' evaluation of the work performance of RRP soldiers vs. non-ASD peers.

Graph

<table><colgroup><col align="left" /><col align="left" /><col align="left" /><col align="left" /></colgroup><thead><tr><th align="left">Variable</th><th align="left">Partially</th><th align="left">Sufficient</th><th align="left">Above</th></tr></thead><tbody><tr><td>Versatility</td><td>54%</td><td>16%</td><td>30%</td></tr><tr><td /><td>Minimal</td><td>Expected</td><td>Above</td></tr><tr><td>Professional support from commander</td><td>25%</td><td>34%</td><td>41%</td></tr><tr><td>Professional support from peers</td><td>45%</td><td>43%</td><td>12%</td></tr><tr><td /><td>Short time</td><td>Expected</td><td>Overly long</td></tr><tr><td>Time to learn a new assignment</td><td>27%</td><td>37%</td><td>36%</td></tr><tr><td>Need for commander's attention</td><td>32%</td><td>20%</td><td>48%</td></tr></tbody></table>

1 For example, commanders rated 54% of the RRP soldiers as having partial versatility, 16% with limited versatility, and 30% with above-average versatility, compared to soldiers without an ASD diagnosis.

RRP soldiers performed better in areas such as making fewer mistakes, being more accurate, and showing more perseverance while working on a task during the workday. On the other hand, RRP soldiers worked at a slower pace than other soldiers. The commanders perceived RRP soldiers' performance as better than that of other soldiers in terms of accuracy, task persistence per day, and periodic task persistence. However, the RRP soldiers exhibited more difficulties in areas such as versatility, work pace, need for commander support, and requiring supervision compared to other soldiers.

To perform further parametric analyses, we examined the possibility of combining the questionnaire items into major domains. A factor analysis with varimax rotation revealed four potential domains that aligned with the hypothesized skills required in the program. A reliability analysis was then conducted on the variables suggested by the model:

Next, the potential effects of the commanders' demographics on their perceptions of the soldiers' performance were analyzed. Correlations were calculated for the relationship between demographic variables and the four domains. A Spearman analysis was used for the commanders' age and seniority since the distribution was not normal. A trend was observed between commanders' age and ratings in the 'Perseverance at Work' domain, with older commanders evaluating the soldiers' performance as higher (r<subs>s</subs> =.260, p < 0.05). A similar trend was found between commanders' seniority and their ratings on the 'Independence at Work' domain, with more senior commanders evaluating the soldiers' functioning as higher (r<subs>s</subs> =.249, p < 0.05). No significant correlations were found for gender, different corps (Mood's median analysis), or soldiers' length of service (in general or under a specific commander).

Discussion

Being part of the working world provides more than just financial stability– it is a source of identity, socialization, friendship, and a sense of achievement that gives life meaning and structure.[24] The current study examined the quality of work of soldiers with ASD participating in the dedicated RRP program. This program integrates highly capable young adults with ASD into core professions within the IDF in non-combat roles, thus offering them meaningful military experiences as a foundation for future civilian employment. To the best of our knowledge, this study is the first to examine the perspectives of these soldiers' superior officer in two major domains: the actual quality of their professional work, as well as the additional resources needed to lead and guide soldiers with ASD successfully.

Specifically, the goal of this study was to examine whether RRP soldiers could 'do the job' and perform at the high standard required in these military roles. This included evaluating the number of mistakes made compared to peers and accuracy at work. The findings indicated that in general, the commanders considered that the ASD soldiers performed better than average soldiers in terms of making fewer mistakes and being more accurate. This may be linked to their slower work pace, which likely correlates with higher accuracy and perseverance. Similarly, Scott et al. found that employees with ASD paid significantly more attention to detail and ethics than non-ASD employees.[13] Mottron et al. suggested that individuals with ASD have enhanced local processing abilities, which allow them to focus on small details before processing the bigger picture.[25] This attention to detail enables them to spot errors others might miss. These findings also align with other studies showing that individuals with ASD often exhibit hyperfocus, strong memory, and high work quality, reliability and integrity.[23],[26] The commanders considered that the RRP soldiers' quality of work met the standards required and surpassed that of their peers. These results thus substantiate and support the employment of individuals with ASD in workplaces that demand complex and high abilities and responsibility.

In addition to their quality of work, the questionnaire also explored task persistence over time and daily task persistence. The results showed that the commanders rated their RRP soldiers' perseverance at work as better than that of other soldiers. One possible explanation is based on Gal et al. who found that adults with ASD tend to prefer routine over variability and struggle with both expected and unexpected changes at work.[23] This is consistent with the restricted and repetitive behaviors and interests (RRBI) that constitute the hallmark of autism. However, with sufficient support, individuals with autism can not only succeed in the workplace but may even outperform their colleagues in certain domains. This may be due to skills, or 'talents', related to attention to detail and tolerance for repetitive tasks.[27] Thus, as noted by Shelef et al., ASD symptoms among military personnel presents both advantages and disadvantages.[19] Another possible explanation is that the high persistence exhibited by the RRP soldiers was supported by the structured military environment, including its rigid schedule, clear guidelines for appearance and behavior, and respect for hierarchical ranking. Looking for a workplace with similar characteristics in the labor market, while providing support and guidance to both the employee and the employer—similar to the support offered in RRP—could transform the rigidity often seen in adults with ASD into a strength, resulting in employees with high levels of perseverance.

Another domain that was examined in this study was performance at work, which characterized the soldiers' levels of work versatility and pace. Here, the commanders rated the RRP soldiers lower in both areas compared to their peers. This lesser versatility may stem from autism-related traits such as a preference for routines, insistence on sameness, and restricted interests.[1] However, it is important to note that although these traits can impact work performance, they can be mitigated with appropriate support.[28] In particular, these characteristics can also be an advantage. For instance, individuals with ASD often excel in roles that involve repetitive tasks or require high accuracy that non-ASD individuals may avoid due to the social isolation or the repetitive nature of the task, such as computer programming or laboratory work.[26] Understanding these strengths and preferences can help businesses harness the talents of individuals with ASD, thus contributing to both their potential success and the productivity and diversity of the organizations that employ them.[29]

The soldiers' slower work pace was related to reduced processing speed, one of the key neurological deficits observed in adults with ASD. This involves how quickly individuals can perceive and react to environmental stimuli, a core cognitive ability.[30] Haigh et al., for example, examined processing speed in a large sample of verbally capable adults with ASD without intellectual disabilities, and compared them to neurotypical adults with similar IQs. The ASD group performed significantly worse on all measures, demonstrating a substantial processing speed deficit.[31] These findings are also consistent with earlier research showing that adults with ASD often require increased time to process information and perform tasks.[30],[32],[33] This needs to be taken into account when employing individuals with ASD.

In the independence at work domain, four variables were assessed: peer support, commander support, time spent learning a new task, and need for supervision. As might be expected, the RRP soldiers required additional support and attention from their commanders. Their challenges may stem from the difficulties engaging in social interactions associated with ASD, which significantly impact vocational performance.[34][35]–[36] These difficulties include the inability to understand affect and "read between the lines", asking too many questions, struggling to work independently, and inappropriate communication or behavior.[26],[37] All of these require commanders to exhibit sensitivity and provide guidance in navigating these social complexities, both among RRP soldiers, as well as in interactions with non-ASD peers. This added attention can pay off in terms of the good quality of work as well as the value of increased diversity in the workforce.

The employment of individuals with ASD can also be influenced by the qualities of their superiors. In this study, we analyzed the potential impact of commanders' demographics on their perception of their ASD soldiers' performance. We found that older commanders rated their soldiers' perseverance higher, and that commanders with greater seniority rated their soldiers' independence at work higher. Although there is scant specific literature on the characteristics of managers who have ASD individuals working under them, our findings suggest that both life and professional experience are impactful. Overall, the literature highlights the critical role managers play in supporting the employment of adults with ASD, specifically older managers with greater seniority.

While this study did not compare RRP to other disability employment initiatives, this type of comparison is necessary to fully understand the program's relative effectiveness. Future research should explore cross-program evaluations to identify best practices and areas for improvement. For example, examining initiatives like those by Microsoft and Walgreens, or the UK police force's support for autistic employees could provide valuable insights into how tailored employment programs for individuals with ASD can be further optimized.[38],[39]

Conclusion

This study asked IDF commanders to evaluate the performance of ASD soldiers under their orders in significant non-combat posts. The findings suggest that the structured and rigid military framework is conducive to promoting the perseverance and accuracy of individuals with ASD. By contrast, the lack of social skills, rigidity, and behavioral manifestations typical of ASD individuals means that their superiors must provide more resources and guidance for them to achieve their work goals. Knowledge and awareness of possible benefits and caveats of hiring ASD individuals can enable employers, and in this case army commanders, to adjust these tasks so that the advantages outweigh the disadvantages. The findings suggest that when considering the employment of young adults with ASD five features should be taken into consideration:

Acknowledgements

The authors would like to express their sincere gratitude to the RRP commanders for their dedicated leadership and participation in this research, and to the RRP team for enhancing the program

By Efrat Selanikyo; Dovrat Sagie; Talia Haas and Asnat Bar Haim Erez

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