Cristina L. Byrne

Bio: Cristina L. Byrne is an academic researcher from Civil Aerospace Medical Institute. The author has contributed to research in topics: Air traffic control & Organization development. The author has an hindex of 3, co-authored 11 publications receiving 21 citations.

The Validity of the Air Traffic Selection and Training (AT-SAT) Test Battery in Operational Use

Abstract: Applicants for the air traffic control specialist (ATCS) occupation from the general public and graduates from post-secondary institutions participating in the Federal Aviation Administration (FAA) Air Traffic Collegiate Training Initiative (AT-CTI) must take and pass the Air Traffic Selection and Training (AT-SAT) test battery as part of the selection process Two concurrent, criterion-related validation studies demonstrated that AT-SAT was a valid predictor of ATCS job performance (American Institutes for Research, 2012; Ramos, Heil, & Manning, 2001a,b) However, the validity of AT-SAT in operational use has been questioned since implementation in 2002 (Barr, Brady, Koleszar, New, & Pounds, 2011; Department of Transportation Office of the Inspector General, 2010) The current study investigated the validity of AT-SAT in operational use AT-SAT and field training data for 1,950 air traffic controllers hired in fiscal years 2007 through 2009 were analyzed by correlation, cross-tabulation, and logistic regression with achievement of Certified Professional Controller (CPC) status as the criterion The correlation between AT-SAT and achievement of CPC status was 127 (n=1,950, p<001) The correlation was 188 when corrected for direct restriction in range A larger proportion of controllers in the “Well Qualified” score band (85-100) achieved CPC status than in the “Qualified” (70-8499) band The logistic regression model did not fit the data well (χ2=30659, p<001, -2LL=1920911) AT-SAT modeled only a small proportion of the variance in achievement of CPC status (Cox and Snell R2=016, Nagelkerke R2=025) The logistic regression coefficient for AT-SAT score of 049 was significant (Wald=30958, p<001) AT-SAT is a valid predictor of achievement of CPC status at the first assigned field facility However, the correlation is likely attenuated by time and intervening variables such as the training process itself Other factors might include the weighting of subtest scores and use of a narrow criterion measure Further research on the validity of AT-SAT in relation to multiple criteria is recommended

Using Biodata to Select Air Traffic Controllers

Abstract: Biodata factors were examined as predictors of training performance for candidate air traffic control specialists (ATCSs). These factors, which have been shown to predict controller training performance in previous research, were highest educational degree achieved, grade point average both in high school overall and in high school math courses, aviation operations experience, pilot licenses held, and age. Results from logistic regression analyses were only partially supportive of previous research. Age was the most consistent (inverse) predictor of training success. Most of the other factors did not predict training success. Differences between these results and previous research might be attributed to differences in the criterion measures, samples, and generational differences. Overall, the evidence for using the assessed biodata factors for selection was weak. We suggested that a new biodata instrument be developed to assess and identify experiences to predict performance of the next generation of cont...

Planning for Organization Development in Operations Control Centers

Abstract: The first step in a proposed program of organization development (OD) was to assess organizational processes within the Technical Operations Services (TechOps) Operations Control Centers (OCCs) The aim of the OD program was to improve effectiveness of OCC operations and increase satisfaction of OCC personnel The assessment was based on an understanding of current and future OCC concepts of operations, a review of organizational practices within the OCCs, and the research literature on developing organizations TechOps is the agency within the Federal Aviation Administration (FAA) Air Traffic Organization that manages and maintains the National Airspace System facilities, systems, and equipment The OCCs are part of the maintenance management infrastructure at the regional level with an OCC located within the Eastern, Central, and Western Service Areas The OCCs were established in 2001 as part of an effort to centralize remote monitoring and coordination of maintenance operations for the FAA To understand current organizational processes, the authors interviewed 54 specialists and 12 team leads working at an OCC in one of the Service Areas They asked the participants questions about their technical background; their jobs within the OCCs to include the interdependencies required for task performance; structure, complexity, and workload inherent in the job; cohesion and trust among specialists and team leads; and outcomes, including perceived operational effectiveness and job satisfaction Results of these discussions are summarized in the report by topical area Issues raised by the participants as having a negative effect on their perceptions of effectiveness of the OCCs and their individual satisfaction with the job were classified into three groups The first grouping was workload Shift work, staffing, and breaks influenced workload Participants saw workload at all three OCCs as high, especially during the day shift The second group, resources, included issues related to training and technology Some participants indicated that neither the training nor the technologies used in the OCCs were sufficient to meet job requirements The final group was knowledge of results and included issues related to performance feedback and management involvement Participants saw a lack of performance standards and little specific feedback on individual or team performance as having a negative impact on organizational performance and individual satisfaction Proposed interventions to address each of these groups of issues were 1) the use of small teams to organize specialists and team leads at each of the OCCs, 2) revision or inclusion of initial, new equipment, and team leader training, 3) implementation of a comprehensive performance feedback system based on individual and team performance, and 4) development of a fatigue risk management approach that included education on fatigue and elimination of midnight shifts through the use of workload sharing among OCCs Finally, the authors also recommended assessing the implementation of interventions in an on-going process of organization development and improvement to meet current and future requirements

Using a Multidimensional Pairwise Preference Measure of Personality to Predict Training Success of Air Traffic Control Specialists

Abstract: Studies have shown that cognitive ability relates to success in training as an air traffic control specialist (ATCS). The relationship between measures of personality and success in ATCS training is less clear. An area of concern is that personality tests are susceptible to faking and that job applicants may respond in a socially desirable manner to increase their odds of being hired (Paulhus, 2002). Personality measures that use a multidimensional pairwise preference item format tend to be fake-resistant (Underhill, Bearden, & Chen, 2008), leading to renewed interest in the use of personality assessments in personnel hiring. We report an initial assessment of one such measure, the Tailored Adaptive Personality Assessment System-Federal Aviation Administration for predicting success of ATCS trainees in Academy training. We found personality facets to account for an additional three to four percent of the variance in training success of individuals over a measure of cognitive ability.

An Evaluation of the Utility of At-Sat for the Placement of New Controllers by Option

Abstract: As a follow-up to the completion of the Concurrent Validation of the Air Traffic Selection and Training (AT-SAT) test for Tower Controller Hiring (CoVATCH) project, the authors investigated the utility and fairness of using AT-SAT scores to place Air Traffic Control Specialist (ATCS) applicants into terminal or en route facilities. Generally speaking, controller pay is higher at en route facilities than at most terminal facilities; placement by option thus affects the terms and conditions of employment and therefore is a selection decision within the scope of the Uniform Guidelines on Employee Selection Procedures (Equal Employment Opportunity Commission, 1978). While results of statistical analyses indicated that AT-SAT could be considered a valid tool for use in placement, based on technical considerations only, it was concluded that it should not be used in that way due to lack of utility and potential for adverse impact. The analyses indicated that if AT-SAT were used for placement, while the field training success rate (the proportion of developmentals achieving Certified Professional Controller status at the first field facility) would increase in en route facilities, the success rate would decrease in terminal facilities. Since more positions are available at terminal facilities, the overall success rate across both options would not change substantially and might actually decrease slightly. Furthermore, using AT-SAT to place new ATCSs into en route or terminal facilities might have adverse impact on blacks, Hispanics, and females. If the Federal Aviation Administration (FAA) were to use AT-SAT for placement, the risk of additional adverse impact and pay disparities should be evaluated against the marginal utility of placement in terms of changes in field training success rates. In sum, given the findings of both validation studies, the analyses conducted here, and the projected ratio of controllers that will likely be hired into each option, using AT-SAT scores to guide placement decisions is not recommended at this time.

New Tools and Methods in Selection of Air Traffic Controllers Based on Multimodal Psychophysiological Measurements

Abstract: Comprehensive multimodal psychophysiological measurements and smart data analysis based on wearable and low-cost technologies could enhance traditional air traffic controller (ATC) selection process. Many recent studies in neuro-cognitive science and stress resilience illustrated effectiveness of these multimodal measurements and appropriate metrics in comprehensive assessment of ATCs' mental states, such as cognitive workload, cognitive decline, attention deficit, fatigue, emotional and behavioural problems, etc. Accordingly, this article is focused on innovation efforts in ATC selection protocols based on a set of comprehensive stimuli and corresponding multimodal psychophysiological measurements. The concept of enhancement of ATC selection process presented in this article includes complex physiological, oculometric and speech measurements and appropriate metrics. From these multimodal measurements during specific stimulation tasks, which include different versions of acoustic startle stimuli, airblasts, semantically relevant aversive images and sounds, different versions of Stroop tests, visual tracking test, a complex set of multimodal-multidimensional features is computed as predictors of ATC candidates' future performance, like: stress resilience, workload capacity, attention, visual performance, working memory etc. Such cost-effective, more objective, non-invasive preliminary measurements, lasting no longer than 45 minutes may have good discriminative power and might be used in ATC selection processes as enhancement of current selection procedures. Comprehensive analysis of presented multimodal features during different experimental conditions might also be very useful in selection processes of other stressful professional jobs, like first responders, pilots, astronauts etc.

Using Biodata to Select Air Traffic Controllers

Abstract: Biodata factors were examined as predictors of training performance for candidate air traffic control specialists (ATCSs). These factors, which have been shown to predict controller training performance in previous research, were highest educational degree achieved, grade point average both in high school overall and in high school math courses, aviation operations experience, pilot licenses held, and age. Results from logistic regression analyses were only partially supportive of previous research. Age was the most consistent (inverse) predictor of training success. Most of the other factors did not predict training success. Differences between these results and previous research might be attributed to differences in the criterion measures, samples, and generational differences. Overall, the evidence for using the assessed biodata factors for selection was weak. We suggested that a new biodata instrument be developed to assess and identify experiences to predict performance of the next generation of cont...