An Examination of the Success of Developmental Air Traffic Controllers Transferring to Lower-Level Facilities
01 Sep 2015-Vol. 59, Iss: 1, pp 1202-1206
TL;DR: In this article, an assessment was completed of training outcomes for air traffic control (ATC) trainees allowed to transfer from their first, higher-level ATC facility to a less complex lower-level facility.
Abstract: An assessment was completed of training outcomes for air traffic control (ATC) trainees allowed to transfer from their first, higher-level ATC facility to a less complex lower-level ATC facility. Transfers followed failure in field qualification training at the first facility. We found that training outcomes at the second facility were related to the types and complexity levels of the ATC facilities involved. Trainees succeeded significantly more often if transferred to small or medium towers than if transferred to a facility that combined tower and radar. We considered an inability of trainees to acquire radar skills to separate air traffic and age as contributing factors and suggested that additional research examining age upon entry and training success at facilities of varying complexity should be undertaken. This effort supports a Federal Aviation Administration (FAA) strategic priority to build the workforce of the future by retaining trainees capable of controlling air traffic.
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01 Mar 2013
TL;DR: In this article, the authors investigated the validity of 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.
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
11 citations
"An Examination of the Success of De..." refers background in this paper
...…to evaluate potential predictors of ATC training outcomes (Pierce, Bleckley, & Crayton, 2013a; Pierce, Williams, Broach, & Bleckley, 2013b; Pierce, Broach, Byrne, & Bleckley, 2014) and validate the cognitive test battery that the FAA uses to select controllers (Broach et al., 2013)....
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01 Sep 2013
TL;DR: In this article, the authors examined the use of biodata factors as predictors of training performance for candidate air traffic control specialists (ATCSs) and found that age was the most consistent predictor of training success.
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...
9 citations
"An Examination of the Success of De..." refers background in this paper
...As mentioned previously, a significant amount of research has suggested that age has a substantial impact on success rates (see Pierce et al., 2014)....
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...Researchers have found age at entry to be a consistent and powerful (inverse) predictor of training performance (see Pierce et al., 2014, for a review)....
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01 Jun 2013
TL;DR: The authors' recommendations are to continue to use AT-SAT in the hiring process of CTI graduates and to select primarily those who score in the Well-Qualified score category.
Abstract: The Federal Aviation Administration (FAA) recruits applicants for Air Traffic Control Specialist (ATCS) training positions from multiple hiring sources. Each hiring source has requirements that applicants must meet for eligibility. These hiring sources include the Air Traffic – Collegiate Training Initiative (CTI) for applicants with specialized education in air traffic control (ATC) and general public (GP) applicants with no prior ATC education or experience. CTI and GP applicants must pass the Air Traffic Selection and Training (AT-SAT) test battery, a computerized preemployment test battery designed to assess a candidate’s aptitude for performing the duties of an ATCS. Applicants must score as Qualified with a score of 70 – 84.9 or Well-Qualified with a score of 85 or above for further consideration. The current research provides an initial assessment of AT-SAT as part of the hiring process for CTI graduates. To consider the utility of AT-SAT in hiring CTI graduates, the authors compared the selection and training performance of CTI graduates and GP applicants taking AT-SAT between April 2007 and December 2009. In this sample, only 6.2% of CTI graduates and GP applicants failed to pass AT-SAT with a score of 70 or higher (2.3% CTI graduates, 6.9% GP applicants). There was variation in the scores of those who passed AT-SAT, but most were categorized as Well-Qualified (58.8%). Also, while most CTI graduates and GP applicants selected for training had scored as Well-Qualified on AT-SAT, more Qualified CTI graduates (24.2%) than GP applicants (5.8%) were selected. There was little difference between CTI and GP trainees in assignment to terminal or en route facilities (less than 2 percentage points). The majority of the trainees (63.4%) had completed training (successfully or unsuccessfully). CTI trainees were successful slightly more often (55.3%) than GP trainees (51.9%) and unsuccessful slightly less often (16.2% vs. 22.6%, respectively). Also, while Well-Qualified CTI trainees were successful at approximately the same level as Qualified CTI trainees (55.7% vs. 54.2%, respectively), they were unsuccessful less often (14.0% vs. 23.5%, respectively). The authors' recommendations are to continue to use AT-SAT in the hiring process of CTI graduates and to select primarily those who score in the Well-Qualified score category
7 citations
01 Apr 2013
TL;DR: In addition to general and specialized experience and education requirements, the ATC Series 2152 qualification standard includes seven alternate requirements for use in qualifying applicants for selection by the FAA as air traffic control specialists (ATCSs) as mentioned in this paper.
Abstract: Qualification standards published by the United States Office of Personnel Management (OPM) describe the minimum experience or education that individuals must have to qualify for specific positions within the federal government. These standards are developed and revised in conjunction with the appropriate federal agency. The purpose of the current research project was to evaluate the OPM qualification standard for the Air Traffic Control (ATC) Series 2152 and provide recommendations for renewing the standard for Federal Aviation Administration (FAA) human resources personnel. In addition to general and specialized experience and education requirements, the ATC Series 2152 qualification standard includes seven alternate requirements for use in qualifying applicants for selection by the FAA as air traffic control specialists (ATCSs). These alternate requirements reflect prior, relevant experiences of the applicants seen as adequate to qualify them for selection. In Study 1, biographical questionnaire data were used to assess the relationship between five of the seven alternate requirements and performance of prospective ATCSs in training at the FAA Academy in Oklahoma City, Oklahoma. Having prior experience in ATC, holding a prior instrument flight rating, and having a pilot’s license all had a positive relationship with FAA Academy training performance and, with slight modifications, were recommended for retention as alternate requirements. The relationship between having experience as a dispatcher for an air carrier and FAA Academy training performance was not significant. However, the alternate requirement was recommended for retention due to the small number of ATCSs having experience in air-carrier dispatch. There was also no relationship found between having experience as a navigator/bombardier in the Armed Forces and FAA Academy training performance, and a recommendation was made to eliminate it as an alternate requirement. The remaining alternate requirements were addressed in Study 2, using a more qualitative approach of interviews and document review. For one alternate requirement, an update to the name of the military job referenced in the requirement was proposed. The final alternate requirement, which reflected an obsolete pay scale and testing procedures, was recommended for elimination. Based on results of Studies 1 and 2, suggestions were made for additional data collection to validate and extend the current standard to ensure that only those applicants most likely to succeed as ATCSs are selected. Periodic review of the OPM 2152 qualification standard is necessary as the role of the ATCS and the experiences of the populations being targeted for recruitment continue to evolve.
3 citations