A comparison between over-the-shoulder and computer-derived measurement procedures in assessing student performance in radar air traffic control.

On July 18, 1980, the air traffic control Radar Training Facility (RTF) at Oklahoma City was formally dedicated. The RTF can use the computer system in making automated measures of how well a student is moving air traffic. The purpose of this study was to compare the computer-derived automated measures with over-the-shoulder evaluation methods. Subjects were 48 recent nonradar Federal Aviation Administration (FAA) Academy air traffic control graduates who were employed at the National Aviation Facilities Experimental Center (NAFEC; renamed FAA Technical Center) in Atlantic City, NJ, on the Dynamic Simulation Facility. Two sets of measures were taken: 20 computer-derived measures and an over-the-shoulder evaluation of student performance by experts in air traffic control. The results of the study show that the automated measures predict a success criterion at least as well as an over-the-shoulder evaluation and that the automated measures are far more reliable. The study further demonstrated that the factor structures of the two sets of measures were very similar except in two areas where direct observation was necessary for evaluation.

The selection of air traffic control specialists: history and review of contributions by the Civil Aeromedical Institute, 1960-80.

For two decades, the FAA Civil Aeromedical Institute ((CAMI) has explored the problems of effectively selecting air traffic control specialists (ATCSs) for the FAA. The results of those efforts have contributed directly to the establishment of revised ATCS selection standards by the Civil Service Commission (CSC). Early studies on the validity of aptitude tests for predicting successful completion of Academy training led to a decision to use such tests for part of the CSC screening standard. Later studies led to the establishment of a maximum age standard of 30 years for entry into ATCS training. In addition, CAMI researchers have continuously evaluated the validity of existing standards, have examined numerous variables and alternative aptitude measures, and have provided a number of data-based recommendations in an effort to improve predicting of success in ATCS training. This paper reviews that research with emphasis on aptitude screening measures, attrition, age, prior experience, education, sex, military ATCS training, and the Uniform Guidelines on Employee Selection.

Toward the development of a new aptitude selection test battery for air traffic control specialists.

In an effort to update and refine the selection battery for air traffic controllers, five experimental tests measuring aptitudes and skills considered important in air traffic work were administered to 1,828 newly selected air traffic control specialist (ATCS) trainess on their first day of training at the FAA Academy in Oklahoma City. The five experimental tests and the five tests presently used by the Office of Personnel Management (OPM) for selecting ATCS trainess were employed in an iterative stepwise regression (stepdown procedure). The tests that made a significant contribution in predicting Academy scores were then used to form a composite and the old test battery and the new battery were compared. The new composite demonstrated a statistically significant increase in the multiple correlation over the old test battery. Use of the new test battery could result in a savings to the FAA in terms of Academy attrition due to failures. It could also aid in upgrading the quality of ATCS selectees and aid in minimizing error in air traffic control work.