STUDIES OF POSTSTRIKE AIR TRAFFIC CONTROL SPECIALIST TRAINEES: 

I. AGE, BIOGRAPHIC FACTORS, AND SELECTION TEST PERFORMANCE RELATE~ TO ACADEMY TRAINING SUCCESS 

Allan D. VanDeventer, William E. Collins, Carol A, Manning, 

Deborah K. Taylor, and Nancy E. Baxter 

Civil Aeromedical Institute 

Federal Aviation Administration 

Oklahoma City, Oklahoma 73125 

JUNE 1984 

Document is available to the public through the 

National Technical Information Service 

Springfield, Virginia 22161 

Prepared for 

U.S. DEPARTMENT OF TRANSPORTATION 

Federal Aviation Administration 

Office or Aviation Medicine 

Washington, D.c. 20591 

OTIC 

84 

IELECTE~ .. 

NOV2819S4 j 

VB 

11 26 162 

.· .. ~ 

~. ·.· ... ' ~-
NOTICE 

This document is disseminated under the sponsorship ot the 

Dei)L.•tment of Transportation in the interest or inf<.rmation 

exchange. The United States Government assumes no liabililty 

for its contents or use thereof. 
'· 

Technical Report Documentation Page 

FAA-AM-84- 6 

2. Go,..nm~~ /J.ii/8 q /1-J 3. Rodp;on•'• C"alao Ha. 

4, Title and Sulltitle 

STUDIES OF POSTSTRIKE AIR TRAFFIC CONTROL SPECIALIST 

TRAINEES: I. AGE, BIOGRAPHIC FACTORS, AND SELECTION 

TEST PERFORMANCE RELATED TO ACADZMY TRAINING SUCCESS 

JUNE 1984 

6. Performing OrgGnizotion Code 

h--------------------------1•· Performing Orgoniaotion Report No. 

7. Au•h••'•l Allan D. VanDeventer, William E. Collins, 

Carol A. Manning, Deborah K. Taylor, and Nancy E. Baxter 

9, Porformln" Orgonization Nome and Address 

FAA Civil Aeromedical Institute 

P. 0. Box 2.5082 

Oklahoma City, Oklahoma 7312.5 

10. Work Unit No. (TRAIS) 

11. Contract or Gront No. 

l-:,,--,---·-----:-:-:.,----------------113. Typo of Report and Period Cowered 

12. Sponsoring Agency Nome and Addrus 

Office of Aviation Medicine 

Federal Aviation Administration 

800 Independence Avenue, s.w. 

Washington, D.C. 20.591 

15. Supplementary Notes 

14, Sponsoring Agency Code 

Work was performed under tasks AM-C-83/84-PSY-92 and AM-C-83/84-PSY-95. 

. . 16. Allstroct 

The August 1981 strike of air traffic control specialists (ATCS's) and their 

subsequent firing led to the air traffic strike r.eccvery program, which incluaed the 

unprecedented hiring and basic training of over 8,000 ATCS applicants in a 2-year 

period. A new selection procedure was also implemented which included a job-related 

aptitude test (Multiplex Controller Aptitude Test) and a test to determine the level 

!lfJ>rio£__kno~edJie of .ATCS procedures (ATI:_Q_~upational Kno!tl_!!c;!gi!._T.~ for 

assigning extra rating points in the selection ratint process. \This report presents 

Ebree-9tudies that provide comparisons of prestrike and poststrike characteristics 

of ATCS trainees. IResults indicate that: (i) Academy pass rates for the poststrike 

selection procedure were higher for all rating ranges; the overall pass rate for 

those selected from the new procedure was 63 percent vs. 56 percent from the old 

procedure. (ii) There was a linear relationship between age at entry and pass/fail 

status at the end of initial screening; overall pass rates were higher for tho.se 

within "aviation experience• categor·ies than for those in a "no experience" group, 

b~a similar decline in performance with age was evident. (iii) Since the strike, 

the biographic composition of the population applying for positions as ATCS's has 

cbanged;f e.g., ~o.,.thir4~ of.. the poststrike applicants have no Rrio.c .. el!~ 

aylpt!.>n : J The most important biographic predictor of minority pass/fail status was 

age, witt! ~ysical science high school grades second; for:_.noma.ii'IOrtties·o·the most 

important redictor·J of pass/fail status were the math high school grades and age, 

in that or~r. The several sets of findings have relevance both to selection and to 

recruitment\practices for ATCS•s. 

17, Key Warda \ 

Air Traffic qontrol Specialist 

Training 

Biographic f'actors 

Selection 

Age 

19, S.curity Clo .. if, (of this raport) 

Unclassified 

18, OJ atribution Statem.nt 

Document is available to the public 

through the National Technical Information 

Service, Springfield, Virginia 22161 

20, Security Clauil, (of thia page) 21· No. of Pogu 22. Prlc• 

Unclassified 21 

Form DOT F 1700.7 !8-121 Reproduction of completed page authorized 

,,_· .. ~·· 
Table of Contents 

Age and Performance in Air Traffic Control Specialist Page 

Training by Allan D. VanDeventer and Nancy E. Baxter ---------------- 1 

A Comparison of Prestrike and Poststrike ATCS Trainees: 

Biographic Factors Associated with Academy Training 

Success by William E. Collins, Carol A. Hanning, 

and Deborah K. Taylor ----------------------------------------------- 7 

A Followup Evaluation of the New Aptitude Testing 

Procedures for Selection of FAA Air Traffic Control 

Specialists by Allan D. VanDeventer --------------------------------- 15 

Accession For 

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AGE AND PERFORMANCE IN AIR TRAFFIC CONTROL SPECIALIST TRAINING 

Allan D. VanDeventer and Nancy E. Baxter 

Int••oduction. 

Previous research on the relationship between age at entry into the 

Federal Aviation Administration (FAA) air traffic oontrol specialist (ATCS) 

occupation and performance in training and on the joo has led to the 

conclusion that both retention rates and rated job performance decrease 

dramatically aa age increases (1 0 2). This research became the basis or a 

1972 law a1lowing the FAA to limit entry age to 30 years or younger tor en 

route and terminal ATCS•s. Other research baa indicate~! that lllilitary 

instrWDent flight rules (IFR) air traffic oontrol (ATC) experience is · .• 

predictive or higher success rates in FAA ATCS training while visual flight 

rules (VPR) ATC and pilot experience are not (1,2). Since that research was 

conducted, the FAA has implemented (i) the age rule, (ii) selection based on 

aptitude teats tor all entrants, and (iii) a risoroua nonradar control 

aptitude screening phase that must be passed soon after entry into the FAA. 

Research based on the new program baa oonriraed t 1e findings noted above 

regarding IFR and VPR ATC experience (3) • 

In order to facilitate the agency's recovery rrom the loss or the 

majority or the ATCS work roroe following the strike or the Professional Air 

Traffic Controllers Organization (PATCO), exemptions allowing entry up to 

age 35 tor selected groups with oertain kinds or ATC or pilot eXPerience 

were considered by management aa a temporary policy during the FAA air 

traffic re~~very program. The groups identified tor exemption were defined 

somewhat differently from those used in prior research. The purposes or the 

present study were (i) to exallline the relationship between age at entry and 

performance in the current initial screening phases or ATCS training, and 

(ii) to determine whether the identified ATC/pilot groups and the 

no-experience group differed in relationships between age and performance in 

those phases • 

Method • 

Subjects. A biographical questionnaire was administered on a voluntary 

basis at the beginning or the initial ATCS screening phaaea to trainees who 

entered the FAA Academy between June 1977 and September 1982. Performance, 

age, and preemployment experience data we•~ available on 8,573 trainees 

(88.5 percent or the total population). Based on responses to questions 

regarding pre-FAA experience, trainees were divided into the following 

groups a 

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EXPERIBIICE GROUP (EXP) 

IFR - Tbo.se who indicated 12 110ntha or 110re ot 11111tary IPR ATC operations 

experience. 

VFR - Those who indicated 18 110ntha or 110re ot 11111tary VFR ATC operations 

experience and who did not meet the requJ.reunta tor oluaitioat.ion 

in the IFR group. 

ATR - Those who indicated they had an airline transport ratins (ATR) or a 

ooamercial pilot rating in combination with an IFR ratins and who did 

not meet the requirements tor olaaaitioation in the IFR or VFR groupe. 

NO EXPERIENCE GROUP (NO EXP) 

NO EXP - All others not claaaitied above. 

Results. 

For all groupe combined, the results indicated a drautio linear 

relationship between ase at entry and pus/tail atatua at tbe end ot initial 

ATCS aoreenins. Those 22 years old and ,.ounser had a 78-peroent peas rataJ 

those 31 years old or older had a 52-percent pus rata. Oftrall pua rates 

ware h1Sher tCir thoae in the EXP group than tor those 1n tbe NO EXP group, 

but a a1111lar decline in pertormance with ase vaa evident (Fisure 1). 

w 

I110 

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' ' ' ..... ..... ..... ..... ..... ..... ..... ..... ..... ..... .......... .... .. 

~~--~----.---~~---r----, 22 a. 28 28 30 

AGE AT ENTRY 

Fisure 1. Paaa rates by age and experience • 

2 

GROUP Ll!t __ 

I!..O.!l[t - TOTAL 
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TABLE I. NUMBER ENTERING (N) AND PASS RATE (P) 

BY AGE AND EXPERIENCE GROUPS 

AGE GROUP NO EXP VFR ATR IFR 

--------- -------- ------- ------- ------- N p N p N p N p 

---- --- --- --- --- --- ----- UP TO 22 515 77J 30 80S 63 81S 88 89S 

23-24 1,112 68S 119 76S 151 80S 1107 79S 

25-26 1,244 61S 127 69J 215 78S 396 77S 

27-28 1,173 56S 100 56S 240 66S 1108 72J 

29-30 980 50S 82 54S 314 62J 3114 65S 

31 AND UP 255 45S 25 60S 73 59S 112 60S 

TOTAL 5,279 60S 483 66J 1,056 70S 1,755 73S 

MEAN AGE 26.2 26.1 27.0 26.5 

Tbe paaa rates by age ancl experience type are swaarizecl 1n Table I. 

An aDalysia or variance or experience type witb tbe Aoacleay aonraclar aoore 

aa tbe clepenclent muo;&re waa sisnirioant (p<.001) •. Tulcey postboo testa 

inclicatecl sisniticant clitterences beween tbe NO EXP ancl IFR/ATR groups 8Dcl a 

sisnitioant clirterence between tbe VPR ancl IFR groups. No otber group 

clitterenoea were a1gn1t1cant. 

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22 24 28 28 30 

AGE AT ENTRY 

Figure 2. Pass .rates by age ancl experience type • 

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Aa can be aeen in Figure 2, the performance or the VFR experience group 

ia variable across the age groups (this ~Y be due to the much aaaller 

auple), The IFR and ATR groups show verr similar performance. All groups 

shaw a similar trend with age, 

80 ~ 

" ...... 

40 

22 

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........ ...... ...... 

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24 21 28 30 

AGE AT ENTRY 

Figure 3. Age - pasa rate regression linea. 

..... 

GROUP ...... rxr 

The oaloulated regression linea or age and paaa rates are plotted in 

Figure 3 tor the oombined EXP group and the NO EXP group. Inspection or 

those linea indicates that the ,.rronunce or the EXP group utchea that or 

the NO EXP group approxiutely 11-5 years younger (e.g., the pus rate or the 

32-year-old EXP group matches that or the 27-year-old NO EXP group), 

Dillcussion. 

Performance in A~S nonradar screening shows o very marked inverse 

relationship with age at entry into the FAA ATCS training progrea. Thia 

drop is even more dramatic considering the tact that (i) the group is 

relatively young (mean age 26), (ii) the group has been screened tor 

aptitude and extreme oelection has taken place, and (iii) the age range ia 

attenuated. The cause(s) or such a strong age-related errect is/are not 

clear. It ill probable that they are cogni t1 ve in nature and have an 

inhibiting errect on early performance in learning the ATCS Job. 

4 
'l'be auperior pertoi'UII~ ot the In sroup 1a aiailar to previous 

tlndinp (3). 'l'be dittaren~ betveen the VFR ud NO EXP sroupa 1a larpr in 

tbia atudJ (vbiob used 18+ aontll:s experien~ to define the VFR sroup) than 

the tindinp ot previous stUdies (3) thet used a 6-aonth definition. Sin~ 

tbe present atudJ tolllld no aiiPlifioant dltterenoea in aoorea between YFR and 

NO EXP, and ainoe tbe VFR pus ratea were lli&hlJ variable bJ ap, tbe 

present tindtnp are newel u 1noonolusive reprdin& pertoi'UIIoe dttteren~• betveen VFR and NO EXP sroupa. The lTR sroup aboved a1111lar 

load8111 pertoi'UII~ relative to the NO EXP sroup u in previous research 

(1)1 bowever, 1t should be noted t.hat the - reaearob llhowecl a llilber 

poat-load811J attrition tor p1lota1 ovvall, tbeJ bad a retention rate equal 

to thet ot the nonexperienoed sroup. 

The reareuion linea ot tbe EXP end JO EXP sroupa are ab1tted. bJ 

approllillatelJ 5 years <-na the older trainees). 'lbia tilldin& vas viewcl 

u lendin& support to the atrUce reoover1 proaru obanp in lTCS nleotion 

procedures tbat involved a teaporary adjuatllent ot tbe ap rul•~ to 35 1ear• 

tor the identified experien~ sroup u a whole. .' ; 

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Reterencee. 

1. Cobb, B. B. and Nelson, P. L. 19711. Airorart-pUot and other 

pre-.. ployaent experience as raotora in the aeleotion or air trarrio 

oontroller trainees. r.u orrtoe or Aviation Medicine Report lb. AM-711-8. 

Washington, D.c. 

2. Collins, w. E., Boone, J. o. and VanDeventer, A. D. (Ida.) 1981. the 

selection or air trsrrio control speoialiatsl History and review or 

oontributiona by the Civil Aeroudioal Institute, 1960.1980·. Anation, 

Space, ~ Environaental Medicine. .8• 217-240. . 

3. VanDeventer, A. D. 1982. Military air trarrio control experience and 

perroraanoe in FAA Aoaduy air trarrio control traiftina. Preprinta or 1982 

Annual Soientitio Meatina or the Aerospace Medical Aeaooiation, PP• 

254-255. 

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I 

A COMPARISON OF PRESTRIKE AND POSTSTRIKB ATCS TRAIMIBSa BIOORAPHIC 

FACTOM ASSOCIATED WITH ACADI!MY TRAIMINO SUCCIISS 

Introduction. 

vuuu s. Collina, carol A. Humin&, 

and Deborah Jt. Taylor 

The October 1981 &trike of the -bera of the ProfaNiOIIIll Air Trat'fio 

Controllers OrganiZation, and their aubaaq~Mmt tirina b)' the Praaiclallt, lad 

to the air trattlo atrlke reooverr progru whloh 1Doludad the unpraoadentacl 

hiring and baaio training or over 8,000 ,\TCS applioaata in a 2-year period. 

This study exaa!ned tha relationahip bet-n autc.>biosrapblo raotora reported 

by ~ststrike air trarrto control speoialiat (ATCS) traineaa and their 

:ucoeas in the FAA Aoadeay aoraanins prograa in Oklaboaa City. 

One purpose or this atudy waa to -para tha poatatrika trainaaa Witb a 

sroup or prestrike trainees to deteraine whether they clitt-d aisnitioaat.lJ 

on any biographio variables. It waa anticipetacl thet trainau wbo anterad 

the Aoadea:r attar tha atrika would ditter troll tboaa wbo anterad prior to 

tha strike. Qetore tha strike 1 ~rlJ ~ percent or the traineaa wra 

ex-a1litary air traffic oontrolle • llbWtir 0 lltir tbi atria, it INI& 

ellp41.atid tnat tha sroup ot AoaaftY trainees ~-u_!~Ji!JI.!!§! iaii ..!l!P8ri•""' 

beoauae-·n> I!Dbltoity"'&boat tile hllh"'liiDJ'tii or ATCS•a ~attract a 

anrerent group or applicants, (11) the nuaber or applicanta raquirad l;o 

replace the striking oontrollara -far exoaadad the nuabar or applioaata Witb 

prior 111111tary ATC experience, and (111) applicants Witb an:r aubatantiM 

ATCS experience bypassed tha Aoadea~anina prosru ud wnt diNOt.lJ 

into field training as a tnporarr atrika raooverr stratav. 

The !IOOOnd purpose Of this StudJ WU to idant.itJ biosrapblcal factors 

related to auocen in the screening prograa tor poNibla uaa in arrorta to 

.lllprove reorui t11ent or potentiallJ uooasstul applioaata. In a pranoua 

study (2), prestrike trainees• reaponaea to a biosrapbloal quaat1onna1ra 

(BQ) were used to identity sever-al raotors wblob wra aisnifioaat.lJ ralatacl 

to partor~~&nce in the screening progru. Allen& tbtaa raotora wra ap, · prior ATC experience, hish school aath sr&dea, over-all 111811 aohool &radaa, 

the nuaber or t.lllea the applicant took the ATC aptitude teat, and 

self-ratings or tuture performance. It the populatiOII ot ATCS applioaata 

has changed since the strike, then biographical factor& related to 

perfor~~ance in tt.a aqreening progru aa:r alae have ollaJICed. 

Hothcd. 

Subjects tor thia study were 8,159 students who entered trainin& at the 

FAA Academy between September 1981 and April 1983. A voluntary BQ waa 

administered to all consenting students on their arrival •t the FAA Aoad .. y, 

along with a battery or researeh teats designed to improve AtCS selection 

procedures. The BQ contain'ld 96 i•.llf'IS that inquired about such areaa aa 

types or previous experience, education, deRrGO or interest in aviation, 

number or times the ATCS apt1t~o test waa taken, whether the student 

7 
prepared tor the ATCS apt1tuda taat, ,..._ tor wnt1aa to .,._an ATCS, 

Ualibood or .-J.nlaa 111 tile ATCS oooupat1oa ror - tlM, lllportanaa ot 

taotora latluaaolq oaraar oholaa, llllatber r18bt or lett handed, a~o 

altuatloa .or tlllll:r llblla srovlaa up, IUI'ital atatua, aad tobaoOo and 

alooboluaap. Data raprciJ.n& tba tru-•a qa, aax, 111oor1t.J atatua, and 

pan/tail atatua in tile aoraaniaa prolf'• .,.,.. al.H available. 

~ 

'· ~ Praatl1 Ice !!!! Poatatrla Saaplaa. !be t1rat &llalpla 

-pared daolf'&pbiO obal'aotariatiaa or tile poatatria -l'l• duoribad 

abon llltb a -pla or 60059 preatria trainMa 11110 -plated aaotllar . nraioa or tile BQ. 'lbaaa atat1atiaa are abolla 1a tabla I. !be tabla llhotla 

tbet, llbila tile wu-a 1a botb lf'OUpa ban about tile - awarap qa, 

they differ oa otller obareotariat1oa. A aliptlJ 1-r paroentap or 

r·· taalN eatarad tile FAA Aoaday poatatria. The paroaatap ot 111oor1tJ 

eatraata droPPed 6 paroaat to about balt or tllalr pra't'ioua lewal or 

rapr-tattoa. !be paroaatqa or entrants bawiaa ooUap de~ inCI'NHd 

about 10 paroaat aiaoe tile atria. !be larpat ditt-oea be"- tba 

aaplN oaa be - 1a tile paroantqa ct trat=aaa 11110 bad pnor AT':. 

axparieaoe and tile paroaatqa raoeiYiaa ntaraa prat-• points. Vbila 

batora tbe atrlU, oalJ about 30 paroaat or tile tral-• bad ao pnor 

a't'iat1oa axpanaaoe, ai- tbe atrike, onr two-tbil'da ot tbe wu-a bad 

ao anat1oa •~rieaoa. a.tora tile atria, about 60 paroaat or tile trainaN 

raoai't'ad wataraa prat- points, but aiaoe tbe atrika, tllet paroentap 

daoraeaad to juat ower 30 peroent. 

TULI I. CCliiPARISOII or ACADBM! PR!STRIU AIID POSTSt1IIItl ATCS TRAIIEBS 

AVBIUOI AOI 

Sll 

IIDUCATIOII 

IWIORITY 

RIPilBSBIITATIOI 

PRIOR 

l!XPIRIIICI 

YITERU STATUS 

.I'RBSTRid 

(1•6,059) 

- 26.5 

83 

17 

111 

118 

38 

13 

87 

30 

20 

50 

60 

110 

8 

POSTSID.U 

(1•8, 1'.19) 

---- 26.3. 

85 I MALIS 

• 15 lrP'"IS 

. ' s: ~ 

9 I !JIGS SCHOOL ()IU 

1111 I SOME CO' I m1 

118 I COlJ.IGB DIGIIEI 

7 S MINORITIES 

93 I IIOIIMI!fORITIBS 

68 I 110 PRIOR EXI'CitiENCB 

17 S AVUTIOII IXnR Olii.Y 

15 I PRIOR ATC l!XPCIIID!C£ 

31 I RiCEIVIIIO VET FR£F POIIITS 

69 I HOT REtEIVIHO VET POINTS 

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Restriction 2! Sample. The purpose of this part of the study was to 

examine the relationship between responses to BQ items and success in the 

Academy screening program, with the goal or improving recruitment 

procedures. The analyses tor this part or the study used data obtained from 

only the poststrike trainees. r.ertain trainees were eliminated from the 

analyses because they were not representative or typical poststrike ATCS 

applicants. For example, trainees who entered the Academy between September 

1981 and December 1981 were eliminated because the confusion surrounding the 

strike and the Academy's need to accommodate a large n~~r or trainees 

suddenly may have affected trainees• performance (and responses to the BQ) 

in an unusual way. 4dditionally, trainees who claimed to have prior ATC 

experience were eliminat8d because recruitment efforts will likely be 

directed towards attraoting applicants who have no previous experience • 

Trainees who repeated the scr~ening program were also eliminated because 

their performance is usually atypical of that of trainees with no prior 

entry. Finally, participants in special entry programs involving 

pretraining in ATC were elimin.ted from the analyses because their 

performance is also atypical of that of other trainees. The data from the 

BQ were then recoded so that all responses were either ordinal or 

dichotomous. 

After eliminating nonrepresentative trainees from further analysis, 

those remaining represented the kind of inexperienced applicants toward whom 

a recruitment program would likely be targeted. Thus, if a relationship 

were found between Diographical factors and success in the screening 

program, the information might be a useful supplement for current recruiting 

practices. Furthermore, the FAA has a special interest in recruiting 

qualified minority applicants. If biographical rectors different from those 

which predicted Academy success for nonminority trainees were found to 

predict Academy success for minority trainees, that information could be 

used to identify target areas whore recruitment should be emphasized, or to 

identify minorities who should be encouraged to submit an application. 

Factors Related to Pass/Fail Status. !lr.ther than include all 96 BQ 

items in a regressionliodel, it was decided to identify a subset of items 

significantly related to the trainees• pass/fail status and use these items 

in subsequent regression analyses. Identification of related items was 

based on chi-square and correlational analy~es of the relationship between 

each variable and pass/fail status. A .005 level of significance was 

adopted for analyses ::'or the nonmino:-ity group because the large number of 

observations for the group (4,673) allows detection of very small 

differences. The minority group contained 212 trainees1 consequently, a 

.05 significance level was adopted for those analyses. 

Table II shows the items related to pass/fail status for both 

minorities and nonmincrities. Several items were removed from consideration 

because they related to factors not ea3ily discussed during a recruitment 

interview. Among these items were how long the c::.<.<liu::.t!>s had been married, 

whether or not they smoked, and whether they were right or left handed. 

9 
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.' TABLE II. FACTORS POSITIVELY RELATED TO PASS/FAIL STATUS 

FOR MINORITY AND NONHINORITY TRAINEES 

MINORITY TRAINEES (N:212) . -.-. ';":';;:.· 

+ Had good high school grades in (1) physical science, (2) biology, 

(3) English, (4) social studies, and (5) business courses 

Had high overall high school grade average . • Attended college (graduating from college is not related) · + Younger age 

+ Did not prepare for the ATCS aptitude test 

+ Predicted own performance would be at the top of all ATCS1s in oountry 

+ Often flies in an airplane n 

+.Success at the Academy was also marginally related toa 

Not. being in the Armed Forces 

·Good high school math grades 

NONHINORITY TRAINEES (N:4,673) 

'•'!·-. 

+ Obtained high school diploma granted by schOol 

-~-

Had good high school grades in (1) math, (2) physical science, 

(3) biology, (4) social studies, (5) English, (6) businsss, (7) 

' physical education, and (8) vocational or agricultural oourses. 

Had high overall high school grade average 

Graduated from college (attending college is not related) 

+ Younger age 

+ Was not a member of the Armed Forces 

+ Took the ATCS aptitude test only once 

+ Rated chances of staying ir> ATC work < 3 years unlikely 

+ Predicted performance would be at tbe top of all ATCS•a in country 

+ Assigned low importance ratings to following faotorsa 

Work which benefits others 

Work in which you can create sowetbing nsw 

Work you can do as fast or slow as you want 

Work in which you are sure of having a job even in hard times 

Ability to control tbe amount of work you have to do. 

+ Assigned a low importance weight to the factor . •work in which you get a good salary• (marginal relatiou~~p) 

It can be seen that high school grades and overall bigh sobool grade 

averages predict success for both minority and nonminority trainees. 

However, while grades in math were most highly correlated with Academy 

success for nonminority train~es, they were the least predictive of high 

school grades for minorities. The high school course for which tbe grades 

best predicted minority success was physical science. Graduating from 

·College was related to success for nonminority trainees, but not for 

minorities. However, attendance in college was related to minority success. 

10 
.. -- .•. ,, ..... ~ .. , . .,.. __ ,- -~~·-· ~ ""'"'"'""'<'>;~':~,"1'~-l"~-~~-~i'l'-"C ...... ....,~~-'~··~"'~...,...,.~ 

/' 

Several studies have shown that age at entry has a high negative 

correlation With success in the screening program (1), and that relationship 

was found to occur with these samples. Trainees who had not been in the 

Armed Forces were more successful than those who had been in the military. 

Also, in both groups, trainees who predicted they would rate among the top 

group of controllers throughout the country performed better than those who 

predicted they would be average controllers. 

Some factors were related to Academy success for only the nonminority 

trainees. Nonminority trainees who considered salary and job stability 

unimportant or were not concerned about their ability to control their work 

had higher pass rates than those who were concerned about these factors. 

The variables involving taking the OPM aptitude test more than one time 

and having prepared for the test are negatively related to pass/fail status 

because previous exposure to the test improves subsequent test performance 

but does not improve the likelihood of success in the screening program. 

Analyses or testing data have shown that (i) as an applicant repeats the 

test, his or her test performance usually improves, and (ii) performance at 

the Academy is more closely related to the original than to the final OPM 

test score. Thus, nonminority candidates who repeat the test to earn a 

higher score, often do not pass the screen. On the other hand, many 

minority applicants do not repeat the test but are coached before their 

first attempt by someone who has access to it. Coaching may improve test 

performance but do~s not improve the likelihood or successfully completing 

the screening progr~. 

Regression Analyses. 

The variables identified above for each group were entered as 

predictors into separate regression analyses fer the minority and 

nonminority trainees. A series of model comparisons was then performed to 

identify a &et or variables that (i) would predict an Academy pass/tail 

status as well as a full model containing a greater number or variables, and 

(ii) consists of information that could be easily obtained by a recruiter 

during an interview. 

Minorities. For the minority trainees, a "full" regression model 

containing all the variables identified in Table I had a squared multiple 

correlation of .22, which was significantly different from zero, 

F(16,183)=3.23, p < .0001. A •reduced" regression model containing only the 

variables age, physical science high school grades, and self-rating of 

performance potential (which had a squared multiple correlation of .13) was 

then compared with the full model; the full model predicted pass/fail 

status no better than the reduced model, F(13,183) = 1.69, p > .os. 

These results suggest that using information about the trainees• age, 

high school physical science grades, and self-rating of future success would 

be just as predictive of Academy success as the "full" set or variables and 

is more parsimonious in the recruitment situation. Table III shows the set 

of variables identified in the regression anklysis and their associated beta 

weights. The beta weights show that age is the most important variable and 

II 
! 

I 

• I 

. 

is negatively related to pass/fail status. Physical science grades were 

almost as 1mportant·as age in predicting Academy success, while the 

self-rating was somewhat less important than the other two variables. 

TABLE III. SET OF VARIABLE:! SIGNIFICANTLY PREDICTING ACADOO 

PASS/FAIL STATUS FOR MINORITY CANDIDATES 

Vsria.ble 

Age -------~-----------------------------

Physical science high school grades 

Of all air traffic controllers, where 

do you think you will perform? 

Beta weight 

-.22 

.20 

.15 

Nonminorities. For nonminority candidates, the "full" resresslon model 

containing all the variables identified in Table II had a squared multiple 

correlation of .09, which was significantly different from zero, F(23,-623) 

= 21.01, p < .0001. The full model was compared with a •reduced• model 

containing only the variables aga, math high school grades, and 

self-assessment of future performance. This reduced regression model had a 

squared multiple correlation of .07, a reduction of only 2 percent from the 

proporticn of variance accounted for by tile full model. Table IV shows the 

variables contained in the reduced model and their beta weights. It is 

apparent that the high school math grade is the most import~nt var.able 

included in the model, while age is second, and the self-assessment is 

third. Thea~ results suggest that a candidate who had good high school math 

grades, is young, and is confident about his or her chances of auooess as an 

ATCS is likely to succeed in the FAA Academy screening program. 

TA&LE IV. SET OF VARIABLES SIGNIFICANTLY PREDICTING ACADEMY 

PASS/FAIL STATUS FOR NONHINORITY CANDIDATES 

Variable 

Math high school grades 

Age 

or all air traffic controllers, where 

do you think you will perform? 

12 

Beta weight 

.20 

-.13 

.08 
I 

/ 

. -"·:t"'t ~ :,R.~.; y--.:~:l:Jtt~·~·.:;,~~n~1~ :f./; ·?'(N~*,, f <?Jt _7~:': '~:~;~~ ., ;' .· . : ' :-~· .·•,;::r,•' . --~·,:· _-_.:: . 

Conclusions, 

'.· .. 

Since the'•trike, the composition ot the population applying tor 

·(positions aa .ATCS'e baa changed. More than two-thirds or the poststrike applicants have 110 prior experience in aviation. Consequently, recrui tins 

ettorts may have to be directed towards attracting qualified candidates troa 

areaa outloid~ ot avlation., . .· · • .·. • . '.· ...... :, .. . ... ·· · . j 

Tha variables round. tO be predictors or pess/taU atatua in the Aoadny 

screening prosru could be .inoorporeted -in recruitllent ettorts. Recruiters 

lli&bt tarpt their ertorts to attract qualified candidates towards colleges 

or junior colleges because suoh institutions are likely to have a good 

supply or young applicants who earned good srades in hi&b school• · · · Recruiters should atteapt to encourage candidates to apply while they· are 

young because tbe likelihood or aucceaa in the screening prosru ·decreases 

aa they srow older. They should retrain troa training applicants to take 

the ATCS aptitude tast betore their otticial testing seaaion and should 

retrain ti'OII encouraSin& applicants to repeat the tast it they tail the .. first tillle. ,,. 

\. Thia study baa identified ~ set or variables that could be used by 

recruiters to identity both 111nor1t:r and nonatnorit:r candidates who aigbt be 

successful in the Pll Acadeay screening iirosraa. Age, hi&b school srades, 

·and eelt-aaeeaaaent or tuture performance were the aost iaportant predictors 

or Acadeay success tor both ainorities and nonainorities, but the order or 

111portance depended on which sroup was considered. Tha aost 111portant 

predictor or ainority paae/tul status waa age, with phyaical science high 

school srades second. Por nc.nainori ties, the aost illlportant predictor or 

pus/tau status was the aath hiSh school srsde, and age was second in 

1mportance. 

This intoraation may provide a GUideline to aid in identit:rins various 

categories or applicants who 1111&bt be succeaatvl in the FAA Acadeay 

screening prograa. The variables described in this study were n~t intended 

to be used tor screening purposes, but instead to tarpt individuals who 

lli&bt be 111011t .strongly encouraged to proceed with the application process. 

"·' 'Ill' _, -.'- . ' ~ 

-"' ,-' .· 

13 
References 

' 1. Collins, w. E., Boone, J, o., and VanDeventer, A. D. (Bde.) 1981. The 

selection or air traffic control apecialiataa Hi~tory and review or 

contributions by the Civil Aeroaedioal Institute, 1960-1980. Aviation, Space, !!!!!_ Environmental Medicine, _81 217-240, 

2. Taylor, D. K., VanDeventer, A. D., Collins, w. B., and Boone, J, o. 

1983. Some biographical ractora associated with aucceaa or air traffic 

control apecialiat trainees at the FAA Aoadeay during 1980, Ina 

VanDeventer, A. D., Taylor, D. K., Collins, w. E., and Boone, J, 0. 

Three atudiea or biogr·aphical factors associated with auoceaa in air traffic 

control apecialiat screening/training at the FAA Aoada.y, FAA Office or 

Aviation Medicine Report No, FAA-AH-83-6, Washington, D.c. 

14 

,_,·,,,., 

~ .~ 

g 

I 

! 

~ 
l FOLLOWUP EVALUATION OF THE NEW APTITUDE TESTING PROCBDURBS FOR 

SELECTION OF FAA AIR TRAPFIC CONTROL SPECIALISTS 

Allan D. VanDeventer, Pb.D 

Introduction. 

The air trattic control specialist (lTCS) developaental prooeaa in tbe 

en route and te1'1111nal optiona may be viewed aa conaiatlna ot tour parts, 

eaeb or which muat be aucoeaatully ooapleted in order to achieve journe,.an 

atatua aa a radar ATCS (aee Table I). The tirat part oonaiata ot two ataaea 

ot selection aoreeniq, one prior to hire and tbe other j..ediately 

following entry into the Federal Aviation A4ainiatration (Pll). The 

rationale ror tbeae aoreenina procedures ia to dete...tne aa early aa 

possible wbetber or not the person baa auttioient aptitude to ooaplete tbe 

long an4 costly on-the-job trainina (OJT) neoeaaary to beooM a journe,.an controller. 

TlBLB I. THE ATCS DEVELOPMENTAL PROCBSS 

PART LOCATION EVALUATION MBTIIODS 

---------------------- --------------------- ----------- 1. SELECTION SCREENING 

FIRST STAGE OFFICE OF PERSONNEL MQHT. APTITUDE TESTS 

SECOND STAGE FAA ACADEHX NONRADAR JOB SIMULATION 

2. NONRADAR TRAINING FIELD FACILITY OJT AND CHBCICOUT 

3. PLACEMENT SCREENING Pll ACADEHX RADAR JOB SIHULATIOII 

4. RADAR TRAINING FIELD FACILITY OJT AND CHECKOUT 

In October 1981, the Ottioe ot Personnel Hanaa-t (OPM), in 

conjunction with the FAA, lllpl-ted a new tirat-atap aeleotion procedure 

tor ATCS 'a. All was the case tor the prior OPM selection procedure (implemented in 19611-raterence 1), the new procedure ia beHd prlllarUy c.n 

aptitude testa that have been demonstrated to have validity tor prediction 

ot auccesatul performance in the second stage or soreeniq-the lTCS 

nonradar screening phases at the FAA Academy (2,3). The new procedure 

retained the Abstract Reasoning Teat (ABSR), OPM Teat 157, that had been 

used in· the prior procedure. A new, highly job-rel•ted aptitude t•tat, tbe 

Multiplex Controller Aptitude Teat (HCAT), OPM Teat 510, waa added in two 

tol'IDS (HCATA and HCATB) as waa a new procedure tor granting credit tor· prior 

ATCS experience, the Occupational Knowledge Teat (OKTl, OPM Teat 512 (4). 

In the new procedure, an applicant's total weighted aoora (TWS) ia 

computed by the tormulaa 

15 
l 

t 

' 

.· :x.s. · ,;-. • ,-(S:t~tx:·~ ~t;_~~~~:i~-, ·? --

~~-~ 

'~ --'l ~-,_ , ' ~ " • • I 

' '-·: _';·-·.-· 

••;_:•·,·-. 

tt. ~"·· / ' .. "·.- !liS • ~(MClfl) + ~(MCATB) + 1~(lBSll) ~ ',. 

vbioll vaa derived bued on tile ree .. roh preU.ainary to illpl-tation ot the 

new battery. Th11 il theft oonvertad to a ecale with a •an of 70 and a 

ullillu. ot 1~the tranaautecl -posita (THC)--by the tol'llulaa 

····" TMC • 70 + (TWs-160) • (30/95) 

llllare 160 ia the- TWS, 30 is the ranae between the THC aean (10) and the 

THC Ullillu. lOON ( 100), and 95 is the range batwean the aean !liS ( 160) and 

the ullillu. !liS (255). The !liS -n and Ullillua ware thDM uaecl 1D the 

raeearob on the battery pric.r to illpl-tation. The -· or 70 on the TMC 

11 the outott oleeipatecl by OPH tor the part ot quelitioation baled on 

aptitude teltiq. Tb11 is intended to quality approllillataly 50 peroent of 

tboH tutad on the bull ot aptitude tuta~ ' " '· .. 

For thou aohieviaa a THC ot 10 or sreatar, extra oreclit pointe are 

added tor ellpal'iance buad upon the applicant • 1 pertol'llance on the OlT as 

follows a _,,~ o_:.-·-~- ... --'\:;!'~.~;-. '• .. ,~.-

: .'"• 

' 

'OlT SCORE 

----- 0- 51 

52- 55 

56- 59 

60- 63 

611 + . 

POIIITS 

----- 0 

3 

5 

10 

15 

···-_, 

Rowenr, the raeult uy not excaad 100. Thie 11 referred to as the er.med 

ratiq. To this nu.bar o, 5, or 10 nteran preference pointa are added to 

arrive at the r.eleotion ratina uaed to rank and aeleot cant'idatea (final 

ratiaa). Veteran pre!'el'8Dce points are not predl.ct1 ve ot partol'llanoe on the 

job, rather they are added as a utter of natior.al policy/law. This final 

fi&UN and other buio quelifioationa (e.s., experiance/aducation, aedioal) 

are U88d to aatabllah eli&1ble applioanta on re&1atara tor selection. ~· ' 

The purpose of thil at.udt. wU to evaluate the ... ~ulta of the illitial .. operational aciii1Diatrat.1on of the new selection battery relatiYe to the 

previoua Hleotion procedure. The pertol'llance in 1111t1al (pus/tail) 

nonradar qualification tra1111n& at the Fll loadeay vaa used aa the 

orit.erion. • ' 

"-thode. 

Subjeote were 3,7-6 lTCS trainees eeleoted troa the new procedure end· 

1, 780 (2 did not hen full data 1et.1) lTCS trainees aelect.ed troa the prior 

procedure durin& the period lll&llllt. 1981 throll&h Deoeabar 1982. Bntrante 

durin& this t.illa period were selected since (1) durin& the initial 

t.wo-t.hirds ot this tiiH period, the tranait1on rroa the old procedure to the 

new procedure waa in proceaa and, thua, aelecticns were occurring rroa both 

procedures, (i1) enoU&h eelections on the new procedure needed to occur to 

set. a reasonable eample acroae the new ratin& diatributicn, end (111) arter 

16 

'-··· 

d(. 
\ 

' ' I 

I 

·' • ! 

'· •. 

December 1982, the criterion (Academy ncnradar phase scores) evidenced some 

change due to grading atandardization improvements at the Academy. Numbers 

or subjects included in various analyses varied slightly due to occasional 

missing data. (NOTEI All percentages are rounded to whole. nuabers.) 

Result~. 

Data were available to compare the earned rating, veteran preference 

points, and tinal ratings tor the old and new selection procedures. For 

Academy entrants, the means, standard deviations, and restricted validity 

coetticients (using beth Academy score and pass/loss status as criteria) tor 

the two procedures are details~ in Table II. The earned rating shOws 

substantially higher correlations tor the new selection procedure, while 

final rating correlations are essentially the same. This errect is clearly 

due to the strong negative correlation tor veteran preference points in the 

new selection procedure sample. 

TABLE II. OLD AND NEW SELECTION PROCEDURE PARAMETERS 

AND VALIDITY COEFFICIENTS 

EARNED V!TERAN FINAL 

RATIIIO P'liNTS RATING 

---- ------- ------ OLD SELECTION PROCEDURE 

------------------------------- N = 1, 778 (INCLUDES WITHDRAWALS) 

RESTRICTED MEAN 89.39 1. 70 91.09 

RESTRICTED STANDARD DEVIATION 6.-6 2.50 6.78 

RESTRICTED CORRELATION 

WITH PASS/LOSS STATUS .26 .oo .2-

N ~ 1,541 (EXCLUDES WITHDRAWALS) R~TRICTED MEAN 89.68 1.75 91.-2 

RESTRICTED STANDARD DEVIATION 6.1111 2.50 6.77 

RESTRICTED CORRELATION 

WITH ACADEMY SCORE ·32 -.03 .30 

NEW SELECTION PROCEDURE 

---------.-·--------------------- N = 3,746 (INCLUDES WITHDRAWALS) 

RESTRICTED MEAN 88.18 1.58 89.76 

RESTRICTED STANDARD DEVIATION 5.23 2.59 5.19 

RESTRICTED CORRELATION 

WITH PASS/LOSS STATUS .31 -.15 .211 

N = 3,417 (EXCLUDES WITHDRAWALS) 

RESTRICTED MEAN 88.38 1.54 89.92 

RESTRICTED STANDARD D&VIATION 5.21 2.56 5.20 

RESTRICTED CORRELATION 

WITH ACADEMY SCORE .l!O -.18 .31 

1 7 
i 

• 

The differences due to veteran preterenoe points are likely due to 

changes in the population or persona entering the AcadftJ proiJ'UI during 

this period or time. Aa part or the FAA recovery t'I'OII the Proteuional Air 

Traffic Controllers Organizatiun strike, tboae with 2 yeara or .are or 

pre-FAA ATC experience were hired directly into FAA ATC field tacilitiea, 

bypassing the Academy ecreenin& prograaa, Previous research baa ahovn that 

those with auch background experience are .ora auoceaarul at the Acadny 

( !>). It is also likely that thia e-ption arrected tha new ael&C'tion 

procedure more than it did the old selection procedure, ainoe it vee 

impleaanted durin& the ewitchover. Additional analyaea vera oonduoted to determin~ if tbia waa the caea (aee table III). '· 

TABLE III. PASS RATES Ill VETEJIAN PREPBRBIICB AIID BXPIRIBNCB 

SBLBCnON PROCBDURI 

------------- --- OLD IIIII 

----------------- ---·· ···- N PASS J • PASS J 

---------- ------ -------- NO VETERAN PREFERENCE 1, 1911 ( 67J) 5bJ 2,658 (71J) bTJ 

VETERAN PREFEERENCE 51111 03J) !)6J 1,~ (29J) 52J 

VETERAN PREFERENCE 

WITH ATC BXPERIENCE 293 (50S> 62S 263 (211S) 65S 

WITH PILOT EXPERIENCE 110 (19J) 511J 212 (19S) 59S 

WITH NO EXPERIENCE 1111 ( 31S) 117S 613 (56J) IIIIS 

Pees rates or those with and without veteran preference pointa vera the 

eame under the olc:l procedure, While under the new procedure nonvetarana had 

a pass rate 15 percent¥ge points higher than vetarana. Thia ditteranoe 

appears to be due to differences in the proportion ot the veteran& with ATC 

experience. More than twice the percentase or tboae With veteran preterenoe 

points bad ATC experience under the old procedure (50 percent) u the new 

procedure ( 2'1 percent). Moreover, the qual1 ty ot the ATC experience appeara 

to have been different. or those with veteran preference ud A~experienoe 

under the old procedure, 119 percent had 110re than 6 -tha' ellpel'ienoe•in an 

lFR ATC facUit.y, and the group aa " wbole had pau ratea 6 peroentaae: 

points higher than those ror nonvet~rana. Under the new prooedur.:; only 38 

percent. had more than b months' experience in an IFR ATC tecility, and~tbe 

group pass rate was 2 percentage pointe lower than that tor nonveterana. 

Unrestricted population estimates or the standard deviation were not 

available for the old selection prooaoure ratinsa, ao it vaa not possible to 

correct them for restriction in range and make a aoepariaon. However, all sc~res were available on the 1981 applicant population ror the new selection 

procedure. Unrestrictec:l standard deviations were calculated, and the 

validity coeffients for the new selection procedure were corrected for 

restriction in range using the ThorP~~AO Two Variable caae correction 

procedure (b), The results (aee Ta>le IV) yielded validitJ aoefticienta ot 

18 
'·' . 

. ~- . 'filL£ IY, CORIIICfiD COUILA'fiCIU roa IIDf SILIC'fiOI PIIOCIDUU 

APPLICU'l' POPUl.A'fiOII 1981 

• ----------·-·-·-··-·-·-··-------- ·•11,9119 

UlusniCftD HUll . UIIIS!IICTID ll'fUDUD D&YU'fiOII 

_: 8/81 - 1V82 ACADIIIr IIIIDAII'fll 

; ' I a 3, 7116 (DCLUDD VUIIDUif&La) 

usniC1'1D CORUU'fiOI ... , WITH PUll/LOllS ftlTUII . COIUC1'ID CORUU'fiOI . . . VITH PAIIII/1.01111 ftl!UII 

I a 3,1117 (IXCI.UDD VUIIDIWIALII) 

US'fllctiD COUILA'fiOI .· WITH· ACADIIIr SCOU 

CORIIICfiD CCUILA'fiOI 

WITH lClDI!Mf SCOU 

' · 1U11D I'IIIAL . 'lMC IIA'fiiiO IIA'fDIO ----- ...... . .... . 

. 71.51 

11.811 

.26 

.511 

. ·33 

•. 

.... 

.71 

··- ··" 

T3o13 

12.!10 

•••. ·;<· 

-· ., :-. 

• 51 

.31 

.62 

0.51 (paaa/loN ol'1tw10D) 1111cl 0.62 (loacltl!l1 uoro or1tw1oa) tor tile t111111 

rating. lamad rat1DC nU.cl1tJ ooett1o1cta wre b1..,... (0,61 llllcl 0.71) clue 

to the vetel'llll preteNDoe po111ta etteot. 'lMC ft11clitJ ooett1o1eta wre 

lower tball eamecl rat1DC ooett1o1eDta. 'fb1a SN~ttem 111d1oetea tbat tile 

aclcl1t1oa ot ezt.ra poiota tor Olt'f ~01'81111011 111oreuea tale ft11cl1tr ot tale 

prooecture. -~ ,, - .. ·-:.·:·>t:--: --: {:-· 

'fULl '· ACADII« PUll RAta Br FIIAL IIA'fDIO IIAIIOI 

· roa 1111. UD OLD SILIC'fiOI PIIOCIDOID ;~ .-~ ·,;._,.-:<'~- -,:-- ~ 

' · '-..:'fiOI PIIOCIWU ' ·• ' ~ . . 

. -~: -. .-. 

OLD IIDf ' • 

I'IIIAL ·- IIA'1'1'10 • PUll J • PUll J .. ---- -- --· --- ~ 

10.19 56 30J 311 m 

80-811 2S1 38J 587 

85-89 1182 IlK 1,1199 "' 59J 

90.911 1162 '" 1,ou . TOJ 

95-99 298 "' 1113 78S 

100. 231 75S 111 83S 

'1'0'1'AL 1,780 56J 3; 7116 63S 

19 

'"' 
100 '' 

80 

,.• .~ 

~ 10 

,. ~ --~ .,.,. ~ ,. 

o40 ,. 

., .. 

20 Legend 

OOU) 

A --- NEW 

0 

70-79 ao-84 85-89 9D-94 95-99 100+ 

OPMRATING 

Flaure 1, lTCS paaa rates bJ aeleotion ratlnp tor 

poatatrllca eotranta 8/11181 - 12/03182 

Tabla V and Flsure I coapara the paaa ratea bJ ratina ransaa tor the 

11ft and old Hleot1on proceduree. Aoadear paaa rates tor tba nev procedure 

were bl.pr tor all but Ul4l 70-79 rat.lna ransaa, Tba owerall pua rata ror 

tboH Hlacted troll tba - procedure waa 63 peroent, vbl.la that tor tboae 

Hleota4 troll tile old p.""'C&dure was 56 peroent-an 1noreua in puaea or 7 

paroat for tbia period or tiM. An e'fllft larpr 1noraaaa ln pua rata& 

vould be poeeibla it a bl.c;ller outorr vera uaed to detal'll1aa •11&1Ml1t.J • 

• 

Conclulliona. 

' 

Tba uae or jcb-rolatad apt.ltucla taata auch aa the MCAT and job • 

lalovltldge testa aueh aa the OICT hne lnoreaaed the pass rates ln initial 

q,..litloaUon trainina, thus rtlduoln& costa due to attrition. It also 

appears that. the aav aeleot.lon procedure has resulted in ieproved validlt.J 

ror the aeleotton or ATCS applle&nta, altbo11811 the lnorotaae in nlidlt)' vu 

Y1t1eted bJ the reduced level or pre-FAA ATC experience a.ons veterans ln 

the euple atucl1e4. Usa or alailar aptitude teats and procedure• ror the ~~eleaUcn or ucs•a 1n the 11111tarr (wllere ,.teran preference polnta are not 

neaesaarr) and 1n other countries may be benef1o1al. 

20 
Reterenoe~. 

1. !oone, J, o. 1979. Toward the develoPMDt ot a new aeleot1on battery tor 

air t.rattlo oont.rol speoiallst.a. FAA Ottioe ot Aviation Me4ioine Report 110. 

79-21. Waahinst.on, D.c. 

2. Boone, J, o., and lAvis, M. A. 1979. Tha MlNtion ot elr trattio 

control speoialiata& Two atudies dellonatratins Mtlloda t.o inaUN u 

aoourate #alidity ooettlolent tor Mleotlon deYloea. FAA ottloe ot Aviation 

Hedlolne Report. 110. 79-111. Waahlnst.on, D.c. 

3· Collins, v. B., Boone, J, o., ud VIUIDevuter 1 &. c. (Ida.) 1981. !be 

Mleotion ot air t.rattio oontrol speoialiatal History ud review ot 

oontribut.lona by the Clvll Ae~dloal Institute, 1960-1980. Aviation, 

Spaoe, !!!! BnvlroiiHDtel Hediolne 1 ,81 217-2110. 

II. lAvis, M. A. 1978. Uae ot the Oooupetl-1 ltllovledp Teat t.o ua1111 eztra 

oredlt in seleotion or air tratt1o oontrollera. FAA ottioe ot AY1at1on 

Me4ioine Raport 110. 78-7. liaahlnst.on, D.c. 

5. Rook, D. 8., Dailey, J, T., Olur, H., Boone, ,J, 0. 1 P1okre1 1 1. V. 

1982. Seleotlon ot appliouta tor the elr trattio oontrol oooupation. FAA 

Ottioe ot Aviation Me41oine Raport 110. 82-11. Vaahinst.on 1 o.c. 

6. VuDaventer, A. n. 1982. Milltery air t.rattio oontrol exper1eooe and 

pertorunoe ln FAA Acad•Y alr tratrio oontrol trainins. Freprinte or 1982 

Annual So1eot1t1o Heetins or the Aerospace Me41oal laaooiat1on, pp. 

2511-255. 

•I.I.GOYIIIRIIT tlllttiO OffiCI •tt-114 Jl&tS JWI4 

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