How in the hell do we do figure out who the "best candidates" are, though? The failure rate at the academy seems to imply that the ATSA isn't doing its job as intended. What's your suggestion for a replacement?
New story about the BioQ fiasco
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Raise when?
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It’s certainly not BioQ lol. Do you disagree? There are so many different methods that could be exhausted before turning to that.
I feel it’s disingenuous and intellectually dishonest to ask me to replace the entire system if I don’t agree with BioQ.
Sometimes there is no perfect system. I don’t see a problem with the original at-sat? If anything they need to make the academy harder. Wash more at the academy, and make it easier to wash people at facilities as well. It’s so incredibly difficult to wash people at my facility. There’s always some training team meeting they didn’t get, they didn’t get OJF for 8 hours so their hours got reset, they were missing some signature….theres always a litany of technicalities that prevent the worst 10% that make it
Everyone who is a rank and file controller knows a few that skipped through the cracks, that needs to be minimized and I would say the NTI in its current form makes it harder to wash people as well. We’re dealing with a terribly flawed system all around and it starts at the top with the idea that “anyone can do the job” which is patently false. That idea is quite pervasive in the FAA, especially from middle management, is so incredibly toxic and devalues the profession. Always comes from the low level tower controllers that come here as a supe, get a fake expedited check ride with no traffic and work currency the slowest part of the day, and month on the most dead unrealistic sector configuration.
I wasn't talking about the BioQ specifically, but the hiring process in general. "Best candidates," "best and brightest," "MIT grads." If it was as simple as an IQ test then they'd have made us take an IQ test.
If your claim is that we aren't currently hiring the "best candidates" then what's your suggestion to make that happen? That's what I was asking.
If your claim is that we aren't currently hiring the "best candidates" then what's your suggestion to make that happen? That's what I was asking.
Raise when?
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Oh, simple, you attract the best candidates by increasing pay. That’s been my argument since day 1 dude.
If compensation is lowered either by inflation or pay cuts, how are you going to draw from that finite pool of smart, driven people?
They’ll pursue a different career path in order to ensure financial security..
That starts by quantifying what a good job looks like.
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Prevent a collision in the nas. If you've never had a collision you have done your duties.
Thanks for coming to my Ted talk
HighFrequency
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Honestly a 5 minute interview at the beginning of the hiring process would probably weed out half of the personality-disorder hires I've worked with and trained.
There's a lot of weirdos that show up in OKC that really shouldn't be there to begin with. People who look good on paper but can't string a normal sentence together to save their lives.
There's a lot of weirdos that show up in OKC that really shouldn't be there to begin with. People who look good on paper but can't string a normal sentence together to save their lives.
GulfBravoPapa
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Which we used to do...
Raise when?
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100% brochacho
I'm actually serious. Lots of good could come from quantifying what a good job looks like.
But they got rid of the interview since it was perceived as a barrier to diversity
Raise when?
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How wtf
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It was in the barrier analysis report you can find floating on the web. Decent read for whomever is curious.
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Eh too much technique involved. I think someone providing safe and efficient movement (even if they forget tree and fife or their fire extinguisher elms sometimes) The disheartening part is in this job anything less than perfection, any small error, will be seen as a contributing factor in a real incident. I think we all have a little bit (or have worked with) the personalities below.
The super cool calm controller that moves more planes but has more errors and poor phraseology Versus
The slightly sweaty controller that gets mad when the system (flm, tmus) aren't supporting them and they are completely overloaded. They go off and get worked up and advocate for excellence in service at every level
Versus
The apathetic controller somewhere in the middle, a little moderate turbulence? Should get better in a few minutes no point in vectoring you and providing a service.
Versus
Meh it looks like it'll work. Hurr durr I've been here 90 years I ain't learning a new procedude
The same barrier analysis recommended dropping the min score on the atsa from 75 to 70 or less, even with full awareness that this would result in fewer people passing the academy and fewer certifying at their first facility
"Decent" is an understatement. I'm no trumper but people who don't believe the FAA is filled with DEI should read it. The National Black Coalition of Federal Aviation Employees (NBCFAE) lobbied, got the Obama Administration to change the hiring overwhelmingly in favor of black hires and then the NBCFAE gave the answers to the test to their members. Oh and not only did they have to cheat, they had the AT-SAT score lowered because one ethnicity couldn't pass it with Latinos, Whites, and Asians were doing fine. Oh and the biographical over actual air traffic experience.
Shit is ridiculous and there is no defending it.
the inquirer
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To get the best and brightest we need to attract them with pay just to apply. Then, make the passing rate 90. Test more people. Hopefully it would net more cpcs. I’d imagine cami should have some statistic on initial atsa score and whether or not person reached CPC.
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Oh I was not defending it at all, just the reading and compilation of information. Agreed though on all accounts.
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