PROBLEMS IN AIR TRAFFIC MANAGEMENT IV - COMPARISON OF PRE-EMPLOYMENT, JOB-RELATED EXPERIENCE WITH APTITUDE TESTS AS PREDICTORS OF TRAINING AND JOB PERFORMANCE OF AIR TRAFFIC CONTROL SPECIALISTS - DECEMBER 1963

Sep 30, 2026

Study evaluates whether job-related pre-employment experience predicts training success and later job performance for Air Traffic Control Specialists applying through the Federal Aviation Agency. Trainee experience backgrounds from several hundred ATCS recruits were analyzed across Enroute (Center) and Terminal (Tower) procedures, using medical and experience requirements for selection. Approximately 94% of Enroute and 88% of Terminal trainees participated in an aptitude testing program; findings summarize predictive value by experience types, demographics, and an aptitude test battery.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages13

Reading Time33 min

AccessFree to download

Procedure

Samples

Table 1 comparisons of trainees

Experience and demographic variables

Aptitude test variables

6034 PROBLEMS IN AIR TRAFFIC MANAGEMENTIV.COMPARISON OF PRE-EMPLOYMENT,JOB-RELATED EXPERIENCE WITH APTITUDETESTS AS PREDICTORS OF TRAINING ANDJOB PERFORMANCE OF AIR TRAFFICCONTROL SPECIALISTS DAVID K.TRITES,Ph.D.Chief,Selection SectionBART B.COBB,M.S.Selection SectionPsychology Brancb 2 FEDERAL AVIATION AGENCYCTVIL AEROMEDICAL RESEARCH INSTITUTEAERONAUTICAL CENTEROKLAHOMA CITY,OKLAhOMADECEMBER 1963 # PROBLEMS IN AIR TRAFFIC MANAGEMENTIV.COMPARISONS OF PRE-EMPLOYMENT,JOB-RELATEDEXPERIENCE WITH APTITUDE TESTS ASPREDICTORS OF TRAINING AND JOB PERFORMANCEOF AIR TRAFFIC CONTROL SPECIALISTS* David K.Trites,Ph.D.Bart B.Cobb,M.S. In addition to passing a second class aviationmedical examination,individuals applying fortraining as an Air Traffic Control Specialist(ATCS)with the Federal Aviation Agencyhave,in the past,been required to have previousexperience which was considered relevant to airtraffic control work.This would seem to be areasonable selection procedure,but other re-search¹23 has demonstrated that aptitudetests effectively predict training and job per-formance of individuals selected in this man-ner.Thus,assuming the value of the medicalrequirements,the predictive worth of job-related experience can be questioned. To evaluate the effectiveness of experienceas a predictor,the experience backgrounds ofseveral hundred ATCS trainees were examined.All of the trainees had been selected on thebasis of the medical and experience require-ments only,for training in either Enroute(Cen-ter)or Terminal(Tower)air traffic controlprocedures.These two training courses havebeen described in more detail in an earlier re-port.²In addition,approximately 94 percent ofthe Enroute trainees and 88 percent of the Ter-minal trainees had participated in an experi-mental program of aptitude testing.Tne presentreport summarizes the findings with respect tothe prediction of training and job performanceby various types of pre-employment,job-related experience,selected demographic vari-ables and an aptitude test battery. # PROCEDURE Samples —Trainees entering the ATCSEnroute or ATCS Terminal training courses atthe FAA Academy,Oklahoma City,in Septem-ber,1960,through July,1961,are to be referredto as the Enroute Sample(E)and the TerminalSample(T),respectively.Of 503 EnrouteSample trainees,471 participated in the experi-mental aptitude testing program;among the503,129(25.6%)failed to complete the train-ing course,and among the 471,118(25.1%)failed to complete the course.Of 242 TerminalSample trainees,212 participated in the test-ing program;among the 242,19(7.9%)fail-ed to complete the course,and among the 212,17(8.0%)failed to complete the course.Minorvariations in the number of cases entering intovarious calculations and distributions are dueto missing data or to a few individuals whowithdrew from training for reasons other thanfailure.These latter individuals,whose with-drawal was necessitated by reasons beyond theircontrol,such as illness,death in the family,etc.,were considered as neither successes nor fail-ures in training and in most instances had nocriterion data available. For both samples,Table 1 contains meansand standard deviations of age and four of thecriterion variables to be described subsequently.The data revealed no apparent differences,orbiases,between the total sample and that por-tion which was tested. TABLE 1 Comparison cf Certain Characteristies of the Total and the | Aptitude-Tested Parts of the Enroute and Terminal Samples | | | | | | | | | --- | --- | --- | --- | --- | --- | --- | --- | | | Terminal
Enroute | | | | | | | | | Tested | | Total | Tested | | Total
X
N
S.D. | | | | X
S.D. | N. | N.
X
S.D. | X
S.D. | N. | | | | Xagiables | 6.3
28.5 | 470 | 6.4
28.5
501 | 2
5.9
27.8 | 12 | 27.9
5.9 | 241 | | Academic Gd. | 83.67.4 | 470 | 502
83.67.3 | 2
5.3
87.0

FAQs

Why was job-related pre-employment experience selection questioned for ATCS training?

Because research cited in the report shows aptitude tests effectively predict training and job performance. This suggests the predictive value of job-related experience can be doubted given the medical requirements.

How were Enroute and Terminal trainee samples defined?

Enroute trainees were those entering ATCS Enroute training at the FAA Academy from September 1960 through July 1961, and Terminal trainees entered ATCS Terminal training in the same period; they are referred to as the Enroute Sample (E) and Terminal Sample (T).

What did the aptitude test variables represent in the study?

They represented a small part of a larger test battery, specifically five tests described as most valid for predicting Enroute training course criteria. A composite score was computed from weighted test scores based on inverse standard deviations.

Sep 30, 2026

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