Raymond E. King

Improved military air traffic controller selection methods as measured by subsequent training performance.

INTRODUCTION Over the past decade, the U.S. military has conducted several studies to evaluate determinants of enlisted air traffic controller (ATC) performance. Research has focused on validation of the Armed Services Vocational Aptitude Battery (ASVAB) and has shown it to be a good predictor of training performance. Despite this, enlisted ATC training and post-training attrition is higher than desirable, prompting interest in alternate selection methods to augment current procedures. The current study examined the utility of the FAA Air Traffic Selection and Training (AT-SAT) battery for incrementing the predictiveness of the ASVAB versus several enlisted ATC training criteria. METHOD Subjects were 448 USAF enlisted ATC students who were administered the ASVAB and FAA AT-SAT subtests and subsequently graduated or were eliminated from apprentice-level training. Training criteria were a dichotomous graduation/elimination training score, average ATC fundamentals course score, and FAA certified tower operator test score. RESULTS Results confirmed the predictive validity of the ASVAB and showed that one of the AT-SAT subtests resembling a low-fidelity ATC work sample significantly improved prediction of training performance beyond the ASVAB alone. DISCUSSION Results suggested training attrition could be reduced by raising the current ASVAB minimum qualifying score. However, this approach may make it difficult to identify sufficient numbers of trainees and lead to adverse impact. Although the AT-SAT ATC work sample subtest showed incremental validity to the ASVAB, its length (95 min) may be problematic in operational testing. Recommendations are made for additional studies to address issues affecting operational implementation.

Personnel Selection Influences on Remotely-Piloted Aircraft Human-System Integration

INTRODUCTION Human-system integration (HSI) is a complex process used to design and develop systems that integrate human capabilities and limitations in an effective and affordable manner. Effective HSI incorporates several domains, including manpower, personnel and training, human factors, environment, safety, occupational health, habitability, survivability, logistics, intelligence, mobility, and command and control. To achieve effective HSI, the relationships among these domains must be considered. Although this integrated approach is well documented, there are many instances where it is not followed. Human factors engineers typically focus on system design with little attention to the skills, abilities, and other characteristics needed by human operators. When problems with fielded systems occur, additional training of personnel is developed and conducted. Personnel selection is seldom considered during the HSI process. Complex systems such as aviation require careful selection of the individuals who will interact with the system. Personnel selection is a two-stage process involving select-in and select-out procedures. Select-in procedures determine which candidates have the aptitude to profit from training and represent the best investment. Select-out procedures focus on medical qualification and determine who should not enter training for medical reasons. The current paper discusses the role of personnel selection in the HSI process in the context of remotely piloted aircraft systems.