Exposing FAA Corruption & Discrimination Against Veterans and Students of All Races
Exposing FAA Corruption & Discrimination Against             Veterans and Students of All Races

We have to find a way to address Congressional inquiries without

hurting our case when it comes to litigation

 

Molly R. Harris – FAA Deputy Administrator

 

In charge of regulatory compliance? Dear H. C. Foushee (a/k/a Bloodhound of the Law).... please see below for all the illegal activity you are supposed to be investigating/preventing...

10A is panicking as corruption is revealed- click here for full story

 

 

UPDATE: HUERTA IGNORES LEGAL EXPERTS AND GIVES BIZARRE RATIONALIZATION - ADMITS FAA ENGAGING IN ILLEGAL PRACTICES.

 

Huerta is misleading the public because the illegal clauses allowing the fraud to continue have already been negotiated and the FAA refuses to strike them from existing contracts, “The FAA has already negotiated things that the Federal sector labor law holds you may not negotiate and is considering to continue those illegal clauses in to the next contract.”

 

High level FAA Source- FOX Business report

 

Millions of Taxpayer Dollars Intentionally and Illegally Channeled to Controller Union (NATCA) by FAA Management to Buy Silence On Initiatives Including Termination of CTI Program. Safety compromised for cash and benefits.

 

Union sells out field facilities to benefit a few “chosen” controllers. Many of the individuals being investigated are not even doing the work assigned. Controllers being paid salaries exceeding 100k per year to do nothing airports and operational facilities suffer.  FAA intentionally ignores the law.

 

"...FAA’s Director of Labor relations notified the FAA’s 15 member executive steering committee that the current contract with NATCA violates Federal law and any new contract must be brought into compliance.  The Federal Service Labor Management Relations Statute allows the FAA to immediately nullify any contractual clause with NATCA that violates the law….The documents obtained by FOX Business say the steering committee ignored Feder’s recommendation….”

 

FAA 15 Member Executive Steering Committee (Current Composition) That Intentionally Ignored, And Continues To Ignore, Federal Law:

 

Rickie Cannon (yes that Rickie Cannon)/Chairman- AHR-1/Assistant Administrator for Human Resource Management

 

Ayisha Dabre/Program Director- - AHR-1/Director, Workforce of the Future

Courtney Wilkerson- ACR-2/Deputy Assistant Administrator for Civil Rights

Paula Lewis- AFN-3/Senior Advisor, Office of Finance and Management

Jerry Mellody- AGC-100/Assistant Chief Counsel for Employment and Labor Law

Randy Park- AJO-2/Acting Deputy Chief Operating Officer, Air Traffic Organization

Wayne Heibeck- AOA-1/Director, Strategic Initiatives Group

Sasha Johnson/- Chris Rocheleau -AOA-2/Chief of Staff

Carl Burleson- APL-2/Deputy Assistant Administrator for Policy, International Affairs, and Environment

Ben Deleon- ARP-2/Deputy Associate Administrator for Airports

Angela Stubblefield- ASH-2/Deputy Assistant Administrator for Security and Hazardous Materials

Pamela Whitley- ANG-2/Deputy Assistant Administrator for NexGen]

Charles A. Leader- AST-3/Director of Strategic Operations, Commercial Space Transportation

John Hickey- AVS-2/Deputy Associate Administrator for Aviation Safety

 

More breaking news regarding union payoff…. NATCA leadership Rinaldi and Gilbert work with Teixeira and Boone to Intentionally Cover-up Near Misses via the Controller Immunity Program (ATSAP).  Falsify safety data that is released and given to Congress. Developing….

 

FROM TOP LEVEL FAA INSIDER:

 

Teixeira was intentionally ignoring and not responding to any FOIA requests.

 

Teixeira would also not release any ATSAP reports stating that they were not government documents therefore free from FOIA requests.  At the same time he was attempting to get Part 193 protection for the documents which can only be granted to government documents. 

 

What did the executives and legal counsel do?  They gave the entire FOIA program over to Teixeira despite the conflicts of interest and the law suits.  The agency further supported the part 193 coverage ignoring the concerns and comments from the NPRM in the Federal Register thereby falsely giving ATSAP the same protection as air carrier ASAP programs. 

 

However, unlike any other ASAP program, the ATSAP coverage includes any and all investigative material surrounding the investigations.  This helps Teixeira protect his inaccurate numbers of the real picture of safety, and its decline due to his failure in the training department. He was doing this as a payback to the Union.

 

___________________________________________________________________________________________

 

NATCA (controller union) leadership sends email to Huerta:

 

"...OMG is this real???...

 

David Feder Director, Office of Labor and Employee Relations Resigns Due To Multi Million Dollar FAA Sanctioned Corruption. Reveals ATO (Teixeira, Boone, Arel, Bristol) In Bed With NATCA. Buying Union Silence....

 

FAA via controller immunity (ATSAP) program and channeling millions of dollars to NATCA, in direct violation of federal statute, silences controller opposition regarding illegal activities.   NATCA leadership Rinaldi and Gilbert respond with silence as the field facilities grow thin and demand qualified ATC applicants. 

 

NATCA sells out the public interest and refuses to voice concerns about unqualified air traffic controller applicants in payback for funds and contract benefits that violate federal law.

 

To:  Employees of the FAA Office of Labor and Employee Relations

From:  Dave Feder

 

It is with sadness that I announce that I have resigned from my new position as Director, Labor and Employee Relations at FAA.  I have thoroughly enjoyed meeting and working with you during my 6 month tenure, and I appreciate your hard work and dedication.

 

To dispel any rumors about why I resigned, it is simply a matter of a wide difference of opinion with the FAA leadership over how to conduct labor relations with NATCA.  I advised, advocated and believe that the FAA must bring the new 2016 NATCA contract into full compliance with the Federal Service Labor-Management Relations Statute, and that the FAA must at all times act consistent with the Statute.  The FAA political and career leadership disagrees.  The FAA is of the view that it is proper to knowingly continue contract terms that are inconsistent with the Statute into future contracts, in order to appease NATCA and to avoid NATCA opposition to FAA initiatives.  After 27 years of prosecuting Federal agencies and unions for violating the Statute and after 13 years of advising Federal agencies on how to comply with the Statute, I was not going to be complicit in intentionally acting inconsistent with that same Statute. Hence, I had no choice but to resign.  

 

I wish you all well professionally and personally.

 

Dave

 

For further info: http://www.fedsmith.com/2015/07/20/what-the-heck-is-going-on-at-faa/

 

NATCA’s 2007 Response to HR Attempted Hijacking of CTI program:

 

FAA’s Off-the-Street Mass Hiring Undercutting CTI Students' Work, Creating Class System, Jeopardizing Collegiate Program's Future - (4/26/2007)

 

WASHINGTON, D.C. – Why should a prospective air traffic controller spend many thousands of dollars at college pursuing a degree that leads to a job with the Federal Aviation Administration when they could simply respond to the FAA’s many current “help wanted” ads on MySpace, Craigslist or Facebook – without needing that college degree – and land the same controller job?

 “The FAA’s massive recruiting effort, despite its cheerful talking points and rosy public statements, has angered students who were told to go through the CTI program to get hired at a cost of thousands of dollars,” National Air Traffic Controllers Association President Patrick Forrey said. “Our fear is that those great schools will lose their students if they can get hired by simply applying online or at a local job fair. This is a serious problem because CTI students come to the agency armed with the experience needed to comfortably fit into the incredibly demanding on-the-job training program at their first air traffic control facility, greatly increasing their chances of successfully becoming a fully certified controller.”

However, Forrey added, the important thing is the well-being of the new hires and their ability to succeed, develop a passion for the important work of air traffic control and feel good about their work environment and employer as they are handed the responsibility of being the next generation workforce. All of those things are currently on the decline.

 

“This is another example of the FAA’s lack of both integrity and planning and its business-first attitude,” Forrey concluded.

"The resignation of the FAA's Vice President of Safety and Technical Training is only the latest in a line of FAA employees who have left the agency under a cloud of alleged cheating surrounding the tainted BQ test. Yet the FAA has remained disturbingly quiet on employee conduct, providing little detail on internal investigations. Only a congressional hearing will force the FAA to answer publicly for their actions-it's time to bring FAA officials before the American people." 

U.S. Representative Randy Hultgren (IL-14)

 

Hey Joe, Why wait until August 30? Feel free to leave right now.

This just shows that the party is over for you and a number of your arrogant colleagues at the FAA who believe they are judge, jury and executioner when it comes to servicing the aviation community.

Your attitude, arrogance and superiority complex outshine anything positive you MAY have done in your career with the FAA, so good riddance. 37 years of wasted taxpayer money to support another worthless government employee. Congratulations on getting away with it for as long as you did. The good news is, finally, YOU are not OUR problem. 

 

Public Comment

Apologies for the lack of updates…It’s been very very busy on 10A….

 

  • Joe Teixeira- key architect in the CTI scandal finally forced to “retire” on August 30, 2015. This follows Bostick’s termination earlier this year. Huerta throwing players he directed under the bus in an attempt to limit media inquiries. Teixeira told to retire or be fired. Breaking: Internal investigation allegedly reveals potential massive financial and contract irregularities…developing…..

 

  • Teri Bristol directed by Huerta to control media leaks and revelation of scandal by FOX Television directs Randy Park to take action in an attempt to stop scrutiny.

 

  • Word at high-levels is that DOT’s Rodney Foxx is very concerned about Congress looking into the corruption and actual reasons behind CTI scandal. FAA has no answers in the event that Congress calls hearings. 

 

More Stories Coming - Follow FOX Reporter Adam Shapiro on Twitter

 

https://twitter.com/Ajshaps

 

***Breaking News...

 

Director of Labor Relations Resigns- FAA buying NATCA Silence

 

For Further Information:

 

http://www.foxbusiness.com/economy-policy/2015/07/21/faa-head-labor-relations-resigns/

 

Teixeira Resigns under investigation

 

For Further Information:

 

 

http://www.foxbusiness.com/industries/2015/07/14/faa-official-teixeira-resigns-following-fbn-investigation/

 

Updated Fox Files Broadcast

 

For Further Information:

 

http://www.foxnews.com/on-air/fox-files/2015/06/26/trouble-skies

 

Congress Reacts - To Being Played By The FAA- Chairman LoBiondo "FAA Response Is Ludicrous"

 

For Further Information:

 

http://video.foxbusiness.com/v/4305664664001/aviation-subcommittee-chief-we-wont-let-faa-cheating-scandal-go/?intcmp=related#sp=show-clips

 

 

Head of FAA Training- And Man Behind The FAA Hiring Change- Joe Teixeira Cheating and Hiring Issues Are "Not My Problem":

 

For Further Information:

 

http://www.foxbusiness.com/industries/2015/06/18/top-faa-official-says-not-my-problem/

 

 

Congress Asks For DOT/OIG audit of FAA Hiring Change:

 

For Further Information and Copy of the Letter:

 

http://www.foxbusiness.com/industries/2015/06/17/faa-opens-investigation-into-hiring-process-based-on-fox-business-report/

 

 

FAA Sends Letter to Congress- Internal Investigation Coverup- :

 

For Further Information and Copy of the Letter:

 

http://www.foxbusiness.com/industries/2015/05/29/congress-gives-faa-deadline-to-respond-to-fox-business-report/

 

 

Commisioner of US Commission on Civil Rights Calls Out Michael Huerta’s Agenda :

 

 

For Further Information and Copy of the Letter:

 

http://www.newamericancivilrightsproject.org/wp-content/uploads/2014/03/FAA-letter-re-hiring-practices-June-2015.pdf

 

 

Congress gives FAA Deadline to Respond:

 

For Further Information and Copy of the Letter:

 

http://www.foxbusiness.com/industries/2015/05/29/congress-gives-faa-deadline-to-respond-to-fox-business-report/

 

 

FAA Lies To Congress Again- FAA Intentionally Hides Their Own Study And Forbids The Civil Aeronautical Medical Institute (CAMI) From Releasing Their Report. The Report  Clearly States That Military Veterans and CTI Graduates Outperform Off-The -Street Applicants and That Vets and CTI SHOULD Be Preferred Hiring Source Based On Performance and Certification Rates...more information coming soon...

 

 

More New FOX Business Investigation Updates:

 

National Air Traffic Controller's Association (NATCA) Joins Congress In Demanding An Investigation:

 

http://www.foxbusiness.com/industries/2015/05/29/natl-air-traffic-controllers-assn-demands-faa-investigation/

 

NBCFAE members as EEO counselors regarding the discrimination they urged?

 

http://www.foxbusiness.com/industries/2015/05/27/outrage-as-faa-purges-qualified-air-traffic-control-candidates/

 

FAA New Hiring Practices NOT Helping "Diversity":

 

http://video.foxbusiness.com/v/4257910517001/new-hiring-practices-not-helping-faa-diversity/?intcmp=related#sp=show-clips

 

FAA Corruption Regarding New Hiring Process Archives- All FBN Stories Here:

 

http://www.foxbusiness.com/archive/adam-shapiro/index.html

 

AVWEB Investigation Article:

 

National Air Traffic Controller's Association (NATCA) Joins Congress In Demanding An Investigation:

 

http://www.avweb.com/avwebflash/news/Cheating-Allegations-Surround-ATC-Hiring-Process-224171-1.html

 

Huffington Post:

 

Air Traffic Cheating Scandal:

 

http://www.msn.com/en-us/lifestyle/pets/fox-business-accuses-the-faa-of-air-traffic-control-cheating-scandal/vp-BBk5HH3

 

        FAA Helps Select NBCFAE Air Traffic Controller Applicants Cheat on Psychological Examination For “Diversity” Purposes

IF YOU, YOUR FAMILY, RELATIVES, FRIENDS OR CO-WORKERS FLY IN THE UNITED STATES YOU MAY WANT TO REVIEW THIS WEBSITE FURTHER. IF NOT THANK YOU FOR VISITING.

 

THE ENTIRE CONTENTS OF THIS WEBSITE IS DEDICATED TO EXPOSING SAFETY RISKS CREATED BY THE FAA. ALL INFORMATION IS PROVIDED BY FAA WHISTLEBLOWERS.

 

NEW EXPANDED PRINT STORY HERE: http://www.foxbusiness.com/industries/2015/05/21/america-faces-acute-shortage-air-traffic-controllers-known-as-guardians-sky-114403537/

 

UPDATED Newsflash…Newsflash…Newsflash…Newsflash…

 

FOX BUSINESS NETWORK exposes the connection between the National Black Coalition of Federal Aviation Employees and the FAA’s Human Resources Office.

 

The FAA Intentionally assisted in helping applicants that were NBCFAE members cheat on the psychological screening examination to become an air traffic controller putting public safety at risk.

Thanks to all the FAA employees with integrity and character (99%).  Please continue with the inside information and tips. Please submit documents and information to the confidential tipline. Your efforts have led to the exposure of the corruption. More investigative journalism coming….

LEGISLATIVE UPDATE:

 

The House Transportation Budget Bill for Fiscal Year 2016 “de-funds” the Biographical Questionnaire (BQ), The budget bill will now go to the Senate.

 

https://www.youtube.com/watch?v=T-8-HHBTEUM

 

http://video.foxbusiness.com/v/4288478099001/congress-looks-to-cut-off-faa-/?playlist_id=933116651001#sp=show-clips

 

http://www.foxbusiness.com/industries/2015/06/10/congress-moves-to-cut-faa-funding/

 

Please contact your senators today and ask that they support defunding the BQ!!

 

 

Statement From FAAMA*

(also see letter below to Bostick re: new process)

 

*FAAMA is the recognized association FAA managers and FAA supervisors within the Federal Aviation Administration. These are the people in the field who have to deal day to day with national FAA policies. This includes the recent decision to hire OTS applicants over veterans and CTI students possessing air traffic  training and experience.

 

“Lowering entry and performance standards is not acceptable," the "FAA must incorporate transparency in hiring" such as "explaining how the new hiring plan will achieve better, cost-effective results than the old system." FAAMA also notes that controversy and litigation over the new approach "threatens to slow the entry of critically needed students into the FAA Academy."

 

U.S. Representatives Randy Hultgren (R-IL-14), Dan Lipinski (D-IL-03), Vicky Hartzler (R-MO-04), Cheri Bustos (D-IL-17), Matt Salmon (R-AZ-05), Tim Ryan (D-OH-13), Keith Rothfus (R-PA-12) and Elizabeth Esty (D-CT-05) introduce the bill above.

 

All CTI applicants/future applicants: 

 

Whether you took the test or will take the test- it is being used to screen you (by unqualified HR employees with NO training in utilizing psychological tests- qualified psychologists combine and interpret the data from the various assessment tools to make an overall evaluation of an individual- the FAA does not have a single employee in HR or contract employees qualified to assess the invalid BQ tests ) This horrendous test is denying all qualified applicants of all races a fair chance at becoming a controller. You need to put the FAA on notice – otherwise they will arrogantly continue their illegal path.

 

Contact the Department of Transportation – Office of Inspector General  (DOT/OIG) and report this commercial corruption and intentional discrimination.

 

You need to make a formal complaint about this illegal and discriminatory activity. As them to investigate the BQ, the scoring and evaluation, the alleged and false validity, to put CAMI people under oath so they won’t be retaliated against). Go here to make an online or phone call report:

 

Report The Scam Here

FAA SANCTIONED RACISM CONTINUES

"ACTING" FAA HUMAN RESOURCES DIRECTOR RICKIE CANON ALLOWS THE ATC HIRING PROCESS TO AGAIN BE HIGHJACKED BY NBCFAE- NATCA stands idly by....

 

THE “FAA” HOLDS A CAREER FAIR ON MARCH 25, 2015 OVER THE INTERNET

REGARDING THE NEW HIRING PROGRAM and...

 

THE GREAT MAJORITY OF FAA "EMPLOYEES" GIVING ADVICE WERE NATIONAL ASSOCIATION OF BLACK FEDERAL AVIATION EMPLOYEE MEMBERS AND ACTUALLY DIRECT APPLICANTS TO  (NBCFAE) WEBSITE 

 

FAA TURNS OVER ENTIRE WEB CAREER FAIR TO NON HR FAA EMPLOYEES - only a few of which were not NBCFAE MEMBERS*

 

*MEMBERS WHO VOWED TO ERADICATE THE CTI PROGRAM- CERTAIN SELECT NBCFAE MEMBERS TUTORED SELECT INDIVIDUALS TO PEPPER THEIR RESUMES WITH KEYWORDS AND ALSO RELEASED  BQ ANSWERS TO CHOOSEN FEW- GIVING APPLICANTS CHOSEN BY NBCFAE (MANY OF WHOM ARE FAA EMPLOYEES WHO CHOOSE WHO GETS HIRED)A MUCH GREATER CHANCE OF BEING HIRED. 

 

WHITES, ASIANS, HISPANICS, AND OTHER GROUPS NOT SANCTIONED BY NBCFAE NEED NOT APPLY

 

These NBCFAE members participated:

 

Samuel Odom Jr.

Ashley Morley

Opal Harris

Stacey Knowlton, Jr.

Paquita Bradley (NBCFAE president)

 

Please ensure that you share this information with no one that is identified outside of that. This information is reserve for those classes of people we represent. This is to minimize competition….We effort to influence the FAA to diversify the ATC workforce, and we aim to only prepare candidates that are demographically classed to meet that diversification.

NBCFAE Associates Members TELCON, 12/16/2013

President of NBCFAE Paquita Bradley Directing Applicant to NBCFAE Website

The American Consumer Institute

Is on to the FAA’s scam

 

ACI has set up a website for automatic petition to Congress. Please click on the link below. We ask that all ctistudents.com readers, friends, family, and FAA employees to respond using this website's automated petition:

 

http://fightflightdelays.org/

 

 

Upcoming story on why NATCA national leadership has remained silent while the field facilities beg for quality ATC applicants. 

 

Attention NATCA members- NATCA allowed the FAA to use controllers after the BQ was allegedly “validated” to “validate” the exam.  NATCA then allowed supervisors to subjectively rate the “performance” of those controllers NATCA solicited to take the sham BQ.

 

Bottom line:  the FAA now has a database and a method to screen out NATCAvists- and leadership went along. 

Telecon of December 16, 2013 where NBCFAE reveals "secret" information

ePaper
These documents clearly illustrate that the FAA HR branch was working with the NBCFAE (many of whom are members of the organization) to fix the air traffic applicant process in favor of their membership. Many FAA representatives- especially Joe Teixeira- stated that the information disclosed in these documents had not been revealed to anyone before January 8, 2014 and that the FAA was not working with any special interest groups. This is a total fabrication as the briefing slides below, given to multiple special interest groups, illustrate.



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The master plan of the NBCFAE

ePaper
It all started according to the NBCFAE's own admission back in 2009. Ironically the date of this document is 2.10.2010. The day the FAA rolled out ther national OTS hiring- and illegally discriminating against over 3,000 CTI graduates- was 2.10.2014 the 4 year anniversary of the NBCFAE and FAA (Bostick and Cannon driven) HR master plan.

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JUNE 2013 BRIEFING SHOWS THE NBCFAE "TEAM 7 PLAN" WAS ONLY PRESENTED TO SELECT SPECIAL INTEREST GROUPS BY THE FAA

The National Employee Association Forum (according to the FAA's own Charter) consists of the Administrator (Huerta), the Deputy Administrator, the Assistant Administrator for Civil Rights and Diversity Advocate, Assistant Administrator for Human Resource Management (Bostick), National Special Emphasis Program Managers, and National President/Chairperson of Employee Associations whose constituencies primarily focuses on civil rights matters (including the NBCFAE).

THE BRIEFING WAS LED BY THE NEW "ACTING" AHR-1 RICKIE CANNON

STATEMENT FROM THE AIR TRAFFIC CONTROLLER'S UNION IN 2007

 

FAA’s Off-the-Street Mass Hiring Undercutting CTI Students' Work, Creating Class System, Jeopardizing Collegiate Program's Future*

 

WASHINGTON, D.C. – Why should a prospective air traffic controller spend many thousands of dollars at college pursuing a degree that leads to a job with the Federal Aviation Administration when they could simply respond to the FAA’s many current “help wanted” ads on MySpace, Craigslist or Facebook – without needing that college degree – and land the same controller job?

That’s the question many students and graduates of degree programs in the Collegiate Training Initiative (CTI) are asking as they sit next to fresh-off-the-street FAA hires at the FAA Academy in Oklahoma City and wonder how their $18,732 salary is going to cover their student loan payments. According to students and National Air Traffic Controllers Association officials monitoring the situation, this new “class system” of hires has led to questions, confusion, frustration and a lowering of morale and enthusiasm.

 

“The FAA’s massive recruiting effort, despite its cheerful talking points and rosy public statements, has angered students who were told to go through the CTI program to get hired at a cost of thousands of dollars,” National Air Traffic Controllers Association President Patrick Forrey said. “Our fear is that those great schools will lose their students if they can get hired by simply applying online or at a local job fair. This is a serious problem because CTI students come to the agency armed with the experience needed to comfortably fit into the incredibly demanding on-the-job training program at their first air traffic control facility, greatly increasing their chances of successfully becoming a fully certified controller.

 

One way the FAA could begin to solve this problem is by offering CTI grads the chance to participate in a student loan repayment program. Interestingly, Ventris C. Gibson, the FAA assistant administrator in charge of personnel management, told reporter Stephen Barr of The Washington Post for a story in the Apr. 23 issue that the agency is taking the step of starting such a program for student loans. Gibson also said the FAA plans to offer child-care subsidies for employees at air traffic centers.

 

However, when NATCA proposed the creation of both a student loan repayment program and a child-care subsidy program during contract negotiations in early 2006, the FAA never responded until the final day of mediation, and then rejected both proposals “on their merits.” 

 

“We have seen nothing from the FAA on these two issues except in Ms. Gibson’s new comments to The Washington Post,” Forrey said. “We offered a student loan repayment program and child-care subsidies at the contract table and the FAA rejected them. This now constitutes an unfair labor practice and another example of bad faith bargaining.”

 

However, Forrey added, the important thing is the well-being of the new hires and their ability to succeed, develop a passion for the important work of air traffic control and feel good about their work environment and employer as they are handed the responsibility of being the next generation workforce. All of those things are currently on the decline. 

 

 “This is another example of the FAA’s lack of both integrity and planning and its business-first attitude,” Forrey concluded. “They have caused a rift between two classes of new employees. Add to that a list of 2,000 trainees the FAA promised a certain salary upon full certification only to cut it by 30 percent with last September’s imposed work rules, and the 12,000 fully certified controllers working today who will never see another pay raise and you have a recipe for disaster.”

 

*(4/26/2007)- NATCA has been silent on the recent (2014)  FAA 2014 decision. Politics as usual.  

We currently face a shortfall in the number of qualified, well-trained air traffic controllers to monitor our airspace as nearly 11,000 controllers approach the mandatory retirement age. Through 2021, the FAA must hire and train more than 12,000 air traffic controllers. This would be a daunting task with an efficiently managed program, let alone an entirely new, unproven training regimen.

Air traffic controllers are responsible for the travel of about 2 million passengers per day. They serve in a critical role to ensure planes, with people and cargo, take off and land safely. The nation cannot afford to have their training program compromised.

 

Politico Magazine. Nick Rahall. Mr. Rahall represented West Virginia in the U.S. House from 1977 to 2015 and served as ranking member of the House Transportation and Infrastructure Committee in the 112th and 113th Congresses.

 

AHR-1 Carolynn Bostick Resigns

 

CTISTUDENTS.COM Confirms Resignation versus Being Terminated

 

Alegedly Bostick was told during her annual evaluation that “HR Pursued a Policy of Intentional Racial Discrimination

 

However, intentional discrimination is only a very small part of the story...

 

FAA sources say leadership (Michael Huerta and Joseph Teixeira) are concerned about congressional hearings called for by Congress that may reveal highest-level corruption. Huerta moves to try and limit congressional concern by pointing finger at Bostick and implausibly feigning ignorance about the “new” hiring process Huerta and Teixeira planned.  Bostick thrown under the bus in a transparent attempt to limit further inquiry as Huerta excludes key architect and friend Joseph Teixeira from blame.  No wonder Joe’s boss Teri Bristol (whose boss is Huerta) has been unwilling to look further into the obvious corruption.

 

Recently the FAA Managers Association (FAAMA) wrote a letter to Carolynn Bostick regarding her detrminattion that interviews were not going to be used in the hiring process. The FAA Manager’s Association is comprised of all levels of FAA management officials. This includes the supervisors who directly oversee our nation’s air traffic control system and act as a safeguard for the flying public.

 

Regarding the all sources “off-the street” hiring decision by Teixeira and Bostick and in the words of FAAMA in a letter sent to Bostick on January 20, 2015 (full letter below):

 

You (Bostick) indicated in the meeting that it was not your intent to include an interview in the vacancy announcement(s) scheduled for late March 2015. We strongly disagree with that decision, and believe it introduces risk into the system by not appropriately screening potential employees who will be working in critical positions central to the F AA's mission of safe, efficient flight; AND


FAAMA has serious reservations about the absence of a pre-employment interview with a management representative on the basis of safety, national security, and suitability for employment. Your decision to forego an interview is a departure from a long-standing practice within the Agency to determine a potential employee's readiness to perform the rigorous, demanding air traffic control duties; AND


Hiring new employees without first having them sit for an interview is a foreign concept, particularly for government employees in sensitive positions such as the air traffic control occupation. In a recent meeting of the Government Managers Coalition, of which FAAMA is a member and collectively represents over 200,000 federal managers across the government, we asked (Bostick) if any other represented government agency hired its employees into mission critical jobs without first interviewing them. The FAA is the only agency that does so; AND


Taking shortcuts in the hiring process in order to make up for lost time will not result in hiring the best and brightest for these positions. The first vacancy announcement occurred in February 2014, but the Agency did not see the first student at the FAA Academy from this vacancy announcement until late August 2014; AND


A large number of newly hired employees have already begun their federal employment as future air traffic control specialists without an interview, yet some did not have a basic understanding of the English language. Another case we discussed with you concerns an air traffic control student with a speech impediment. In each of these cases, a pre-employment interview would have identified these issues prior to their employment and the wasted salary and per diem associated with failing their initial training. Most importantly, is the need to identify applicants who are unsuitable for employment based on safety and security grounds; AND


Questions can and should be developed to test for any characteristics that call into question the appropriateness of giving the potential employee access to sensitive facilities and information at the FAA. The September 2014 catastrophic service disruption at the Chicago Air Route Traffic Control Center should have been a wakeup call to the need to fully screen our potential employees; AND


A trained interviewer can spot anomalies and issues in the process, especially an applicant's ability to think quickly and develop answers when posed with a dynamic situation, precisely what air traffic controllers face on a daily basis; AND


The FAA Managers Association objects to this blanket assertion (that the personal interview introduced bias against certain protected groups) To say that there is an inherent bias in the interview process paints all managers with a broad brush as not being impartial during the interview process; AND


The decision not to interview candidates stands against common sense to use every reasonable tool to find the best and brightest candidates to fill the vacancies at the FAA, fully tapping the diverse and rich pool of Americans for those positions. I am positive that passengers who board flights daily, and pilots who fly them to their destinations, would be shocked to learn that the FAA is not interviewing new controllers. In fact, passengers and pilots rely on controllers and front line managers to do their jobs believing that they have been effectively screened for employment; AND


I (FAAMA Executive Director) am certain that when vacancies occur in your organization (FAA Human Resources)  that you seek to hire the best and the brightest individuals. I cannot imagine that you would hire someone in your office without first asking them to sit for an interview, especially your direct-reports who fulfill key roles in your organization. For the same reason, potential air traffic controllers should be interviewed because they, too, play a key role in the FAA' s core mission of safe, efficient flight; AND


Undoubtedly, some in your organization (FAA Human Resources) will state that this will slow the process, but the extra time and cost is justified when you will be hiring individuals into career positions that are so essential to safety of flight.

 

Bostick had a plan to intentionally discriminate against the diverse CTI and veteran applicant pool.

 

YES, Bostick “purged” a list of over 3,000 diverse veterans and graduates of CTI programs with specialized air traffic training in favor of hiring off the street applicants for diversity purposes.  YES, these applicants had already been trained at zero cost to the government and had passed the only validated air traffic aptitude examination.  YES, the “new” BQ and resultant watered down “AT-SAT” cost millions and millions of taxpayer dollars. YES, the FAA eliminated the interview to get more minority candidates past the screening process- resulting in new federal employees that “not have a basic understanding of the English language” or that had a “speech impediment.” YES, the BQ was NOT a secure test – and anyone could sign on to an unmonitored site and take the examination. YES, the Barrier Analysis and BQ were  paid for with air traffic funds . YES, the BQ was not graded at the time of the test- only days later after HR compared test results to applications in an alleged attempt to match key words given to NBCFAE members. YES, many of the “new” employees were terminated only after being offered jobs based upon failed security and drug tests resulting in entire classes being cancelled at the FAA Academy.  YES, the off-the -street failure rate at the FAA’s watered down academy is astronomical. YES,  controllers in the field are beyond tired training off-the-street failure after failure. YES, the time to train a controller is 2 to 5 yeas and sometimes longer. YES, the high off- the –street failure rate will result in a thin workforce and an overstressed system will be come even more overstressed as more controllers retire and a large percent of off-the-street hires wash out- leaving no replacements. YES, the cost of this folly will be hundreds and hundreds of millions of taxpayer dollars.  YES, the safety costs and risks in this illegal scheme are not calculable.

 

YES, this is the “plan” that Huerta and Teixeira knew about and helped craft (no pun intended Terry). What do Joe and Mike, or at least their “friends” stand to gain?

 

A fortune. Fast forward a few years. By eliminating the proven source of qualified CTI graduates and CTI- trained veterans under the guise of diversity the friends of Joe stand to make an enormous amount of money. As CTI programs dry up (as student enrollment will dwindle) there will be no PROVEN programs to go back to. The FAA will scream about the need for more funds. Congress – concerned about the high safety risk- will pour even more money in to controller training in order to pay for training programs previously provided free-of-charge to the government.  In short, Joe has created a crisis – repressing the diversity rates and success of the CTI programs, by going along with Carolynn’s afrocentric ideology. Why? friends of Joe will be in a position to become wealthy by taking advantage of Joe's MANUFACTURED "crisis." Very, very wealthy.

 

Let’s look at how this is done.  Joe has a big budget. People who work for him have hundreds of millions of dollars to spend on training and other items (as money is often misdirected even after Congress earmarks it for a specific purpose).  Mr. Teixeira has an iron fist and directs money to the vendors he chooses through subordinates that are afraid to tell him no because of retaliation.  There are examples millions and millions of dollars being awarded to “friends” without any tangible benefit (work product).  An example of how this works?

 

RECENT NEWSFLASH...


Administrator Huerta's trigger-man deals insider contracts to pals and supporters with YOUR tax dollars...

https://faaco.faa.gov/index.cfm/announcement/view/19442

 $46,010,000 of taxpayer dollars, placed on a system that many controllers believe is totally worthless,  well beyond its technological end of life, with a company that has lost over 80% of it's value in the last 2 years. Is this where you would put your hard earned tax dollars when other “better” alternatives are available? Why would the FAA DO THIS? Let’s look at connections. The same Lobby firm that apparently represented the Administrator also apparently represents the company obtaining the NO COMPETE award. Coincidence or irony?

 

Unfortunately you can’t count on “we have to find a way to address congressional inquiries without hurting our case when it comes to litigation” Harris.  Or Joe’s boss Terri Bristol. While they have legal duties to report such items- they apparently are part of the cover-up. However, any taxpayer, CTI student, graduate veteran or taxpayer outraged by the FAA”s recent moves can contact the Inspector General at 1-800-424-9071 and ask why the FAA spends millions and millions of dollars on directed awards like this while thousands of advanced aviation grads and veterans who pay their own way through training are shut out. Ask about an investigation into the motives of Bostick, Teixeira and Huerta. Ask abut an investigation into prior crafted DOT-OIG responses by Teixeira’s group specifically intended to mislead Congress as well as the OIG’s office.

 

MOST IMPORTANT- - contact your member of Congress about the information leaked by ethical FAA employees, and presented on this site, that are tired of the corruption and the rouseThey fly as well.  Ask them to support the Safe Towers Act.

 

UPCOMING- a more detailed look into the FAA’s intentional failure to abide by the law when crafting the new sham hiring plan, a deep look into APTMetrics and the funding they received for various products- as well as their competency to do them, the after-the-fact attempt to validate the BQ test with existing controllers., AND more…

Carolynn Bostick, AHR-1

AHR-1-What’s Really Going On?

 

No Controller hiring since 2012. Even though thousands of qualified applicants of all races and both genders had passed the ATSAT.

 

Why?

 

Ms. Bostick arrived at the FAA in May of 2012. She has no aviation or air traffic control experience. She consistently fails to recognize objective facts (statistics on CTI diversity, CTI pass rates, CAMI studies, the fallacy of a validated BQ, etc.). A look at her self-written bio may explain her antagonistic position against the FAA CTI students.  

 

From Ms. Bostick’s FAA Bio:

 

Carrolyn is a graduate of Howard University with an M.A in Organization Communication. She also holds a B.A. in Communications from Ambassador College. Professional affiliations include Board Member for the World at Work's Society of Certified Professionals, and memberships with National Association of Stock Plan Professionals, Organization Development Network, Society for Human Resource Management, Association for Training and Development, and International Foundation of Employee Benefit Plans.

 

Under The Microscope:

 

Perhaps a close look at the self proclaimed expert in human resources actual background will help explain her desire to unilaterally destroy an institution that has been very successful, for all races and genders.  

 

Ambassador College is a defunct “college” that started in 1947 with a single church building, four students and seventeen faculty members. For 29 years the College conferred unaccredited degrees upon its graduates. This lack of accreditation did not present a problem in the College's early years because, for the most part, Ambassador College was the training ground for the ministry and other positions in the Worldwide (then Radio) Church of God and the College itself. Ambassador’s first two attempts to become accredited (in 1967 and again in 1970) were met with stout criticism from the Western Association of Schools and Colleges (W.A.S.C.) and accreditation was denied in both cases. After much self-evaluation, Ambassador College again applied for accreditation in 1974. Ambassador was finally granted candidacy for possible accreditation in 1976 with the clear stipulation that certain specific criteria be met. However, in June 1977, almost 30 years since Ambassador was founded, the WASC again voted to deny accreditation. Due to lack of accreditation and financial woes the decision was made to continue operating Ambassador as a scaled-down academic institution more in line with a bible college. That began in August 1978. Eventually, Ambassador returned to full four-year status, operating with state approval but not regional accreditation.

 

A series of college closings and openings occurred.  The roller coaster of closings and openings was possible only because Ambassador was not regionally accredited. State approval to grant degrees (a requirement in most states, including California and Texas) is all that had been sought by the institution. However, the dynamic of higher education in the United States soon began to have an effect on independent, unaccredited colleges like Ambassador. For many years, regional accreditation was not required for colleges to open in various states—only state approval was needed. By the late 1980s, however, many states began to require that a college, after having operated for a certain number of years, would have to move from state approval to regional accreditation, or be closed. Ambassador was at a crossroads, in that it either had to seek regional accreditation, or reduce to a bible college offering diplomas rather than recognized degrees, or close its doors for good.

 

The board of regents of Ambassador, still comprising members of the Worldwide Church of God, decided to merge all operations at one location and seek regional accreditation. The decision was made to separate the college from the church's base of operations in California, and move all college operations to the Big Sandy, Texas, campus. The California college closed permanently in 1990. Students on the Pasadena campus and many faculty members who were pursuing advanced degrees were transferred to the Big Sandy campus, which was in the midst of a construction boom to accommodate the influx of new personnel and to support the regional accreditation efforts. Ambassador College at Big Sandy, Texas, began the process of applying for regional accreditation from the Southern Association of Colleges and Schools. Accreditation was granted in 1994. That same year the college underwent a name change to Ambassador University. So the regionally accredited school was called Ambassador University- NOT Ambassador College. Ambassador University finally closed for good in 1997. Ms. Bostick’s resume says she graduated from Ambassador College not Ambassador University. It appears that she “graduated” from a non-accredited school. 

 

Hey, Carolynn what year did you graduate and from where? Ambassador College was only regionally accredited for a few months despite a 50 -year existence. 

 

Moving From The Non-Regionally Accredited Ambassador College To Howard University.

The Howard University School of Communications offers:

 

BA

Strategic, Legal and Management Communication

BA

Media, Journalism and Film

MFA

Film

MS

Speech-Language Pathology

PhD

Communication Sciences and Disorders

PhD

Communication, Culture and Media Studies

 

There is NO Master of Arts degree conferred by the School of Communication.

 

http://communications.howard.edu/#

 

There is NO Master of Arts degree offered in “Organization” Communication.

 

However:  Howard does award a MA degree under the Department of Communication and Culture.  There is no “Organization Communication” degree conferred by Howard. There is a MA degree available through the Department of Communication and Culture that offers an area of “expertise” in "Organizational Communication.”  According to Howard's marketing material the Department of Communication and Culture “seeks to attract students who are intellectually rigorous and critical of mind, who respect human cultural diversity and, who will research, interpret, and ameliorate the conditions that confront historically under-served, under-represented, and marginalized populations everywhere.”

 

In fact Howard Communication and Culture Department graduate students in this program are required to design their programs of study around two of the following thematic clusters: Multiculturalism and Social Advocacy (MCA), Comparative Discourse and Critical Theory (CDCT), Afrocentrism and Institutional Dynamics (AID).

 

http://www.gs.howard.edu/gradprograms/comcul.htm#_Communication__Culture_ClusterLis

 

Required classes in the thematic clusters of Multiculturalism and Social Advocacy and Afrocentrism and Institutional Dynamics may help explain Ms. Bostick’s disdain for anyone except non-college trained black ATC applicants.  

 

Despite CTI students being quite diverse Ms. Bostick promised the head of the National Black Coalition of Federal Aviation Employees that she would “purge” the list of CTI applicants that had passed the FAA’s only validated air traffic aptitude test (AT-SAT) in favor of a Biographical Questionnaire. The Biographical Questionnaire has never been validated, was an unsecure test (yes current controllers took the test and FAILED), and most revealing was not “graded” at the time the test was taken. Applicants only found out whether they passed or not- after FAA human resources employees apparently reviewed test results and applications.   

 

Getting back to Bostick’s world view. Afrocentrism argues that for centuries Europeans have dominated Africans and other nonwhites, through slavery and colonization, and that European culture is at best irrelevant—and at worst diametrically opposed—to efforts by non-Europeans to achieve self-determination. For this reason, according to Afrocentrism, people of African descent need to develop an appreciation of the achievements of traditional African civilizations; indeed, they need to articulate their own history and their own system of values. Afrocentrism has encountered significant opposition from mainstream scholars who charge it with historical inaccuracy, scholarly ineptitude, and racism. In her book Not Out of Africa: How Afrocentrism Became an Excuse to Teach Myth as History (1996), the American classicist Mary Lefkowitz attempted to refute most of the assertions made by proponents of Afrocentrism. According to black scholar Clarence E. Walker “afrocentrism is a mythology that is racist, reactionary, and essentially therapeutic.”

 

Multiculturalism is a very specific political philosophy which could scarcely be further removed from the idea that we should live in one big, happy, multi-ethnic melting pot and all just get along. That’s because it means the exact opposite. It’s about separatism, not integration. If Ms. Bostick indeed took these course at Howard- it may well explain her purpose and view. 

 

God doesn’t want you to discriminate Ms. Bostick. Perhaps you forgot the tenets of your rigorous Church of God based apparently unaccredited undergraduate “education.” Attempting to destroy the CTI program because of your misinformed view of “white privilege” is disgusting. Engaging in outright racism in order to obtain your afrocentric goals is not acceptable. Especially when you are destroying the dreams of the many well-qualified and capable minority CTI graduate applicants that trained for careers as air traffic control specialists- only to have their dreams vanquished due to your racist agenda.

 

Upcoming- specifics on how the FAA, via Carolynn Bostick, violated federal employment law.

New to the issues? The story of FAA corruption is here. We suggest you start with the written summaries below (parts 1-3). Then review the video clips and documents.

In the FAA's Own Words- Clip of The Day....

A new segment showing video clips taken in October 2013 that completely contradict the propaganda coming from FAA Headquarters (Bostick, Teixeira, Boone, etc.). At least one clip every day or so revealing the folks that pulled this scam on Congress and the American public.

Part 1- FAA CTI Manager states that the FAA and CTI schools had an agreement.  This is occuring as Carrolyn Bostick is working behind the scenes with select special interest groups.

Part 2- The FAA (including Huerta) knows how diverse the CTI programs are yet uses "diversity" as the reason to terminate the CTI program.

Part 3- The FAA Admits once again that the CTI student pools are very diverse- the problem is in the slow processing by FAA HR

Part 4- FAA CTI Manager praises the CTI graduates and states they are better prepared when entering training than off-the-street hires.  Bostick and the NBCFAE plot to "purge" the CTI list.

Congressman Hultgren Calls for Transportation Committee Hearing on Nonsensical FAA Hiring Procedures

 

FAA Skirts Questions about Air Safety under New, Flawed Process

 

Washington, DC — U.S. Representative Randy Hultgren (IL-14) today called upon Congressman Bill Shuster (R-PA), Chairman of the Transportation and Infrastructure Committee, to hold a hearing on the Federal Aviation Administration’s (FAA) recent decision to suddenly alter its process for hiring air traffic controllers. These new hiring practices have caused the FAA to pass over the most qualified air traffic controller candidates, such as experienced veterans, and have raised concerns of air travel safety. In light of a lack of transparency at the FAA’s actions, and out of concern for airline passenger safety, Congressman Hultgren has introduced the SAFE TOWERS Act. Learn more about the FAA’s recent hiring changes and the SAFE TOWERS Act here.

 

In his letter to Chairman Shuster, Congressman Hultgren wrote that he believes the American public should have answers and details relating to, among other concerns, the incorporation of a Biographical Questionnaire (BQ), used in the new application process, which:

 

Disqualifies qualified candidates with specialized degrees and military air traffic control experience because of arbitrary multiple choice test questions and responses the FAA deemed ‘wrong.’

 

Does not require applicants to show IDs on-site, or sit in a secured testing site, raising questions of confidence in the fairness of the application process.

 

Does not allow numerous applicants who have ‘failed’ the BQ to reapply for future air traffic controller positions. Applicants did not receive their score, were not informed what score was needed to pass, were not given the metrics used for scoring the BQ, and were thus left in the dark as to how to prepare themselves to reapply for future openings.

 

Furthermore, an October 2014 report released by the FAA found that the use of BQ data did not adequately contribute to the prediction of air traffic controller success—so why were applicants disqualified under a flawed metric?

 

Unfortunately, correspondence from the FAA has been thin on details about the FAA’s plans for revising the hiring process moving forward, and how the process purports to enhance aviation safety.

 

“The agency’s lack of transparency continues to erode my confidence that it places the safety of our skies as a top priority,” said Congressman Hultgren. “The American people need assurance that conditions and processes in place at the FAA remain safe and security-focused.”

 

PART ONE

 

Summary Of The Illegal Fraud Intentionally Levied Upon The Public And Congress 

 

  • The FAA created the AT-CTI program with colleges and universities in the mid- 1990’s in order to create an educated workforce.
  • Over the ensuing 25 years the program was praised by independent review panels and validated by the FAA as producing a much-higher certification (success rate) than general public hiring.
  • Once students graduated from a AT-CTI school, and after taking the only recognized and VALIDATED (please remember this term- it gets more important) air traffic aptitude test, students were placed on a “Qualified Applicant List” awaiting employment and a class date to the FAA academy.
  • The AT-CTI schools, as universities and colleges accepting federal dollars, are required by federal law to be non-discriminatory .
  • The AT-CTI schools are exceedingly diverse and their air traffic student population is much more diverse than the general workforce population (according to EEO statistics).
  • In 2012, despite an increasing need for replacement air traffic controllers the FAA abruptly and dramatically reduced the hiring of air traffic controllers. They also shut down the FAA academy for a period and laid-off instructors.
  • In October 2013, at the FAA CTI symposium (a meeting  organized and sponsored by the FAA), Terry Craft the FAA’s CTI program director on audio recording praised the diversity of the CTI schools also stating he hoped “…no one is recording this….”
  • Shockingly, the FAA had by this time been working with the National Black Coalition of Federal Aviation Employees (NBCFAE) and other special interest groups to eliminate the successful AT-CTI programs and purge the Qualified Applicant List which had grown to over 3,000 graduates that had passed the only properly VALIDATED air traffic aptitude test (At-SAT).
  • On January 8, 2014 a group of FAA employees including Joseph Teixeira, Michael McCormick, Carolynn Bostick and robust Rickie Cannon along with hired hand John Scott (APTMetrics), announced the effective termination of AT-CTI students preference in hiring.
  • Initially the FAA stated that the reason for changing the hiring process was to produce a more diverse workforce.   This is troubling because 1) the FAA has always had the ability to hire air traffic control applicants from the general public, 2) The FAA’s program director admitted that the CTI schools were had provided diverse and qualified candidates that greatly exceeded the FAA’s diversity goals, 3) EEO statistics compared with the AT-CTI school diversity statistics show that the schools greatly exceed the general workforce population, and 4) the FAA’s intentional discrimination in order to remedy alleged and unproven discrimination  by eliminating a list of over 3,000 qualified applicants that had been waiting over two years for employment vilates established federal law (Ricci v. DeStefano, 557 U.S. 557 (2009).
  • When confronted with Ricci and federal law, the FAA’s  PR machine immediately discontinued the use of “diversity” and stated the reason the employment process was changed was to ensure that the “best qualified candidate” was hired. The FAA legal department also immediately placed employees on “lock-down” and told them not to discuss the issues behind the employment process change.
  • Numerous congressional inquiries followed as the FAA’s excuses of “lack of diversity” and needing “better qualified candidates” than veterans and AT-CTI students made no sense to Congress or any member of the public possessing an IQ over 50.
  • FAA PR flack Molly Harris stated in a email to top level officials that “[w]e [the FAA] have to find a way to address Congressional inquiries without hurting our case when it comes to litigation….”
  • Despite the lack of an excuse that made sense, the FAA instituted the “new hiring policy.”
  • The new hiring policy reduced the qualifications required to become an air traffic controller. In fact, the position of air traffic assistant has minimum qualifications that greatly exceed those required to become an air traffic controller. Controllers actually talk to and give instructions to airplanes. Assistants assist.   Those actually controlling airplanes have lower required qualifications than their assistants.
  • The FAA also rolled out a new, allegedly VALIDATED screening test termed the Biographical Questionnaire (“BQ”).
  • The BQ had no method to secure the test. This means that there was no way to verify the authenticity of the person taking the BQ.
  • A report was prepared and given to the FAA Administrator that verified the BQ was not secure. The report further stated that curious certified air traffic controllers already working at the nations busiest air traffic control facilities surreptitiously took the test ---and failed.
  • Even worse, applicants acting in concert and providing the exact same responses to the BQ received different results.
  • Almost everyone with substantive aviation or military experience failed the BQ.
  • The FAA, using creative phrasing (Molly again?) asserted that many CTI students passed the BQ. In actuality, many of those "students" were new in the AT-CTI programs and had not even entered the main air traffic program classes.

 

What's the "bottom line" from Part One?:

 

The FAA is trying to persuade Congress that a high-school dropout mopping floors at the "Gulp & Guzzle" big rig truck stop is the "Best Qualified Candidate" to become an air traffic controller. Conversely, the FAA apparently believes veterans including military air traffic controllers, CTI graduates, and commerical pilot applicants "do not possess the requisite  knowledge, skills or ability to become an air traffic controller."

 

Upcoming Part Two: Lets Talk About Real Valid, Validation

 

PART TWO

 

Let’s Talk About Valid Validation

 

  • In February, 2014, the FAA conducted an employment test for Air Traffic Controller applicants using a controversial and non-validated testing method known as a Biographical Questionnaire.
  • This BQ “test” had been quickly slapped together by a handful of FAA managers who, driven by different reasons, wanted to end the FAA’s reliance on the Air Traffic-Collegiate Training Initiative (AT-CTI) as the primary source of new hires.
  • The first group of FAA employees who want to end the AT- CTI program are select people who control the FAA’s Human Resources department. They falsely asserted the FAA controller workforce was under-represented by African-American males and the reason for this was barriers in the hiring process. Their main focus was the AT-CTI program. They deemed the AT-CTI process created an unfair barrier to employment for African-American males because it required all ATC applicants to graduate from an AT-CTI college, school, or university.
  • Incredibly, the Associate Administrator for Human Resources (Carollyn Bostick) recently proclaimed at the annual ATCA conference that education was not necessary for employment as an air traffic controller. She was holding to the coalition line that the requirement to achieve an AS or BS degree was a barrier to employment for “all U.S. citizens”.  She based this on her 32 years in private industry. Of course Bostick has never been a controller nor even been in an ATC program. Her alleged expertise in the qualities needed to become an ATC is laughable. Nevertheless she is asserting an "opinion" that runs counter to common-sense. Of course to become a HR “professional” you need a degree. 
  • Bostick and her ilk are still fighting the Affirmative Action (AA) fight even though it was declared unconstitutional nearly thirty years ago.
  • Diversity is the current code word for Affirmative Action. The only difference is that the racists inside the FAA HR office will carefully avoid mentioning quotas. They simply tilt the playing field in such a manner that by “widening the aperture” to hire “U.S. citizens” the net effect will be the achievement of quotas that they have established.
  • The most non-diverse segment of all FAA offices is Office of Human Resources- led by Bostick. In fact, based on EEO statistics and workforce populations, the FAA's national HR office would completely fail a “Barrier Analysis” study.
  • Bosticks new “hiring policy” took away the dreams of many CTI students of all races and both genders. Her policy in effect eliminated a very talented pool of minority as well as non-minority candidates and veterans.  
  • The second group of miscreants is a collection of certain FAA employees within the FAA’s air traffic branch (ATO) who are mesmerized by the large amount of money that flows through the FAA for training contracts and support services.
  • They have developed a scheme to redirect these large sums of cash into “third-party entities” that are working in concert with themselves for the sole purpose of becoming enriched at the expense of the taxpayer, and most importantly, at the expense of safety for the flying public.
  • They are going to channel money via contracts (such as the upcoming CTC contract) to contractor friends to set up outside training facilities where the government pays the outside entities to train air traffic controllers.
  • This second group needs the AT-CTI program to go away so they can replace it with for-profit contractors essentially doing what the AT-CTI now does at no cost to the U.S. government.  They want to eliminate the self-supporting, and no cost to the taxpayer, CTI program to make themselves rich.
  • So two groups operating within the FAA’s national office took it upon themselves to destroy the CTI programs. These two groups formed a symbiotic relationship that seek to achieve a similar goal (destroy the CTI program) but for different reasons.
  • The ATO fraudsters realized that they could destroy the CTI program by encouraging the National Black Coalition of Federal Aviation Employees (NBCFAE) to assert that the CTI program was discriminatory against African American males and use this ruse as an excuse to change the hiring process.
  • The first thing these scam artists did was completely halt the hiring process to create an even bigger demand at the field facilities that control our nations air traffic. Despite the need to hire over 1,000 controllers a year- Joseph Teixeira and Carolynn Bostick intentionally stalled getting new controllers in the hiring pipeline.
  • That’s correct, the two intentionally delayed getting controller resources to the field facilities.
  • Working together, both groups solicited the work product of an industrial/organizational psychologist named Dr. James Outtz to perform an analysis on perceived barriers to employment for African Americans. His Barrier Analysis Report wasn’t as convincing as they had hoped. In fact, Dr. Outtz recommended the FAA strengthen their relationship with the CTI schools. This was a shock to the fraudsters because they had expected Dr. Outtz to declare the CTI program was a barrier and had expected he would recommend the elimination of the CTI program in its entirety. Actually, the FAA's HR office was deemed a barrier by Dr. Outtz. He found that policies were not being uniformly applied by the HR guru's own shop. Furthermore a massive retraining of HR employees was suggested. (Note to Carolynn- how's this coming along?)
  • Based on the barrier analysis results showing that CTI schools were NOT A BARRIER the two groups had a quandry and had to concoct a new scheme. The ATO fraudsters quickly contracted with another company (APT Metrics) to do an Extension to the Barrier Analysis Report.  That's correct- Joe's go-to yes men - APT Metrics the same outfit that "validated" the BQ in weeks (more- much more on this later). This title of the report sounds impressive and official but it was neither. This second report was simply a weak attempt to confuse the public about the true intentions of the racists in the FAA HR department and their co-conspirators in the ATO branch.
  • By the way- the ATO office funded the barrier analysis and much of APT Metrics work. Odd that an organization supposedly focused on the line employees in the FAA would use training resources to fund HR initiatives such as the barrier analysis, extension, etc.
  • The upshot of all this intrigue is that the HR department, using the Extension to the Barrier Analysis as justification, proudly announced a “new and innovative” hiring process that would permit all U.S. citizens an opportunity to apply for a job as an air traffic controller. One problem standing in the way of the co-conspirators was the CTI grads that had already completed the application process and were placed on a Qualified Applicant Registry (aka the CTI pool). Approximately 3,500 graduates who had passed the ONLY valid ATC screening test- the AT-SAT- were on a list waiting to be hired.
  • The HR department, working in close collaboration with the NBCFAE, purged the CTI pool of nearly 3,500 CTI graduates. These applicants had completed all necessary qualifications requirements and were patiently waiting for a class date at the FAA academy. These CTI grads were told that if they were still interested in working for the FAA they would have to reapply for employment through the February off-the-street announcement.
  • Lets talk about validation.  This “new and innovative” process was actually the aforementioned Biographical Questionnaire that was quickly produced by the contracting firm of APT Metrics. Although the FAA requires their own Civil Aero Medical Institute (CAMI) to validate employment tests, the ATO fraudsters sidestepped this important requirement. Why? It was simple; CAMI refused to validate the sloppy work product of APT Metrics. Just a month before the FAA rolled out the new program CAMI recommended, at the minimum, three additional studies to validate BQ type hiring exams. They estimated this long but necessary review would take 3-5 years to complete.
  • Of course none of this stopped Bostick and Teixeira. So used to doing whatever they wanted- they simply forged ahead breaking numerous personnel and contracting regulations along the way. Nothing was going to get in the way of Bostick’s racist agenda- nor Teixeira’s money making plan.  
  • Ironically, EEOC regulations require that employers, “...should ensure that employment tests and other selection procedures are properly validated for the positions and purposes for which they are used. The test or selection procedure must be job-related and its results appropriate for the employer’s purpose.”
  • The Biographical Questionnaire (BQ) created by APT Metrics asked no questions that were job related and any questions that may have been appropriate for the employer’s purpose must be in challenged because no one is sure what the “employer’s purpose” is. In this instant case, no one external to the FAA really knows what the true purpose of the employer was.
  • More troublesome,  the BQ test was completely unsecure. The FAA used the BQ as a screening test yet had no way to ensure the party that took the BQ was the party that was supposed to take the test.
  • In fact, many CURRENT air traffic controllers took the BQ and FAILED. In addition, many students took the BQ together- answered the same way and received different results.  
  • Almost all experienced veterans and CTI graduates FAILED the BQ and received the following from the FAA: The biographical assessment measures ATCS job applicant characteristics that have been shown empirically to predict success as an air traffic controller in the FAA. These characteristics include factors such as prior general and ATC-specific work experience, education and training, work habits, academic and other achievements, and life experiences among other factors. This biographical assessment was independently validated by outside experts. (See the Part 3 regarding this blatantly false representation).
  • When you see hard-hitting questions like: What has been the major cause of your failures? Or, the number of high school sports I participated in was?  one becomes suspicious that the purpose of the BQ  was not intended to find suitable candidates for ATC work because most of  the BQ questions had nothing to do with air traffic control.
  • By deductive reasoning you are left with the only other purpose; to select specific sub-groups for employment as air traffic controllers. Or worse yet, to eliminate those with aviation and military experience to create a crisis that could only be remedied by pumping large amounts of taxpayer dollars into a private system intentionally created by government employees for personal gain.

 

What's the "bottom line" from Part Two?:

 

Follow the money trail. Joseph Teixeira has channeled money to a few chosen contractors to build what’s called “past performance.” Past performance is necessary to bid on large government contracts. Joe hopes to direct the half-billion dollar CTC bid to one of these chosen contractors within a few months. By eliminating the CTI program preference and setting up private ATC training academies through contracts (such as the upcoming  CTC)  private contractors will demand large sums of taxpayer dollars to educate students. A job that was previously completed at no cost to the government by the CTI schools.

 

Upcoming Part Three: Independent validation by outside experts? Not a chance. Congress you have been lied too. Repeatedly.

 

PART THREE

 

Lying To Congress About BQ Validation- The FAA NOW Attempts To Validate The BQ…. 

 

  • Needing a “test” to achieve the goal of eliminating CTI preference the FAA contracted with APT Metrics. Yes, the very same group that came to the rescue when the Barrier Analysis supported the CTI schools.
  • This test, the Biographical Questionnaire” was described in part 2 of this series.
  • Numerous FAA officials have falsely declared the February Biographical Questionnaire valid.
  • They told this lie to Congress as well as the public, schools, veterans and students.
  • What makes an employment test valid?  If you are foolish enough to believe Joseph Teixeira, you can make an employment test valid by simply declaring it valid. During a January 8, 2014 call Teixeira was asked if the Biographical Assessment had been validated he responded with the following, "The biographical questionnaire was designed through CAMI, and researched as well, thoroughly researched through CAMI, and we've done some additional research with it as well, so it is proven to be a valid instrument for assessing experience, work habits, education, and so on, and dimensions that are related to the success on the job."
  • So we checked with CAMI to verify Teixeira’s statement. CAMI said in the abstract of a recent research report entitled Using Biodata to Select Air Traffic Controllers (October 2014), “Based on an analysis of the relationship between selected biodata items and training success, we conclude that the evidence for using these biodata items for controller selection is weak.” And in the conclusion of the same report stated, “If biodata are to be used to select controllers, additional research is required to identify those biodata items that will add to the prediction of controller training performance over and above the effect of AT-SAT score and age.” RUT ROH.  Dear Joe- the same way that you lied about the Barrier Analysis- you lied about the “validation” of the BQ.
  • So based upon that official FAA-CAMI response it would appear Teixeira was either lying or was seriously mislead by his obsequious boot-licking subordinates. Either way it is, one thing stands clear; CAMI did not validate this Biographical Assessment (BA) used to hire 2,200 people off-the-street.
  • Let’s now look at the other half of Teixeira’s assertion that “we’ve done some additional research with it as well, so it is proven to be a valid instrument …” If you are wondering who “we” are you are not alone.  CTIstudents.com has been wondering the same thing.
  • Teixeira later tried, and is STILL trying, to convince the CTI institutions that industry experts had assisted the FAA in validating the test. When pressed he reported that APT Metrics had actually prepared the Biographical Assessment and had validated it as well. That is pure, BS. APT Metrics could not possibly have validated the BA since the industry-recognized protocol for validating tests requires exhaustive testing (validating) before using any assessment as a hiring tool. Teixeira wants us to believe the APT Metrics validated this BA over a two-month period in late 2013.
  • Once the FAA shifted away from the “diversity” rational regarding the new hiring process to the “best qualified candidate” excuse- Terri Bristol- Joseph Teixeira’s boss jumped on board the lying train.
  • In a memo to the workforce Bristol also falsely asserted that the BQ was properly validated before it was administered.
  • Of course, trying to come up with answers to Congress (Hi Megan!)  that won’t expose the FAA in litigation has been difficult. Defending an unsecure and unvalidated test is going to be very interesting.  
  • The U.S Department of Labor has published uniform guidelines for government agencies to follow for pre-employment testing. A core tenet of the DOL’s guidelines is that the agencies should, “Use only assessment procedures and instruments that have been demonstrated to be valid for the specific purpose for which they are being used.”
  • These assessment principles were conveniently ignored by Teixeira and Bostick in their rush to kill the CTI Program. By conducting an unsecured employment test using a non-validated Biographical Assessment these two people/clowns have revealed the arrogance of the FAA.
  • CAMI has been periodically working on a series of reports to determine if biographical assessments can be validated for the hiring of air traffic controllers. But as of this month (October, 2014) they have still not completed their studies. Dana Broach, a CAMI research scientist, previously stated that a minimum of three additional studies were necessary.
  • The FAA, realizing that they had dropped the ball regarding the test validation and verifying who actually took the BQ decided to  NOW TRY AND VALIDATE THE TEST by literally begging current CPC’s to take a test (designed and administered by guess who- APTMetrics) they could try and use to validate the BQ of February 2014. That’s right. The FAA is now trying desperately to show the unvalidated sham BQ is valid by doing it after the fact with a computer survey that just ended.
  • Ironically enough, the APTMetrics post validation BQ required that the CPC’s who took it had a password and log in- security measures that were not present on the first exam.
  • NATCA is in on the scam and sham due to Trish Gilbert’s relationship with David Boone.
  • In conclusion, we now can assert that the Biographical Assessment administered by the FAA Office of Human Resources in February, 2014 was never validated. If it was, why won’t the FAA release the validation results to Congress and the American public?
  • There are many examples of students who took the test at the same time, answered the same, and yet had different outcomes (one passed the exam the other didn’t). This is impossible in a validated and objective test.
  • The upshot of this rigged employment test (first BQ) was that it was not even scored. It wasn’t until after FAA HR personnel working at the direction of Carolyn Bostick matched resumes with names and hand selected who would pass. By the way- we will expose the documents where the NBCFAE (the same group Bostick promised to purge the list of 3,0000 CTI students) was working with Bostick to select NBCFAE “members” who placed selected keywords in their resumes.

 

Documents posted later this month verifying the above including the APT Metrics post “validation” questions and exposing Bostick’s lies to Congress (and everyone else) regarding validation.

 

What's the "bottom line" from Part Three?:

 

The FAA screened prospective controllers using a sham BQ  test, created by an outside vendor APTMetrics, that anyone could take (no identification protocol) without any formal validation. After using an internet BQ test that could not be traced to any specific person- they then  failed to scored the test at the time it was taken.  Applicants passed the BQ after FAA HR matching resumes and other factors known to a select group with test scores. Many of the resumes allegedly had “key words” that Bostick’s crew  gave to applicants Bostick wanted to be hired.  

 

 

Christmas suprise.....

Upcoming Part Four: Joseph Teixeira and David Boone intentionally create a crisis, and compromise safety for the taxpayer’s dollar (lots and lots of them)-

 

*Using Biodata to Select Air Traffic Controllers

 

Who should the public and congress believe?

 

The FAA Civil Aeronautical Medical Institute

or

an APTMetrics report paid for by Joseph Teixeira and Carolynn Bostick?

 

Who do you believe?

 

Abstract: We [CAMI] examined biographical data (biodata) as predictors of training status (successful or unsuccessful) for candidate air traffic control specialists (ATCSs).

 

We recommend  that if biodata are used to select ATCSs, additional research is needed to identify and validate items  predictive of success in training. We also recommend that a criterion measure representative of job performance of air traffic controllers be developed and validated for use in future research on the selection of air traffic controllers. (Editorial note: be developed and validated?- geez I thought the FAA (APTMetrics) told Congress this was already done). Hmmmmmmmm

 

Using Bio Data? CAMI's OpinionThis is the first study using recently hired controllers that has examined the utility of biodata in hiring air traffic controllers, after accounting for AT-SAT score and age at entry on duty. ... We concluded that, after screening applicants based on age and selecting only those who passed the AT-SAT test battery, the biodata items assessed did little to improve our ability to select the applicants most likely to reach CPC. If biodata are to be used to select controllers, additional research is required to identify those biodata items that will add to the prediction of controller training performance over and above the effect of AT-SAT score and age.

 

FIRST STUDY? October 2014? What about the so-called "valid" BQ administered in February 2014? 

 

*Using Biodata to Select Air Traffic Controllers, Linda G. Pierce, Dana Broach, Cristina L. Byrne, M. Kathryn Bleckley; Civil Aerospace Medical Institute, Federal Aviation Administration, October 2014.

 

FAA’s Civil Aerospace Medical Institute (CAMI) is the medical certification, research, education, and occupational health wing of the FAA's Office of Aerospace Medicine. The goal of our activities is to enhance aviation safety. The Institute's people - researchers, physicians, and other medical specialists, engineers, educators, pilots, technicians, and communicators – are located Oklahoma City, Oklahoma.

 

APTMetrics is a for profit (according to information on their website) “…human resource consultancy firm…” that will help clients  “…looking to streamline an entry-level hiring process for a mission critical position or to understand whether there are barriers to entry/advancement in your agency that could give rise to employment litigation, APTMetrics human resource consultancy partners with public sector organizations to address their unique human capital needs. We understand what works in the public sector and we have a track record of delivering public sector services that drive HR practices forward." You bet you do- at least with the FAA’s ATO and AHR offices. Your FAA track record:  1) Barrier Analysis Extension (after the Barrier Analysis states that the CTI relationship should be strengthened), 2) Design and Administration of the non-secure (anyone could take it) - non-validated (proper protocol that would survive review was not followed) and useless (see the information above) Biographical Questionnaire “BQ” and 3) Designing a test for current CPC’s to take (ended on October 15th) in conjunction with subjective ratings from their supervisors in an apparent desperate attempt to “validate” the BQ test after the FAA has lied to Congress and the public about the validation process.

 

Yes APT you have quite the record of “…delivering public sector services that drive AHR’s practices forward….” We also have the records of the amounts paid to you for these “services” by the FAA.

 

Special Note to John Scott: how come your validation methods regarding the BQ don’t follow the information in the “Handbook of Workplace Assessment: Selecting and Developing Organizational Talent” or “The Human Resources Program Evaluation Handbook.” Are we reading outdated editions? Just curious. Unlike APT  and the BQ- we don't want to rush to any invalid conclusions.

 

UPCOMING- PART THREE- EXPOSING THE "VALIDATION" SCAM and PART FOUR "FOR THE LOVE OF TAXPAYER MONEY."

 

Lots of good (well BAD- If you're in the FAA's shoes) documents showing the "plan." 

"Lies, damned lies, and statistics"

 

WELL THEY REPEATEDLY LIE TO CONGRESS –

so trying to pull one over on the public isn’t such a big deal to the FAA

 

FAA Finds Minimal Benefits from New Controller Hiring Process

 

By Robert W. Poole, Jr.

Director of Transportation Policy - Reason Foundation

Taken from ISSUE NO. 116 -AUG/SEPT 2014- ATC Reform News

 

On July 30th the Wall Street Journal published results from the first go-round of FAA's new "off-the-street" controller hiring process. As you may recall from previous stories, instead of recruiting from graduates of the several dozen colleges with specialized two-year or four-year ATC curricula and people with prior military controller or other experience, it invited anyone from the public to apply. And instead of passing only the usual controller aptitude test, they first had to "pass" a biographical questionnaire (BQ), whose content and scoring are not public knowledge but which circumstantial evidence suggests was intended to recruit more minorities.

 

About 28,000 people applied, and of those who passed both of the above hurdles and received offers of employment as controller trainees, 65% were Collegiate Training Initiative graduates, former military controllers, or others with aviation work history. The remaining 35% were off-the-street hires with no aviation background or knowledge. The WSJ story reported that the pass rate for CTI graduates was 12.6%, compared with an overall average of 3.7% for all the others who applied. These pass rates refer to clearing both hurdles: the bio questionnaire and the aptitude test.

 

What the FAA did not disclose was the pass rate for the "street" hires with aviation backgrounds—former military controllers, private pilots, etc. Presumably, they would be more likely to qualify than the purely street hires, but that number is not available. That also makes it impossible to know the pass rate of the purely street hires (with no aviation backgrounds). But it's possible to estimate one pass rate and thereby derive the other, since we know the weighted average of non-CTI grads is 3.7%.

 

To begin with, I figured out from the aggregated pass rates that the total hired was 1,588, of which 756 were CTI grads and 832 were street hires (including those with aviation backgrounds). The next step is an if/then calculation. It seems likely that street hires with aviation backgrounds would have a pass rate somewhere between that of CTI grads and non-aviation street hires. I started by assuming the aviation ones did half as well as CTI grads. Solving the equations based on the weighted average pass rate of all 832 street hires, with the aviation ones at 6.3%, the pure-street ones would be at 3.2%. Alternatively, if the aviation ones did three-quarters as well as CTI grads, averaging 9.45%, then the pure-street average would drop to 2.9%. That's a very small pass rate after all this trouble.

 

Those numbers, of course, are only for getting into the FAA Academy. We have no idea what the wash-out rate will be, and how it will differ among these three groups of just-hired trainees. Nor will we know for several years what fraction of those who graduate from the Academy make it to full performance level controllers.

 

Given what a departure this new hiring process is from the previous approach, and that it flies in the face of previous ATO intentions, based on recommendations from the Office of the Inspector General, to revamp hiring to rely mostly or entirely on CTI graduates, I've been surprised at the relative silence of both controllers union NATCA and the FAA Managers Association. NATCA's current statement on this process explains that the union is not involved in the hiring process, but is "hopeful that FAA will continue to make improvements to its new process and make a successful hiring effort in 2015." It goes on to say that because NATCA's top priority is safety, "We have urged the FAA to hire the most qualified air traffic control candidates and place them in facilities where they have the best opportunity to successfully train to achieve full certification." Is that praising with faint damns, or what?

 

The July/August issue of the FAAMA magazine, Managing the Skies, includes a short paragraph on the subject, which refers to a position statement on their website. I could not find it there, but was able to obtain a copy. While supporting the goal of seeking a more diverse controller workforce, the statement says it is not clear that the BQ helps with increasing diversity, and that FAA has not demonstrated a nexus between the BQ and its goals. In its summing-up points, it states flatly that "Lowering entry and performance standards is not acceptable," and that "FAA must incorporate transparency in hiring" such as "explaining how the new hiring plan will achieve better, cost-effective results than the old system." And it also notes that controversy and litigation over the new approach "threatens to slow the entry of critically needed students into the FAA Academy." Well-said, FAAMA.

Media Shine Spotlight on Bizarre FAA Controller Hiring Plan

By Robert W. Poole, Jr.

 

Director of Transportation Policy and Searle Freedom Trust Transportation Fellow-Reason Foundation

ISSUE NO. 114

 June 27, 2014

 

In the February issue of this newsletter I broke the story of the FAA's abrupt shift in recruiting candidates for training as new controllers. Instead of giving priority to about 3,000 graduates of FAA-approved ATC curriculum at the 36 colleges that are members of the Collegiate Training Institute, it announced two major changes starting early this year. First, all controller recruitment would be "off the street," and second, the initial step would be for all applicants to fill out and pass a "Biographical Questionnaire" aimed at recruiting a more-diverse workforce. Despite widespread dismay and anger on the part of CTI faculty and graduates, the agency went ahead with this plan. And as feared by CTI graduates, large numbers of them "failed" the BQ (with no explanation of why) and could not proceed any further, calling into question the money spent and two to four years they have invested in hopes of becoming controllers.

 

Until recently, the major media had ignored this story. But on May 23rd, the Wall Street Journal's Susan Carey published "FAA Closes a Hiring Runway," reporting on the situation and quoting both faculty and graduates about this abrupt and inexplicable change of course. That opened the floodgates. Chicago Tribune transportation reporter John Hilkevitch followed up with and in-depth article on May 27th. These two stories were enough to stimulate many local newspapers and television stations to cover the story. A particularly well-done example is the five-minute piece aired by ABC's 7 News in Denver on June 2nd. If it is still online by the time you read this, I urge you to watch it: www.thedenverchannel.com/news/call7-investigators/faa-changes-hiring-practices-for-air-traffic-controllers-ignoring-qualified-students-and-vets.

 

Until recently, the only member of Congress to take an interest in this debacle was Sen. Patty Murray (D, WA), who grilled DOT Secretary Anthony Foxx about it at a March 14th hearing. But in late May, 29 House members, from both parties, sent a letter to FAA Administrator Michael Huerta complaining about the lack of transparency in the agency's new hiring program. As far as I've been able to determine, there has been no public response from the FAA thus far.

 

Various former FAA officials I've talked with about this issue are appalled by the FAA's change of course. Among other things, they cited a recommendation by the DOT Inspector General back in 2005 that the hiring process be changed in the opposite direction: that CTI graduates who passed the traditional controller aptitude test be exempted from some or all FAA Academy training and go straight to on-the-job training. Congress urged something similar in the 2012 FAA reauthorization measure. And many experts on the shift to the more technology-intensive NextGen paradigm for air traffic management favor requiring a college degree for all new controllers (which is not required for the new "off-the-street" hiring process).

 

Congress really should take action to get FAA controller recruitment back on course, eliminating the BQ and re-opening the door to CTI graduates.

The Reason Foundation Speaks....

It's not only Congress.

 

Experienced aviation professionals are taking note of the FAA's outrageous actions.

 

Bob Poole is a member of the Government Accountability Office's National Aviation Studies Advisory Panel and he has testified before the House and Senate's aviation subcommittees on numerous occasions. Following the terrorist attacks of Sept. 11, 2001, Poole consulted the White House Domestic Policy Council and the leadership of the House Transportation & Infrastructure Committee.

 

He has also advised the Federal Aviation Administration, Office of the Secretary of Transportation, White House Office of Policy Development, National Performance Review, National Economic Council, and the National Civil Aviation Review Commission on aviation issues. Poole is a member of the Critical Infrastructure Council of the Los Angeles Economic Development Corporation and of the Air Traffic Control Association.

 

To read more click below:

 

 

TO READ MR. POOLE’S 1st COMMENTARY CLICK HERE

TO READ MR. POOLE'S 2nd COMMENTARY CLICK HERE

 

ATTENTION CONGRESS: AT LEAST YOUR CONTROLLER’S ASSISTANT MAY HAVE SOME AVIATION EXPERIENCE AS THE FAA GUIDES YOUR FLIGHTS HOME AND BACK …..

 

 

The Absurdity of The FAA’s New Off-the-Street Hiring Program- As Illustrated by the FAA Itself

 

During the February off-the street announcement for air traffic controllers the FAA accepted applications; NO ACTUALLY solicited APPLICATIONS, from people who had no aviation experience. 

 

That’s odd considering the following announcement for the position of Air Traffic Assistant (ATA) requires a boatload of specific experience.  ATAs are the people that do routine, mundane work assisting controllers do their job.

 

ATAs do not talk to aircraft and they are never expected to issue control instructions to aircraft. Their pay is about 70 percent below controllers! 

 

You would think if the FAA is okay with controller candidates having ZERO aviation experience then the same thing should apply to ATAs applicants since they are subordinate to controllers in the job task. If you believe that you think logically. Unfortunately, in the parallel universe of the FAA, where good is bad and dumb is smart, that kind of logical thinking is wrong.

 

The FAA will currently accept any work experience for the air traffic controller job (bartender, waitress, bag boy at the corner grocery, sandwich maker from Subway, etc.) and publically tell you that these are the “BEST QUALIFIED CANDIDATES” but for the ATA job your work experience must be highly-specialized, aviation-related experience.

 

Rickie Cannon, the Human Resources (AHR) number two man at the FAA who has never worked as a controller, has no idea about the CTI program commitments from the FAA and is unaware of legislation regarding the CTI programs, will actually tell you that aviation experience for the ATC job is unnecessary and the AT-CTI programs create a  “barrier.” Of course, none of the FAA’s studies showed that.  

 

Barrier?? Yeah a barrier to “SAFETY” and “TAX DOLLAR USAGE EFFICIENCY.” Hey Rickie- no one can find your bio or resume anywhere. We assume (huge, huge, assumption)  that you have higher education qualifications than your numerous assistants.

 

Maybe the BEST QUALIFIED CANDIDATES FOR HR LEADERSHIP JOBS should be hired from the same sources as air traffic control applicants (off-the-street-corner). Surely Rickie, no matter how much you daydream, you have to understand that YOUR job doesn’t impact safety. Why are the standards different?

 

See the FAA’s recent ATA solicitation below.  Then compare it to the “new” ATC sham hiring program that Rickie tries, in vain, to defend.

_________________________________________________

 

Job Title: Air Traffic Assistant (Flight Data Communications Specialist)

Department: Department Of Transportation

Agency: Federal Aviation Administration

Job Announcement Number: ANM-ATO-14-ZLC-37265

 

QUALIFICATIONS REQUIRED:

Candidates must have at least 1 year (52 weeks) of specialized experience equivalent to the next lower grade or pay band (FV-E or FG/GS-5/6) in the Federal Government that demonstrates knowledge of and skill in the use of FAA Air Traffic Control procedures. Examples of qualifying specialized experience may have been gained in work involving: (1) Civilian or military aircraft operations work, such as flight instructor, instrument rated pilot, flight engineer or air transport pilot; (2) FAA Certified Dispatcher for an Air Carrier; (3) Flight Information Expediter involved in determining flight times of airplanes and transmitting information to flight operations and command centers; (4) Civilian or Military Air Traffic Controller; and (5) Flight Data Processor; (OR) Successful completion of an FAA or Military Air Traffic Control Training Program; (OR) Possession of an FAA Control Tower Operator Certificate.

Evaluation Criteria

Knowledge, Skills and Abilities (KSA)
  1. Knowledge of NAS Computer System.
  2. Knowledge of Flight Data Communications Systems.
  3. Knowledge of Air Traffic Control procedures and concepts.
  4. Skill in processing flight plan information.
  5. Skill in operating computer terminals and peripherals, including PC (hardware and software).
  6. Ability to gather, review and disseminate technical data and information appropriately.

IMPORTANT: Ensure that your work experience supports your Knowledge, Skills and Abilities (KSA) answers. Your answers and associated work experience will be evaluated further to validate whether the answers that you selected are appropriate. Answers may be adjusted by a Human Resource Specialist as appropriate.

 

VERSUS.....

_________________________________________________

 

Job Title: Air Traffic Controller

Department: Department Of Transportation

Agency: Federal Aviation Administration

 

QUALIFICATIONS REQUIRED:

1. Be a United States citizen

2. Start at the FAA Academy no later than your 31st birthday

3. Pass a medical examination

4. Pass a security investigation

5. Have three years of progressively responsible work experience, or a Bachelor's degree, or a combination of post-secondary education and work experience that totals three years.

6. Pass the FAA air traffic pre-employment tests

7. Speak English clearly enough to be understood over communications equipment

_________________________________________________

 

Upcoming : APTMetrics and lil’ Joe struggling to still validate – AFTER THE FACT- the Biographical Questionnaire.

 

Yep- the very “TEST” they FAA has repeatedly said (lied to Congress about) was validated ahead of time-

 

WASN’T PROPERLY VALIDATED at all. 

 

ATTENTION ACADEMY EN ROUTE INSTRUCTORS

 

*FAA’S NEW TRAINING SLOGAN:  “MAKE A “SERIOUS EFFORT” TO LEARN THE MATERIAL AND “DO YOUR BEST”

 

The FAA is well aware that the current failure rate in the En route class is between 30 to 50 percent.  This is going to be a problem for them when the new off-the-street hires show up.  The FAA has touted this group as the “best and the brightest” in all of their press releases and they need this particular cohort to excel at the academy to prove their assertion that the new hiring plan is the right way to go. While the new terminal class standard (from Joe Teixeira’s office)  is that the student needs to make a “serious effort” to learn the material and “do their best”- the En route class standard is still a fairly rigid 70 percent cutline with no exceptions. You will soon be instructed to artificially increase the pass rate.

 

The FAA knows that if the current En route training classes (who waited 2-3 years for a class date) are washing out at a 30 to 50 percent rate then the new off-the-street-corner hires will undoubtedly fare worse. To prevent this from happening, your FAA Overlords will soon approach you with Memorandums, emails and possibly face-to-face briefings to advise you of changes in the grading scheme for the En route classes that are about to arrive in OKC.

 

Like the Tower instructors who have been told to pass anyone who tries hard, you will soon be ordered to alter the pass/fail mechanism to artificially boost the success rate. It will be either a reset in grading of tests and simulation exercises or a lowering of the final course cut line currently at 70 percent.

 

The goal of the Human Resources, Civil Rights and Training is to get at least 90-95 percent of these flub-a-dubs through the Academy. That’s why the AT-SAT was “dumbed-down” and the failure rate dropped well below previous failure rates. Human Resources, Civil Rights and Training are intentionally manipulating the process to portray false success. The only thing that stands in their way is you.

 

So, when the word comes down from the Ivory Tower in Washington D.C to relax the standards, we need you to forward any communication you receive to our Tipline. Only with your help can we expose this fraud. Your anonymity is guaranteed. Click the Tipline icon at the top of this webpage.

 

*Well, well- it really wasn’t about Diversity or Hiring the Best Quality Candidate after all- was It Joe?

 

*First Excerpt (summer 2013) From FAA’s Plans to Shift ATC Training From CTI Schools to The "Friends of Joe Foundation" Below.

 

The FAA’s “Business Plan” was being cooked while CTI students waited to be hired as controllers- was to terminate the existing CTI relationship. Veterans are also screwed by Joe's "plan."

 

This was being designed by Joe Teixeira and crew for years in secret as he played the CTI schools.

 

Bottom line:  dry up competition (CTI schools) and commercialize ATC training at a great cost to the taxpayers- yet a great profit to Joe and his cronies- including ex-FAA officials.

 

Quick history: First the FAA was caught falsely portraying the “reason” for the change as "lack of diversity" in the CTI programs (until their own EEO-715 Barrier Analysis disproved that "notion") – then  they changed their story to a need to hire the “best quality candidate.” (editorial note: the FAA has apparently determined the best quality candidate excludes all with aviation experience- and the new crop of controllers will pass the academy if they give a good effort and try hard to learn the material- HAHAHAHAHA!) Congress nor the public is buying it FAA PR/PIO gurus. 

 

Congress you have been intentionally lied to; repeatedly and with arrogance.

 

The FAA is trying to shift training from the CTI schools to “3rd party partners” to benefit the “friends of Joe foundation.” PAID FOR BY TAXPAYER FUNDS. Billions and billions of dollars of taxpayer funds while casting aside programs that the FAA recommended strengthening just a few years prior (prior to Joe taking over training and beginning the overthrow).

 

The first excerpt (risk assumptions) from Joe’s official “friends of Joe” business plan that was briefed to Administrator Huerta a long, long time before the FAA told the CTI schools about the “new plan” is below.

 

Yep we have the briefing and lots, lots more- surprise!!

 

Dear Administrator Huerta- how much do we need to show before you take care of the "problem" and come clean? 

 

Extremely Private Note to Sasha- All Others Turn Your Eyes: you might want to brief the Administrator that the gig is up.

 

It never really was about diversity or best qualified candidate- was it Joe?

ATO (Air Traffic) NOT AHR (Human Resources) OFFICE AWARDS NEW FUNDS TO REVIEW CTI DEBACLE.

 

REPORT AUTHORED ON MAY 7, 2014 REJECTED BECAUSE IT SUPPORTED THE CTI SCHOOLS.

 

CTI STUDENTS AND GRADUATES FORWARD THIS REPORT TO YOUR CONGRESS PERSON.

 

*SEE THE May 7th REPORT BELOW

FLASH…FLASH…FLASH…

 

NOTE TO WHOEVER IS IN CHARGE AND ALL THE LEGAL EMPLOYEES TRYING TO STEM THE BLEEDING (LYING TO CONGRESS, NOT REVEALING DATA BEHIND THE BQ, VIOLATING VARIOUS REGULATIONS AND LAWS) DUE TO TEIXEIRA'S ACTIVITIES: 

 

UPCOMING- JOE VIOLATES FAA  SAFETY RISK ANALYSIS (SRA) AND SAFETY MANAGEMENT SYSTEM (SMS) ORDERS- FOR SELF GAIN.

 

HIS OFFICE WROTE THE DIRECTIVES HE IGNORED- SIGH- TO SCREW OVER THE STUDENTS WHILE MAKING BIG $$$ FOR HIS CRONIES.

 

FAA ORDERS 8040.4A AND 8000.369A VIOLATED- SEE GUEST ARTICLE BELOW.

 

Joe’s move to line the pockets of his friends – while screwing the taxpayer- did not follow FAA protocol he insists is followed in every other case

Do As Joe Says- NOT as Joe Does….

FAA Hypocrisy at its finest….

 

Guest Whistleblower Article- Thank you 

 

The FAA has established very clear policies regarding changes to the US aviation system including training and education that require, before any significant changes occur, that the responsible FAA entity proposing a change conduct a Safety Risk Assessment (SRA)  and produce a Safety Risk Management Document (SRMD) that shows how the FAA entity assessed the risks of any changes that the FAA plans to make. In advance of making those changes, the FAA must ensure that they have considered and mitigated those safety risks to the maximum extent reasonably possible.  The FAA guiding documents REQUIRE the FAA entity proposing the change to solicit advice and input from all stakeholders that have knowledge and experience and can make recommendations on how to safely enact the changes while mitigating risks associated with the change.

 

You would think that something as radical as discontinuing the hiring of experienced CTI graduates and veterans in favor of high school dropouts might qualify as a change of process and trigger the requirement for a full SRA. A reasonable person would conclude that there is inherent risk here and the safety risk needs to be assessed.

 

Ironically, the office that requires all FAA entities to conduct Safety Risk Assessment is none other than the Office of Safety.  Sound familiar? Yes, it’s the office run by Slick JoeTeixeira.

 

So the big question is did Teixeira and his Office of Safety conduct the required Safety Risk Assessment before changing the hiring process? The answer is no. The FAA requires pilots, airman, and business entities to strictly comply with all rules and regulations or they face severe penalties. There is a zero tolerance policy. Any airman facing a potential investigation for even a minor issue will tell you how jack-booted the FAA is to their “customer.” Power drunk bureaucrats holding themselves to a different standard as they pillage the public treasury.

 

Instead the FAA conducted a Detection Risk Assessment before the rollout.  This is similar to Safety Risk Assessment but with a twist. These geniuses in charge of the training and hiring process huddled in the summer of 2013 to determine how they would respond when the CTI schools found out (detected) the changes in the hiring process.  Instead of developing Safety Risk Mitigation strategies they spent their time developing stories to tell the CTI institutions and the students when those groups found out (detected) the changes.   This laughable process is detailed in internal documents which will be revealed by ctistudents.com shortly.

 

Their agreed upon mitigation strategy was to conduct “open communications” with the affected entities. The first instance of this mitigation strategy was to have a telecon with the CTI institutions on Jan 8th 2014. After reading off a script for 10 minutes, the telecon devolved into a shameful display of arrogance whereby the FAA managers simply told the audience that all the changes had been fully vetted, all affected parties had been consulted, no one was going to be harmed, everyone would be better off, no special interest groups had been consulted beforehand, etc., etc., etc. It was a stunning display of arrogance and self-interest. Even more pitiful was that the FAA ostensibly relied on EEO-715 Barrier Analysis, for the change, without even realizing that the Barrier Analysis supported strengthening the relationship between the FAA and CTI schools. The given excuses simply don’t hold water. The FAA has stalled telling congress what the rationale was apparently at the guidance of legal counsel. Apparently, the lawyers and officials with their hands in the cashbox feel no moral or ethical impulse to simply tell the truth.  

 

The answer is very clear and apparent. Volumes of documents and many honorable FAA employees willing to risk their careers know the reason behind Joe’s attempted extermination of the CTI programs.  It never really was about “diversity” or the “better qualified candidate”- it has ALWAYS been about Joe illegally shifting taxpayer dollars to his favored cronies and former FAA officials. He travels with one for several weeks every year.

 

A few weeks ago the same FAA yes-men (and women) reconvened for another “briefing” for the affected stakeholders. This time the gang that couldn’t shoot straight, let alone get their story straight, proclaimed they were unaware of any agreement between the FAA and the CTI institutions that formally established the AT-CTI Program, they argued that the Outtz Barrier Analysis Report recommended the changes (FALSE STATEMENT), insisted that the change to the hiring process was not about diversity, and initially stated that they were definitely going to validate the Biographical Questionnaire the next time they use it, then realizing they had made a really stupid admission of error, insisted that the Biographical Questionnaire used in the February 2014 announcement had in fact been validated but could not identify the person, entity or office that had actually validated the exam.

 

So here we have an organization that requires other people to follow their rules (pilots, airman, organizations, low-level employees) but routinely will ignore the rules (contracting, per diem, personnel, internal ORDERS) when it applies to them. They violate basic rules of fairness, transparency and law whenever the need arises. They do it often- with arrogance and apparent impunity. And they do so in an environment devoid of honesty, integrity and morality. There is no system of oversight for FAA upper management officials. No auditing of the illegal behavior that has been brought to their attention.

 

Students, Schools, Taxpayers and Congress should not stop until Teixeira and Boone are removed from their positions. The next step will be to fumigate the Offices of Training and Safety, Human Resources and Civil Rights to remove all the residual cockroaches that helped Teixeira and Boone carry out this shameful act. Playing the “race-card” as cover to the NBCFAE to gain “support” for the attempted termination of the CTI program thereby eliminating qualified students including a very large percentage of CTI minority students. Then, via the unvalidated Biographical Questionnaire screwing over many, many more minority applicants.

 

The relationship between the FAA, the CTI institutions, the American taxpayer and Congress cannot be repaired until the entire ATO, AHR and ACR have been cleansed of the individuals who perpetrated this fraud on the CTI students, veterans, the CTI institutions and the taxpayers of the United States. Certain FAA employees routinely ignore Congress, the DOT, GAO, OIG. The FAA administrator has snubbed his nose at Congress as well as the public. Like a drunken pirate, a few dishonorable FAA employees in "leadership" positions continually rape the public trust for personal gain. 

 

Legislation is needed. Critically needed.  Every day that goes by the cancer grows. 

 

FAA EMPLOYEES: JOE TEIXEIRA AND DAVID BOONE HAVE BULLIED YOU LONG ENOUGH. PLEASE MAKE SURE YOU KEEP RECORDS TO SHOW THAT YOU WERE ORDERED TO UNDERTAKE CERTAIN UNETHICAL OR ILLEGAL ACTIONS.

 

THE REASON TEIXEIRA NEVER SPEAKS IN PUBLIC NOR SIGNS ANYTHING HIMSELF IS SO HE CAN BLAME YOU WHEN THE FRAUD IS EXPOSED. THE BULLY HAS BEEN EXPOSED.

 

DON'T FEAR JOE- AS YOU NOW KNOW -HE IS A LAUGHABLE AND DESPERATE FIGURE.

 

PROTECT YOURSELF

 

_________________________________________________________________

 

 

UPCOMING: DOCUMENTS SHOWING TEIXEIRA’S SELF-SERVING COMMERCIAL PLANS… SHOWS THE FAA INTENTIONALLY HAS LIED TO CONGRESS, CTI SCHOOLS, VETERANS, STUDENTS AND THE TAXPAYERS.

 

PLUS: THE STORY BEHIND THE ATSAT- BURYING POOR PERFORMANCE TO GAIN NATCAS SUPPORT- JOE GLAD-HANDS THE CONTROLLER UNION WHILE RIPPING THEM OFF BEHIND THE SCENES. THE FRAUD OF LITTLE JOE TEIXEIRA CONTINUES…

 

UND AND ERAU STUDENTS AND GRADS- BETTER CHECK YOUR SCHOOLS CURRENT BEDFELLOWS. YOU HAVE BEEN THROWN UNDER-THE BUS BY YOUR SCHOOLS.

FLASH…FLASH…FLASH…

 

Congress: The FAA Has Not Only Lied To The American Public

They Have Intentionally Lied To You.

 

The recent change wasn’t due to diversity (as the FAA initially stated); STRIKE ONE

 

It isn’t about hiring the “best quality candidate” (as they also said). STRIKE TWO

 

Ctistudents.com will soon be releasing three documents showing that the FAA intended to change the hiring process in early 2013.

 

These documents clearly show that the change was the decision of Joseph Teixeira, David Boone, and cronies and that the reason was pure self-interest meant to benefit chosen “third-party” contractors and friends of Joe Teixeira.  

  • FAA touts "valuable partnership" with CTI Institutions while conspiring to destroy them.
  • FAA ATO (Teixeira's office) conducted risk mitigation on how to handle the CTI school response and student unrest.  
  • They presented the "business plan" to Huerta who fully backed it.
  • They designed a system of shifting costs of training from the student to the taxpayer while requiring the FAA to reimburse chosen private contractors that “assist them in selecting candidates." 
  • They lied to the American public and Congress when caught playing the "race card" as reason for the change. 

 

36 institutions in over 20 states (who had agreements with the FAA) had their students blown off, personal and capital investments disregarded, thousands of student and veteran dreams crushed, all so certain designated third parties (selected by Joe and the incestuous ATO office and former FAA employees) could line their pockets with taxpayer dollars.

 

SHAME ON YOU MICHAEL HUERTA FOR LYING,

 

SHAME ON YOU JOSEPH TEIXEIRA FOR BEING A GREEDY BUREAUCRAT TRYING TO MAKE YOUR FRIENDS WEALTHY AT THE EXPENSE OF VETERANS AND STUDENTS, AND

 

SHAME ON EVERYONE IN THE FAA’S POLICY MAKING FUNCTIONS WHO “NEED TO COME UP WITH A STORY TO TELL CONGRESS THAT WILL NOT LEAD TO LEGAL EXPOSURE.” 

 

THE FAA’S PR MACHINE COULDN’T FIND AN EXCUSE BEFORE- THESE DOCUMENTS THAT YOU NOW CAN SEE WILL SHOW HOW DISHONEST THE FAA HAS BEEN TO THE PUBLIC.

 

NOTE TO CONGRESS: EVERYTHING ELSE YOU’VE HEARD IS A COMPLETE COVER-UP. THESE DOCUMENTS WILL SHOW THE SCAM AS PLANNED HAS BEEN BRIEFED TO MICHAEL HUERTA AND HE IS SIMPLY ECHOING THE PARTY LINE. ONLY YOU CAN TAKE ACTION TO STOP THIS SCAM.

 

THANK YOU WHISTLEBLOWERS- YOU ARE PATRIOTS FOR EXPOSING THIS DISGUSTING FRAUD.

__________________________________________________

FAA Delivers SHAM Press Release Regarding Recent Hiring Statistics

 

DEAR FAA THE BEST QUALIFIED CANDIDATES? THE FAA ASSERTS THAT ONLY 65% OF THOSE HIRED (1040 OUT OF 1600)  have “some combination of collegiate training initiative (CTI) education, military, or some specific aviation related work history or experience.” REALLY?

 

MOST CTI INSTITUTIONS REPORT 6-10 CTI STUDENTS PER SCHOOL BEING HIRED BY THE FAA THROUGH THE NEW SHAM/SCAM PROCESS. That would be between 216- 360 CTI students/graduates being hired. FAA spokesmodel Greco says 754 CTI students/grads hired.

 

SO 1240 NEW HIRES HAVE NO EXPERIENCE AND YOU PURGED A LIST OF OVER 3,000 THAT PASSED THE ONLY VALIDATED ATC PREDICTOR (AT-SAT) AND HAD CTI DEGREES- AS WELL AS VETERANS?

__________________________________________________

DEAR EMBRY RIDDLE AND UNIVERSITY OF NORTH DAKOTA GRADUATES

 

Does the deafening silence of your schools totally failing to go to bat for you make you angry?

 

Well- don’t be concerned, the word is they lined up with Joe T’s chosen team regarding the upcoming CTC bid.

 

STUDENTS AT ANY INSTITUTION THAT IS NOT ACTIVELY INVOLVED IN EXPOSING AND COMPLAINING ABOUT TEIXEIRA'S PERSONAL MONEY-MAKING SCAM SHOULD DEMAND THEIR TUITION BACK AND AN INVESTIGATION BY THEIR SCHOOL ADMINISTRATION.

 

YOU MAY NOT HAVE BEEN “GUARANTEED A JOB” BUT YOU SHOULD EXPECT YOUR SCHOOL TO BACK YOU UP WHEN THE FAA PURGED THE CTI POOL. DID YOUR SCHOOL OFFER TO HELP? OR DID THEY SIMPLY TELL YOU THAT THERE NEVER WAS ANY GUARANTEE OF EMPLOYMENT?

 

THROWING YOU UNDER THE BUS TO ENSURE AN UNINTERRUPTED STREAM OF FUTURE FAA CONTRACT'S IS DISGUSTING.

Participation Awards now available at the FAA Academy

 

Guest Editorial

 

In the 1980’s there was a concerted social effort to help build self-esteem in young people. In public schools the grading system was re-considered, with some classrooms getting rid of failing grades. In sports, everyone received a trophy for just showing up. Kids got awards for being brave enough to step into the batter’s box. The children, it was believed, would perform much better if they only felt better about themselves.

 

The problem with this line of thinking is that it’s not true. Being rewarded by your mommy for just getting out of bed in the morning doesn’t reflect reality. That is true everywhere in the world, with the lone exception being the FAA Academy.

 

The FAA Academy has recently circulated a memo (below) to instructors proclaiming new hires that are undergoing training in the Tower option will be deemed successful if they make an effort and “try hard” to learn the material. So we have no valid predictor to ensure a modicum of talent, we have the FAA intentionally purging the ranks of anyone with aviation experience and we have the FAA Academy guaranteeing anyone who shows up at the academy a participation award if they try hard. Yes safety will be compromised.

 

This is insane. Instead of getting a Participation Trophy from your soccer coach you now get a Participation Trophy from the FAA in the form of lifetime employment. Possessing talent and skill are no longer an FAA requirement. Possessing a willingness to show up each day and somehow stay awake during the sleep-inducing Academy lectures is all that’s necessary to make it to the bigs.

 

Giving a child a trophy for participation sets an unrealistic expectation about life. Eventually reality sets in when the child grows up and faces real competition in the workplace. Then their self-esteem is crushed by the demands of the real world where success is measured by productive output, not by attendance.  Your merit is determined by your actions. Not your race, ethnicity or gender.  

 

The only known exception to this rule is at the FAA Academy. If you are lucky enough to pass the sham FAA Biographical Questionnaire and get at least a 20 on the AT-SAT you will continue to receive a Participation Award bi-weekly for the next 30 years. Hopefully a disaster won’t result.

 

Not sure what that means for world’s safest ATC system, only time will tell. What I do know is this. Making a sacrificial offering at the altar of political correctness might be okay if the offering is a goat, but sacrificing the lives of the traveling public is a different story altogether. This nonsense has to stop.

 

Hopefully, common sense will prevail. Someone (perhaps an adult leader) should engineer a massive reset at the Academy and require students to prove their worth before sending them on to the control facilities around the U.S.  It’s not too late. 

Don’t worry flying public. With the "new grading system...it is unlikely that any student will fail ” the FAA’s academy as long as they “make a serious effort to learn the material and do their best.

MICHAEL HUERTA’S

“BEST QUALIFIED CANDIDATE”

(HAHAHAHAHAHAHA)

SOCIAL ENGINEERING ATC APPLICANT CHECKLIST

þ  18 YEARS OLD

þ     THREE YEARS GENERAL WORK EXPERIENCE

þ  PASS RIGOROUS BIOGRAPHICAL ANALYSIS – WITH A GREEN CHECK MARK

þ     PASS THE ATSAT WITH A SCORE OF 10% OR HIGHER

þ     SHOULD BE ABLE TO SPEAK ENGLISH BY THE TIME YOU GET TO THE FAA’S “ACADEMY.”

þ  MAKE A “SERIOUS EFFORT” TO LEARN THE ATC MATERIAL AND “DO YOUR BEST” AT THE “ACADEMY.”

**PLEASE NOTE: VETERANS WITH SIGNIFICANT AIR TRAFFIC CONTROL EXPERIENCE, THOSE WITH AVIATION EXPERIENCE, CFI’S, ATP’S, COMMERCIAL LICENSES, COLLEGE AVIATION DEGREES, CTI CANDIDATES, GRADES EXCEEDING 85% ON THE ONLY VALIDATED AIR TRAFFIC APTITUDE TEST- WILL NOT BE CONSIDERED BEST QUALIFIED.

FAA REDEFINITION:

 

FORMER

ACADEMY- a place of study or training in a special field where you must prove your competency in order to pass and be assigned a FAA Facility.

 

CURRENT

ACADEMY- a place where you will pass if you make a serious effort to learn the material and do your best.

 

DEAR FLYING PUBLIC:

 

PLEASE DO NOT BE CONCERNED ABOUT JOE TEIXEIRA'S MOVE TO PURPOSEFULLY DEGRADE SAFETY.

 

JOE TEIXEIRA AND DAVID BOONE, ALONG WITH THE REST OF THE GANG, ARE MAKING SURE THE NEXT GENERATION OF AIR TRAFFIC CONTROLLERS (“BEST QUALIFIED CANDIDATES”) CONTROLLING THE AIRPLANE YOU WILL BE FLYING ON:

 

  • “PASSED” THE NON VALIDATED BIOGRAPHICAL ANALYSIS (BA); and

 

  • ACHIEVED AT GRADE OF AT LEAST 10% ON THE VALIDATED ATSAT,
  • AND BEST OF ALL WILL BE:

 

MAKING A SERIOUS EFFORT TO LEARN THE ATC MATERIAL AND DO THEIR BEST

 

NOTE TO CONGRESS:

 

*Interesting Facts From The Paid Consultants’ Report of May 7, 2014 Regarding the FAA’s New Program

 

 

* This is the Report commissioned by Joseph Teixeira’s office to take the heat off him. Unfortunately (for Joe and crew), the consultant told the truth.

 

1. The consultant reviewed the "Extension to the Barrier Analysis" prepared by APT Metrics.

 

  • As reported early on by ctistudents.com APT Metrics was paid by ATO (air traffic) and NOT AHR (human resources) to develop an “Extension to The Barrier Analysis” due to the original Barrier Analysis actually supporting the CTI programs. Air Traffic’s Joe Teixeira and David Boone wanted to terminate the CTI programs for commercial gain and the original Barrier Analysis did not support that. So Joe Teixeira paid his “go-to” contractor (APT Metrics) to do the “work.”

 

2. AHR (Bostick and Cannon’s office) denied a request [by the consultant doing the above analysis/review] to receive briefings on the Biographical Questionnaire (aka Biographical Assessment- BA), and the Air Traffic Controller Job Task Analysis.

 

  • That’s odd for a “validated” test.
  • I thought things were going to more “transparent.” Rickie? Carolyn?

 

3. There is a lack of transparency about the development and predictability of the tool. Very few people seem to understand the methodology behind the BA. AHR has restricted briefings on the background and development of the BA, citing advice from the General Counsel 's Office amid concerns of legal challenges.

 

  • AHR has restricted briefings on the background and development of the BA citing advice from the General Counsel’s Office amid concerns of legal challenges.  Note to general counsel’s office- hiding evidence of wrongdoing is a crime. Maybe you should just simply tell the truth- just like your mom and dad told you before you went to law school.
  • The same FAA has stated in an email circulated among high-level officials including Sasha Johnson (Huerta’s chief of staff) that “We have to find a way to address Congressional inquiries without hurting our case when it comes to litigation. “ Again- lying to congress in a no-no. Lawyers should know this. Five years in prison to help Joe Teixeira and D. Boone pull off a scam and become rich at taxpayers expense? Errrrrrrrr…..might want to rethink this move 10A movers and shakers.
  • (NOTE TO CONGRESSIONAL INVESTIGATORS: SUBPOENA JERRY MELODY (former acting Chief Counsel), PAT MCNALL (current Chief Counsel) AND MOLLY HARRIS- regarding where the advice to mislead or lie to Congress came from. Our inside sources in the FAA General Counsel’s office tell us you’ll find some interesting (very, very interesting) details and documents.

 

4. Particularly troubling to most observers is the large number of CTI candidates who were previously qualified, many of whom had already passed the Air Traffic Selection and Training (AT-SAT) test with high test scores, who were subsequently deemed ineligible because of the BA. 

 

  • You mean they passed the VALIDATED AT-SAT examination and subsequently failed the examination being validated by Joe’s go-to ATP Metrics?
  • The BA was an unsecure test- that means any one could take it. There were no measures (identification requirements, etc.) to verify the person taking the test was the person who signed on to take it. The FAA makes you prove your identity (show photo identification) for every test- EXCEPT this one- and it is this test that precludes you from employment?
  • Maybe this is why the FAA legal eagles and HR guru’s don’t want to show what’s behind the curtain.

 

5. The agency's position is that the BA is an "independent and distinct instrument that measures characteristics required for success in the academy and through to final controller certification." According to the agency "the BA measures general and ATC-specific work experience, education and training, work habits, academic and other achievements, specific life experiences, and other factors." 

 

  • Yet there are several examples (actually thousands) of CTI candidates with outstanding grade point averages, excellent AT-SAT scores, aviation related work experience and even pilot ratings, who are now ineligible for further consideration. 
  • There are also examples of veteran candidates with recent air traffic control experience who were deemed ineligible.
  • Worst yet, there are numerous examples of FAA certified professional controllers who surreptitiously took the exam and were deemed ineligible for employment, based upon the BA. (Then they went back to their facilities to work airplanes).
  • Conversely, there is strong evidence of off-the-street candidates with significantly lower levels of education and experience who were deemed eligible based upon the BA and were then directed to take the AT-SAT test. (Dear APT- your results are going to be scrutinized by many many people who actually know this “stuff.” Heads-up. Validating after the test has been administered will lead a nice paper trail).
  • We don’ think much more needs to be added to this one….

 

6. Some FAA Employee Associations (NBCFAE) have expressed concern that many very qualified minority and women candidates, as well as veterans, were deemed ineligible based upon the BA.  These are candidates who clearly met eligibility requirements had they not been subjected to the sham BA.

 

  • Just as the Barrier Analysis stated- THE CTI SCHOOL RELATIONSHIP NEEDS TO BE STRENGTHENED.
  • Many students of all races and genders were intentionally discriminated against by the FAA without any justification at all- except they perceived that the CTI School’s student population was not black enough.
  • The CTI Schools have graduated and trained many current controllers of all races. In fact, the black CTI enrollment is over 50% greater than the civilian workforce population. This provable statistic renders the FAA's assertions baseless.
  • According to the most recent EEO statistics (2012): the CTI Schools had 57.32% more black students training to be air traffic controllers than the comparable black civilian labor force, eligible to become air traffic controllers, in 2012. (4.19/7.31 * 100= 57.318).
  • Many great young adults of all colors, races and both genders were discriminated by this folly designed to destroy the CTI programs all so Joseph Teixeira could set up commercial training centers through the CTC bid and commercially profit for himself and friends once he retired (shortly we hear).  

 

7. The Barrier Analysis recommended establishing a "multiple hurdle approach" that was "stringent but defensible". The FAA appears to have missed the mark on this recommendation.

 

  • The consultant recommended the FAA reevaluate the utility of the BA as it has been used in the interim hiring process.  They also recommended using a tool that more closely evaluates the skills and abilities necessary to perform air traffic controller tasks.
  • Instead it looks like Teixeira's "go-to” lackey just got yet another contract to create a new report justifying the FAA’s action. Also funded by guess who? Joe Teixeira that’s who. Seems every time Joe gets some honest advice he doesn’t like he just commissions a new report- and tries to ignore or bury the one he doesn’t like. Of course APT Metrics delivered for him on the Barrier Analysis Extension…. NOTE TO JOE: these docs won’t be lost.

 

8. The consultant report above recommended that the FAA engage in meaningful dialogue with representatives from the CTI programs, and perhaps other institutions with aviation programs, to determine how best to leverage the education and skills their students gain from attending such programs.

 

  • We (ctistudents.com) recommend that this whole intentional scam be investigated by Congress and the Department of Justice.
  • We (ctistudents.com) recommend that the 3,000 young people composed of women, minorities, veterans, and people with significant aviation experience be immediately offered TOL’s and be given academy dates.
  • We (ctistudents.com) recommend that those responsible for creating this false crisis, starving the field FAA facilities of qualified applicants, trying to eliminate the only true source of qualified diverse applicants, and sacrificing public safety for personal gain be prosecuted to the fullest extent of the law.

 

9. AHR cited the need to have "one set of eligibility requirements" as a key element of  both the  interim and long term processes.  While this is a desirable requirement, past experience has proven this is not a practical approach.  Exceptions will continue to be a necessity in order to reach the desired candidate pools.  Examples of such exceptions are: Retired Military Controller, Control Tower Operator, PATCO, and DOD/FAA Reinstatements.  Mr. Cannon of AHR indicated a willingness to consider exceptions as they become necessary and appropriate. NOTE TO RICKIE- YOU'VE BIT OFF MORE THAN YOU CAN CHEW SO DON'T CHOKE ON YOUR PRIDE. IT'S QUITE OBVIOUS THAT YOU ARE BLIND TO THE PLIGHT OF OTHERS. OPEN YOUR EYES; DON'T LET YOUR SELF-LOVE PREVENT YOU FROM DOING THE RIGHT THING. THE TIME TO CONSIDER EXCEPTIONS IS RIGHT NOW AS THEY ARE BOTH NECESSARY AND APPROPRIATE TO ENSURE FAIRNESS TO THE CTI STUDENTS. ANY DELAY ON YOUR PART MAY RAISE QUESTIONS AS TO YOUR MOTIVES. 

 

  • The consultant recommended that CTI program candidates be considered as a separate candidate pool not unlike the aforementioned categories. (Go back to the way it was).
  • Thousands of students, graduates, institutions of higher learning, the press and Congress recommend the same thing.

 

 

DEAR FAA EMPLOYEES AND CONTRACTORS (APT) MISLEADING CONGRESS AS TO WHAT HAS OCCURRED: Title 18, United States Code, Section 1001 makes it a crime to: 1) knowingly and willfully; 2) make any materially false, fictitious or fraudulent statement or representation; 3) in any matter within the jurisdiction of the executive, legislative or judicial branch of the United States.

 

NOTE TO ALL INVOLVED (EMPLOYEES AND CONTRACTORS)- YOU WILL BE EXPOSED FOR LYING TO CONGRESS. 

 

WHISTLEBLOWERS: PLEASE KEEP PROVIDING ALL OF THE INCREDIBLE INFORMATION – YOUR EFFORTS HAVE EXPOSED THE MASS CORRUPTION GOING ON IN THE ATO BRANCH AS WELL AS THE IDENTITY OF HIGH-LEVEL FAA OFFICIALS WHO ARE WILLING TO LIE TO CONGRESS.        

 

THANK YOU PATRIOTS!!

 

UPCOMING: MORE AND MORE DOCS SHOWING TEIXEIRA AND COMPANY PENCIL WHIPPING AND CHANGING DOCUMENTS TO MEET HIS NEED. ALSO, ALTERING FAA ANALYSTS ACCURATE WORK INTO PROPAGANDA TO MISLEAD.

 

NOTE TO HONEST FEDERAL CONTRACTING TEAMS- PAY ATTENTION TO THE UPCOMING CTC BID- THE FIX IS IN.

 

Dear Joe: Isn’t this your responsibility?

 

Only in the FAA upper management levels...

 

*FAA Lacks the Metrics and Data Needed To Accurately Measure the Outcomes of Its Controller Productivity Initiatives

*Requested by the Chairmen of the House Committee on Transportation and Infrastructure and its Aviation Subcommittee

Published- July 09, 2014

Summary

The Federal Aviation Administration (FAA) employs more than 15,000 air traffic controllers. Between fiscal years 2000 and 2012, total air traffic operations in the National Airspace System declined by 23 percent. However, in the same timeframe, the number of air traffic controllers remained relatively constant and controller costs increased. This has raised concerns about whether controllers are remaining as productive as possible during a period of reduced air traffic.

Since 1998, FAA has implemented 51 initiatives intended to increase controller productivity, reduce operating costs, and improve training and hiring practices. However, according to FAA, only two of these initiatives resulted in measurable cost savings totaling approximately $4.5 million, while six initiatives actually increased Agency costs. In addition, FAA has been unable to demonstrate the results of many controller productivity initiatives largely because it has missed opportunities to assess their effectiveness. Notably, the Agency did not establish detailed baseline metrics or quantifiable cost and productivity goals for 43 (84 percent) of its 51 initiatives. In addition, FAA does not systematically collect or analyze controller workforce data to reduce cost or improve productivity.

(editorial note: maybe incompetence is an unfair description-the data would go against JT’s commercial plans….)

Hint…hint…hint…..

How To Make Your Metrics “Better”

FAA Decision Makers- Maybe check out:

“…Overall, a larger proportion of CTI trainees were successful and a smaller proportion unsuccessful than GP trainees…Simply based on training performance, a preference for CTI graduates over GP applicants at both en route and terminal facilities seems warranted….

Source: The Utility of the Air Traffic Selection and Training Test Battery in Hiring Graduates of an Air Traffic-Collegiate Training Initiative Program, Linda G. Pierce, M. Kathryn Bleckley, Lynn Crayton, Civil Aerospace Medical Institute, Federal Aviation Administration Oklahoma City, OK 73125

 

“…There were a total of 964 new hires… who entered training at an air traffic control facility….Of those, CTI hires attained CPC status from their first facility at a rate of 74.6%...followed by Military at 70.3%...and General Public at a rate of 44.7%... CTI and Military attained first facility CPC status at a nearly 65% greater rate than General Public….”

 

Source: FAA New Hire Training Performance Semi-Annual Report. (This is before JT changed the data and published the final report on July 2, 2014- shame on you Joe)

Note to Joe: Uh oh…Incoming….

We have the other versions of the reports before you changed things in them to meet your needs.

We’ll publish them shortly to show the blatant manipulation of the actual data by JT and D Boone in order to deceive the NBCFAE, Congress and the public.

Trouble in Paradise….

 

And the taxpayer beat down goes on….. FAA plundered of millions and millions of dollars

 

TetraTech AMT contracting officer David Keehan bails due to all the “issues”…

 

RESUME FRAUD IN FURTHERANCE OF BEING AWARDED THE CTC BID:

 

Task orders 24 and 34 pass through funds (multi-millions of dollars) with few deliverables- allowing TetraTech AMT (along with D. Boone’s sham “96” performance ratings) to build “past-performance” necessary to pull off CTC debacle…..

 

Not even any required statements of work- until created after-the-fact in a desperate attempt by FAA to cover-up wrongdoing….

 

They’re dropping like leaves when they evaluate personal liability by signing their names approving Boone and Joe’s scams….

 

Which poor fall “guy” is going to award the CTC (continuation of the Raytheon ATCOTS contract) to the TT AMT team at Joe’s direction/order…..

 

Fall-guy names upcoming!!!

 

*SPECIAL NOTE TO PROSPECTIVE FALL GUYS: check government contracting regulations and criminal statutes (YOU will be left holding the ball- not Joe in retirement)

____________________________________________________

**NOTE TO ANYONE WITH INTEGRITY SINCE “H CLAY” FOUSHEE (hey that rhymes) STUCK HIS HEAD IN THE SAND AND ABANDONED HIS JOB:

 

AUDIT THE BOOKS/WORK OF ERIC ROSECRANZ

Become an American Hero

____________________________________________________

 

The actions of ATO get even more desperate and bizarre….

 

ATO OFFICE AWARDS NEW FUNDS TO REVIEW CTI DEBACLE- REPORT AUTHOREDON MAY 7, 2014 REJECTED BECAUSE IT SUPPORTED THE CTI SCHOOLS….

 

THE MAY 7th REPORT WILL BE PUBLISHED SHORTLY

 

Little Joe Awards Another $400,000 to his “go-to” who else: APT METRICS (the barrier analysis “extension” author (after the barrier analysis supported CTI schools)  and alleged validator of the BA now gets a chance to try and justify Joe’s midnight purge….

 

Look for the burying of the May 7th Simons report (ummmmm- note to Joe- we have it and it isn't going to be buried like the CTI success and diversity rates were buried by you- ooops) and the display of a new sham report from Joe’s “go-to” trying to validate the FAA’s actions….

 

ABSURDITY RECAP

 

BARRIER ANALYSIS 1- favors CTI schools…

So Joe…in ATO not AHR pays over a cool million for …

 

BARRIER ANALYSIS “EXTENSION”- 2 (editorial note: try finding any other federal agency that ever commissioned an extension by the FAA- good luck)- Joe uses this  to trash CTI schools- yes air traffic Joe- not Human Resources Joe.

 

REPORT NUMBER 3- May 7, 2014 audit of the FAA’s actions – oooops- supports CTI schools shows FAA screw-ups…. So air traffic, not human resources Joe, commissions another report in a desperate attempt to try and “validate” his actions.

 

When instant "validation" is needed- go to APT Metrics and Scott…..

 

REPORT NUMBER 4- who wants to bet that APT Validates the FAA’s actions like they “validated” the BQ?

CONGRESS- PLEASE TAKE NOTE

 

THESE ARE THE ACTUAL STATISTICS AS REPORTED BY THE FAA.

 

RADICAL FAA ATO EMPLOYEES KILLING THE GOOSE THAT LAID THE GOLDEN MINORITY SUCCESS EGG…

 

The CTI programs are EXCEEDINGLY diverse. The approximate 1373 member National Black Coalition of Federal Employees (NBCFAE), which is composed of current members or former members of FAA Human Resources and Civil Rights, was intentionally mislead by elements in ATO. Discrimination against the CTI programs make no sense.

 

According to FAA statistics:

 

1.    The student population enrolled in ATC programs at CTI Institutions, for EVERY MINORITY POPULATION, greatly exceeded the equivalent civilian labor force percentages.

 

2.    Black CTI school enrollees greatly exceeded the national black civilian labor workforce. In 2012-2013, 11.5% of CTI school attendees were Black /African-Americans. According to the FAA AT-CTI schools in 2012-13: of the various races 63.9 percent were White, 23.7 percent were females, 14.7 percent were Latina/o, 11.5 percent were Black/African-Americans, 5.5 percent were Asians, and less than one percent were of both American Indian/Alaska Native and Native Hawaiian/Other Pacific Islander. As the total black civilian workforce population is 7.31% there was 4.19% greater number of Black CTI college students than the total equivalent civilian labor force (11.5 -7.31= 4.19). These statistics come directly from the FAA’s Air Traffic Collegiate Training Initiative (AT-CTI) Partner School Diversity and Outreach 2012-13 Report and the  Federal Aviation Administration (FAA) Annual EEO Program Status Report, December 2012, page 75.

 

That is, the CTI Schools had 57.32% more black students training to be air traffic controllers than the comparable black civilian labor force, eligible to become air traffic controllers, in 2012. (4.19/7.31 * 100= 57.318). Many students of all races and genders were discriminated against by the FAA/NBCFAE without any justification at all- except they perceived that the CTI School’s student population wasn’t black enough. In truth, the CTI Schools have graduated and trained many many current controllers of all races, the black CTI enrollment is over 50% greater than the civilian workforce population, and the FAA's assertions are baseless.

 

 

This is why the FAA is now trying to change their “reason” for eliminating the CTI student hire list. Facts are stubborn and they cannot find a way to manipulate them. Certain elements of the FAA intentionally engaged in discrimination under false pretenses and have been caught.  FAA personnel thought by using the term “diversity” they would not be questioned and that they would be able to blow smoke by educated students.

 

UPDATE.... UPDATE....

 

HUERTA SNUBS CONGRESS!!

 

FIRST OFFER LETTERS FOR THOSE “PASSING” BQ/BA

 

GO OUT TODAY 6-28-14

 

UPDATE ON CTI LIST PURGE AND REINSTATEMENT – ATO AND AHR ALLEGEDLY MAKE PEACE- BOSTICK “SUPPORTING” TEIXEIRA DUE TO PRESSURE FROM JOE'S GODFATHER HUERTA

 

RUMORED CTI REINSTATEMENT ON BACK BURNER

 

UPCOMING- ALLEGED SCAM CONNECTIONS- DETAILS OF:

 

HUERTA- (LOBBY FOR HUERTA) - AUSTRALIA- MCMILLAN - TEIXEIRA- TAX DOLLARS (BIG BIG NUMBERS) TO FAVORED FRIENDS 

CONGRESS- THE FAA HAS INTENTIONALLY LIED TO YOU REGARDING PERFORMANCE DIFFERENCE BETWEEN GENERAL PUBLIC AND CTI GRADUATE PERFORMANCE

                                                                                       

*Training Performance at the First Facility

June 2013

--or JUST 6 months before Teixeira’s attempted destruction of the CTI program

“A subset of the data was used to examine training status of CTI and GP trainees. As of February 2013, the majority of CTI and GP trainees had completed training, either successfully or unsuccessfully. Considering only performance-related outcomes (successful, unsuccessful, or still in training), and across both en route and terminal facilities, 53.1% of CTI and GP trainees were successful and 20.3% were unsuccessful. However, overall, a larger proportion of CTI trainees were successful and a smaller proportion unsuccessful than GP traineesSimply based on training performance, a preference for CTI graduates over GP applicants at both en route and terminal facilities seems warranted….”

 

*The Utility of the Air Traffic Selection and Training Test Battery in Hiring Graduates of an Air Traffic-Collegiate Training Initiative Program, Linda G. Pierce, M. Kathryn Bleckley, Lynn Crayton, Civil Aerospace Medical Institute, Federal Aviation Administration Oklahoma City, OK 73125 

Breaking…Breaking…Breaking…

 

5% of those taking BA Offered Jobs

 

FAA HR HQ Insider Reported- THANK YOU!

 

Of the 2103 applicants that “passed” the non-validated Biographical Analysis/Questionnaire

 

 

Only approximately 1,500 applicants will be given offer letters

 

(this includes those that “passed” the only validated air traffic examination the AT-SAT by scoring in the in the teens).

 

Others fail security, medical, other basic requirements or didn’t even show up to take the new AT-SAT (that was impossible to fail).

Psssst……

 

Tiny’ Joe- Dirty D…. since no one can understand the logic behind this (except us J) why don’t you tell Congress, the public, FAA field facilities, the NBCFAE, and everyone else why you engineered this for personal gain?

 

 

The confession of evil works is the first beginning of good works.

**Saint Augustine

 

**Special Note to Juggalos: Saint Augustine is not a wine.  He was was a philosopher whose writings were very influential in the development of Western philosophy.

Requested by Congress in P.L. 112-95, this new report from the National Academies (outtake below) assesses the standards used by the Federal Aviation Administration to estimate air traffic controller staffing needs and examines the most cost-effective approach to staffing that ensures safe operation of the national airspace system.

 

These briefings were for members of Congress and congressional staff only. The report was publicly released on June 13, 2014 and can be found, in its entirety, on the Web site of the National Academies Press.

 

"FAA has terminated air traffic controller selection research. The committee views this as unfortunate, given the potential value of such research in identifying (a) relevant skills that may be needed in the long term in the NextGen environment and (b) the skills that allow a controller to succeed at higher-level facilities. An improved understanding of these matters appears to be critical in planning and executing a staffing plan that minimizes the wasted resources associated with selecting controllers who fail to qualify."

 

—Committee for Study of Federal Aviation Administration Air Traffic Controller Staffing, Federal Aviation Administration's Approach for Determining Future Air Traffic Controller Staffing Needs, Transportation Research Board, Special Report 314, 2014

CTC (JOE AND DAVE’S BILLION DOLLAR BABY)...

SIR RELEASED!

ATTENTION CONGRESS: THIS SPECIFICALLY excludes SMALL BUSINESS AND ACADEMIC SET-ASIDES.

It will be very hard to hold the FAA accountable

GET DOC BELOW

FAACO - CTC Draft SIR.pdf
Adobe Acrobat document [60.6 KB]

JT AND TETRA TECH AMT TAXPAYER SCAM ALERT

Ten months continuing over 1.2 million of taxpayer funds….

 

funneled to?

 

Joe’s travel mate of course…….. Mary McMillan Vice President of TT-AMT

 

10 Months so-far WITHOUT :

 

1. A strategy,

2. A schedule of work OR

3. Any deliverables!!!!!

Joe Teixeria's funding of the Barrier Analysis EXTENSION
AJI-01 funds to APT metrics.jpg
JPG image [2.2 MB]

BREAKING… BREAKING… BREAKING

 

Document showing JT’s undertaking Human Resources function and using safety and training dollars to “fix” Barrier Analysis to his liking. Please download above. Commissions Barrier Analysis EXTENSION (by John C. Scott of APTMetrics) and deems Barrier Analysis by James Outtz unusable. Vets, CTI students of all races and both genders, purposefully discriminated against by Joe T's band of thugs.

 

Connection between Joe T's attempt at falsely using race to try and eliminate the CTI schools from competition.

 

NOTE TO NBCFAE: Dear NBCFAE please review the EEO statistics and the diversity of the CTI schools. By the way- Joseph Teixeira “buried” the actual statistics. They are even more astounding than revealed. The school’s student bodies and graduates greatly exceed every single relative labor pool.

 

Mr. Outtz was correct in stating that the relationship between the FAA and the CTI schools should be strengthened. Thousands of well-trained and capable minority students have been violated by the "purging “of the list and the attempted destruction of the CTI programs.

 

NOTE TO C and M: Joe Teixeira played you Ms. Bostick and Ms. Mallory. All for his commercial gain. He wanted to set-up his outside “friends” to handle ATC training and make lots and lots of taxpayer dollars doing it.

 

This act  has set minority recruitment and RETENTION (young adults being able to certify as controllers) in the workforce back decades.

SCAM UPDATE ALERT

New Letter- More Members of Congress Ask The DOT Hard (unanswerable)   Questions

Congress: Please keep in mind the FAA ALWAYS had the ability to open a general public off the street bid if they felt more “diverse” candidates were necessary. However, this would NOT have solved Joe’s problem of eliminating “competition” (CTI Schools) with the scam that was being set up. One major problem/truth for the FAA? The CTI schools have always greatly exceeded minority diversity pools as proved by EEO statistics.  

 

Many, many well qualified minority graduates that would have become successful air traffic controllers (they had the training to do so and passed the only validated test, the “ATSAT” with high scores) were “purged” off of the list due to Joe Teixeira’s ATC training scam. This directly compromises SAFETY and rips off the taxpayer to the tune of hundreds and hundreds of million of dollars. A few points:

 

          1. The Barrier Analysis actually suggested STRENGTHENING the relationship with the CTI institutions. The Juggalos didn’t like the Barrier Analysis outcome and recommendation because it could not be used as an excuse to try and terminate the CTI school relationship. This impacted Joe T’s master plane to commercialize ATC training. 

 

          2. The Barrier Analysis EXTENSION – was commissioned and paid for by Joseph Teixiera (documents up now- see above). The biased sham EXTENSION gave Joey what he wanted (at a cost of $650,000.00) and was used by Teixeira as pretext to eliminate the CTI hiring pool. 

 

For ATO to pay for these HR functions (Barrier Analysis Documents/Studies) is beyond telling- it shows the lengths Teixeira and his chosen commercial vendors would go to to rip off the taxpayer.

 

For Congress, OMB, DOT/OIG only. All others pay no attention to the notes below.

SPECIAL NOTE TO RAYTHEON: You may want to investigate Little Joe’s intentional destabilization of the ATCOTS contract starting around December 2011. You have been purposefully prevented from fulfilling the contract by the FAA’s Joe Teixeira. Many documents and witnesses are available to help your cause. He wanted to terminate you so he could channel money to his chosen contractor and personally gain by commercializing ATC training. He is still plotting this today.

 

VERY, VERY, SPECIAL NOTE TO OMB, CONGRESS, IG, etc.: Joe Teixeira initiated a policy in 2011 illegally restricting communications with you by ATO employees who knew of the scams going on. Teixeira instituted a policy that ALL EXTERNAL COMMUNICATION was required to go through correspondence tracker. No external communication with Congress, IG, OMB, etc. without first clearing it through him or David Boone. Many communications were dead on the vine as this screening has occurred for almost three years. It’s happening TODAY. 

CPC CONTRACT FIX ALERT:

 

CTC BIDDING ORGANIZATION ALLEGEDLY HAS OFFERED JOE TEIXEIRA AN INTERNATIONAL "POSITION"

 

BREAKING.... BREAKING...BREAKING.....

CTI STUDENTS- ON THE QUALIFIED LIST- EVEN IF YOU "TIMED OUT" DUE TO TEIXEIRA AND HIS CREW -THIS IS FOR YOU. ALL GRADS AND STUDENTS PLEASE CONTACT YOUR SENATORS AND HOUSE MEMBERS ASK THEM TO SUPPORT A BILL TO GIVE THE "PURGED" CANDIDATES PRIORITY PLACEMENT/ REINSTATEMENT.

THE SENATE STARTS TO ACT

 

JOE TEIXEIRA AND BOONE PANIC:

 

Thank you Senator Murray and Co-Sponsors

 

From the Senate report 113-182 dated June 5, 2014

 

S. Rept. 113-182 - TRANSPORTATION AND HOUSING AND URBAN DEVELOPMENT, AND RELATED AGENCIES APPROPRIATIONS BILL, 2015 accompanying the Senate version of the FY2015 Transportation, Housing, & Urban Development (THUD) appropriations bill, S.2438

 

FAA's New Process for Hiring Air Traffic Controllers.—This past December, the FAA announced that it would begin hiring additional air traffic controllers, and that it would use an entirely new process to fill those positions. Among its changes, the FAA decided that it would start a new competition, no longer using the list or ``inventory'' of candidates that the agency had reviewed from prior job announcements; it would open the competition to the general public, whereas the agency had traditionally targeted its announcements to veterans or graduates of schools designed by the FAA as Collegiate Training Institutes [CTI]; and it would start using a new tool called the biographical questionnaire to screen its candidates.

 

The Committee understands that the FAA's new hiring policies are necessary to address important shortcomings in the way the agency had been hiring air traffic controllers. The old process did not appropriately apply veterans' preference law, and it raised barriers against the FAA's ability to hire a diverse group of new air traffic controllers. The Committee agrees that the FAA, as an agency of the Federal Government, should ensure that its hiring processes are open and fair for everyone.

 

However, the FAA managed the change to its hiring process poorly. For many, the FAA's announcement was unexpected and came suddenly. The FAA had dedicated several years to research and development for the new hiring process, and the agency had reached out to a variety of stakeholder groups who could help inform its decisions. Even so, as valuable as this effort was, the FAA never reached out to key participants in the aviation community, including controller candidates and CTI schools. Instead, the FAA announced its decision in the middle of a school year, issued its next job announcement immediately, and caused confusion among the very people who needed to navigate the new process. Furthermore, significant questions have been raised now that the FAA has conducted the biographical questionnaire for the first time. According to the National Air Traffic Controllers Association, who worked closely with the FAA in developing its new hiring process, the agency had expected about 30 percent of its candidates to advance beyond the biographical questionnaire. Yet, less than 8 percent have advanced beyond the questionnaire this year. Candidates who had applied for a controller position through a previous job announcement, taken the FAA's technical skills test, and been told that they were considered ``well qualified,'' now find themselves being screened out by the biographical questionnaire. They are shaken by this experience because they feel that they had already proven their technical abilities, but they are now being screened out by a questionnaire that asks them, for example, to decide if other people would describe them as a person with great ``drive'' or great ``persistence.'' The FAA has placed great confidence in its new hiring process, arguing that it will lead to more open and fair competition. The Committee, however, is concerned that confusion about the new process and the role of the biographical questionnaire has detracted from this year's recruiting effort. The Committee has included a new provision in its bill language to ensure that the FAA's new hiring process truly gives every applicant the ability to compete openly and fairly for a job as an air traffic controller. This year's process may have been marked by confusion, but the Committee believes that applicants should be held harmless from the FAA's inability to manage the transition to the new hiring process.

 

The bill clarifies that any person who held a position on the FAA's ``inventory'' of qualified candidates from previous job announcements can apply for a position as an air traffic controller during fiscal year 2015, even if they turned 31 years old and aged out of the process during this past year.

 

In addition, the Committee expects that in the future FAA will consider its partnership with CTI schools more seriously, and invite their input when contemplating significant policy changes that would affect their students.

BREAKING BREAKING BREAKING

 

JOE TEIXEIRA’S ATO DEGRADATION OF SAFETY BEATDOWN FOR COMMERCIAL GAIN CONTINUES...

 

DEAR ADMINISTRATOR HUERTA: BEST QUALIFIED CANDIDATES? 

 

DEAR CONGRESSIONAL MEMBERS AND STAFFS: THIS IS NOT AT ALL IMPORTANT- UNLESS YOU, YOUR FAMILY MEMBERS, LOVED ONES OR ANYONE YOU KNOW FLY’S.

For further info call: (405) 954-0787

There are thousands of Annie’s and Ryans….

Shame on you Joe Teixeira and Michael Huerta and ANYONE who supports their self-centered actions.

 

Hurting well qualified kids and VETS for personal gain- compromising safety to line your pockets. Beyond sick. Way beyond.

 

SHAME ON ALL OF YOU

THOUGHTS ON LITTLE JOE TEIXEIRA’S REIGN

Over the course of the last several months little productive information has come from the Agency. It¹s unfortunate that with the recent graduation of the 14 class another round of highly qualified candidates eagerly awaits an opportunity to serve the flying public. It looks like the agency has chosen an entrenched posture and will allow well over 5000 highly trained and educated potential controller candidates and recently separated military veterans to experience skill decay and deal with the effects of educational debt while candidates are selected from the street with no educational, military service or aviation related credentials. This continued posture is a far cry from the agency¹s commitments under the Congressional reauthorization act, GAO and IG mandates of recent years.

Where are Tony Gagliardo and Terry Craft now? It appears these two have been muzzled by Teixeira and Boone. No word from the FAA from the once vocal program supporters. Were these two just paying lip service while the whole program came off the rails- or have they been silenced by lil Joe?

35 ERRORS IN ONE ATSAT SCENARIO= PASS

BREAKING BREAKING BREAKING

 

AS REPORTED BY CTISTUDENTS.COM EARLIER: ATSAT “PASS” SCORE FOR THOSE THAT TOOK BIOGRAPHICAL ANALYSIS (BA) DROPPED TO LESS THAN 20% (VIA MANIPULATION) IN FAA ATTEMPT TO MAKE BA LOOK VALID. FAA HR AND CAMI WHISTLEBLOWERS VERIFY.

 

Students that failed to complete ATSAT given “passing scores” FAA giving offer letters to almost all that “passed” ATSAT with lower score as Huerta let slip weeks ago.

 

Congress already asks for BA data- soon for ATSAT data

SPECIAL NOTE TO ANYONE THAT FLY’S: (THIS INCLUDES JUGGALOS UNLESS ALREADY ON THE “NO FLY” LIST)

 

Is safety really being compromised by Teixeira ?

 

For those who simply don’t believe the FAA would drop the only validated test score into the teens in a pathetic attempt (after the fact) to “validate” the BA”….

Re: Taken the ATSAT in 2014!!!

Should I be worried if I had 35 procedural errors in one scenario because a lot of planes landed too fast?

 

Dated: May 5, 2014

Re: Taken the ATSAT in 2014!!!

LOL @ is 35 procedural errors bad. Yikes!

 

Dated: May 23, 2014

Re: Taken the ATSAT in 2014!!!

Should I be worried if I had 35 procedural errors in one scenario because a lot of planes landed too fast?

Did you get referred?

 

May 29, 2014

 

Re: Taken the ATSAT in 2014!!!

 

Sure did

 

May 30, 2014

http://www.stuckmic.com/atsat-information/25974-taken-atsat-2014-a-5.html.

CONGRESSIONAL LETTER TO FAA

 

Senior aviation policymakers in the House have written to the FAA asking the agency for more information about recent changes to the way applicants for air traffic control jobs are screened.

 

Late last year, the FAA instituted a new “biographical assessment” as a first barrier of entry for potential controllers, relegating scores on technical aptitude tests and experience gained through colleges intended to prepare people for a job in air traffic control to a secondary role in the selection process.

 

The letter, signed by 29 House members including senior Transportation Committee members Frank LoBiondo, Rick Larsen, John Mica, Jeff Denham and Corrine Brown, notes that potential applicants have “expressed frustrations that they were not told what score was considered ‘passing,’ nor were they provided with their actual ‘score’” on the new biographical questionnaire.

 

“It is apparent to us that there is a lack of transparency in the FAA’s interim revised hiring policy,” the group wrote. They then asked the FAA for a “clear description” of the new hiring process, how the biographical questionnaire was scored, what score is considered passing, how the changes impact people already on the waiting list for a job, how the FAA decided to make the changes in the first place and what plans it has to revise the hiring process.

 

They also have asked the FAA to provide all applicants so far their actual scores as well as the score needed to pass, so they have “usable feedback in order to improve their efforts in the future or make an informed decision about their job aspirations.”

 

— Kathryn A. Wolfe, POLITICO 5-28-14

DOWNLOAD COMPLETE LETTER OF MAY 23, 1014 HERE
Congress Letter to FAA.pdf
Adobe Acrobat document [450.2 KB]

UPCOMING- DOC SHOWING JOSEPH TEIXEIRA OF AIR TRAFFIC (VERSUS HUMAN RESOURCES) PAID FOR BARRIER ANALYSIS.....

  • Joe Teixeira the architect behind the attempted dismantling of the CTI programs for commercial gain pays for the “BA Extension” after regular BA states CTI school relationship should be strengthened not terminated.  Used “Extension” to try and refute regular BA.

 

  • Pays APTMetrics  $650,000.00, for this unrelated air traffic branch function out of air traffic funds, human resources or civil rights offices did not foot the bill….

 

  • This is the same APTMetrics who allegedly "validated" the BA questions...

BREAKING… BREAKING… BREAKING…

 

FAA LEGAL OFFICE WON’T ALLOW ANYONE IN FAA TO REVIEW BIOGRAPHICAL ANALYSIS/QUESTIONNAIRE DATA DUE TO “LEGAL CONCERNS.” HUMAN RESOURCES (AHR) LOCKS DOWN TEST AND DATA.

ALLEGED “VALIDATED TEST” FAILS TO MEET MINIMUM GOVERNMENT STANDARDS.

 

FAA TOP OFFICIALS CONTINUE TO STATE THAT THE TEST IS VALID – OUTRIGHT MISLEAD CONGRESS AND THE PUBLIC - DESPITE FULL KNOWLEDGE OF BA FLAWS.

 

BA TEST VIOLATES: The Standards for Educational and Psychological Testing and The Principles for the Validation and Use of Personnel Selection Procedures. FAA is scrambling to somehow “validate” these tests after they have administered them. FAA HR “requirement” is that the Civil Aeronautical Medical Institute (CAMI) validate employment tests. APTMetrics- outside entity allegedly “involved” in validation. More coming ……

 

THANK YOU CAMI AND L’ENFANT FOR REVEALING THIS SCAM TO THE PUBLIC

We have to find a way to address Congressional inquiries without hurting our case when it comes to litigation

 

*Molly R. Harris – FAA Deputy Administrator

 

DEAR CONGRESS: YOU ARE BEING LIED TO.

 

REPEATEDLY

 

IT’S THE FAA’S ONLY GAME PLAN. THEY ARE USED TO HOLDING YOU AT BAY UNTIL THE ISSUE “COOLS.” 

 

__________________________________________________________

 

*Dear Molly. Maybe you should start with the truth. As a Legislative Assistant for 10 years we would think that honesty with your former employer would be at the top of your list. Instead you are participating in a cover-up and trying to hide illegal activity from Congress. You're young- right from undergrad to DC. Then channeled into a high-paid FAA job without any real-world practical experience. Government employees who engage in cover-ups commit crimes. Maybe you've become brainwashed since Michigan. Shame on you. 

 

__________________________________________________________________

FAA Whistleblowers: Thank you for your continued revelations!!

 

We get around 50-60 emails tips on the “tips and comments” hotline from various internal FAA sources (DC and New Jersey lead the pack- yet Oklahoma City is not far off) for every one that is on the “tips and comments” page or other places on the website. For every dishonest person in the FAA there appear to be thousands of great public servants. Students and the American public thank you for exposing wrongdoing.

 

We respect your submissions and we will not publish your comments if you instruct us not to. Although the numbers are large we do our best to review the tips as quickly as we can. Keep in mind- we will not publish material that does not have supporting information. The focus is on corruption and the Veteran and CTI students that the FAA has decided to discard for the apparent personal gain of a small group of employees and former employees. 

 

We will also publish FAA guest editorials as well as other information gathered from other publications. The first few are below.

Guest Blog: FAA Goes Backward in Hiring Controllers

From: AvWeb

Recently, the FAA changed how it recruits candidates for ATC positions, focusing on hiring candidates from its FAA Air Traffic Collegiate Training Initiative (AT-CTI) program. This may seem logical, but the devil is in the details. Historically, candidates for AT-CTI program were evaluated on their work and educational experience directly related to ATC job functions, but this is no longer the case. Candidates for the AT-CTI program are now selected on much simpler factors. These include whether they have three years of work experience (any, not necessarily related to ATC or even aviation jobs), can they speak English and on their completion of a "biographical" survey.

 

Candidates who historically would have been given credit toward selection based on ATC-related experience or degrees from aviation colleges are now on the same footing as someone who worked for three years at a fast food restaurant. In essence, experience doesn't seem to matter anymore.  Candidates go into a virtual lottery and their biographical survey is the selection process. And it appears that candidates who are scoring very high on the historical measures for competency (the AT-SAT test) are not getting past the biographical survey. Competency doesn't seem to be the measure here.

 

The result is that candidates who are academically qualified aren't getting selected for the FAA AT-CTI program and it appears the washout rate since this change in hiring practices is increasing rapidly, at the taxpayer's expense, in my view. Candidates who had previously completed collegiate training programs at their own expense are now finding themselves unqualified based on the biographical survey, leaving their personal investment in training wasted and the cost to train candidates who passed the biographical survey but have no aviation background to be trained by the FAA at taxpayer’s expense.

 

This seems backward to me. Estimates of the value of collegiate training programs providing ATC training suggest that it has saved tens of millions of dollars in the past, but apparently we are throwing that away now. In effect, this makes  all of the degree programs offered by collegiate programs null and void. Why would I bother to do a degree in a program that won't make any difference in whether I get hired?

In the FAA's document "A Plan for the Future: 10-Year Strategy for the Air Traffic Control Workforce 2012-2021" (PDF), the FAA notes that, "Deploying a well-trained and well-staffed air traffic control workforce plays an essential role..." It is just my opinion, but I have to think hiring candidates who have already had a background of training from colleges or universities with long standing aviation-related air traffic control programs goes a long way toward fulfilling this goal.

 

The hiring process portion of the FAA document indicates three major categories of hiring sources. Previous controllers; Air Traffic Collegiate Training Initiative (AT-CTI) students and, last, the general public. These are specifically identified as individuals who are not required to have prior air traffic control experience. These, however, are the same applicants who are offered an opportunity to enter the FAA AT-CTI training program. This is where the problem begins.

 

It appears that applicants from the general public are given the same consideration as applicants who have formal collegiate training in ATC degree programs. In essence, an applicant to the FAA's AT-CTI training program who has no ATC-related training (but has three years work experience at any job) and an applicant who has a degree in air traffic control will be given the same chance at being hired. The selection factor that’s then applied is based on a biographical survey the applicants complete, not their applicable training background or skill set they bring to the job.

 

I can't help but be concerned that the changes in this selection process will bring negative effects to our aviation infrastructure. Candidates who were previously motivated to seek out and pay for their own training to become the best-qualified candidates for the FAA AT-CTI  program completion have lost that motivation. Their investment in this type of training only to hope they make it through a biographical survey would be a big gamble. The result is that we will get applicants from the general public with little or no relevant educational background. The lowest common denominator will get through. I don't think I want the lowest common denominator controlling the aircraft in our nation's airspace. And I don't think I want us spending taxpayer dollars on a program that has a high washout rate because it didn't select the most qualified candidates to begin with. 

 

Jason Blair is an active FAA Designated Pilot Examiner and CFI who consults on aviation training and regulatory efforts for general aviation companies

 

Guest Editorial:

 

How did we get in the mess we are now in?  The one that some in what is now ATO Finance refer to as “the Big Lie.” 

 

The story goes back to the middle of 2011 when ATO was considering yet another realignment to “allow it to enhance the quality of service(s) provided to the organization.”  Like everything else in the government, there is an acronym for that – BS.

 

Along about October of 2011, ATO senior management at the time met with the Administrative groups and with the former comptrollers.  The decision had been made that the admin side would unite into a single organization and “share” their services across the ATO.  That was not necessarily so with the Comptrollers.  While David Grizzle wanted a single financial organization, Rick Ducharme and the comptrollers were not too sure that made sense.  Why did Grizzle want this?  Because that’s how it is done in the private sector business community. (NOTE:  anyone who believes the FAA is a “business” or can operate like the private sector deserves to be allowed to work quietly in a padded office)  Conversely, the comptrollers were unanimous that this was a very bad idea.  For a while, they were allowed to develop a plan on how they SHOULD function in the new, “improved” structure.  Free rein, if you will, to develop their own business model.  The comptrollers spoke with their Vice Presidents and it was clear that they too did not want to lose the advice and service their Comptrollers provided or the relative safety of having financial expertise at arm’s length within their respective organizations to not only represent and protect their interests so that Peter would not constantly be robbed to pay Paul, but, figuratively speaking, to keep them out of jail– except for two of them.  (Does it really surprise you that the two just happened to be Big Mike and Little Joey T).

 

For almost three months, the Comptrollers formulated a proposal and regularly updated Michael McCormick, who, in a classic example of the Peter Principle, had now been designated to be the VP of Management Services.  Mr. McCormick responsible for more the $7B in Operations funds while at the same time, continuing the campaign with Little Joey T to get financial control away from the organizations and into a holding cell where it could be watched under armed guard. 

 

Finally, on January 8th of 2012, the Comptrollers met with McCormick – to whom, remember, they had been providing regular progress updates – and briefed their final proposal – almost.  Less than 30 seconds in, McCormick stopped the briefing and announced to the room’s surprise that the Comptrollers had “not done their job; had wasted time and not given him what he wanted."  

 

In hindsight, an interesting and revealing choice of words that now make sense. Not what McCormick had asked for; not even what he needed to move forward. 

 

What he WANTED.  

 



UPDATE…

 

Michael Huerta states "everyone passing BA is GUARANTEED a job..."

 

Hmmmmmm.. STANDARDS?

 

COMMENTARY BY ROBERT MARK- JET WHINE

NEWSFLASHES….

  • Taxpayer Ripoff Update: Last fiscal year day (September 30, 2013) Pinochijoe and Dirty D. illegally shift over 4.7 million dollars to Mary McMillan and TetraTech AMT (see below for more info)- via Task Order 0034. FAA gets no deliverables (nothing for the money) for over 7 months and counting, full amount of 2 year contract paid in advance to co-conspirators. Task Order 0024- Runway Safety another $1,501, 189.17 of taxpayer dollars shifted to Juggalo McMillan and Tech without ANY BENEFIT TO TAXPAYERS. Zero deliverables to the FAA.  Completely illegal. As ATO-1 looks the other way- Eric Rosenkranz (see below) - Juggalo's banker approves the "deals." David Keehan is the contracting officer...

 

  • Eric Rosencranz:identified as the shill being used by Pinnochijoe and Dirty D Boone- signs-off on illegal transactions by Juggalo leaders. Allows payments to chosen vendors without any vendor invoices, redirecting funds illegally at Pinnocijoe and Boones command. Note to H: all of this is illegal. Serious. Google it. Big Note To Eric: we all watch you getting aroused by hanging out with tiny Joe and well nourished Dave. It's pathetic. Please have some respect for yourself. They let you eat lunch with them because you give them cover. Don't become a McCormick. Save your manhood- and future. 

 

  • Taxpayer ripoff alert: Dirty D. Boone scamming the public on full per diem rates for over two years…as he tries to destroy the training program for commercial gain. "Based" in Indianapolis (sorry to the good people of Indiana) - for per diem purposes- he has a full time position in DC. Huge overcharges to the taxpayers for over two years. Corpulent and bloated Boone eats at the taxpayer trough- can't get enough taxpayer dollars in his abundant pie hole. Note to H: you aren't allowed to have a full time position in DC and then also collect DC per diem along with costs of travel- 15 flights round trip per year.  Approximately 100k per year TAX FREE in addition to his "fat" salary.  Even if it were legal to have a "temp. job" in DC - yet relect you lived in Indianapolis- after 30 days the rates are cut to 60%. Serious. Google it. NOTE to IRS: This is tax free money that is being scammed by one, of several FAA officials, on the "Juggalo screw the taxpayer enrichment plan."

  

  • Big BIG News Coming for ALL THE TEAMS regarding the CTC bid. New Program Manager brought in (Errrr…. Pinnochijoe “yes” man) to steer contract to the Juggalo’s pals- - still looking to Mary McMillan and TetraTech AMT- (and of course Hank, Ross, etc.). We will give you his name within a few days so when our “predictions” (check our past record) come true the bid protest will be easy (so will the criminal investigation). AND THE NAME IS:

 

 

JOE McCARTHY

 

He's a Pinnocijoe lackey from Safety brought over to screw the honest teams out of the CTC bid.....

 

UPDATE: MR. MCCARTHY RESIGNS – WILL NOT PARTICIPATE IN THE SCAM. CONGRATS TO JOE MCCARTHY.

 

  • News on Margaret “Peggy” Landgrover: specific details and testimony of Pinnochijoe lying under oath. Ms. Landgrover blew the whistle on Dirty D. and Lil Pinnochijoe a while back. Surprise , Surprise the Juggs were engaging in the same behavior. MSPB judge finds (BIG) for Ms. Landgrover – identifies Juggalo chief lil’ Joe as a perjurer. Of course, FAA looks the other way; allows proven liar and thief to run training and safety. NOTE TO 10A: This is a different animal- very different. Please Google Honey Badger. XO Hi Sasha!!

 

  • Chris Metts Update: trying to distance himself from PJ and Dirty D. Concerned about the statute of limitations for facilitating illegal transfers of program funds and is now keeping a low profile.  Dear Chris- thank you for finding your conscience; we are sorry it’s a little to late. Intentionally creating a safety risk for money is not acceptable for a public servant (outside PJ’s world). We understand PJ promised you and UVU big things once he starved the system of controllers and created a crisis. Ummm isn’t gonna happen. NOTE TO METTS: May want to pull Eric away- he's drinking too much of the Juggalo Kool-Aid. 

 

 

FAA EMPLOYEES LOOKING FOR INTEGRITY AND OVERSIGHT AT L’ENFANT ARE OFTEN HEARD WHISTLING THE CATCHY LITTLE DITTY:

 

Oh where Oh where has H. Clay gone, Oh where Oh where could H. Clay be….

$900,000 of Taxpayer Funds? Well..

 

You ain’t seen nothing yet:

 

Dear Congress, DOT OIG, FBI, etc. Please take note of the additional scams (one every day or so revealing more about PJ, Chris, David, Mary, Ross Lisa (sorry Lisa forgot you on the first go-around) and the gang)….

 

Pinnochijoe allegedly directed  FAA Technical Training to award TetraTech  AMT a contract for $4,753,763 (# DTFAWA-10C-00007 TO034) and demanded that it was to be fully funded in advance for the two year life of the contract. David Boone also demanded two year funding. It is highly unusual when a contract is fully funded up front. The immediate question is why? Can any of the clowns from Team Juggalo explain this unusual transfer of funds?

 

Two Executives from Tetratech AMT (including Juggalo Mary McMillan), allegedly improperly offered Technical Training personnel the use of TetraTech AMT personnel to write the government  Independent Government Cost Estimate (IGCE) and Statement of Work  (SOW), and informed Technical Training personnel that “we wrote IGCE's and SOWs for all other Safety Contracts we have. We do it to match our own numbers”. Subsequently, Tetratech AMT was notified by FAA Technical Training personnel that this unethical practice, although allegedly sanctioned by Joseph Teixeira, would be wrong and that Technical Training was fully capable of obeying the law and preparing it’s own IGCE and SOW as required by both the FAR’s and the FAA Acquisition Management System.



In addition:

  • Pinnochijoe allegedly took this task from another company which had expertise in Development of Tech training and gave it to a company with little past performance in this area. Tetratech AMT lacked both the capability and the expertise to develop technical training
  • This contract was a two year effort using Operations Funds. As such, it should be funded accordingly with at the minimum two one-year installments. Not fully funded for two years.
  • Pinnochijoe and Dirty  D demanded that the contract be fully funded for the two-year life of the contract in advance with the expiring FY13 funding. Both of them ignored numerous emails and notifications that it was illegal to fund this task in such a manner.
  • Pinnochijoe wanted to make sure that taxpayer funds were provided and fully committed even in the absence of any verifiable proof that the contractual requirement could or would be met by Tetratech AMT.
  • Many of the personnel hired by Tetratech AMT, though very well paid, seemed to lack even the basic qualifications required of the tasking. Some submitted resumes had no technical training expertise but did possess documented experience in real estate, which, to the casual observer has little or no relationship to experience in Technical Training development.

 

More to come including: Dear NATCA- PJ played you regarding lack of funds. Money (lots and lots of taxpayer money)  was being drained off to starve the training program and Raytheon’s Contract Instructional Services activities. 

OVERTHROW BY PJ…

VIOLATES CIVIL SERVICE RULES

 

CURRENT EMPLOYEES REFUSE TO ACCEPT BOONE AND PJ’S DEMANDS THAT THEY STEER PROJECTS AND FUNDS…

 

INSTEAD OF INVESTIGATING THE NUMEROUS REPORTS OF CORRUPTION FAA UPPER MANAGEMENT LOOKS THE OTHER WAY AS THE PLUNDERING CONTINUES…

 

*NOTE TO TERI BRISTOL: YOU ARE BECOMING COMPLICIT. ALLOWING HONEST EMPLOYEES TO BE REPLACED BECAUSE THEY WILL NOT COMMIT FRAUD FOR THE JUGGALOS IS NOT "SUPPORTING YOUR TEAM." EVEN IN "FAA MANAGEMENT 101." 

 

**BIG NOTE TO THOSE HOPING FOR A “CLEAN” CTC BID: CLOSELY FOLLOW THE ACTIVITIES OF THE GROUP BELOW. THEY ARE ALLEGEDLY  IN DC TO STEER THE BID TO PJ’S PALS.

 

Dirty D Boone and Pinnochijoe’s new per diem Baby Juggalos…

 

Randy C. Smith, Acting Deputy Director, AJI-2000- Indianapolis- (Dirty D toadie good ole' boy)

 

Wayne Coley, from Oklahoma City (Dirty's OKC eatin' and drinkin pal-and BIG D is well nourished

 

Steve Nauss, Acting Group Manager for the Policy and

Requirements Group, AJI-2300- Oakland (only guy with any experience- odd he was brought in...) 

 

R. Scott Kelley, Acting Group Manager for the Development and Curriculum Group- Colorado Springs (yep… another guy that uses a first initial like “H. Clay”…enough said)

 

SALARIES, BENEFITS AND AND PER DIEM COSTS EXCEED 1.5 MILLION YEARLY. JUST A DROP IN THE BUCKET FOR THE JUGGALOS AND FAA MANAGEMENT WHO “BLESSED” THE PURGING OF A NEW LIST- THE LIST OF EMPLOYEES WHO ARE STANDING UP AND DOING THE RIGHT THING.

 

FAA EMPLOYEES CONTINUE TO SEND INFORMATION; THE ACTS ARE BEING COMPILED AND REFERRED. TIPS ARE HELD CONFIDENTIAL UNLESS WE ARE TOLD OTHERWISE.

 

**BIG, BIG NOTE TO THE NEW BABY JUGGALOS: WHEN DIRTY D OR PJ ASK YOU TO “JUST SIGN OFF ON SOMETHING” READ IT TWICE AND RUN. THE SCAM IS OVER.

JUGGALO ASSISTANCE (“JA”)

12 STEP PROGRAM

*TOTALLY VALIDATED BY APTMETRICS

 

1. We admitted we were powerless over ripping off taxpayers —our lives had become unmanageable since we were exposed.

 

2. We came to believe that a power greater than ourselves, the criminal justice system, could restore us to sanity.

 

3. We have made a decision to turn our will and our lives over to the care of the federal penal system.

 

4  We have made a searching and fearless moral inventory of ourselves. If morally bankrupt, proceed to Step 5 (that means you PJ, Dirty D, etc.).

 

5. We know we must admit to Congress, to ourselves, and to the CTI institutions the exact nature of our wrongs.

 

6. We are entirely ready to have Congress and the Justice System remove all these defects of character (and all characters with defects).

 

7. We have made a list of all persons we had harmed, and became willing to make amends to them (i.e. - hire those CTI graduates wrongfully discriminated against through our secret, self-enrichment scheme- and pay millions and millions back to the taxpayers).

 

8. We will make direct amends to such people wherever possible, except when to do so would injure them or others.

 

9. We will continue to take personal inventory, and when we are wrong, will promptly admit it.

 

10. We sought through secret Juggalo meetings to improve our relationship with the taxpayer and Congress, praying only for administrative FAA penalties rather than criminal referrals.

 

11. We have had a spiritual awakening as a result of being exposed, and the fear of criminal prosecution, as such we tried to carry this message to other fraudsters.

 

12.  We will make a covenant to never lie, cheat or steal again.

 

 

*DEAR JUGGALOS-a group of very concerned CTI students took what funds we had, after paying off our student loans, and hired some of our parents to help with your illness. Please note we only want the best assistance possible and want to help the most diverse group of Juggalo applicants. To make sure we achieved our goals the JA is professionally validated. We can’t tell you how but rest assured it is completely fair.

New ATO-1 Teri Bristol tasked with internal FAA damage control. Memo is written telling FAA how to "answer" public questions. Same old shell game. We guess you aren't going to clean up the mess Teri. Shame on you.

 

One of the Chief Juggalos, insane clown Michael McCormick (who was part of the CTI Telecon scam) was defending the process internally yesterday on an FAA Supcom (Supervisory Communication Telecon). Of course, all of the FAA field managers were laughing at Joe's Stepford mouthpiece.

 

NOTE TO FAA UPPER MANAGEMENT: The field NEEDS qualified applicants (including CTI's and veterans). Please stop embarrasing yourself by having hack McCormick give grandiose and grossly unrealistic propaganda broadcasts to the field facilities. He sounds like exactly like "Baghdad Bob."

Teri's Cover Up Email:

FAA ATO-1 (JT's) "boss" Covering For The Juggalos... Memo Here

 

In Order to recruit a “BETTER QUALIFIED CANDIDATE” ……BAHAHAHAHAHAH 

 

"REDUCE COSTS ASSOCIATED WITH TRAINING " so we purge a list of over 3,000 CTI graduates who passed the AT-SAT (at little costs to the government) - everyone knows someone with no aviation experience is LESS costly to train than a veteran with a CTI degree....

 

BAHAHAHAHAHAHAHAHAHAHAHAHAHA- OMG- STOP TERI YOU'RE KILLING US.....

FAA TELECON OF JANUARY 8, 2014 - READ IT HERE

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