Liars Cheat and Cheaters Lie
The effort to achieve a diverse workforce in any organization requires a thoughtful and determined effort. It’s a noble pursuit. No clear thinking individual disputes that a diverse workforce ensures the American Dream. The ATO has been working diligently with its partners in the AT-CTI program for years to increase number of minority and women CTI graduates. This change doesn’t happen overnight. The diversity statistics show that the CTI institutions do a magnificent job of providing a diverse, and just as importantly, a well-trained workforce.
Even with the school’s best efforts the number of minority and women who do graduate is entirely dependent on the number of these students who enroll. Low enrollment yields low graduation numbers. That is why recruiting is so important.
The Next Generation Air Traffic System needs a highly-educated and highly-skilled controller workforce. It also needs to be diverse as well. There is only one way to achieve this desired state; recruit and support minorities and women through a college or university in programs like the CTI program. Off the street candidates face an immense hurdle in making it through the FAA’s field training programs. Without proper training it is very difficult for any individual to succeed in the field.
However, for those who cannot wait, a more expedient way to achieve diversity is simply cheat. You will end up with a diverse workforce but at what cost?
It might seem unthinkable to you that the Federal Government would conspire with a rancorous group of people whose stated goal is to increase the number of blacks in the FAA-ATO by any means necessary. But that may be just what has happened here.
It is a well-known fact that the FAA-OHR headquarters in Washington D.C. is over-represented by African-Americans. It is not a “diverse” segment of the FAA by any stretch of the imagination. And some of these employees are also members of the approximate 1,370 member National Black Coalition of Federal Aviation Employees (NBCFAE). The line gets blurred when you try to determine if an OHR employee is working for the FAA or the NBCFAE. It is doubtful that you can find any directive within the FAA that requires its employees to cut backroom deals with any special interest group. In fact it is expressly forbidden. That is the reason FAA Administrator Randy Babbitt refused to cave in to the NBCFAE four years ago. The FAA cannot negotiate with the NBCFAE, or any other special interest group for that matter.
Babbitt was replaced by Michael Huerta. Huerta doesn’t seem to have any problem hanging out with special emphasis groups. As soon as he arrives the wheels start coming off the CTI program. Is that a coincidence? Perhaps, but in light of the information that has surfaced recently you may think that the back-room deals are back in vogue.
This brings us to the present situation regarding the February 10thGeneral Public Announcement for air traffic controllers. When you consider that some FAA-OHR employees work as OHR hiring officials during the day and then put on their NBCFAE hat at night, you start to wonder. In fact the message from Roosevelt Lenard clearly states a goal of the NBCFAE was to scrub the CTI graduate list. Of course AHR-1 (Carolyn Bostick) gave Mr. Lenard those assurances, once again, last month. See the document above this story.
Is there a scheme in place to deny successful CTI candidates a job offer from the FAA? We may never know, but it seems reasonable to ask; why did the OHR tossed out approximately 3,500 CTI graduates who had previously passed the assessment; why has the OHR unilaterally introduced a Biographical Questionnaire that is filled with bizarre questions; why will the OHR drop the cut line to a ridiculous level (no high school education required) and thereby create an enormous pool of supposed “well-qualified candidates"; why is the OHR not interested in your achievements at a CTI school; why has the OHR created an automated resume scanner that will search out key words in your resume; why has the OHR apparently shared information with the NBCFAE the key words that will be searched by the automated resume reader; why will the OHR make a “random” selection of 700 applicants from a pool of 8,000 to 10,000 applicants using their top-secret key-word search as the primary tool to separate candidates? These types of questions make you wonder what is going on.
So for the CTI student and CTI graduate the question is what to do. You can make your own decision. If you decide to partake in this General Public Announcement do so with the understanding that the deck is stacked against you. Also, be aware that the OHR designed this Biographical Questionnaire and may have passed on to members of their NBCFAE constituency the key words that the automated resume reader will be searching for. If you decide to pass on this exam and give up, you are doing exactly what the OHR and their alter ego, the NBCFAE, want you do to.
Shelton Snow, President of the NBCFAE Washington Suburban Chapter sent an email to prospective candidates telling them that it was very important that they put NBCFAE in their resumes. He also recommended the applicants change their email address to something that would stand out in the search with a peculiar recommendation that applicants change their email to something similar to Denzel.Washington@yahoo.com. Not all members of the NBCFAE support this radical push to intentionally discriminate. In fact, many are completely opposed to the high-jacking of their organization by a militant racist group.
When these issues were discussed with Joseph Teixeira, FAA Director of Training and Security, on the January 8th telecon he assured the telecon participants that the FAA had absolutely no contact with any special interest groups. It was known at the time he was lying (or was incredibly ignorant). Either way, the scheme to intentionally discriminate against the entire group of CTI graduates who had successfully passed the ATC assessment has been exposed. Teixeira is a stubbornly insular bureaucrat working inside the FAA Headquarters. So do not expect any immediate action from him; he will need to be prodded. (Note to readers - we will soon post internal briefings prepared by the FAA and their contractors specifically FOR special interest groups. All CTI schools were intentionally excluded from these briefings by Teixeira and/or OHR).
The entire FAA, starting from Huerta on down, needs to be criminally investigated due to these fraudulent schemes emanating from the Office of Human Resources. This intentional discrimination is the most disgusting thing we have ever heard of from any governmental agency at any time, past or present. If the employees of the FAA let these OHR Knockout Games continue it will be a turning point in race relations within the agency. The controller workforce will be hamstrung for the next twenty five years by labor strife; not labor vs management but African-American vs all other races. This is completely unfair to those in both camps including the honest and non-racist members of the black community. The FAA has an important decision to make here. They can either cave in to threats and demands from special interest groups or they can follow federal law, as well as FAA directives and guidelines, with meticulous exactitude. No need to vacillate, just do the right thing and do it fast.
FAA HR/Civil Rights crew eliminate list of approximately 3,000 well qualified CTI graduates waiting to be placed due to pressure by NBCFAE.
FAA intentionally misleads the GAO and tells them that they are testing a CTI pilot program- during the time they are actually conspiring to destroy it....
We think intentionally misleading Congress may cause problems....BIG problems.
You can follow the link below to read the transcript from the January 8th telecon between the CTI Colleges and the FAA. It includes a commentary showing exactly what was wrong with what the FAA representatives claimed.
3,500 Well-Trained Applicants Have Been Waiting Years While The FAA Concocted A Discriminatory Policy
The FAA abruptly changed their hiring process for air traffic controllers in January, 2014. This arbitrary change of process created an immediate adverse impact for nearly 3,500 citizens who had previously applied for openings in the FAA for air traffic controller positions. These applicants, a mixture of all races and genders, all met the initial qualification requirements and subsequently passed the FAA Air Traffic Selection and Training (AT-SAT) test. The hiring process change allowed the FAA to close out (cancel) the entire list of these applicants. The FAA then instructed the applicants to reapply if they were still interested in the position.
These 3,500 citizens all have one common affiliation; each and every one of them is a graduate of the FAA Air Traffic – Collegiate Training Initiative (CTI) program. To date, the FAA has not given a legitimate reason why they took this action against the CTI graduates. The silence from the FAA on this matter raises suspicion why they are refusing to talk about it. Their only communication is in a letter that states they are implementing changes to improve and streamline the selection of air traffic control specialists (ATCS). That is surprising since their proposal to “improve and streamline” is actually retrogression to a failed hiring system that was essentially abandoned in the 1990s. And even more glaringly pretextual as the FAA has approximately 3,500 well qualified CTI applicants already on the role and processed through the AT-SAT. As the need for controllers is great- and timeliness is an issue- it is incomprehensible that the FAA would dump these students when the need is so critical. Starting the process from scratch will result in significant time delays. More insulting is the fact that they “lose their place” in line.
For nearly 20 years the FAA has partnered with numerous colleges and universities in the successful CTI program that supplied the FAA Air Traffic Organization with qualified candidates for developmental air traffic control specialist positions. This proven training program has saved the FAA untold millions of dollars in training costs and has provided the control rooms around the country with a highly-educated, highly-motivated and diverse workforce.
This current cohort of candidates represents a cross-section of the general population. The FAA’s own studies points to their diversity. When the FAA turns its back on the 3,500 CTI applicants they are turning their back on many women and minority candidates who have successfully graduated from various 2-year and 4-year institutions around the country. This unilateral and arbitrary decision by the FAA, shrouded in mystery, has crushed the hopes and dreams of these young people. In fact, by basing their decision on a study (Barrier Analysis) that doesn’t even support their conclusion (the applicant pool has barriers to minorities) the FAA is engaging in intentional discrimination against the 3,500 students that have already passed all of the FAA’s prior validated hiring requirements.
This decision was ill-timed and without justification. It needs to be immediately rescinded. The FAA should immediately re-contact all 3,500 candidates and notify them that their applications are valid and that the normal application process will continue without interruption.
This is the abstract on the full report on how the FAA revamped the AT-SAT to allow minorities, who were not scoring as well on the test compared to white test
takers. You can read the full report in the Docs and Files page.
The Air Traffic Selection and Training (AT-SAT) test battery is the selection tool for applicants for Air Traffic Control Specialist (ATCS) positions within the Federal Aviation Administration (FAA) who have not previously been employed as an air traffic controller. AT-SAT is an aptitude test developed to predict the likelihood of successfully learning ATCS skills. Before operational use, however, concerns were raised about the low passing rate of incumbent (who are fully trained and certified) ATCS personnel (who participated in the initial research) and score differences between groups, which could result in adverse impact (possible unfair discrimination). To address these concerns, the subscores of AT-SAT were reweighted, and the additive constant was changed to yield a new total score. The present study compares the original and new scoring methods using data from 724 developmental ATCSs who volunteered to take AT-SAT. An average increase of 4.86 points was found with the new scoring method; the notional passing rate (achieving a score 70) changed from 58.8% to 80%. American Indian/Alaskan Native, Hispanic, and black participants showed the greatest average increase in overall scores, 6.97, 6.98, and 7.02, respectively. The increase in scores of Hispanic and black participants was significantly higher than the increase in scores for white participants [F(4, 689) = 6.186, p < .001]. However, a chi square analysis showed no differences between groups for the number of participants whose failing score with the original scoring method changed to a passing score with the new scoring method. Additionally, a Spearman rank correlation coefficient of .85 was found between the two scoring methods, indicating that the ranking of individual participants did not change significantly. Moreover, no differences were found between groups in rank ordering of the two scoring methods. No significant gender differences were found between the scoring methods, with the scores for males increasing an average of 4.58 points and scores for females increasing an average of 5.67 points under the new weighting method. This study found that the new weighting formula has benefited all groups and is likely to reduce the potential of adverse impact.
This is a story from one of the CTI students that attended the Virtual Job Fair on January 29th 2014:
First I asked
“Hello, some questions from Biographical Questionnaire have been released, (the BQ that is gate keeper to getting a chance to (re)take the ATSAT) questions like - "what magazines do you read?" - "what tv shows you watch are on it". Can one of the admins please explain the reasoning behind these questions?
I asked this question 3 times in the group chat. It went completely ignored by the admins.
I then private messaged this question to 5 different HR reps in the virtual exhibit booths”
I received one response that basically ignored the question.
Then I was booted from the system.(weird?)
Then I logged back on an the chat attached is what ensued.
Another story from a separate CTI Graduate:
(CTI Graduate) "Is my application considered any differently that someone else that meets the minimum requirements?"
"Is my application more favorable because of my previous involvement in the CTI program that the FAA initiated"
The following is from an FAA representative during the group chat at the Virtual Career Fair:
Matthew Borten (FAA Representative)
MORE INFO ON BQ QUESTIONS: The Biographical Questionnaire (BQ) is a 145-item inventory that was developed based on items from Owens’ Biographical Questionnaire (Owens & Schoenfeldt, 1979). The BQ items tap eight areas:
1) educational background,
2) prior military or civilian experience in ATC,
3) importance placed on various factors (e.g., salary, benefits, job security),
4) time expected to become an effective ATCS,
5) commitment to an ATCS career,
6) work-related attitudes,
7) expected satisfaction with aspects of ATCS careers, and
8) general personal infor- mation (e.g., socioeconomic status growing up, alcohol and tobacco usage; Collins, et al, 1992).
This is the latest letter sent by the FAA to former applicants. The biggest change is the change from "progressive" work experience to "full time" work experience.
The Federal Aviation Administration (FAA) is implementing changes to improve and streamline the selection of air traffic control specialists (ATCS). Your standing in our current applicant inventory is being impacted by these changes.
Specifically, the current applicant inventories, including your application, are in the process of being closed and will no longer be utilized. A new applicant inventory will be established based on a February 2014 announcement. Any prior application that you submitted will no longer be considered. You will need to apply for the February announcement in order to compete for entry into the new inventory and to receive further consideration for employment as an ATCS.
An overview of the other changes being made to the ATCS hiring process includes:
- A nationwide competitive, FG-01, vacancy announcement open to all U.S. Citizens will be issued in February, 2014. Any individual desiring future consideration for employment must apply under the new process during the open period of the vacancy announcement. Applicants with tentative offer letters of employment will continue to be processed.
- All applicants will be evaluated against the same qualifications criteria. Specifically, applicants must possess at least three years of full-time work experience or a bachelor’s degree, or a combination of the two to equal three years.
- The pre-employment test has been revised. The revised test is comprised of a two-part process including a questionnaire completed during the initial application and a subsequent test administered post-application. The subsequent test will only be administered to those who meet the qualification standards and pass the applicant questionnaire.
- All applicants will be required to take and pass the new assessments in order to be referred for selection consideration.
- A single vacancy announcement will be used for all applicant sources, resulting in a single nationwide referral list containing all qualified candidates who meet the qualification standards and pass the pre-employment test. Although applicant geographic preferences will be considered, geographic preferences will no longer be used for referral or selection and those selected may be placed anywhere in the United States.
We recognize this is a change from the previous application process. If you have questions or need further clarification of these changes, please feel free to contact Aviation Careers at 405-954-4657 Monday to Friday from 8:00 a.m. to 4:30 p.m. Central Standard Time.
Deputy Assistant Administrator for
Human Resource Management
We are students and veterans who believe those who serve in the military or graduate the CTI Program are better prepared to enter the air traffic control specialist career path. CTI and veteran students of all races and genders perform better and certify at a much higher rate than off-the-street candidates. The FAA is well aware of this fact, yet due to alleged discrimination, that their own studies disprove, the FAA has effectively eliminated the CTI/ Veteran special hiring pool.
PLEASE TAKE NOTE: we are NOT affiliated in any way with the CTI school association or the CTI connection groups.
We are an independent source advocating for current CTI students, VRAs (Veterans) and former CTI graduates as well as exposing alleged corruption by FAA employees.
If our website is too harsh for you we kindly ask that you go elsewhere so you are not offended. If you are interested in the actual story behind FAA managers who have abused the public trust- welcome.
Please see the tipline on the menu at the top in order to blow the whistle on FAA corruption. To date hundreds of employees have sent in information and tips regarding fraud, waste and abuse.
Teixeira's Boss Does Nothing ??
Teri, Mary and Joe Show
BETRAYAL OF THE PUBLIC TRUST- PLEASE SUBPOENA THIS MAN'S EMAIL COMMUNICATIONS
Oh where oh where has Juggalo CHRIS METTS gone, oh where oh where could he be…
After recusing himself for channeling Juggalo money to Tetra and others, Chris Metts goes DEEP DEEP UNDERCOVER (that’s for you PJ because we know you get off pretending to be a spy- we know the real story Pinnochijoe) trying to distance himself from the Juggalos.
NOTE TO CHRIS: Either come clean now Chris- or you’ll NEVER get the chance. Little Joey’s empire is crumbling away fast- and he will make YOU the fall guy. HELPFUL HINT #1: You may want to ring up Bill Nixon and get some REAL advice. HELPFUL HINT #2: If Bill tells you to just lay-low- errrr… get another “adviser.”