Comparison of BQ Answers
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You make a valid point. Some combinations will be more frequent than others among a population, and hence why it is believed by the FAA that such a test has predictive ability in determining who will be successful in ATC training. If it was truly random there would obviously be no predictive value. Nevertheless, approaching the question from randomness is where you would first start, and then you could weigh things differently as more data is obtained. But you are right, the likelihood of the questionnaire being answered exactly the same is somewhat greater than what true randomness would suggest. I'm missing far too much info to calculate that (and don't even care to do so), so I went with the starting point of basic probability.
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By all three I assume you mean your coworker, his son, and his nephew, correct? Fair enough. I have no problem admitting my mistake.
It makes me very curious to see how this questionnaire is scored and measured then. I suspect questionnaires with the exact same answers would get flagged by the system, so I wonder where it goes from there.
Thanks, however there are only 31 responses so far on that thread (31 out of 28,000 applicants?!) and not all of them are saying "yes they got picked" some are saying they did not get chosen. Just saying...
1 -How would you describe your ideal job? (Top answer: ability to decide for myself...)
You will be trained to do it one way, with some slight variations allowed, but you will never reinvent the wheel. you do it the way youre taught because thats the way it works, thats the way its been done, deviate from the standard way and it will throw people for a loop in the cab or radar room.
2 -In the past, what did you do when you were working on something and nothing seemed to go right? (Top answer: took the day as it came, remained upbeat)
I dont know one controller in my 9yrs (3 usaf, 5 faa) that didnt voice their frustrations after missing a hole, being late on a turn to final, or missing a traffic call. But ces la vie, you wouldnt necessarily be "angry" but you let others know and show your "tell" of being frustrated and keep working waiting for your turn to go on break to vent to whoever else is on break.
3 - It takes hard work and persistence to be an outstanding employee on most jobs. (Answered by 81%)
Time. In this career its time thats important. (And a little bit of who you know). Hard work and persistence is great and all but you need to experience things on position to get better, its not all bookwork and studying, its seeing it and responding to it.
4 - People who know me would say that when things go wrong I... (top answers: extreme tolerance / good balance of frustration and calm)
Sure, cotton candy answer and id have picked "get frustrated when things go very wrong". But I can not stand errors. I get frustrated on myself for doing something wrong, if I waste a hole on the intersection, if I miss a turn to final, if my trainee forgets to ensure an ATIS. We will never be perfect, its impossible. And it bleed over into life outside of work and it will suck.
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Is there anyway to see what the ppl who were eligble put down on the BQ? And on the other end see what ppl put down that got them not eligible?
I like how current FAA controllers who took the test for a chuckle were rejected. Guess they aren't FAA material.
What's really flawed about this test is that its what people "say" they are. How do you self evaluate your aggression anyways? You may be aggressive with getting work done but passive and non-confrontation socially.
I wonder if some those who were selected just faded what they thought were a popular answer and in tie-break situations went against the grain. A smart tactic going up against 28,000.
What's really flawed about this test is that its what people "say" they are. How do you self evaluate your aggression anyways? You may be aggressive with getting work done but passive and non-confrontation socially.
I wonder if some those who were selected just faded what they thought were a popular answer and in tie-break situations went against the grain. A smart tactic going up against 28,000.
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Yeah, so pretty much the dude who collected all the responses now has a pretty package of surveys taken by people who both passed and didn't pass, but all we get to see is the results of BOTH groups added together? That's meaningless to me.
Post the results separately for those who passed and those who didn't pass. Otherwise these results are meaningless.
Post the results separately for those who passed and those who didn't pass. Otherwise these results are meaningless.
All,
I have recently been contacted by some people in regards to this comparison of BQ answers. I can't go into too much detail about the situation, but will not be publishing any further information on the data that has been collected. The information has not been distributed to anyone or seen by anyone buy myself. Everything has been deleted.
I deeply apologize for wasting all of your time and had hoped to help everyone. This account will no longer be in use and no further updates will be made on this thread.
I have recently been contacted by some people in regards to this comparison of BQ answers. I can't go into too much detail about the situation, but will not be publishing any further information on the data that has been collected. The information has not been distributed to anyone or seen by anyone buy myself. Everything has been deleted.
I deeply apologize for wasting all of your time and had hoped to help everyone. This account will no longer be in use and no further updates will be made on this thread.
More honestly? That's how you're SUPPOSED to answer., I passed and got selected because I was apparently honest and consistent? Why wouldn't you be honest? That's not what the FAA is looking for- a fake
I think this entire thing was FUBAR from the beginning and the FAA doesn't even know why people were kicked out.
The federal government is required to ASK for voluntary self-disclosure of race, sex, etc. for statistical purposes only. However, merit principles prohibit the use of race, sex, etc. in making (or not making) any personnel decision or action.
An example of statistical analysis would be analyzing the pass rate on the BioQ by sex. If women passed the BioQ at less than 80% of the pass rate for men, then that could be considered evidence of disparate impact under the Uniform Guidelines on Employee Selection Procedures (29 CFR 1607). Such a finding (uncovered, for example, in the course of discovery for a Title VII class action lawsuit) would be the basis for making a prima facie case of illegal discrimination in employment on the basis of race. The prima facie case is the 1st hurdle the plaintiff/complainant has to clear in a Title VII case. No prima facie case, the suit dies.
Oh, a failure to keep such records (of voluntary disclosures of sex, race, etc.) can be taken by fact-finders as evidence of discrimination (see 29 CFR 1607 "Where the user has not maintained data on adverse impact as required by the documentation section of applicable guidelines, the Federal enforcement agencies may draw an inference of adverse impact of the selection process from the failure of the user to maintain such data,"
http://www.ecfr.gov/cgi-bin/text-idx?SID=8ec60b8af473bfc87af895a5895e44fc&node=29:4.1.4.1.8.0.21.4&rgn=div8
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