How many times can I take the At-Sat?

kls1981

Rookie
Feb 6, 2009
41
0
6
Sandusky, Ohio
I thought I remember seeing this somewhere. I know you have to wait one year before retaking it but is there a limit on the amount of times you can take the At-Sat?

Thanks,
Ken
 

spades

What's happening?
Apr 20, 2009
794
10
18
I thought I remember seeing this somewhere. I know you have to wait one year before retaking it but is there a limit on the amount of times you can take the At-Sat?

Thanks,
Ken
Yes...twice.
 

ladiesolo

Trusted Member
Jun 19, 2009
388
1
18
One of the gentlemen that administered the AT-SAT told us we could only take it no more than twice in a lifetime.
 

BoomerSooner77

I am rubber, you're glue.
Oct 8, 2008
1,399
24
38
Plano, TX
The HR policy is not really clear. They refer to a 1st and 2nd score which could be interpreted as you can only take it twice... HOWEVER, there is no language that states a maximum number of attempts. You need to contacts Aviation Careers via email for their interpretation which would be the overriding interpretation.

# Re-testing or re-examination using AT-SAT:

1. Re-testing is not guaranteed: Applicants must apply through an appropriate and available hiring procedure or be participating in a recognized AT-CTI program to be considered for re-testing.
2. Individuals who pass: Applicants who pass the AT-SAT with a score of 70 or above are eligible to retest one year (12 months) from the initial test date. Regardless of the score, the second test score replaces the first score.
3. Individuals who fail: Applicants who fail the AT-SAT with a score of below 70 may retest one year (12 months) from the initial test date. Regardless of the score, the second test score replaces the first score.
4. Individuals who do not complete taking AT-SAT: Applicants who do not complete the test may retest one year (12 months) from the initial test date.
5. Exceptions to the one-year waiting period: Exceptions to the one-year waiting period may be made in situations where candidates are unable to complete the test for technical reasons; such as power failure, where the test administrator must stop the test for other reasons that are outside the candidate's control, and in a limited number of other cases as specified by the agency.
 

BoomerSooner77

I am rubber, you're glue.
Oct 8, 2008
1,399
24
38
Plano, TX
I guess for those interested in the entire HR policy regarding AT SAT testing... here you go...

HRPM EMP-1.7 (Series 2152)

Updated: 1:50 pm ET April 30, 2007
Testing Policy for Filling Entry Level Air Traffic Control Specialist Positions in Terminal and En Route Options

This Supplement applies to: Filling entry-level air traffic control specialist (ATCS) positions in the terminal and en route options.

Supplement established on: April 1, 2007

This version effective: April 1, 2007

Use this supplement in conjunction with: EMP-1.7, Qualification Requirements

Background information: This supplement replaces Policy Bulletin #8. Changes were made in this supplement to include increasing the valid period of an Air Traffic Selection and Training test score from 2 years to 3 years. Other changes made were to bring the document into agreement with the Air Traffic Organization (ATO) structure.

Changes made to this document were coordinated between AHR and ATO. References to ATO internal administrative processes, roles, and procedures have been deleted. Responsibility for determining who must take AT-SAT was deleted as that is covered by this supplement and would be covered by the change procedures for the Human Resources Policy Manual. Reference to Human Resources Management Division, Mike Monroney Aeronautical Center, AMH-1, internal standard operating procedures has also been deleted.

1. Policy: Individuals covered by this supplement are required to pass Air Traffic Selection and Training (AT-SAT) prior to employment as an entry level ATCS in the terminal and en route options. AT-SAT is used in place of the Office of Personnel Management (OPM) written test for ATCS candidates and any further screening previously required, specifically the FAA Academy Screening Program or the Pre-Training Screen.
1. All candidates must meet the established qualification requirements or alternatives in accordance with the guidelines contained in EMP-1.7, Qualification Requirements.
2. Applicants seeking entry-level positions in the flight service option are subject to passing the OPM test for ATCS positions.
2. Definitions:
1. AT-CTI - Air Traffic Collegiate Training Initiative: A program established for employment of entry level ATCS in the terminal and en route options.
2. AT-SAT - Air Traffic Selection and Training: Computer based examination that screens potential candidates for entry-level ATCS positions in the terminal and en route options.
3. COTR - Contracting Officer's Technical Representative: Refers to a Government employee who certifies payment and coordinates contracts with the contractor.
4. NET - Notice of Eligibility to Test: A notice issued applicants to take the AT-SAT test.
5. NOTR - Notice of Test Results: A notice that does not reflect eligibility for ATCS positions, but gives results of the test.
6. "On-Hold" Rule: Students in the AT-CTI program with an AT-SAT score of 70 or above will be placed in a "hold" status until the applicant graduates from an FAA approved AT-CTI program. The score is activated upon graduation and is valid for 3 years from the student's graduation date. The "on-hold rule" applies only to those students in the AT-CTI program.
7. SMS -Score Management System: A database that stores and maintains applicant AT-SAT test scores.
8. VRA - Veterans Readjustment Appointment: A special appointing authority by which agencies can, if they wish, appoint eligible veterans without competition to positions up to the applicable pay band permitted by FAA policy.
3. Coverage:
1. The following groups of individuals must pass AT-SAT to be eligible for selection for entry level terminal and en route ATCS positions:
1. Individuals applying under a vacancy announcement open to the general public;
2. Candidates applying based on successful completion of AT-CTI programs;
3. Individuals who are part of the OPM inventory who did not take and successfully pass the Pre-Training Screen;
4. Former military personnel (with or without ATC experience) who apply to a specific vacancy announcement that states that passing AT-SAT is a qualification requirement;
5. Entry level internal applicants (e.g., selections under provisions outlined in EMP-1.14, Permanent Internal Assignments).
2. The following groups of individuals shall not be required to take AT-SAT to be eligible for selection:
1. Former FAA controllers seeking reinstatement (e.g., former PATCO controllers);
2. Former military controllers who are eligible and are selected under a Veterans Readjustment Appointment (VRA);
3. Department of Defense civilian controllers (DOD 2152's);
4. Former military controllers selected under the Retired Military Air Traffic Controllers Program.
4. Program Administration
1. Test Administration:
1. Contractor conducted testing: AT-SAT may be administered by a test company awarded an FAA-wide government contract to provide AT-SAT testing services.
2. Government conducted testing: Under special circumstances, ATO may request that AHR conduct testing at certain locations without the involvement of the contractor.
3. Selection to take AT-SAT: Passing AT-SAT is an eligibility requirement for entry-level employment in the terminal or en route options. Selection to take the test battery shall be in accordance with merit principles.
2. Travel and transportation to an AT-SAT test site: Applicants are responsible for all travel expenses incurred to and from an AT-SAT test site.
3. Re-testing or re-examination using AT-SAT:
1. Re-testing is not guaranteed: Applicants must apply through an appropriate and available hiring procedure or be participating in a recognized AT-CTI program to be considered for re-testing.
2. Individuals who pass: Applicants who pass the AT-SAT with a score of 70 or above are eligible to retest one year (12 months) from the initial test date. Regardless of the score, the second test score replaces the first score.
3. Individuals who fail: Applicants who fail the AT-SAT with a score of below 70 may retest one year (12 months) from the initial test date. Regardless of the score, the second test score replaces the first score.
4. Individuals who do not complete taking AT-SAT: Applicants who do not complete the test may retest one year (12 months) from the initial test date.
5. Exceptions to the one-year waiting period: Exceptions to the one-year waiting period may be made in situations where candidates are unable to complete the test for technical reasons; such as power failure, where the test administrator must stop the test for other reasons that are outside the candidate's control, and in a limited number of other cases as specified by the agency.
4. Valid period: Applicants' scores are valid for 3 years, except for AT-CTI students who use the "on-hold" rule. AT-SAT results may be used for any hiring source during the valid period.
5. Qualification Requirements: All qualification requirements of the position to be filled (e.g., maximum entry age, etc.) must be met before entering on duty.
5. Program Responsibilities:
1. Office of Human Resources Management Programs and Policies, AHP, is responsible for:
1. Conducting testing and providing the COTR for test administration contracts;
2. Testing procedures;
3. Exceptions/decisions to re-test candidates that are not addressed in the standard operating procedures (SOP's);
4. Resolving unusual testing problems;
5. Approving/disapproving requests received from ATO for special testing sessions;
6. Responding to inquiries from outside entities (e.g., Congress, etc.);
7. Certifying contractor invoices for payment; and
8. Contacting the contractor regarding any incidents.
9. Programming, maintenance, and operation of staff acquisition software applications and appropriate interfaces to:
1. Support the generation of lists of applicants eligible for AT-SAT testing
2. Record applicant AT-SAT test scores for use in referral of applicants; and
10. Providing user instructions, training, and technical support to AMH-300 relative to the staff acquisition software applications and interfaces.
2. Vice President of Business and Acquisition Services, ATO-A, is responsible for:
1. Communicating the ATO's testing needs and hiring requirements to AHR;
2. Funding AT-SAT testing.
3. Office of Human Resource Management, Aviation Careers Division, AMH-300, is responsible for:
1. Exchanging information about examinees with the test administration contractor;
2. Day to day resolution of testing problems such as determining if "no-shows" may be re-scheduled, etc.;
3. Maintaining the SMS database of who has taken AT-SAT and their scores;
4. Serving as the single point of contact for the contractor for issuing test authorizations;
5. Providing the names of AT-CTI candidates to be tested;
6. Resolving candidate problems, such as authorizing extensions for testing periods or retest issues;
6. Recruitment: See the Human Resources Policy Manual (HRPM) chapters Permanent External Hiring (EMP-1.10) and Permanent Internal Assignments (EMP-1.14).
7. Referral of Applicants: The category grouping method, in which candidates are divided into "qualified" and "well qualified" groups, is mandatory when referring applicants who have passed AT-SAT. AMH-300 is responsible for grouping candidates. Applicants are grouped as follows:
1. Well-Qualified applicants are those who passed AT-SAT with a score of 85 or higher.
2. Qualified applicants are those who passed AT-SAT with a score of 70-84.9. The provisions outlined in EMP-1.12, Veterans' Preference in Hiring, apply when making selections under external competitive appointment procedures. Also refer to the HROI entitled, Method of Evaluating Candidates.
Note: This section should not be interpreted to mean that only scores of 85 or above are acceptable. Using the category ranking method, selecting officials may request the names of all candidates or only those in the well-qualified group (all CP and CPS veterans who pass the test must be referred regardless). If there are an insufficient number of candidates in the well qualified group, all candidates from the qualified group must be considered before resorting to testing more applicants for the same hiring effort.
8. Exceptions: Requests for exceptions to provisions of this policy should be submitted to the Manager, HR ATO Support Team. Exceptions are considered on a case-by-case basis. A request for an exception must clearly describe the exception requested, the reason for the request, and the impact if the request is granted.