United States Department of Transportation
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Corporate Creators:United States. Department of Transportation. Federal Aviation Administration. Office of Aviation. Civil Aerospace Medical Institute ; United States. Department of Transportation. Federal Aviation Administration. Office of Aviation. Civil Aerospace Medical Institute. Aerospace Human Factors Research Laboratory
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Abstract:Demand for new civilian pilots continues to grow as the world’s aviation system expands. U.S. mainline and regional air carriers will need about 1,900 to 4,500 new pilots per year (U.S. Government Accountability Office, 2014). Selection of the new pilots is a critical human resource management challenge for operators. We review civilian pilot selection procedures relative to a set of seven best practices: 1) Conduct a job analysis; 2) Define measurable, observable job performance metrics; 3) Identify and use reliable and valid predictors; 4) Conduct an appropriate validation study; 5) Determine cut-scores (pass/fail) on tests based on predicted job performance; 6) Evaluate the fairness of tests and cut-scores; and 7) Document the analyses. We reviewed 15 pilot test batteries and selection processes for 2 U.S. and multiple foreign airlines based on publicly available information. Overall, adherence to best practices as defined by the relevant legal and professional guidelines, standards, principles, and practices for the development, validation, and use of employee selection procedures, was inconsistent. Relatively few of the test batteries were based on a recent or current job analysis. There is evidence of psychometric reliability and useful validity for the test batteries. However, there is no evidence on the reliability or validity of the interviews used in pilot selection. The primary job performance criterion is success or failure in training. No data are available on the comparative selection (pass) rates by demographic groups on the test batteries. Technical reporting and documentation on pilot test batteries is better in Europe than in the U.S. Overall, we agree with the 2012 conclusion reached by the International Air Transport Association (IATA) that pilot selection programs worldwide and in the U.S. do not appear to have a strong scientific basis. We make two recommendations to improve the state-of-the-art in civilian pilot selection.
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