NATCA Bookshelf

46 R e f e r e n c e s N A T C A I N W A S H I N G T O N 2 0 2 4 N i W To d a y Q & A H I R I N G A N D STA F F I N G Is the National Airspace System (NAS) facing controller staffing and training challenges? n Yes. The number of certified professional controllers (CPCs) has fallen by 10% in the last decade, and overall staffing remains near a 30-year low. n As of the end of FY 2023, there were 1,160 fewer CPCs employed by the FAA than in FY 2012. n Although the FAA frequently touts the number of trainees in the system to counter the concern about the lack of CPCs, the FAA netted only an additional 15 trainees at the end of FY 2023 compared to the end of FY 2022 for a net total of 30 additional "on board" Air Traffic Control Specialists (ATCS). n At the end of FY 2023, the FAA had 2,855 ATCS in training, including 1,870 developmental stage trainees and 985 CPCs-in-training (CPC-ITs; certified controllers who transferred to new facilities, but have not yet certified in the new airspace). At the end of FY 2018, the FAA had 2,482 developmental stage trainees and 1,320 CPC-ITs for a total of 3,802 trainees. This decline of over 900 trainees means that the pipeline has dwindled and FAA is not making progress on hiring and training ATCS. n More than 6% of our certified controller workforce is eligible to retire. n If we experience another significant decrease in CPC staffing levels, the FAA will be hard-pressed to maintain capacity, let alone modernize the system and expand it for new users, such as commercial space, Unmanned Aircraft Systems (UAS), and Advanced Air Mobility (AAM). What is NATCA's position on the FAA's controller hiring process and what changes have taken place? n NATCA's primary concern continues to be ensuring a steady stream of eligible, qualified candidates who can pass through the academy and succeed once assigned to facilities across the country. n For many years, NATCA has advocated for the FAA to improve and streamline its hiring process. n We believe the best way to begin accomplishing this, is for the FAA to conduct maximum hiring of new controllers and replace FAA Finance's controller staffing model, which serves as the basis for its annual Controller Workforce Plan (CWP), with the Collaborative Resource Workgroup's (CRWG) jointly-developed CPC staffing targets for each facility. n Using the CRWG staffing model will ensure that Congress and aviation stakeholders have a comprehensive understanding of each facility's operational staffing needs. n NATCA supports hiring to the maximum throughput of the FAA Academy in addition to experienced controller hiring for all five years of the FAA authorization. NATCA also would be willing to support the enhanced Collegiate Training Initiative (eCTI) provided the FAA collaborates with NATCA in its development and implementation and it maintains the same curriculum, standards, and grading provided by the FAA Academy. n NATCA also supports the FAA taking a holistic, collaborative approach to resolving its controller staffing and training challenges. NATCA will continue to work closely with members of Congress and their staffs on legislative solutions that will further this goal. n In the past, NATCA worked closely with members of Congress to pass hiring reforms as part of the FAA Extension, Safety, and Security Act of 2016. This bill created a two-track process for hiring new controllers: • Under Track One, the FAA is required to give "preferential consideration to qualified individuals maintaining 52 consecutive weeks of air traffic control experience," as these experienced controllers will be assigned directly to ATC facilities and do not need to attend the FAA Academy in Oklahoma City. • Under Track Two, the FAA must balance its hiring between two pools of candidates: (1) veterans and graduates of Collegiate Training Initiative (CTI) programs, and (2) off-the-street hires.

• Cover