I was just wondering if anyone has any info on how much the cognitive testing has on a candidates chances at a successful interview? Is this test simply a "base-line" for future tests or is there more too it?
If it is simply a base-line measure then why is it given in the interviewing proccess and not after a candidate is hired?
Any insight would be helpful!
CogScreen!!
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circlingfor69
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ACPA's advise........
CogScreen for New Hire pilots at Air Canada
July 6, 2005
Air Canada has recently commenced hiring pilots, and new hire courses are ongoing at this time. I am sure all will agree that we welcome this hiring trend and we look forward to welcoming these new colleagues into our ranks.
One aspect of new hiring to be aware of is that Air Canada has been using, and continues to use, "CogScreen testing" for new hire pilots. This testing is a computerized aptitude test of a person's cognitive function - the mental faculties of perception, thought, reason and memory. This will take place during the medical phase of a new hire pilot's selection process.
The established protocol, with appropriate guarantees, for such CogScreen testing, was agreed upon as far back as 1998 between ACPA and Air Canada, and is set out in our LOU#43. The Association has always opposed the use of psychological testing, except for purpose of research that may be of benefit for the piloting profession, and it is thus important to note that LOU#43 allows only voluntary CogScreen testing as part of a pilot's regular medical examination and is subject to the same medical privacy privilege that applies to any other medical test, with such test result remaining anonymous or being destroyed at the pilot's option. ACPA and Air Canada have further agreed "... that abnormal test result will not lead to further testing or any other job implications". In this same LOU#43, it is clearly set out that all information drawn from such tests of new hires is supposed to be treated for all purposes as if provided on a voluntary basis, in accordance with these same principles, i.e. medical privacy/privilege and no job implications.
The Association would therefore, like to take this opportunity to advise any of our membership, who may have recommended a particular pilot as a candidate for employment at Air Canada, to advise him or her to be fully prepared by showing up well rested and providing as much attention to detail as they would with any other testing phases they will be subject to in the new hire process. Such new hire pilot should also be made aware of his or her rights to medical privacy/privilege and no job implications as a result of such CogScreen testing.
CogScreen for New Hire pilots at Air Canada
July 6, 2005
Air Canada has recently commenced hiring pilots, and new hire courses are ongoing at this time. I am sure all will agree that we welcome this hiring trend and we look forward to welcoming these new colleagues into our ranks.
One aspect of new hiring to be aware of is that Air Canada has been using, and continues to use, "CogScreen testing" for new hire pilots. This testing is a computerized aptitude test of a person's cognitive function - the mental faculties of perception, thought, reason and memory. This will take place during the medical phase of a new hire pilot's selection process.
The established protocol, with appropriate guarantees, for such CogScreen testing, was agreed upon as far back as 1998 between ACPA and Air Canada, and is set out in our LOU#43. The Association has always opposed the use of psychological testing, except for purpose of research that may be of benefit for the piloting profession, and it is thus important to note that LOU#43 allows only voluntary CogScreen testing as part of a pilot's regular medical examination and is subject to the same medical privacy privilege that applies to any other medical test, with such test result remaining anonymous or being destroyed at the pilot's option. ACPA and Air Canada have further agreed "... that abnormal test result will not lead to further testing or any other job implications". In this same LOU#43, it is clearly set out that all information drawn from such tests of new hires is supposed to be treated for all purposes as if provided on a voluntary basis, in accordance with these same principles, i.e. medical privacy/privilege and no job implications.
The Association would therefore, like to take this opportunity to advise any of our membership, who may have recommended a particular pilot as a candidate for employment at Air Canada, to advise him or her to be fully prepared by showing up well rested and providing as much attention to detail as they would with any other testing phases they will be subject to in the new hire process. Such new hire pilot should also be made aware of his or her rights to medical privacy/privilege and no job implications as a result of such CogScreen testing.
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metal overcast
- Rank 3
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" voluntary CogScreen testing as part of a pilot's regular medical examination and is subject to the same medical privacy privilege that applies to any other medical test, with such test result remaining anonymous or being destroyed at the pilot's option. ACPA and Air Canada have further agreed "
In order to have a "regular" medical you have to first be employed. This applies to those already on the property. As far as new hires are concerned , the union used one very important word in its address...
" supposed " to be treated as voluntary.. if you believe that AC does not put any credence on the results of the screening...well I got some waterfront land in Florida for sale real cheap.....you interested ?
In order to have a "regular" medical you have to first be employed. This applies to those already on the property. As far as new hires are concerned , the union used one very important word in its address...
" supposed " to be treated as voluntary.. if you believe that AC does not put any credence on the results of the screening...well I got some waterfront land in Florida for sale real cheap.....you interested ?
