₦airaland Forum

Kelvin0:
i like this part, cos i know many people 'll start blaming Jonathan and PDP for this.
The truth is that, we on our part are not actually better that our leaders, the little power we have @our disposal what do we use it for?

I remember last year when my H.O.D a man who is very critical of this present administration ask all final year student to pay #3000 for project defence, when asked what the money was for, he said it was for refreshment for external Examiners, Just imagine!

so xory for the kinda treatment you got bro...It is well

jaz:
really, what sch is that and you guys did nothing bout it... DAMN

OsoDupe:
A guy that went for his in Lagos said he was asked for Ond cert, when he told them he had Bsc, he was rejected. The Bsc holders that were accepted were the ones that had slots. You know Nigeria and their long legs thing. Only God will save us in this land.

Naruto87:
it really hurts me when I read such stories. Nigeria is a country that gives jobs based on who you know. entrepreneurship is the only solution, you don't need to start big, start small even if your monthly salary is 5k per month. in time you'll expand. I personally believe thats a better option than sitting at home and waiting for government job.

publicenemy:
Hmmnnn... Nigeria. I would rather die childless than let my childrenn be Nigerians by birth.

free2ryhme:
you could have snapped pictures or steal a video shot

naira0:
I got the highest insult of my life yesterday at the Enugu center, Federal Road Safety Command, Udi, where I was scheduled for interview with Federal Airports Authority of Nigeria.

I got a text on 17th March, 2014 inviting me over and I swiftly honored the invitation. On my arrival at the Enugu center, numbers were assigned to us according to our order of arrival. But afterwards, the FRSC men started their own private selection by introducing their loved ones who had no numbers, thereby distorting the number system earlier implemented. But that did not upset me until when my group was supposed to go for the screening process.

Time check was past 5pm and all of a sudden a list came out from nowhere and candidates were invited in batches to check the list. There were people who couldn't find there names despite their high score, others who did find theirs but scored lower than 70% were asked to leave the compound. This became more frustrating having witnessed tons of candidates who didn't pass too comfortably but who had been screened earlier that same yesterday.

Well, having come that far, nobody was willing to leave. We decided to hang around to see how it all plays out.

Later on, the FRSC officers devised strategies and forcefully pushed us out of the compound. I was the first casualty of this unfair treatment as FRSC officials treated me like a complete tout. After a little protest, I acted the gentleman and quietly left the compound. I was outside when I saw others who had been physically harassed, and a few others taken to their cell, by FRSC officers probably acting on their own authority, doing what the interview coordinators never instructed them to do.

Sadly, the FRSC Commander, Mrs Emeordi gladly watched events unfold as her officers physically harassed innocent candidates. Men and women were thrown out of the compound like criminals. Remember it was the FRSC officers doing all this. Never did we hear from the main coordinators or officials of FAAN. We didn't even see any of them with our eyes.

isaacjohn82:
DIS THING WAS DONE WITH DECENCY ND HIGH STANDARD DEVOID OF CORRUPTION
PLS ENCOURAGED GOVT INSTITUTIONS FOR ONCE SAY GOOD THINGS ABOUT DEM DER WAS NOTHING LIKE GODFATHERISM IN IT .
PLS CAREFULLY READ BELOW ND DNT MISINFORM GOOG NIGERIANS


FAAN Online Recruitment Portal, 2015
Home
PUBLIC UPDATE
SUCCESSFUL CANDIDATES UPDATED!
PHYSICAL FITNESS TEST& INTERVIEW
FAQS & ISSUES
PROCESS FOR SHORTLISTING
Values guiding the process: Transparency, Openness, Equity, Fair Treatment 
Below is the process being implemented for the shortlisting of candidates.
All applications were pre-screened for Aptitude Test against the established criteria that was designed and advertised. The total shortlisted were 36,657. This includes candidates from the hard copy applications as well as online applications.
A unique log-in name and password was created for each shortlisted candidate to be used for the Aptitude Test. This incorporated the unique ID created for each candidate at the application stage,
How targets were set and allotted to states:
For the AGM we targeted 20 candidates to be shortlisted for the one headcount.
For all other positions we targeted 6 candidates to be shortlisted per head count.
The total target shortlist for each job was allotted to States based on the Federal Character spread.
All 36,657candidates were notified via text messages and email with their log-in to go online and take the test. Testing was conducted on two websites.
Once the results were collated, they were sorted according to “job applied for” then sorted again for percentage grade.
The list of candidates who scored 50% and above were extracted and analyzed into three groups:
70% and above
60%-69%,
50%-59%.
The top performer list (70% and above) for each State is shortlisted first starting with the highest scorer until the State’s lot is filled.
If the State’s lot from step (7) above is filled, then there is no more shortlisting for that state for the job.
If the State’s lot from step (7 ) above is not completely filled then the next best group (60%-69%) from that State is shortlisted starting from the highest to the lowest.
If the State’s lot from step (9) above is completely filled then there is no more shortlisting for that state for the job.
If the State’s lot from step (9) above is not completely filled then the next best group (50%-59%) from that State is shortlisted for that job.
If after step (xi) above, a State’s lot is still not filled, the remaining lot is allotted to another state in the same geopolitical zone (starting with the State with the highest performance in that zone) until the lots completely filled.
If the lot for a job in a geopolitical zone is not completely filled, it is allotted to the highest performing state in the region of the country.  
If the lot is still not filled at the regional level, it is then thrown open to be filled by another region in the country until the lots are all filled.
PLEASE NOTE THAT THE ENTIRE PROCESS IS BEING MONITORED BY THE FEDERAL CHARACTER COMMISSION as mandated by the Constitution of Federal Republic of Nigeria.


FAAN Online Recruitment Portal, 2015
Home
PUBLIC UPDATE
SUCCESSFUL CANDIDATES UPDATED!
PHYSICAL FITNESS TEST& INTERVIEW
FAQS & ISSUES
PROCESS FOR SHORTLISTING
Values guiding the process: Transparency, Openness, Equity, Fair Treatment 
Below is the process being implemented for the shortlisting of candidates.
All applications were pre-screened for Aptitude Test against the established criteria that was designed and advertised. The total shortlisted were 36,657. This includes candidates from the hard copy applications as well as online applications.
A unique log-in name and password was created for each shortlisted candidate to be used for the Aptitude Test. This incorporated the unique ID created for each candidate at the application stage,
How targets were set and allotted to states:
For the AGM we targeted 20 candidates to be shortlisted for the one headcount.
For all other positions we targeted 6 candidates to be shortlisted per head count.
The total target shortlist for each job was allotted to States based on the Federal Character spread.
All 36,657candidates were notified via text messages and email with their log-in to go online and take the test. Testing was conducted on two websites.
Once the results were collated, they were sorted according to “job applied for” then sorted again for percentage grade.
The list of candidates who scored 50% and above were extracted and analyzed into three groups:
70% and above
60%-69%,
50%-59%.
The top performer list (70% and above) for each State is shortlisted first starting with the highest scorer until the State’s lot is filled.
If the State’s lot from step (7) above is filled, then there is no more shortlisting for that state for the job.
If the State’s lot from step (7 ) above is not completely filled then the next best group (60%-69%) from that State is shortlisted starting from the highest to the lowest.
If the State’s lot from step (9) above is completely filled then there is no more shortlisting for that state for the job.
If the State’s lot from step (9) above is not completely filled then the next best group (50%-59%) from that State is shortlisted for that job.
If after step (xi) above, a State’s lot is still not filled, the remaining lot is allotted to another state in the same geopolitical zone (starting with the State with the highest performance in that zone) until the lots completely filled.
If the lot for a job in a geopolitical zone is not completely filled, it is allotted to the highest performing state in the region of the country.  
If the lot is still not filled at the regional level, it is then thrown open to be filled by another region in the country until the lots are all filled.
PLEASE NOTE THAT THE ENTIRE PROCESS IS BEING MONITORED BY THE FEDERAL CHARACTER COMMISSION as mandated by the Constitution of Federal Republic of nigeria


WHERE THE PROCESS WAS NOT FOLLOWED
Not all the processes listed were followed.  Below are the exceptions!
Shortlisting for the AGM DMU position
The total target shortlist for AGM is 20 candidates. It was not possible to divide this into 37 (States plus FCT) or to share into six geopolitical zones, so these rules were followed:
Sort for the top scorers. Find the top 10 for each geopolitical zone.
Allot one slot per State (No State is to be allotted more than one slot).
Ensure that the slots are spread equitably between geopolitical zones based on top scorers for each state.
Ensure that the spread is even between North and South.
 
Shortlisting for Security Cadet, Assistant Fire Superintendent, and Assistant Security Superintendent
 
The minimum score for these positions was lowered to 40% to accommodate non-degree holders who had to take the same test as degree holders for the levels 8 and above jobs. (These jobs allowed for minimum of NCE or OND educational qualifications).
 
All other shortlist processes described above were followed for these group of jobs.
 
3. Additional shortlisting of high performers not included in the above shortlist was conducted. High Performers are considered as candidates with 70% and above.
 






FAAN Online Recruitment Portal, 2015
Home
PUBLIC UPDATE

SUCCESSFUL CANDIDATES UPDATED!
PHYSICAL FITNESS TEST& INTERVIEW
FAQS & ISSUES
WHERE THE PROCESS WAS NOT FOLLOWED
Not all the processes listed were followed.  Below are the exceptions!
Shortlisting for the AGM DMU position
The total target shortlist for AGM is 20 candidates. It was not possible to divide this into 37 (States plus FCT) or to share into six geopolitical zones, so these rules were followed:
Sort for the top scorers. Find the top 10 for each geopolitical zone.
Allot one slot per State (No State is to be allotted more than one slot).
Ensure that the slots are spread equitably between geopolitical zones based on top scorers for each state.
Ensure that the spread is even between North and South.
 
Shortlisting for Security Cadet, Assistant Fire Superintendent, and Assistant Security Superintendent
 
The minimum score for these positions was lowered to 40% to accommodate non-degree holders who had to take the same test as degree holders for the levels 8 and above jobs. (These jobs allowed for minimum of NCE or OND educational qualifications).
 
All other shortlist processes described above were followed for these group of jobs.
 
3. Additional shortlisting of high performers not included in the above shortlist was conducted. High Performers are considered as candidates with 70% and above.
 

http://faanrecruitment.com/faqs-issue-resolution

GodMode:
Stop generalising..

Its one of the govt duties to provide jobs for its citizens... Starting a business takes time, patience and research.

manutdadex:
no its the work of the government to provide an enabling environment for bizness to thrive...

olalekan1:
Oga biko speak for yourself. Corruption run in your blood doesnt means it runs in everyone's blood.

Kelvin0:
..........

I remember last year when my H.O.D a man who is very critical of this present administration ask all final year student to pay #3000 for project defence, when asked what the money was for, he said it was for refreshment for external Examiners, Just imagine!

manutdadex:
d fact DAT we still blame d government for everything shows aw stupid we are as citizens...every one here will do d same(u in d place of power and ur broda dey find job) this shows DAT corrupting runs in our blood! [s] the moment u start acceptin responsibility for ur problems [/s] ..dats d moment u will start seeing meaninful change

naira0:
[b] I have not made my bitter experience open to show my approval or otherwise for GEJ.

The problem of Jonathan and maybe by extension Osita Chidoka, is bad company. Though we may have noble intents , but when we surround ourselves with the wrong people, our visions are compromised and jeopardised. Chidoka has let himself down by the personnel he chose to assist him handle the recruitment.

There so many questions to be asked here.

1. Is the FRSC now an extension of FAAN? Is the Minister using his
powers as an ex-marshall to impose FRSC men on FAAN recruitment
process? At present I'm confused which organization we actually intend to work for. Please he should be asked what road business has got to do with Aviation.

2. The pass mark for the test was clearly stated as 50% how come the
FRSC officers ordered candidates who scored less than 70% to leave.

In summary, this recruitment process has been anything but
transparent, its indeed the worst of its kind in recent time. It has been
marred by so many pitfalls and doesn't show any form of transparency from the Goodluck Ebele Jonathan led administration. I just can't believe that in 2015 Nigerian graduates were thrown out of a
recruitment exercise without regard by uniformed FRSC officers.

I will vote personalities come 28th of March. Let's shun party affilliations and vote credible candidates. [/b]

DeanOlamide:
Faan do not have a definite camp to do this so back to question if u take note in Lagos they used custom training ground and the çustoms helped in overseeing the exercise and in Kaduna it was the SSS who did over there and in Enugu the FRSC helped. Mr u see stop asking such questions again biko.

answer to ur number two question is clearly in the process of shortlisting so you can get that on their website...


lastly I remembered I clearly told you not to go since ur name is not on their list cos u won't like what will come out of it..... but u ignored it and now you are everywhere questioning people..... bros there is nothing you and me can do about this than to let go... the best is on the way.