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Maya12-A - Maya 2012 Certified Associate - Dump Information

Vendor : Autodesk
Exam Code : Maya12-A
Exam Name : Maya 2012 Certified Associate
Questions and Answers : 30 Q & A
Updated On : October 19, 2018
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Maya12-A Questions and Answers

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Maya12-A Maya 2012 Certified Associate

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Maya12-A exam Dumps Source : Maya 2012 Certified Associate

Test Code : Maya12-A
Test Name : Maya 2012 Certified Associate
Vendor Name : Autodesk
Q&A : 30 Real Questions

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Autodesk Autodesk Maya 2012 Certified

Autodesk Maya 2012 application: New ways to discover, Refine and latest artistic concepts | killexams.com Real Questions and Pass4sure dumps

SAN RAFAEL, Calif.--(company WIRE)--Autodesk, Inc. (NASDAQ: ADSK) announced that Autodesk Maya 2012 3D modeling, animation, visible effects, rendering and compositing application now includes potent new toolsets for previsualization and video games prototyping, prolonged simulation capabilities and greater pipeline integration. the brand new free up additionally comprises single-step workflows to enable clients to circulate 3D records at once between the latest types of Maya, Autodesk MotionBuilder, Autodesk Mudbox and Autodesk Softimage Interactive inventive atmosphere (ICE) for stronger pipeline integration.

“Maya continues to drive creative innovation across the movie, video games and tv industries — from ‘Black Swan’ to ‘EA sports MMA’ and ‘NCIS,’ new inventive requirements are being set in productions of every kind,” mentioned Marc Petit, senior vice president, Autodesk Media & amusement. “With Maya 2012, we've continued our lengthy-term focal point on improving production efficiency in addition to precise-time artistic new release with enhancements to the Maya viewport addressing new traits in previsualization, digital moviemaking and video games prototyping.”

“The excessive-constancy viewport, enhancements to Nucleus and the average efficiency advancements, have made Maya 2012 more bendy, effective and modern,” pointed out Peter Shipkov, technical director, Digital area.

Key New points in Autodesk Maya 2012 utility

  • Viewport 2.0 Enhancements — Now presents full-monitor consequences: movement blur, depth-of-field and ambient occlusion, part and manipulator displays, batch rendering capabilities and a high-performance API (application programming interface).
  • Node-based Render Passes — ability to create and edit node-primarily based representations of render passes and render the composited output at once the use of the mental ray renderer.
  • Editable motion Trails — Edit animation directly in the viewport, without the should change context to the graph editor.
  • Sequencer Enhancements — A Sequencer Playlist with a configurable spreadsheet view to reorder clips, edit out and in points and alter digicam assignments; in addition to aid for multi-track audio and the capability to output distinctive pictures as a single sequence for less complicated online game cinematic rendering or export to a games engine.
  • Substance wise Textures — A library of 80 dynamic, animatable and editable decision-independent Substance sensible textures and filters with a tiny disk space footprint. Textures can even be converted to bitmaps for rendering or baking applications.
  • Craft Animation tools — 4 new digital camera rigs from the Craft Director Studio animation device to create believable, complicated digital camera actions that mimic real-world setups and four pre-rigged fashions (two automobiles and two airplanes) to extra effortlessly simulate automobile movement, terrain consciousness, previsualization and in-online game cinematics.
  • New Simulation options — comprises the multithreaded NVIDIA PhysX engine* for static, dynamic and kinematic rigid-physique simulations without delay in the Maya viewport and the Digital Molecular matter plug-in for shattering simulations from Pixelux leisure.
  • For greater assistance, together with new characteristic videos, consult with the Maya website (www.autodesk.com/maya) and skim the Maya area blogs: Cory Mogk’s Mayalicious, Duncan’s nook and Steven Roselle's My Oh Maya!

    Pricing and Availability

    Autodesk anticipates that Maya 2012 could be attainable in English in April 2011. The Autodesk cautioned retail fee (MSRP) for an Autodesk Maya 2012 stand-on my own license is US$3,495**. The expense to upgrade from Maya 2011 to Maya 2012 is US$1,745** MSRP. Autodesk Subscription with Gold help is available for purchase simultaneously with the product or improve buy for US$895** MSRP per yr.

    Autodesk Maya 2012 is additionally anticipated to be purchasable as part of the Autodesk leisure introduction Suite top class 2012, which presents Maya together with Softimage, Mudbox and MotionBuilder software for $6,495** MSRP, representing a 42 percent** can charge discount rates in comparison to purchasing the utility separately.

    * available with Autodesk Maya 2012 windows platform handiest.

    ** overseas pricing and mark downs may additionally vary.

    About Autodesk

    Autodesk, Inc., is a pacesetter in 3D design, engineering and enjoyment utility. clients throughout the manufacturing, structure, constructing, construction, and media and entertainment industries -- including the remaining sixteen Academy Award winners for most useful visible consequences -- use Autodesk application to design, visualize and simulate their ideas. considering that its introduction of AutoCAD application in 1982, Autodesk continues to advance the broadest portfolio of state-of-the-artwork utility for international markets. For additional information about Autodesk, consult with www.autodesk.com.

    Autodesk, AutoCAD, Maya, MotionBuilder, Mudbox and Softimage are registered emblems or emblems of Autodesk, Inc., and/or its subsidiaries and/or affiliates in the united states and/or different international locations. Academy Award is a registered trademark of the Academy of movement image Arts and Sciences. mental ray is a registered trademark of mental photos GmbH licensed for use by Autodesk, Inc. All different company names, product names or trademarks belong to their respective holders. Autodesk reserves the appropriate to change product and services choices, and necessities and pricing at any time with out word, and isn't answerable for typographical or graphical errors that may additionally appear during this document. © 2011 Autodesk, Inc. All rights reserved.


    3Dconnexion 3D Mouse supports Autodesk Inventor, Autodesk Maya, Autodesk 3ds Max, and greater | killexams.com Real Questions and Pass4sure dumps

    3Dconnexion 3D Mice supply Artists and Engineers using certain Autodesk 2012 utility New tiers of Design handle and performance

    BOSTON - 3Dconnexion nowadays introduced 3D mouse guide for a few Autodesk 2012 3D design products, together with Autodesk Inventor, Autodesk Inventor LT, Autodesk Inventor Fusion, Autodesk Alias Design, Autodesk Design evaluation, Autodesk 3ds Max, Autodesk 3ds Max Design, Autodesk Maya, and Autodesk Softimage software. 3Dconnexion 3D mice enhance the powerful new points in these Autodesk 2012 applications, and present artists and designers elevated productiveness with the means to greater comfortably control their 3D content.

    "3Dconnexion 3D mice allow designers and artists the usage of these applications to immerse themselves of their 3D atmosphere," said Stig Gruman, vp of digital entertainment, Autodesk. "we are extremely joyful with the 3D mouse support for these applications, because it empowers our valued clientele to obtain extra with their Autodesk software."

    no matter if engaged on mechanical components and assemblies in Inventor or growing 3D imagery in 3ds Max or Maya, 3D mice offer a stage of design interaction not possible with a standard mouse and keyboard. enabling clients to pan, zoom and rotate simultaneously, 3D mice supply a sophisticated navigation adventure that boosts productivity and effectivity, while aiding consumer consolation. the usage of a 3D mouse, users are capable of design extra intuitively and with such specific handle it feels like they may be maintaining the digital mannequin in their hand.

    "3Dconnexion 3D mice deliver essentially the most immersive and constant 3D design event across the supported Autodesk application products," stated Antonio Pascucci, vp of items, 3Dconnexion. "we are excited for 3D mice to assist support within the design and visualization of future items, characters and movies that will be created via these Autodesk design classes."

    Availability

    The total 3Dconnexion product line is suitable with the 2012 releases of Autodesk Inventor, Inventor LT, Inventor Fusion, 3ds Max, 3ds Max Design, Maya, Softimage, Alias Design, and Design Review2012 utility, including the expert series with the SpacePilot seasoned (MSRP $399) and SpaceExplorer(TM) (MSRP $299), and the usual collection with the SpaceNavigator (MSRP $ninety nine) and SpaceNavigator for Notebooks (MSRP $129). For additional info, talk over with www.3Dconnexion.com.

    About 3Dconnexion

    3Dconnexion is the main company of 3D mice for 3D design and visualization. 3Dconnexion devices aid today's most universal and powerful 3D functions by providing users a extra intuitive and natural approach to interact with laptop-generated 3D content material. 3Dconnexion's award-profitable 3D mice serve a wide selection of industries and are used by means of 3D designers, animators and artists global. 3Dconnexion is headquartered in Munich, Germany with North American headquarters in Boston, Mass. and places of work international. For greater information, talk over with www.3Dconnexion.com. You may additionally additionally join with 3Dconnexion on facebook (http://www.fb.com/3Dconnexion) and Twitter (http://twitter.com/3Dconnexion).

    © 2011 3Dconnexion. All rights reserved. 3Dconnexion, the 3Dconnexion emblem, and other 3Dconnexion marks are owned by means of 3Dconnexion and might be registered. Autodesk, AutoCAD, Alias, Autodesk Inventor, Inventor, Maya, Softimage and 3ds are registered emblems or emblems of Autodesk, Inc., and/or its subsidiaries and/or affiliatesin the US and/or different nations. All different company names, product names, or logos belong to their respective holders. All different trademarks are the property of their respective house owners.

    related Thomas industry update Thomas For Industry

    BOXX Introduces next era notebook with 8th Gen Intel at Autodesk tuition | killexams.com Real Questions and Pass4sure dumps

    November 09, 2017 08:00 ET | source: BOXX applied sciences AUSTIN, TEXAS, Nov. 09, 2017 (GLOBE NEWSWIRE) --

    BOXX technologies, the main innovator of high-efficiency desktop workstations, rendering methods, and servers, today introduced that the brand new APEXX S3 workstation, featuring an overclocked, 8th technology, Intel® Core™ i7  processor, will debut Nov. 14-sixteen interior BOXX booth #E200 at Autodesk school in Las Vegas, NV. along with the instant availability of the brand new Intel “coffee Lake” processor, BOXX is unveiling the workstation in a next generation chassis—in addition to a brand new APEXX pc nomenclature based upon the Intel scalable processor platform.

    “inventive specialists shouldn’t must wait to entry the newest technology,” talked about Shoaib Mohammad, BOXX VP of marketing and enterprise construction. “So BOXX is as soon as again taking the lead by using introducing APEXX S3, a groundbreaking, state-of-the-artwork workstation designed to speed up 3ds Max, Revit, Inventor, Maya, and different inventive utility workflows.”

    APEXX S3 replaces the BOXX flagship laptop, APEXX 2 2403, and lines the latest Intel® Core™ i7 processor overclocked to four.eight GHz. The liquid-cooled system sustains that frequency throughout all cores—even in the most demanding situations. eighth technology Intel processors offer a big performance raise over previous Intel know-how and BOXX is the best workstation brand making the new micro architecture available now, as well as professionally overclocked and backed with the aid of a 3-year warranty. BOXX also eliminated unused, out of date expertise (like optical pressure bays) in an effort to maximize productive house. internal its new, compact, industrial chassis, the computationally dense APEXX S3 supports up to 2 twin slot NVIDIA® or AMD® Radeon pro™ professional photographs cards, an additional single slot card, and lines strong state drives and sooner memory at 2600MHz DDR4.

    At Autodesk school, the most appropriate-in-class APEXX S3 will reveal Autodesk® Revit®, 3ds Max® and Inventor®, but the pc also offers skilled grade efficiency for all 3D CAD, animation, motion media, and rendering applications. moreover the APEXX S3, AU attendees can have an opportunity to look the GoBOXX SLM VR cellular laptop operating an architectural virtual reality demo with an HTC Vive the usage of Iris VR Prospect application. The BOXX sales space is additionally home to different APEXX computing device models together with the extremely-compact APEXX1, the powerful APEXX four, and the unparalleled APEXX 5.

    “For the area’s quickest, highest quality Autodesk-licensed options and next technology efficiency arriving these days, appear to BOXX,” says Mohammad. “We’re the best hardware company that basically is familiar with exactly what inventive gurus deserve to create, check, and ideal their ideas.”

    For further assistance and pricing on the APEXX S3, contact a BOXX earnings consultant within the US at 1-877-877-2699. gain knowledge of extra about BOXX techniques, finance alternatives, and how to contact worldwide resellers, by traveling www.boxx.com.

     

     

    About BOXX technologies

    BOXX is the main innovator of excessive-performance computer workstations, rendering systems, and servers for engineering, product design, architecture, visible effects, animation, deep researching, and more. For 21 years, BOXX has mixed list-atmosphere performance, speed, and reliability with unparalleled trade skills to become the relied on choice of inventive professionals worldwide. For more counsel, consult with www.boxx.com .

     

     

                                                                                                                                                        ###

     

    Attachments:

    a photo accompanying this announcement is available at http://www.globenewswire.com/NewsRoom/AttachmentNg/e1906b55-1235-46e9-ae79-a3911d1d1135

    John Vondrak BOXX applied sciences 5128523326 jvondrak@boxx.com

    Maya12-A Maya 2012 Certified Associate

    Study Guide Prepared by Killexams.com Autodesk Dumps Experts


    Killexams.com Maya12-A Dumps and Real Questions

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    Maya12-A exam Dumps Source : Maya 2012 Certified Associate

    Test Code : Maya12-A
    Test Name : Maya 2012 Certified Associate
    Vendor Name : Autodesk
    Q&A : 30 Real Questions

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    Western Alumni Boast State's Highest CPA Exam Pass Rate | killexams.com real questions and Pass4sure dumps

    Western Alumni Boast State's Highest CPA Exam Pass Rate October 11, 2018 Printer friendly version

    From the Summer 2018 issue of Western: The Magazine for Alumni of Western Illinois University

    ---

    By Jodi Pospeschil MA '15

    The Master of Accountancy program in Western Illinois University's College of Business and Technology (CBT) is preparing students to take the Certified Public Accountant (CPA) exam. Western graduates boasted the state's highest exam pass rate of any Illinois public university in 2017.

    The statistics, compiled by the Illinois Board of Examiners, show WIU students passed the CPA exam at a rate of 70.67 percent. The pass rate is the highest among WIU students since 2012. The average 2017 pass rate among students from Illinois colleges and universities was 49.73 percent.

    CBT Interim Dean John Elfrink said the CPA exam is one of the most rigorous professional tests, requiring a "solid educational background for success."

    "In addition, it also tests skills needed in the accounting profession, such as communications, problem solving and computer and research abilities," said Elfrink. "On an individual level, hard work and perseverance is key to scoring well. With those factors in mind, we are very proud of our graduates. They deserve the credit for the superior pass rates our accounting program has experienced over a long period of time."Elfrink said the department's curriculum adheres to guidelines recommended to the University by the CPA profession and members of the department's advisory board.In an effort to further increase the number of students who take and pass the CPA exam at the end of the WIU Master of Accountancy program, the Department of Accounting and Finance has implemented the CPA Project. The application process for the first cohort of program scholars is now open and classes will begin for the Fall 2018 semester. The cohort will prepare for the CPA exam over their entire program and sit for all parts of the CPA exam during the final semester of their master's degree coursework.

    Western's Department of Accounting and Finance initiated and secured the Illinois Board of Examiners' support to expand the provisional testing window in Illinois to 150 days. Subsequently, the Board of Examiners secured the state's approval in November 2017.

    The CPA Project will be boosted by a grant from the Diversity Pipeline Project of the American Institute of Certified Public Accountants, which pays for up to three CPA Project Scholars, selected based on merit. Students from historically black colleges and universities, universities historically serving Hispanic students and universities historically serving Native American students are encouraged to apply for the WIU program.

    "Our role is simply to act as facilitators and provide guidance to our students," said Elfrink. "The Master of Accountancy program—with an emphasis in public accounting—and preparation for the Certified Public Accountants exam support our mission. While we do not utilize the pass rate as the sole criteria of success in our program, we do celebrate our students' success with the CPA exam. We are most grateful that our alumni compliment the accounting program through their contributions to the accounting profession."

    WIU alumnus Joe Ellison '13 had been a senior associate with RSM (formerly known as McGladrey) in Chicago for just over one year when he decided to "get serious" about pursuing certification in January 2017. Shortly after passing the CPA exams, Ellison left RSM for a manager position with LICCAR Certified Public Accountants in Chicago, where he focuses on Alternative Investment Partnership Tax Compliance.

    Ellison credits his career successes and ability to sit for the CPA exam to WIU's curriculum and hands-on focus provided by faculty.

    "Retired CPA exam questions were implemented into coursework as early as the first Intermediate Financial Accounting course, which was my sophomore year at WIU," said Ellison. "I distinctly remember being intimidated by those questions at first solely because of the letters ‘C-P-A' appearing in the book next to the retired exam questions and thinking I wasn't prepared for that level yet. Learning how to break down and comprehend what complex exam questions are asking and what steps to take to apply the appropriate concepts and theories learned were things taught very early."

    While Ellison was a WIU sophomore, he said the CPA exams feel like a lifetime away.

    "Looking back now, it feels like just yesterday that the professors were going above and beyond to show us how obtainable anything is when you put the appropriate time and effort in," he said. "I can remember Gregg Woodruff emphasizing in his tax course how it's not just about flying through each testlet before your allotted time runs out; it's about using every second of your allotted time to understand every question and answer to the best of your abilities. That's something that stuck with me through every practice exam I took during my Becker CPA review coursework."

    For more information about WIU's Master of Accountancy program, or to apply, visit bit.ly/2FLTplM. To see the CPA exam pass rates of all Illinois colleges and universities, visit bit.ly/2HVzkv8.

    Posted By: WIU News (U-Relations@wiu.edu)Office of University Relations


    Burning Heart South encourages people to be the best version of themselves through hot yoga and spinning | killexams.com real questions and Pass4sure dumps

    Studio in Hadley opened in 2017

    Abigail+Charpentier%2FCollegian+Staff Close

    Abigail Charpentier/Collegian Staff

    Abigail Charpentier/Collegian Staff

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    Burning Heart South is a studio and boutique located at 191 Russell St. in Hadley and encourages everyone to become the best version of themselves through hot yoga, pilates and indoor cycling.

    A bright, yellow wall with glitter greets customers as they walk in. Workout clothing, Burning Heart merchandise, water bottles, lip balms, deodorants, yoga mats and more can be purchased in the front part of the building. The studio consists of a yoga studio as well as a room full of bicycles for spinning.

    Burning Heart “welcomes everyone, of all ages, shapes, colors and sizes. We love you fat, skinny, rich or poor, tatted, queer, straight, transgendered, shy, punk or LL Bean. We love you and your commitment to being the best version of you can be.”

    Ellen Abraham, the owner of Burning Heart, has been in movement for over 25 years and has had studios in southern Vermont for about 10 years before selling them. She also worked at SoulCycle in New York City for nine months.

    She landed in western Massachusetts and opened her first Burning Heart studio in Greenfield in 2012 prior to before opening her Hadley studio in 2017.

    Abraham works primarily out of Greenfield, which she refers to as her home base, but she became involved in a comprehensive pilates training in Hadley, which anchors her to Hadley more.

    While working at SoulCycle, she became unhappy and decided it wasn’t for her, as an employee. She knew she was more of an entrepreneur, more of a creator.

    The name Burning Heart came to her in the summer of 2012 after she realized she was truly a studio owner and was able to put her feelings into words.

    “What is it? It was, like, my heart is on fire. It’s burning. It’s burning heart. It’s burning heart!” Abraham said.

    She moved back in June of 2012 and opened the Greenfield studio in October.

    Her biggest inspiration for the new Hadley studio was the passing of her mother last year.

    “Seeing her, her strength through her sickness, she had cancer, I knew I couldn’t play small,” Abraham said. “I knew there was so much of an infectious soul family feel for me in Greenfield that I knew I wanted a broader reach and I wanted more people to have that experience with more people. So, I started looking for a space in Hadley right as she died.”

    Abraham recalled how she had to hustle to open the Hadley studio. It was the first building where she had to build, as opposed to just painting the rooms, putting the mirrors and fans up and install the sound system. This space, she had to plan, get permits and take out loans.

    “It was the first place I had created. It’s got a lot of personal, emotional, heart, blood, sweat, tears into it,” Abraham said. “It’s only been a year since grieving my mother but also blooming something like this.”

    The studio currently offers indoor cycling, Baptiste hot yoga (other forms of yoga will be added later), pilates and American Barre Technique. They also offer food, nutrition and health coaching.

    The studio is starting to get more college students attending classes in the Hadley space and hopes to draw in even more students.

    “It’s a totally different feel, it’s not like a gym, it’s a community. It’s like a tribe,” Abraham explained. “We cater to a boutique experience, but it has a home, soul, family feel.”

    Abraham’s plan for the future: “more.” She plans to push out more classes, build more community and have greater outreach. She wants to create a space for people who want to change the planet.

    Time management is Abraham’s biggest challenge. She used to be able to have her hand in everything: teaching, managing, doing inventory, cleaning. She explained now, her business is a lot bigger than her, with 22 classes and moving parts at each location. Her goal has been building a team that helps her express and be ambassadors that spread her vision of being the best version you can be on the planet.

    Currently, Abraham’s team includes 10 to 12 teachers, with some trained in yoga and cycle, some in cycle and Barre trained and some trained in everything. Her goal is to have a staff trained in everything the studio offers.

    “I’m really about people being the best versions of themselves and making choices that they realize what they do matters,” she said.

    Kristina Mose-Libon is a Baptiste hot yoga teacher at the Hadley studio and also helps Abraham with administrative tasks.

    Baptiste hot yoga is a “hot power yoga sequenced in a very particular way so that you have a warm up, then you are at your hottest, hardest type poses and action and then you come back down to a meditation for a few minutes at the end of the class,” Mose-Libon said. “The style is based on using your breath, self-inquiry and asana yoga practice.”

    She has worked at Burning Heart for six months and became a teacher after earning her first certification in 2016.

    Mose-Libon has lived in the area for about 15 years and previously worked as an associate art director in the publishing business. She first became interested in Baptiste hot yoga about 10 years ago when she was going through a lot of emotional changes and had done yoga off and on since her college days.

    “I immediately knew that was the place where I could come, let go of everything for an hour or hour and a half, and just be with myself, work through emotional and physical limitations,” Mose-Libon said. “It became a major inspiration in my life and I got tired of sitting in front of a computer for 10, 12 hours a day.”

    Mose-Libon is also a certified children’s yoga teacher and has been working at the Northampton school system. She hopes to continue bringing yoga to the people, especially the communities that don’t have the opportunities, and integrate mindfulness into those communities.

    “That’s an inspiration of mine, a big goal is to get out there and bring it to others because it helped me so much. I’d like to share that with other people.”

    The schedule of classes can be found on their website. Student rates are available for purchase with a student I.D.

    Abigail Charpentier can be reached at [email protected] and followed on Twitter @abigailcharp.


    The Lie Generator: Inside The Black Mirror World of Polygraph Job Screenings | killexams.com real questions and Pass4sure dumps

    Christopher Talbot thought he would make a great police officer. He was 29 years old, fit, and had a clean background record. Talbot had military experience, including a tour of Iraq as a US Marine, and his commanding officer had written him a glowing recommendation. In 2014, armed with an associate degree in criminal justice, he felt ready to apply to become an officer with the New Haven Police Department, in his home state of Connecticut.

    Talbot sailed through the department’s rigorous physical and mental tests, passing speed and agility trials and a written examination—but there was one final test. Like thousands of other law enforcement, fire, paramedic, and federal agencies across the country, the New Haven Police Department insists that each applicant take an assessment that has been rejected by almost every scientific authority: the polygraph test.

    Commonly known as lie detectors, polygraphs are virtually unused in civilian life. They’re largely inadmissible in court and it’s illegal for most private companies to consult them. Over the past century, scientists have debunked the polygraph, proving again and again that the test can’t reliably distinguish truth from falsehood. At best, it is a roll of the dice; at worst, it’s a vessel for test administrators to project their own beliefs.

    Yet Talbot’s test was no different from the millions of others conducted annually across the public sector, where the polygraph is commonly used as a last-ditch effort to weed out unsuitable candidates. Hiring managers will ask a range of questions about minor crimes, like marijuana use and vandalism, and major infractions, like kidnapping, child abuse, terrorism, and bestiality. Using a polygraph, these departments believe, increases the likelihood of obtaining facts that potential recruits might prefer not to reveal. And like hundreds of thousands of job candidates each year, Talbot was judged to have lied on the test. He failed.

    New Haven allows failed applicants to plead their case in public before the Board of Police Commissioners. So in February 2014, Talbot sat down and recited his experiences with lie detectors. He had first applied to the Connecticut State Police and was failed for deception about occasional marijuana use as a minor. He then tried again with a police department in New Britain, where a polygraph test showed him lying about his criminal and sexual history.

    This time he had failed the New Haven polygraph for something cryptically called “inconsistencies.” “[But] I’m not hiding anything,” he said at the hearing. “I was being straight and honest and I’ve never been in trouble with the law. I’m not lying about anything.”

    Electronic lie detection is a peculiarly American obsession. No other country carries out anywhere near the estimated 2.5 million polygraph tests conducted in the US every year, a system that fuels a thriving $2 billion industry. A survey by the Bureau of Justice Statistics from 2007 found that around three-quarters of urban sheriff and police departments use polygraphs when hiring. Each test can cost $700 or more. Apply to become a police officer, trooper, firefighter, or paramedic today, and there is a good chance you will find yourself connected to a machine little changed since the 1950s, subject to the judgment of an examiner with just a few weeks’ pseudoscientific training.

    Last week the technology burst into the news when Christine Blasey Ford, the woman who accuses Supreme Court nominee Brett Kavanaugh of sexually assaulting her as a teenager, said that she had taken a privately administered polygraph test to help bolster her account of the incident. “While not admissible in court, they’re used by various governmental agencies and many people believe in their abilities,” Douglas Wigdor, a former prosecutor who now represents victims in sexual harassment and sexual assault cases against high-profile men, told The Washington Post.

    In one of the biggest surveys of law enforcement use of polygraph screening to date, WIRED filed more than 50 public-records requests with America’s largest federal, state, and local law enforcement agencies, seeking to discover how they use the polygraph during hiring and what safeguards they have in place to prevent abuse. The results were erratic—and discouraging. A quarter failed to respond at all, and nearly half said they had no responsive documents— meaning they do not track the age, gender, race, or disability status of those undergoing examination.

    But the results obtained offer a peek inside an outdated system that continues to influence who gets hired—and who doesn’t—at some of the most important institutions in the United States. Inconsistent and skewed polygraph screening programs are undermining the very places that are designed to uphold the law—a failure that comes with personal costs.

    Illustration by Alex Petrowsky

    Lie detection has come a surprisingly short way from its inception a century ago. As a graduate student at Harvard in 1915, American psychologist and proto-feminist William Marston noticed that when his wife “got mad or excited” her blood pressure seemed to climb. He theorized that measuring her blood pressure while asking her questions could reveal deception by pinpointing the answers that caused a spike.

    With the United States’ entry into World War I, Marston approached various government departments with the idea of developing his system as a tool to trap spies. He eventually secured a position in a medical support unit of the War Department (the precursor to the Department of Defense), where he carried out his initial research, often using women in university sororities as subjects.

    After the war, Marston trained his focus on the legal system. In 1921, James Frye, a black man in Washington, DC, was accused of shooting a doctor. Frye confessed the crime to police, then a few days later recanted his confession. Frye’s lawyer brought in Marston to test his client’s honesty.

    At the time, Marston’s device was a hack: a basic blood pressure monitor, administered with a medical cuff and stethoscope. After subjecting Frye to an examination, he concluded that his story of innocence was entirely truthful and agreed to testify on his behalf. However, the judge objected to the use of an unknown and unproven tool. An appeals court agreed, writing, “The thing from which [a] deduction is made must be sufficiently established to have gained general acceptance in the particular field in which it belongs.” This became known as the Frye standard. Because polygraphs have never convinced the majority of scientists, the Frye standard has excluded them from most courtrooms for almost a century.

    The experience only fueled Marston to make his method more sophisticated. He began working with a device, soon dubbed the polygraph, that measured blood pressure, breathing rate, and skin conductance—aka sweatiness. With some electronic and digital upgrades, these are essentially the same devices in operation today. Marston was media-savvy, touting polygraph technology in a public advertising campaign and, ultimately, even in comic books. While working as a consultant to DC Comics in 1940, Marston proposed a female superhero, Wonder Woman. She would be strong and smart, armed with bulletproof bracelets and an unbeatable lie detector—a Lasso of Truth that prevented anyone within its golden orbit from lying.

    In reality, Marston’s design was far from perfect. Mainstream psychologists were concerned that the physiological responses the polygraph recorded could be caused by a host of things other than deception; the device might capture unrelated emotions, such as nervousness, arousal, anxiety, or fear. And once you have results, their meaning is open to interpretation. A polygraph only records raw data; it is up to an examiner to interpret the data and draw a conclusion about the subject’s honesty. One examiner might see a blood pressure peak as a sign of deception, another might dismiss it—and it is in those individual judgments that bias can sneak in.

    But regardless of a polygraph’s accuracy, some organizations were beginning to find it useful. The polygraph’s scientific aura gave police a tool to intimidate suspects and recruiters a convenient way to shape their workforce. By the middle of the 20th century, polygraphs were being used by government agencies, factories, and banks to screen employees and investigate crimes, with little control or oversight. During the Cold War, federal polygraph tests were used to target left-wingers and homosexuals in government agencies.

    Eventually, science began pushing back. In 1965, the US Committee on Government Operations evaluated the scientific evidence for polygraphy and concluded: “There is no lie detector, neither man nor machine. People have been deceived by a myth that a metal box in the hands of an investigator can detect truth or falsehood.” The next year, the American Polygraph Association was formed to promote polygraphy and provide standards for examiners and technologies.

    In 1988, after years of intense lobbying by unions, the Employee Polygraph Protection Act prohibited most private companies from using lie detector tests. But the unions did not get a clean sweep: The Act excluded federal, state, and local government employers, along with private companies whose business is moving cash or drugs.

    The American Medical Association had come out against pre-employment screening in 1986, and in 1998 the Supreme Court also chipped in, saying that there was simply no scientific consensus that polygraph evidence is reliable. In 2004 the American Psychological Association said “the lie detector might be better called a fear detector,” noting there was virtually no research validating its use in job screening.

    In 1999 the Department of Energy asked the National Academies of Science to review the scientific evidence of the validity and reliability of polygraph examinations, particularly as used for screening.

    The resulting committee visited governmental polygraph units and reviewed almost a century of scientific papers and data. Its comprehensive report, which took four years to research and write, was damning. “Almost a century of research ... provides little basis for the expectation that a polygraph test could have extremely high accuracy,” wrote its authors. “Polygraph testing yields an unacceptable choice between too many loyal employees falsely judged deceptive and too many threats left undetected. Its accuracy in distinguishing actual or potential violators from innocent test takers is insufficient to justify reliance on its use in employee screening.”

    In short, the technology was judged to be pseudoscientific hokum.

    It was the polygraph’s tendency to produce false positives that especially worried the Department of Energy. Imagine using a polygraph in an investigation like the one proposed by US senator Rand Paul to identify the author of a damaging anonymous New York Times op-ed earlier this month. If a polygraph is accurate 85 percent of the time, as some data suggests, an investigation of 100 White House senior officials might well identify the guilty individual, but at the cost of falsely accusing 15 others. Shift that accuracy to 65 percent, a figure many critics suggest, and you couldn’t even be certain your culprit would be among the 34 individuals the machine would accuse.

    In 2005, the Department of Energy report concluded that “false positives … clearly affect the morale of those for whom such a result is reached. They risk interrupting the careers of valuable contributors to our nation’s defense [and] pose a very serious risk of depriving the United States of the vital services of individuals who may not be easily replaced.”

    Christopher Talbot would never become a New Haven police officer. Despite his heartfelt plea, the commissioners voted unanimously to remove him, and dozens of other candidates, from consideration.

    Alex Petrowsky

    Of course, Talbot may in fact have been guilty of a lie or crime for which there was no other proof. But evidence amassed by WIRED suggests an equally likely explanation: that he was the victim of a flawed and unreliable technology that is also vulnerable to examiners’ own personal prejudices.

    Data obtained by WIRED showed vast differences in the outcomes of polygraph tests depending on the examiner each candidate faced. Consider another law enforcement agency that uses polygraphs in its employment process: the Washington State Patrol (WSP). Between late October 2011 and the end of April 2017, the WSP conducted 5,746 polygraph tests on potential recruits. This was the largest data set WIRED received, including copious data on both applicants and examiners. While one examiner failed less than 20 percent of candidates, others failed more than half the applicants they screened. And while two examiners disqualified just four people in more than 1,000 applicants for supposedly having sex with animals, one of their colleagues failed more than 10 times as many for bestiality—around one in 20 of all job seekers. The same examiner was also twice as likely as the rest of his peers to fail applicants on the grounds of child pornography.

    There were no further hearings for these supposed crimes, and no jury to convince or judge to adjudicate, just scores of otherwise qualified applicants who would now not become Washington state troopers.

    “We don’t know which, if any, of the examiners are accurate, but the disparity between them suggests the test is not being used in a way that is at all reliable,” says John Allen, a professor of psychology at the University of Arizona. And tests that are not reliable, Allen says, cannot be valid.

    Not only can a failing polygraph test cost you a job, it can also follow you around throughout your career. People who fail a polygraph are usually asked to report that fact if they reapply for law enforcement positions nationwide, and some departments can share polygraph results with other agencies in the same state. “The polygraph’s great flaw is the substantial number of false positives that it gives out, especially when you’re using it for large-scale screenings,” says former CIA director James Woolsey, in a previously unreleased interview from 2009. He believes that polygraphs do not accomplish much more than “seriously damaging a lot of people’s lives by having them fail the polygraph when they haven’t really done anything.”

    This is not just a problem in Washington state. Around the US, most police departments use similar test formats and near-identical lists of questions, yet polygraph pass rates vary wildly. According to data supplied to WIRED, the toughest place in the country to take a polygraph could be Houston, whose police department passed just 32 percent of applicants in 2009. More recently, less than half (47 percent) of applicants passed the San Diego Police Department’s polygraph test in 2017.

    Slightly more lenient is the Texas Department of Public Safety in Austin, which passed 60 percent in 2016. But if you fail there, you could try again down the road at the Dallas Police Department, where 77 percent of test-takers passed last year. And if the thought of all those wires and dials really gets you nervous, head to Baltimore, where more than 91 percent of applicants aced the polygraph in 2017. Despite similar tests and presumably similar applicants (especially in Texas), the departments' pass rates are wildly different—and these rates have varied little over multiple recent years.

    But while polygraph examinations can be a lottery, history seems to show that the house can sometimes tip the odds.

    Forty years ago, Harold Moon applied for a position as a correctional officer in Cook County, Illinois. After taking a polygraph test, Moon, who was black, was informed that he had failed and was rejected. Moon then brought a class action suit alleging discrimination in violation of the 1964 Civil Rights Act. His suit included analysis that there was only a one in 1,000 chance of the high polygraph failure rate among black applicants in Cook County between 1976 and 1978 being random. The Congressional Record in 1987 noted that Moon’s case was quietly settled, including an agreement with Cook County to eliminate the polygraph requirement.

    That agreement would probably come as news to Donna Bibbs and two other African Americans who filed their own Civil Rights Act lawsuit against Cook County and its Sheriff’s Department in 2010. Bibbs and her fellow plaintiffs alleged that they were rejected for employment because of confessions given during their polygraph examinations that were never actually made.

    “The Sheriff has not adopted any procedure to allow applicants to dispute the correctness of reports of admissions on the polygraph examination,” read their complaint. “A consequence of [this] is to vest the polygraph examiner with the final authority to reject applicants by making false reports of admissions.”

    This case never made it to court either; the parties eventually reached a settlement in 2016. There is no indication that Cook County has since altered any of its policies, and, in fact, the Sheriff Department’s legal department told WIRED that it does not retain polygraph records in an aggregate format, rendering it unable to track systematic racial bias.

    From WIRED’s public records requests, it appears that few jurisdictions retain these records, making it nearly impossible to systematically identify bias in their programs. That comes as no surprise to William Iacono, professor of psychology, psychiatry, neuroscience, and law at the University of Minnesota. “[Demographic data] sounds like something these organizations don’t want to have,” he says. “Because if they have it, and someone asks for it, then it might reveal something that they’re not comfortable with. The examiner doesn’t really use an algorithm to figure out if people are employment worthy. The examiner’s decision is probably based primarily on the human interaction that the two people have.”

    Illustration by Alex Petrowsky

    In a survey of Virginia’s state licensed polygraphers carried out by University of Virginia researcher Vera Wilde in 2011, roughly 20 percent of respondents said they thought certain groups (for example, black people) tended to fail polygraphs more than others. In a US Senate hearing in 1987, the attorney general for New York said, “The [polygraph] operator’s prejudices, moods and feelings can strongly influence and even determine the outcome of the test. For example, we have received complaints about a polygraph operator who consistently fails a much higher percentage of black subjects than white subjects.”

    A study carried out for the Department of Defense’s Polygraph Institute in 1990 showed that innocent black polygraph examinees were more likely to suffer false positives than innocent whites, under mock crime conditions. The National Academy of Sciences report in 2003 worried about possible race, age, and gender biases, but noted that little research had been done in the area. “We know that there’s a potential effect of gender [and] race, in terms of [the] mix of polygrapher and subject,” said NAS committee chairman Stephen Fienberg in 2009. “We know that context matters. And we know that there can be systematic biases.”

    In 2007, a federal court observed that black applicants to the Arkansas State Police one year failed polygraphs at twice the rate of white applicants, although the numbers were too small to draw firm conclusions.

    Dozens of equal opportunity complaints have been made against the FBI’s polygraph screening unit, accusing examiners of racial and other biases. Many of the complaints, released to Wilde under Freedom of Information laws, reveal applicants’ frustrations with an opaque and seemingly hostile process.

    In 2008, one failed applicant wrote: “Black females are subjected to an entirely different level of scrutiny. I was given a polygraph test in Memphis and told that I failed, which was given by a male white. I requested a retake and was told that I passed the second polygraph test taken in Nashville, TN., which was given by a male black.” The FBI recorded her as saying its hiring criteria were “preset for hiring white males.” Both her application and her subsequent complaint were denied.

    While undergoing a polygraph examination for a position at an FBI field office in New Haven in 2010, a black man was told that his recollection of using marijuana only a few times in high school was showing as deceptive, and that he should change his answer. Later, he wrote: “I was convinced that [the examiner] may have made an assumption, based on a stereotype about African Americans and drug use, and used that stereotype to profile me. I also realized that what [he] was asking of me would reflect negatively either way—if I didn’t change my answer I was being deceptive, and if I did change my answer I was lying on my application.”

    This catch-22 grievance was investigated by the Department of Justice’s Complaint Adjudication Office in 2012. That office noted that the FBI had another polygraph examiner review the case blind, with “no information concerning complainant’s race.” However, the FBI’s definition of a blind review demands some scrutiny. The second examiner wrote that “the only personal information available to him when conducting the review was complainant’s name, date of birth, social security number, gender, height, weight, and address.” The controversy around so-called redlining has shown repeatedly that race and zip code (and even names) are closely linked. The man’s complaint was ultimately dismissed, as were all the other complaints obtained by Wilde.

    The FBI rejected multiple requests from WIRED under the Freedom of Information Act for the demographics of applicants failing its polygraph screening tests, citing exclusions for law enforcement and national security data. However, the agency accidentally included relevant (but incomplete) data in a response to Wilde in 2012, not published until now.

    The New Haven discrimination investigation included a memo stating the racial backgrounds of 130 FBI applicants who had failed preemployment polygraph tests between October 2008 and June 2010. (An additional 2,130 applicants who failed the polygraph were listed as “race unknown.”) While 12 percent of FBI staff are black, 19 percent of those failing its polygraph tests were black. Asians, Hispanics, Native Americans, and Pacific Islanders were also overrepresented in those failing the polygraph. And although 75 percent of FBI workers are white, they made up just 57 percent of applicants failing the polygraph tests.

    New data collected by WIRED show that local police departments fare little better. The Metropolitan Nashville Police Department uses a computerized voice stress analyzer (CVSA) in place of a polygraph. This is a machine that supposedly detects deception by analyzing the low frequency audio information from answered questions about sensitive topics—some systems purport to detect “micro tremors” in deceptive answers. The technology is regarded with as much skepticism in the scientific community as polygraphs.

    Data supplied to WIRED by the Metro Nashville Police Department show that black applicants are selected at only about half the rate of white applicants, and that Hispanic and Native American officers are also significantly under-selected. Metro Nashville also selects younger candidates (up to age 39) at nearly twice the rate of older ones (40 or older). The department says it has no record of anyone making an age, gender, or race-related complaint about the CVSA test, and that no applicant is ever disqualified based on a CVSA result alone.

    Although a voice stress analyzer test is only one part of Metro Nashville’s hiring process, there is some evidence that lie detector screening contributes more directly to lopsided hiring practices elsewhere. The Baltimore Police Department might have a relatively lenient polygraph screening system, passing the vast majority of those applying, but black applicants from 2013 through 2017 still failed their polygraph tests at higher rates than their white counterparts. In 2016 and 2017, they failed more than twice as often.

    Discrimination can work the other way too, if departments are giving preferred candidates a second shot at passing a test. In a 2014 internal survey of the San Diego Police Department’s polygraph unit, supplied to WIRED, one police officer noted: “I feel the examiners do a good job … They always offer to re-test if we want to.” This calls into question whether all applicants are treated equally, and suggests that even some police officers suspect the test is not always accurate.

    While the 2003 National Academy of Science report removed the last vestiges of polygraphy’s scientific credibility, researchers continue to track the technology’s real-world use. A 2017 study at Walden University in Minneapolis found no relationship between preemployment polygraph exams and officers’ propensity for future misconduct—a purported justification for administering polygraphs—nor any differences in attitude toward misconduct between officers who had or had not undergone such testing.

    “The research we’ve done shows that there’s no higher level of misconduct among police departments that don’t give polygraphs to applicants [than among] ones that do,” says Daryl Turner, president of the Oregon Coalition of Police and Sheriffs, an association of law enforcement professionals that campaigned against a bill last year to introduce preemployment polygraph screening in the state. “We also feel [the polygraph test] is not a fair assessment of a person’s truthfulness or integrity.”

    That is not a view shared by the American Polygraph Association, which certifies polygraph schools across the country. The majority of law enforcement agencies using polygraphy require examiners to be graduates of an association’s polygraphy course, which costs around $6,000 and can take 10 weeks to complete.

    The Washington State Patrol says that all of its examiners are APA certified, carry out polygraph tests consistently, and check results with colleagues. Despite that, data supplied to WIRED shows that the WSP hires black men at a lower rate than white men, and is more likely to fail older candidates during its polygraph screening.

    WSP lieutenant John Matagi could not offer a good reason why its examiners failed applicants or uncovered crimes at different rates, except to say: “They’re humans making human decisions [and] as each polygraph examiner gets better at their skill, they will have different results.” He also brushes off concerns that older candidates fail more often. “One of the things we speculated is that people who have been alive longer have more opportunity to engage in activity that is disqualifying,” he says.

    Other departments appear more concerned about possible inequities. The Dallas Police Department supplied WIRED with data on the gender and race of its applicants and their relative success in polygraph tests. It also compared each group to the majority demographic of applicants. (As in every department that gave data to WIRED, this was white males.) Dallas reported more equitable hiring outcomes, and less variation between different groups, than other departments that responded: Both genders and all racial groups passed at similar rates.

    So if the polygraph is so unreliable and prone to bias, why does law enforcement continue to use it? WSP’s Matheson says that much of the value in polygraph testing comes during the pre-polygraph interview, where “it is not uncommon for us to learn information that disqualifies the candidate. That’s a big part of the value of what we hope to gain from the entire process.”

    In other words, the mere specter of being subjected to a lie-detector test can induce applicants to confess information they might have otherwise withheld.

    Between 2010 and 2017, the Phoenix Police Department told WIRED that it conducted 3,711 polygraph tests while recruiting sworn officers, civilian staff, interns, and volunteers. On 96 occasions, applicants admitted to crimes during or after their test, including two confessions of extortion—and four of murder. Although the polygraph cannot reliably detect truth or falsehood itself, its cultural reputation for omniscience can be used by an artful examiner to elicit confessions from nervous or suggestible subjects.

    “The one thing that lie detection appears to be good for is tricking naïve people into thinking that the person who’s examining them knows more about what’s in their mind than they actually ever could,” says Jay Stanley of the American Civil Liberties Union’s Speech, Privacy, and Technology Project. “It’s an intimidation device.”

    The polygraph industry does not always get its way. The ACLU and the Oregon Coalition of Police and Sheriffs succeeded in fighting off the attempt to legalize polygraph screening tests in Oregon last year, and evidence obtained using a polygraph remains inadmissible in most legal settings.

    Even the New Haven Police Department, which continues to use the polygraph for screening recruits, has proposed shifting their standards around the test. Earlier this year, the New Haven mayor’s Police and Community Task Force noted that minority officers are underrepresented in the department and laid part of the blame for that with the polygraph screening process. “NHPD needs to create a policy prohibiting contact between the psychologist and recruitment staff and the person administering the polygraph test,” it wrote in a report.

    According to the best available science, polygraph tests are no more reliable at extracting the truth than Wonder Woman’s magic lasso. But by the time a new installment of the super hero’s story is released, in November 2019, millions more polygraphs will have been administered across the nation.

    More Great WIRED Stories


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