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The Facts on TSO Attrition Rates

Our Approach

July 22, 2008

What is Attrition?

• TSO attrition rates are based on all separations from TSA.
• This includes those who leave TSA for other opportunities within the Federal government.
• There are two primary types of attrition:
• Voluntary – initiated by the employee (e.g., resignation, retirement, transfer). Can occur due to employees’ dissatisfaction, better opportunities, economic considerations, life changes, etc.
• Involuntary – initiated by TSA (termination, removal). Some level of involuntary attrition is necessary and signifies management of poor performance (e.g., termination during initial probationary period).

TSO Attrition Versus Other Reported Turnover Rates

• The table below compares TSO attrition rates with Bureau of Labor Statistics (BLS) rates. When comparing with BLS, it is important to remember:
• TSA counts retirements and transfers to other Federal agencies as voluntary attrition
• BLS counts transfers, retirements, deaths and disability losses in “Other” separations

• Some officers who leave TSA stay within DHS or go to other government agencies
• 7.4% of FY07 TSO separations were voluntary transfers to other DHS agencies
• 4.1% of FY07 TSO separations were voluntary transfers to non-DHS agencies

Why is TSO Attrition High Relative to Federal Agencies?

• Different agency: the TSO workforce is not comparable to the majority of the Federal workforce, which is predominantly administrative in nature.
• Different work: TSO work is very demanding mentally, physically, and interpersonally.
• Different operational requirements: TSO work schedules are aligned with airline flight schedules to ensure efficient screening coverage. As a result, the TSO workforce is approximately 24.6% part-time versus 5.6% for the overall Federal workforce. Part-time workers have significantly shorter tenures and higher turnover rates. Other Federal agency attrition rates would likely be higher if they had a part-time workforce of comparable size to TSA’s.
• Different labor force: the TSO workforce is mostly younger and newer to the Federal service. Employees of more mature Federal agencies are typically older and have more years of Federal service. Accordingly, prospective retirement benefits may have a greater influence on their retention decisions.

The Good News: TSO Retention

• A great deal of TSO attrition is the initial “churn” of new hires leaving quickly after learning the job is not for them or finding other opportunities.
• But… TSOs who get past that initial six months often go on to long and productive tenures.

How long have our active TSOs been with us?