Myth vs. Fact on TSO Workforce
Focus on People
MYTH: TSA does nothing to reduce injuries to screeners or unsafe work conditions.
FACT: TSA cares about its workforce and has implemented a robust safety program.
- The U.S. Department of Labor (DOL) has applauded TSA as a best example in federal government for aggressively addressing injuries and lost days.
- Between 2005 and 2007, TSA has reduced the number of total and lost time injuries by 54.05% and 46.7% respectively.
- Between 2005 and 2007, TSA has reduced the average number of Continuation of Pay (COP) days due to traumatic injury by 70%, from 45 days to 13.5 days.
- TSA has implemented a series of aggressive workplace safety initiatives, including:
- Optimization & Safety Teams create ergonomic work areas to reduce lifting and carrying heavy bags;
- Safety Action Teams, chartered at each airport, focus on prevention of future injuries.
- Annual safety inspections, Job Hazard Assessments, and local investigation of actual injuries identify potentially unsafe or unhealthful conditions and track corrective actions to improve prevention of future injuries.
- Automated injury claims filing process improves medical management of injuries;
- Nurse case management program focuses on early medical intervention to reduce lost days from duty; and
- Workers Compensation Desk Guide for field HR specialists.
MYTH: TSA denies veterans' preferences and violates the intent of Congress.
FACT: TSA's veterans preference program is more beneficial than other federal agencies.
- TSA complies with Title 5, the federal standard in this area, and extends veterans preference to all military personnel that have been honorably discharged. Under the direction of the Aviation Transportation Security Act, TSA also extends preference to include retired military personnel. The combination of these two definitions of "veteran" results in the broadest application of preference in the federal government. This commitment to those who have already given so much to our country is reflected in the composition of our TSO workforce – 23 percent are veterans versus 25 percent of the non-postal federal workforce.
MYTH: TSA attrition rates are increasing and out of control.
FACT: TSA's attrition is decreasing and is comparable to other transportation sector jobs. (August 2007 Data)
- Total TSO voluntary attrition is 16.9 percent, a 2.3 percent decline from FY06. (Voluntary attrition includes resignations, transfers, and retirements).
- Full-time TSO voluntary attrition is a 11.1 percent, a 12.1 percent decline from FY06.
- Rates have fallen every year – Part-time voluntary rates fell 36.4 percent between FY04 and FY07 (as of August 2007).
- DOL statistics show that the overall TSO “quit rate” (13.9 percent as of July, 2007) is lower than that of the “transportation, warehousing and utilities” segment in the private sector (17.5 percent) and the private sector overall (25.9 percent).
- Attrition for screeners employed by air carriers before 9/11 ranged as high as 100-400 percent annually at some airports.
MYTH: TSOs are denied whistleblower protections.
FACT: ALL TSOs have whistleblower protections through an independent U.S. government agency.
- A formal Memorandum of Understanding with the U.S. Office of Special Counsel in effect since May 2002 provides TSOs with an independent review of their rights under 5 U.S.C. 2302(b)(8).
- TSA requires whistleblower training for every employee.
To read the Memorandum of Understanding, click here.
To learn more about the U.S. Office of Special Counsel, click here.
MYTH: TSOs cannot join a union.
FACT: TSOs can and do join unions.
- TSOs have the right to join unions and have union representatives represent them at many types of proceedings.
- Currently, TSA has 4,349 TSOs that have their union dues automatically deducted from their payroll.
MYTH: TSA's EEO complaints are sky-high.
FACT: TSA's EEO complaints are comparable to other federal agencies.
Individuals filing formal EEO complaints for all of FY07 totaled 337, representing only 0.58 percent of the total workforce (57,853). TSA has a lower rate of individuals filing formal EEO complaints than the Department of Transportation, the Department of Justice, and the U.S. Postal Service. The U.S. Government average was 0.55 percent for FY06, putting TSA right at the government average for individuals filing EEO complaints.
MYTH: TSOs are denied due process for a complaint or termination.
FACT: TSO has multiple processes for complaint resolution.
TSOs have many venues to present complaints and obtain due process.
Internal
- Ombudsman's Office
- Office of Civil Rights
- Disciplinary Review Board
- Peer Review Programs
- TSA has established a Model Workplace Program, where employees and managers form councils to address all sorts of workplace complaints and grievances.
- TSA uses the authority granted by Congress to implement a zero-tolerance policy in regard to illegal drug use and theft.
External
- U.S. Equal Employment Opportunity Commission
- U.S. Office of Special Counsel (Whistleblower)
- Federal Courts
MYTH: TSOs have not received a pay increase in 4 years.
FACT: TSOs have received pay increases based on their performance.
- TSA paid out over $72M in pay raises and bonuses based on job performance.
- ALL TSO/TSMs are eligible for performance based pay increases and bonuses with the highest performers receiving a significant increase to base pay and bonus. A true pay-for-performance system.
- Based on 2006 Performance, in 2007, 40% of the TSO/TSM workforce received a salary increase above and beyond the government wide cost of living allowance.
- In Feburary 2007 TSA paid out $60M in bonuses (with benefit costs) to all qualified employees and incurred $12M in 2007 pay raise costs (with benefits) for PASS.
- TSA has implemented career progression opportunities for every TSO.
