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How Much Tsa Get Paid – Hubbard Radio Washington, LLC. All rights reserved. This website is not intended for users located in the European Economic Area.
The head of the Transportation Security Administration says achieving pay equity for the TSA screening workforce is his top priority if he is reconfirmed to lead the agency.
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According to Administrator David Pekoske, the TSA needs 10% more airport screening personnel than it currently has. The shortage comes as air travel has risen to pre-pandemic levels.
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Pekoske has served as TSA administrator since 2017, and in February President Joe Biden announced that he would appoint retired Coast Guard …
Pekoske has served as TSA administrator since 2017, and in February President Joe Biden announced that he would nominate the retired Coast Guard vice admiral for a second five-year term.
“The number one thing for me as an administrator, and if confirmed, over the next five years, is to fix this wage issue because it’s very important to us,” Pecoske said during a confirmation hearing by the Senate Commerce, Science and Transportation Committee. . wednesday “If we don’t fix wages, we can’t work with employees.”
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To meet the demand for airport screening, Pekoske said the TSA has implemented a variety of incentives, including hiring bonuses, local cost-of-living increases and summer overtime bonuses. He said about 1,000 transportation security officers had recently voluntarily moved to understaffed airports.
According to Pekoske, the TSA typically experiences 20% employee turnover each year. He said the agency’s low pay relative to the rest of the federal workforce is a major challenge in recruiting and retaining transportation security officers. TSA employees typically earn about 30% less than their counterparts in other federal agencies.
“It’s very, very difficult for us to hire people because they’re looking at the payroll system,” he said. “Even if we can recruit them, sometimes they decide to come to TSA and then go to another agency.”
This is also reflected in the Public Service Partnership’s 2021 Best Places to Work report released on Wednesday. The agency’s employee engagement and satisfaction score of 48.3 ranks 426th out of 432 departments and agencies in the government. The latest score is a step back for the TSA, which jumped to 53.4 in last year’s report.
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TSA received particularly low marks for pay satisfaction, with a score of 28.5 ranking it 427th out of 428 departments in that category. Employees also expressed displeasure with how the agency handled COVID-19, both in terms of management and employee well-being.
To address the pay gap, the TSA’s fiscal year 2023 budget request provides an average 30% increase in base pay for transportation security officers and a 20% average increase in base pay for federal air marshals “to includes the financing of a ‘debt capital plan’. The White House is proposing to offset a $1.5 billion increase in the TSA’s budget through a bill that would allow the agency to keep all passenger security fees it collects instead of sending some to the U.S. Treasury to reduce the federal deficit.
Meanwhile, the House of Representatives passed the TSA Workforce Bill of Rights in May. The bill would put 60,000 TSA employees on the same staffing system as other federal employees. This includes full collective bargaining rights, access to an independent third party for dispute resolution and a Common Schedule payment system.
But the bill has barely received Republican support in the House, and a similar split could be a stumbling block in the Senate, where bills typically need at least 60 votes to pass.
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The Commerce Committee is now considering whether to move the legislation forward. During the hearing, GOP members of the committee echoed House Republican concerns about including TSA employees in the Title 5 workforce and giving them full collective bargaining rights.
“The General Schedule is a 70-year-old classification and compensation system from the last century, the subject of countless studies and recommendations from good government organizations, that is consistently too inflexible to meet the needs of the 21st century workforce.” said Rep. Roger Wicker (R-Miss.). “A better course of action is to use the existing [Aviation and Security Transportation Act] flexibility to improve TSA’s payroll system so that it can outperform the GS system.”
Sen. Marsha Blackburn (R-Tenn.) also told Pekoske she was “disappointed” that he was supporting collective bargaining for TSA workers after previously refusing to support it.
But Pekoske said his experience over the past five years has convinced him that expanding collective bargaining is the right path for the TSA. The agency is also seeking an additional $120 million in fiscal year 2023 to help manage a workforce with full collective bargaining rights.
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“I was very focused on the results of the Federal Employee Opinion Survey. It didn’t move the needle where it needed to move,” Pekoske said. “I think we should try a different approach to this.”
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This story was updated at 8:15 a.m. Friday, Sept. 10, with an additional statement from the Transportation Security Administration.
Nearly 20 years after 9/11, some transportation security workers see the upcoming anniversary as a pivotal moment in their ongoing fight for higher pay and better working conditions.
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Many officers saw September 11, 2001 as a turning point, inspiring them to join the newly formed Transportation Security Administration a few months later.
“We’ve put up with a lot as officers, not only from the agency, but from the public as well,” LaShanda Palmer, the local executive vice president of the American Federation of Government Employees, which represents the officers, told reporters last week at Philadelphia International Airport.
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“For me, we have proven ourselves. We proved ourselves not only to the agency, but also to the public,” he added. “We are here. We came here 19 years ago to do business. We have shown them that every time we are laid off during the pandemic, we still come to work. We still do what is required of us.”
Will Tsa Officers Get A Better Deal Under Title 5?
Homeland Security Secretary Alejandro Mayorkas ordered the TSA in June to expand collective bargaining rights, negotiate a new contract with the union and develop a plan to pay the agency’s airport screeners a common wage.
Mayorkas is reviewing the TSA’s draft resolution on the TSO’s plans to expand collective bargaining rights, as well as AFGE’s input on that plan, union counsel Chris Blessing said.
The secretary is also considering the agency’s proposal to give TSOs the right to appeal before the Merit Systems Protection Board, he added.
“TSA has submitted to the DHS Secretary’s office a plan to improve the compensation system for TSA employees,” an agency spokesperson said in an email to Federal News Network. “The plan provides TSA employees with pay equal to that of their General Schedule counterparts and increases based on longevity. TSA will continue to work on compensation through the budget process over the next several months.
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But there is only so much DHS can do administratively to increase TSO pay and expand workplace rights. AFGE is pushing Congress to pass the TSA Workforce Act, which would permanently transition TSOs into the Title 5 staffing system, expand collective bargaining rights, and give MSPB employees the right to appeal.
Brian Schatz (D-Hawaii) and Ed Markey (D-Mass.) introduced a companion bill to the Senate. The law has yet to be fully passed by the House and Senate.
The bill, which House Democrats have introduced twice before, would also allow TSOs to be paid on a 72-year common schedule.
When Congress first created the TSA nearly 20 years ago, it excluded TSOs from the General Schedule pay scale and the Level 5 personnel system, which is how most, but not all, other federal employees are classified today.
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AFGE local manager Pascual Contreras, who represents TSOs at Phoenix Sky Harbor Airport, said he believes the General Schedule payment will not only improve his standard of living, but also help TSA retain more talent.
“TSA, unfortunately, is bleeding a lot of talent,” Contreras said. “A lot of people come to work, decide it’s too much for the pay and benefits we have, and decide to go to other government agencies.”
Contreras and other TSOs say they see constant turnover among their colleagues, and they see low pay as a major factor in the agency’s staffing problems.
“When a new employee walks in the door, after they’ve been there for a year, they make approx
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