PR Newswire

WASHINGTON, July 27, 2023

Plan Raise Provides all TSA Non-Executive Employees Compensation Equal to Federal Government's General Pay Scale

WASHINGTON, July 27, 2023 /PRNewswire/ -- The Transportation Security Administration (TSA) has officially implemented its new Transportation Security Compensation Plan, previously referred to as pay equity for all TSA employees. This plan honors the commitment by Secretary of Homeland Security (DHS) Alejandro N. Mayorkas to invest in TSA's workforce through a modernized pay structure comparable with their colleagues on the federal government's General Schedule (GS) pay scale, regular step increases and a clear progression for pay mobility and growth. Since the inception of TSA, the workforce that secures the nation's transportations systems has been paid at a lower rate than the rest of the federal government.

Today, DHS Secretary Mayorkas and TSA Administrator David Pekoske joined Ranking Member of the House Committee on Homeland Security Bennie Thompson (D-MS), American Federation of Government Employees (AFGE) President Everett Kelley, AFGE TSA Council 100 President Hydrick Thomas and TSA employees at Ronald Reagan National Airport for a press event announcing TSA's new compensation plan, which went into effect earlier this month.

"Ensuring that every TSA employee is paid fairly, at the same levels as our federal counterparts, has been my top priority," said TSA Administrator Pekoske. "TSA's new compensation plan ensures this, and I want to be clear that we are not going back to the old pay system. Our ability to recruit and retain a vigilant, professional and engaged workforce has been significantly improved by the promise of equal pay, which is now a reality. I am grateful for President Biden, Secretary Mayorkas, Congress and AFGE President Kelley for supporting this effort so that we can continue to meet our mission."

"Fighting for fair pay of the TSA workforce has been one of my highest priorities and I am proud that we have accomplished this critical goal," said Secretary Mayorkas. "Pay equity is an important milestone but it is not a capstone, and I look forward to continuing to support the entire DHS workforce alongside our partners in Congress and across the Administration."

Since the announcement of the new compensation plan back in December, TSA has witnessed a marked decrease in employee attrition levels, a subsequent rise in retention rates and increased applicant interest across various TSA job categories.

• TSA's new compensation plan covers all TSA non-executive employees from Transportation Security Officers (TSOs), vetting and intelligence analysts, inspectors, cybersecurity experts, Federal Air Marshals and canine handlers to management and administrative professionals.
• TSA's attrition rate has dropped 61% since October 2022. Attrition rates in FY19 and FY22 were 18% and 19.1%, respectively.
• 96% of the new compensation plan funding went to individuals who serve on the TSA frontlines, which includes TSOs, canine handlers, Transportation Security Inspectors and Federal Air Marshals.

In December 2022, Congress approved and President Biden signed the fiscal year 2023 Omnibus Appropriations Act, which included funding that ensures TSA employees are paid at the same levels as their federal counterparts. On July 2, 2023, TSA officially transitioned to TSA's Transportation Security Compensation Plan. No employee salary was reduced as a result of the compensation plan. This action further enables the critical national security work that TSA employees do each day to protect the nation's transportation systems. TSA looks forward to working with Congress to ensure that funds are available to support this compensation plan on a continuing basis.

View original content to download multimedia:https://www.prnewswire.com/news-releases/transportation-security-administration-implements-new-compensation-plan-301887816.html

SOURCE Transportation Security Administration

Over the past several years, employment exams have become an integral part of the job search process. The scope, analysis and details of each exam is different by industry and assessment type. Countless employers and job boards are utilizing these exams to pre-screen applicants before they enter their system for review, thereby minimizing administrative costs while increasing efficiency.

First and foremost, it’s important to understand that pre-employment assessments are nothing new. Employers have always screened candidates (via things like drug tests and reference checks) to determine whether they would be a good fit for their organization. What has changed, however, is the format of these exams and the purpose. Assessments are now used to determine a candidate’s aptitude, performance and personality. By scoring and sorting through applicants blindly, employers feel they can select the best candidates to interview — solely on qualifications and skills alone.

So, if you have recently started the job search process and are confused (or, frankly, a bit anxious) by the thought of these exams, you shouldn’t be. Here are the types of exams being utilized, what they measure and how you can prepare.

There are two types of assessments: employee-driven and employer-driven.

An employee-driven assessment is one that you take on your own — without prompting — in order to highlight your skills within your field. These assessments are available through various job sites, such as LinkedIn, which provide aptitude tests based on industry. Other types of exams result in a certification (such as PMP, Six Sigma or CFM). Once passed, these tests and/or certifications can be displayed on your profile and resume to strengthen your candidacy.

An employer-driven exam is generally given alongside a job application so that an employer can determine if you are, in fact, qualified for the position. Employer assessments, such as through Indeed, are designed to measure industry-specific and general aptitude skills. Since these are not initiated by the employee but rather through the employer, I find that these exams are what make my clients the most nervous.

Both exams are targeted in their design and specific in their purpose.

Whether employee- or employer-driven, both assessments demonstrate that your skills and abilities go beyond what is written on your resume. Each exam is created to assess a wide variety of attributes and skills, in a technical and emotional capacity.

Questions for these exams typically revolve around:

• Hard skills: Do you have the proficiency level required for the role?

• Operations: In on-the-job scenarios, how well can you handle daily tasks?

• Abilities: How do you handle yourself when things don’t go as expected?

• Personality: Does your personality align with what the role requires?

These factors can be tested individually or combined in order to find the perfect candidate that fits a company’s long-term goals and objectives. For example, Marie is applying for a role as a retail sales manager. The role requires the ability to handle various changing needs, strong customer service skills and proficiency in Microsoft Office. The employer has decided to utilize an Indeed assessment to measure just how well Marie can perform. They test her hard skills (asking questions pertaining to Microsoft Office), provide her on-the-job scenarios (to see how well she tackles customer concerns), throw in an obscure situation (what does she do when someone tries to steal?) and ask questions to gauge her personality type. The exam takes about 25 minutes and provides an all-encompassing picture for the company to review.

How can you prepare for an employer-driven exam when you are not given the questions in advance?

While employee-driven assessments can be taken several times and/or studied for, an employer-driven exam cannot be. It is a one-shot deal, and there are no study guides or Cliff notes. This should not deter or frighten you from taking these exams. Why? You are applying for a role that you qualify for, so the questions and scenarios should all be ones that you know. Regardless, there are still ways you can prepare.

• Practice: There are various IQ and skills tests online that you can take to simply get used to taking a timed exam on a computer. Best of all, they are free to use.

• Research: Read through the description of the job and company to ensure you understand their mission and vision and what it is they are looking for in a candidate.

• Wait: Some assessments allow you to start them separately from your application. I strongly recommend completing your application and then taking a short break (10-15 minutes) before starting your assessment. Assessments should be completed the same day in order to get your application into the system, so please don’t wait too long, but taking a few minutes to ensure there are no distractions and you are in the right frame of mind will prove to be beneficial.

• Do not rush: Even if the exam is timed, read through each question and the corresponding directions thoroughly. The purpose isn’t always to complete every question in the allotted amount of time, but rather to see how well you perform under pressure. Details and accuracy are more important than finishing quickly, so focus.

Exams and assessments often invoke fear, but in this case, they should cause you to feel empowered rather than uncertain. Be confident in your abilities and detailed in your approach. As Helen Keller is often credited with saying, “Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence.” You are capable, prepared and qualified — these exams are merely a means to prove that!