TSA Embraces Performance Pay

As a frequent traveler, I've had my share of frustrations with the Transportation Safety Administration (TSA).  But a few months ago I started to form more of a relationship with the TSA.  No, I didn't get put on the terror watch list.  Rather, I began to read the TSA's blog.  Back in April '08 I blogged about the TSA blog, which does an excellent job of putting a human face on the organization and explaining why they do the things they do.  In my day job at a digital marketing agency I tell the TSA blog story continually, suggesting to clients that "if the TSA can do it, you can do it!" (Alas, most still don't get it...but that's another story).

A few weeks ago my love for the TSA deepened, as I discovered that this government organization - usually a sign of bureaucracy and little innovation - is using a pay-for-performance model for its employees.   Called the Performance Accountability and Standards System (PASS), the focus of the effort is on random tests of its screeners, whose results are used to determine compensation.  I was frankly blown away by some of the comments on the blog and the testimony from TSA Deputy Administrator,  Gale Rossides.  Here's some killer quotes:

• Our belief is that rewarding excellent performers is one way to motivate a workforce with a deadly serious job to do. Conversely, not rewarding mediocre performance based solely on seniority is a way to motivate people to step up or consider other career options.
• When you get paid more to do a better job, you do a better job. PASS is targeted to reward excellent performance. That is an incentive to perform at the highest level to which you are capable. PASS rewards the individual performance necessary to achieve TSA's organizational goals and that increases security.
• TSA's pay-for-performance system is driven by validated data. Its performance metrics are standardized, measurable, observable and almost completely objective. PASS has been adjusted based on feedback from our Officers about what the real job is.
• Our Officers have told us they want a pay-for-performance system because they know what is at stake: they want to know that their fellow officers are equally competent.
• TSA supervisors have a significant stake in the PASS program as well, and they are evaluated on how effectively and fairly they administer it. Successful implementation of the program is a component of their own PASS ratings.
• Our goal is for our Officers to be switched on and always at the ready. Pay for performance drives their higher level of performance because their earning power is directly tied to their learning power.
• While significant advances are being made in our technology and security processes, each day's success begins and ends with our Officers...Pay-for-performance is vital to sustaining this top performing workforce.

It almost brings a tear to my eye to read the story of a government going against the odds to implement a Challenge Dividend-friendly performance pay system.  Not only does it take fresh thinking to come up with this idea, but the TSA leadership continues to have to defend it against complaints from the federal employee unions.

So it begs the question: Why did the TSA take such a measure?  I believe it's because the stakes are too high, and the TSA leadership chain knew that it had to model the best management tools from the competitive private sector to succeed in this absolutely critical job.  So the next time you're going through the usual routine in airport security, you should breathe a little easier knowing that your TSA officers are as motivated to succeed as you are in your job.

Comments

[Todd F.]

Bob, it is nice that TSA has done this for their screening officers. It definitely shows forward thinking on their part. One thing that may disappoint you however, is that their private counterparts aren't compensated in the same fashion. It is next to impossible for SPP(private airport screeners) to get a raise out side of the mandated cost of living adjustment. Check out this link of what is not available to private screeners: http://www.federaltimes.com/index.php?S=3841599