Most TSA employees are in line for performance-based payouts

More than three-quarters of workers under the Transportation Security Administration's pay-for-performance plan soon will receive a performance-related raise, according to an internal report. But federal employee unions are claiming TSA's method of determining the pay hikes was arbitrary and confusing.

Seventy-six percent of employees under the agency's Performance Accountability and Standards System will receive pay boosts or bonuses, based on the quality of their work in 2009, the report said. These payments will supplement an annual cost-of-living increase, which has yet to be determined. The percentage of employees receiving a raise is roughly the same as last year, but TSA cautioned that some employees might not receive as much money despite similar performance.

"While the pay pool for 2009 performance will ensure that PASS-covered employees are properly recognized for their hard work and outstanding achievements, there is no guarantee that all PASS-covered employees will receive a payout equal to or greater than their 2008 performance payout," the report stated. "In addition, due to the unpredictability of current and future budget levels, the overall funding level should not be viewed as a guarantee of future pay pool levels."

TSA acting Administrator Gale Rossides said there was slightly more money available for raises in 2009 than in 2008, but there also were more employees in the system, making the amount available per employee similar. One difference between the two years, however, was that the workforce as a whole did a better job in 2009, raising the bar for payouts.

"We look at all of the data, when it's all completed, and all of the ratings have been submitted, and we look for the natural breaks in those results," Rossides said. "This year, the ratings ranges were slightly different than last year, because the workforce had performed better. The officers are staying on the job longer, and gaining more experience, and they're becoming more skilled in the job."

According to the report, about 17 percent of employees fell into the top performance category in 2009, earning a 4 percent boost to their base salary and a $2,500 bonus. About 32 percent were in the next tier and will receive a 2 percent raise and a $1,500 bonus. Twenty-seven percent will receive a 1 percent raise and $1,000 bonus, and nearly 24 percent will receive only a $500 bonus. A small portion (0.02 percent) of employees will not receive any raise or bonus other than the cost-of-living increase, which everyone will get. Some officers will receive additional cash bonuses. Last year's report showed approximately the same distribution and payout to employees.

National Treasury Employees Union officials said members were frustrated they didn't know the score or performance level they needed to get a certain pay hike until after TSA had distributed the raises. Union representatives also noted that at least one NTEU member was slated to receive a smaller raise than in 2008, despite achieving a better performance review score.

"The fact that you can score higher from one year to the next and receive a smaller merit-pay increase points to the unfair and arbitrary nature of the PASS system," NTEU President Colleen Kelley said.

American Federation of Government Employees attorney Chad Harris also blasted the system, claiming that the changing thresholds and payouts were unfair to employees.

"It's an extremely subjective system, in terms of evaluating the [transportation security officers] and what scores they will ultimately receive," Harris said.

Both unions support legislation that would move TSA employees to the General Schedule and grant them the right to bargain collectively, but its prospects for passage remain murky. The bill (H.R. 1881) has cleared two House panels and is awaiting a floor vote; it has yet to be introduced in the Senate, however.

Rossides defended the pay plan, noting employees know at the beginning of the year the actions they must take and the tasks they must perform well to qualify for rewards. The system is critical to ensuring dedicated TSOs are well-compensated, she said.