2012 ACC/TSA Security Capabilities...

2012 ACC/TSA Security Capabilities Day

July 17, 2012

Risk-Based Security

Workforce Transformation Action Team

Lamont Virgil

Director, Organizational Effectiveness Division, OHC

Agenda

Slide 2

RBS Workforce Transformation: Action Team Structure and Process 3

Competencies: Aligning the TSO Workforce with RBS Requirements 4

Recruitment/Selection: Attracting and Hiring the Right TSOs for RBS 5

Performance Management: Measuring and Reinforcing RBS Success 6

Specialization: Improving TSO Skillset Groupings 7

Aptitude: Assessing the Requisite RBS Acumen 8

Training: Integrating RBS Into TSO Daily Job Functions 9

Staffing Levels/Structure: Optimizing the TSO Staffing Mix 10

Internal Communications: Building an Understanding of RBS 11

RBS Workforce Transformation:

Action Team Structure and ProcessThe RBS Workforce Transformation effort employs an Action Team to guide the analysis of human factors and the

development of actionable solutions for transforming the TSO workforce within the RBS construct.

• The AAs for OHC, OSO, OTWE, and OSC and the

Associate Administrator for RBS, endorsed the

creation of an Action Team to examine the

workforce implications of RBS

• The team leverages cross-organizational expertise

from the following Program Offices: OSO, OSC,

OHC, OTWE, and OPA

• The team is co-chaired by Mike Aguilar and Lamont

Virgil

• Team members are divided into the following sub-

groups/focus areas:

Competencies

Recruitment/Selection

Performance Management

Aptitude

Internal Communications

Specialization

Training

Staffing Levels/Structure

ACTION TEAM STRUCTURE ACTION TEAM PROCESS

The Action Team follows an iterative process for developing

actionable recommendations that adjust to new

RBS developments and the evolving RBS strategy.

Slide 3

Competencies

Slide 4

Discovery Question: What competencies (knowledge, skills, and abilities) are required for

Transportation Security Officers (TSOs) as a result of RBS?

Approach: The Office of Human Capital (OHC) conducted

Phase II of the Officer Job Analysis Study (OJAS) which

included focus groups at five Pre™ Proof of Concept

airports to analyze impacts on TSO competencies from the

larger RBS system.

TSO Competencies

Attention to Detail

Command Presence

Conflict Management

Conscientiousness – NEW!

Critical Thinking

Flexibility – NEW!

Integrity / Honesty

Interpersonal Skills

Oral Communication

Reading

Security Directives and Regulations

Security Equipment Proficiency

Situational Awareness

Teamwork

Technology Application

Visual Observation

Preliminary Recommendations:

Sh

ort

Term

*

1. Add conscientiousness and flexibility to TSO Job Analysis Tools

(JATs). (OHC)

2. Incorporate updated competency definitions in the TSA

Competency Catalog. (OHC)

3. Update JATs for Lead Transportation Security Officers (LTSOs),

Supervisory Transportation Security Officers (STSOs), Master

Transportation Security Officers (MTSOs), and Expert Transportation

Security Officers (ETSOs) to reflect OJAS results and RBS analysis.

(OHC)

Lo

ng

Term

**4. Increase the emphasis placed on critical thinking, interpersonal

skills, oral communication, and security equipment proficiency

competencies in the TSO assessment process. (OHC)

5. Review job analysis of TSO and TSO-related positions to ensure

qualification requirements address current position responsibilities.

(OHC)

Competency increased in importance due to RBS

Aligning the TSO Workforce with RBS Requirements

?

*Short Term = Less than a year. **Long Term = More than a year.

Recruitment

Slide 5

Discovery Question: What are the impacts of RBS to TSO recruitment and selection

processes / practices??

Approach: Members of OHC reflected on the outcomes of the

Phase II OJAS to identify potential impacts RBS will have on TSO

recruitment and selection.

HIRING

PLANNING*

RECRUITMENT

& JOB

OPPORTUNITY

ANNOUNCEMENT*

APPLICATION

COMPUTERIZED

TESTING*

AIRPORT

ASSESSMENT*

MEDICAL

EVALUATION

BACKGROUND

CHECKCERTIFICATES

JOB OFFERENTRY ON DUTY/

ORIENTATION

BASIC

SCREENER

TRAINING*

CREDIT CHECK


Sh

ort

Term

1. Modify the language in the TSO Job Opportunity

Announcement (JOA). (OHC)

2. Update the content of the TSO Realistic Job Preview (RJP)

video. (OHC, OSO)

3. Modify the questions used in the structured interview as part

of the airport assessment. (OHC)

Lo

ng

Term

4. Develop/revise external TSO entry-level hiring/selection

process to align with RBS requirements and revised JATs.

(OHC)

5. Modify the content of the Computer Based Test (CBT) to

assess for competencies required as a result of RBS. (OHC)

6. Revise recruitment/assessment processes for LTSOs,

STSOs, or recruitment/assessment processes used to fill TSO-

related positions such as Behavior Detection Officer (BDO),

Security Training Instructor (STI), and Coordination Center

Officer (CCO) to reflect OJAS results and RBS analysis. (OHC)

TSO Hiring Process Overview (as of 03.26.12)

Airport and/or Contractor

Contractor

Airport

LE

GE

ND

Applicant

* RBS Impacts

TSA PerSec

Attracting and Hiring the Right TSOs for RBS

Performance Management

Slide 6

Measuring and Reinforcing RBS

Success

Approach: Members of OHC reflected on the outcomes of the

Phase II OJAS to identify the potential impacts RBS will have on

Performance and Accountability Standards System (PASS) and

Office of Security Operations’ (OSO) performance management

systems.


Sh

ort

Term

1. Increase the significance placed on TDC functions in TSO PASS

performance plans. (OHC)

Lo

ng

Term

2. Revise PASS Competency Performance Component to align

with RBS requirements. (OHC)

3. Update OSO performance management programs to align with

RBS principles – such as Aviation Screening Assessment Program

(ASAP) and Presence, Advisement, Communications, Execution

(PACE). (OSO)

? Discovery Question: How will performance testing and performance management

processes for TSOs need to be adapted to the RBS requirements?

Specialization

Discovery Question: What types of new TSO specializations will be required to support

RBS??

Approach: OSO reviewed the current TSO career model against

TSA’s risk priorities and operational requirements to formulate a

set of capabilities required to provide the most effective and

efficient security in a RBS environment.

PTDR:• Travel Document Check • Divestiture• Passenger alarm resolution

ITDR• Image interpretation • Accessible property/checked

baggage alarm resolution

TSR• Queue coordination • Exit lane monitor• Baggage handler• Bin rotation• Customer assistance• Administrative tasks

TSO Specializations:

Future State Responsibilities

TSO Specialization:

Long-Term Strategies

Develop a certified

Passenger Threat Detection/Resolution (PTDR) specialization.

Develop a certified Image Threat Detection/Resolution (ITDR) specialization.

Develop Transportation Security Representative (TSR) classification.


Sh

ort

Term

1. Conduct a feasibility study to determine the validity of

creating specializations for PTDR, ITDR, and TSR. (OSO –

Lead, Joint Integrated Project Team (IPT) to support)

Improving TSO Skillset Groupings

Slide 7

Aptitude

Slide 8

Assessing the Requisite RBS Acumen

Discovery Question: What are the cognitive demands of performing X-ray image analysis

given the RBS requirements (e.g., use of a continuous belt on Pre™ lanes) and the

cognitive demands of switching between low and co-mingled (unknown/high-risk) lanes?

Approach: Representatives from the Office of Security

Capabilities (OSC) conducted extensive research and literature

reviews to investigate the cognitive aptitude required for TSOs to

operate successfully in a RBS environment.

The Hidden Figures Test is commonly used to

measure visuo-spatial ability.

The Vandenberg and Kuse Mental Rotation

Test is used to measure spatial ability.


Sh

ort

Term

1. Identify aptitude/attribute requirements to improve the “quality”

of TSOs performing the RBS image analysis task for Advanced

Technology (AT) security equipment on Pre™ and non-Pre™

lanes. (OSC)

2. Determine if select aptitude/attribute screening can be utilized

as a valid tool in predicting whether TSOs will be successful at the

RBS image analysis task for AT security equipment. (OSC)

3. Develop or identify a selection test or tool based on AT RBS

image analyst aptitudes/attributes. (OSC)

Lo

ng

Term

4. Analyze the data from the lane-switching study to identify areas

of possible human error. (OSC)

?

Training Integrating RBS Into TSO Daily Job Functions

Discovery Question: How does training need to change based on RBS initiatives? ?Approach: The Office of Training and Workforce Engagement (OTWE) developed

an RBS Training Matrix to map new-hire and in-service TSO training to RBS

requirements.


Sh

ort

Te

rm

1. Analyze results from the 2012 comprehensive OTWE New Hire

TSO Training Task Analysis (TTA) and OHC Competency Reviews.

Integrate all technical and non-technical knowledge, skills and

abilities necessary for a successful uniformed federal employee.

Ensure RBS initiatives are incorporated and recommended new RBS

competencies and abilities are addressed. (OTWE, OSO, OHC)

2. Design and develop an OTWE Strategic Training Plan that

supports TSA’s RBS Strategic Plan and aligns OTWE’s training

model and resources to support short-term and long-term RBS

initiatives. (OTWE)

3. Explore the consolidation of existing TSO testing and evaluation

programs including: Continuous Reinforcement of Security Skills

through Intelligently Networked Guidance (CROSSINGS), ASAP and

PACE programs, and Office of Inspection (OI) testing results as a

way to increase security efficiency. (OTWE, OSO, OI)

Lo

ng

Te

rm

4. Conduct a TTA for LTSOs, incorporating current RBS initiatives,

and design/develop a formal LTSO training/certification program.

(OTWE, OHC)

5. Finalize national roll-out plans for a standardized training program

for on-the-job training (OJT) instructors who mentor and advise new-

hire TSOs through the final phase of certification. (OTWE, OSO)

6. Conduct a comprehensive TTA for PTDR and ITDR specialization

positions. (OTWE, OHC, OSO)

7. Expand the TSO New Hire Training Program to include initial

onboarding processes, and centralize the delivery of newly

developed “Officer Candidate” training either at the TSA Academy or

Regional Training sites. (OTWE, OHC, OSO)

RBS Requirements

Training Course Inte

rpers

on

al S

kil

ls

Ora

l C

om

mu

nic

ati

on

Fle

xib

ilit

y

Cri

tical T

hin

kin

g

Secu

rity

Eq

uip

men

t P

rofi

cie

nc

y

TS

A P

re™

Kn

ow

n C

rew

mem

be

r

Do

D

75 a

nd

Old

er

12 a

nd

Un

de

r

CA

T /

BP

SS

Pil

ot

En

ha

nced

Sele

cte

e

Scre

en

ing

Passen

ge

rs S

cre

en

ed

A

cco

rdin

g t

o R

isk

Secu

re F

lig

ht

NEW HIRE TRAINING

Checkpoint & Checked

BaggageF C F C C F C F F

IN-SERVICE TRAINING

TACCOM C C C C

TSA Pre™ C C C C C

Known Crew Member Pilot C

DoD Credentialing Pilot C

75 and Older Pilot C

RBS Video Series C C

Behavior Awareness

Training PilotC C C

TRX Simulator Imaging

SessionsC C C

Essentials for Supervising

Screening Operations PilotC C C C C C

Leading People Managing

Operations C C

Foundations of Leadership C C C C

Leading From the Middle C C C C

Real Time Leadership Skills C C C C

Current State:

Future State:

C

F


Sh

ort

Term

1. Conduct full-time (FT)/part-time (PT) employee mix

recommendations focused on cost and work requirements for

the OSO Assistant Administrator (AA). (OSO)

2. Conduct FT/PT analysis concentrating on security

effectiveness. (OSC)

3. Develop a guide on team structures based on shift bids and

staff scheduling for the field Scheduling Operations Officers.

(OSO)

Lo

ng

Term

4. Pending the results of the feasibility study to determine the

validity of creating specializations, conduct further analysis on

the impacts specializations will have on staffing levels and

structure. (OSO)

Staffing Levels/Structure

Slide 10

Optimizing the TSO Staffing

Discovery Question: What is the impact of part-time TSOs on RBS goals? Could airport

checkpoint teams be better structured and organized to support RBS?

Approach: OSO recently analyzed cost and work requirement

differences between the part-time versus full-time TSO workforce.

OSO also examined the application of a team concept to the field

environment to understand the impacts to RBS efforts.

?

Work is primarily

part time at small airports

with low model efficiency.

An increase in the full-time

workforce has an efficiency

cost.

Histogram of Model Efficiency by Airport CategoryNormal

Model Efficiency

Air

po

rts

Op

tim

al E

ffic

iency

Internal Communications

Slide 11

Building an Understanding of

RBS

Discovery Question: How can TSA most effectively communicate RBS information to TSOs? ?

RBS Internal Communications

OrganizationalSatisfaction

Survey

Weekly Readership

Survey

iShare-Traffic Metrics

As One Survey

NAC Focus Groups and Site Visits

User Preference

Survey


Sh

ort

Term 1. Create and deliver a survey that tests employees’ RBS

knowledge-base. (OPA)

2. Obtain agreement on what acceptable levels of RBS knowledge

and buy-in look like. (OPA)

Lo

ng

Term

3. Create a TSA-wide employee communications strategy into

which RBS fits with clear delineation of responsibilities for both

communicators and employees.

(OPA)

Approach: To assess and improve TSA’s RBS communications

efforts, members of the Office of Public Affairs (OPA) are

identifying gaps in the planning, production, distribution, and

evaluation of current communications, as well as the access and

time given to employees, the individual responsibilities, and

feedback expectations.

Questions

2012 ACC/TSA Security Capabilities...

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