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Managing programs related to corporate security, aviation security, force protection, law enforcement, and other equivalent security/law enforcement programs; AND. The Office of Personnel Management (OPM) has established an Interchange Agreement, which allows most permanent TSA employees to apply and be considered for vacancies in Competitive Service agencies.
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MOBILITY: The Transportation Security Administration (TSA) was created in the wake of 9/11 to strengthen the security of the nation's transportation systems while ensuring freedom of movement for people and commerce.
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TSA policy requires verification of Selective Service registration for male applicants born after 12/31/59. TSA employees who are absent for the purpose of performing military duty may apply for any vacancies announced in their absence.
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TSA employs a risk-based strategy to secure U.S. transportation systems, with nearly 50,000 Transportation Security Officers, each day at approximately 450 airports nationwide. Applicants and current TSA employees who are selected for a Senior Leadership position must sign and submit a mobility agreement upon acceptance of a job offer.
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TSA will attempt to place employees based on identified locations but cannot guarantee placement in the identified location. Eligibility to apply for other Federal positions : TSA is an Excepted Service agency exempt from most of Title 5 United States Code; therefore, employment with TSA does not confer the "Competitive Status" that generally results from selection and service in Competitive Service agencies.
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Final determination will be made at the discretion of TSA. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social.
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National Service Experience (i.e., volunteer experience): Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social.
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When you enter on duty, you will be required to complete a Public Financial Disclosure Report, OGE Form 450. To qualify for the SV-K Pay Band (equivalent to GS-15) , you must have one year of specialized experience equivalent to the SV-J Pay Band or GS-14in the Federal service or equivalent experience in the private sector.
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If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.
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Learn more about the Transportation Security Officer (TSO) role on the TSA Careers Website. Transportation Security Officers are responsible for providing security and protection of travelers across all transportation sectors in a courteous and professional manner.
$43,055 - $55,231 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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All candidates must comply with IDEMIA's background check process and criteria, and personnel with access to TSA and FBI contract sensitive information, SSI, and/or PII will be required to undergo federal background checks.
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Transportation Security Officer. Their duties may also extend to securing high-profile events, important figures and/or anything that includes or impacts our transportation systems. Pay scale & grade.
$43,055 - $55,231 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Open & closing dates.
$39,576 - $63,516 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Open & closing dates.
$39,576 - $55,231 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Open & closing dates.
$39,576 - $58,366 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â
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If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.