Transportation Security Administration (TSA): Company Profile & Background Check FAQs

The Transportation Security Administration was established in 2001 by the Aviation and Transportation Security Act, passed by Congress in the weeks following the September 11 attacks. The agency was created to assume federal responsibility for security at the nation's commercial airports, a function that had previously been delegated to private contractors. TSA initially operated under the Department of Transportation and was transferred to the Department of Homeland Security in 2003, where it remains today.

TSA's mission is to protect the nation's transportation systems to ensure freedom of movement for people and commerce. The agency employs approximately 65,000 people, making it one of the largest federal agencies by workforce. Personnel include Transportation Security Officers (TSOs) stationed at airport checkpoints, Federal Air Marshals operating covertly on commercial flights, canine teams deployed across airports and transit systems, and administrative, intelligence, and leadership staff.

Beyond airport passenger screening, TSA administers several programs that affect a broad range of industries, including the TSA PreCheck trusted traveler program, the Hazardous Materials Endorsement Security Threat Assessment for commercial truck drivers, and security vetting for workers in surface transportation, freight, and maritime sectors.

Agency benefits and employee programs: TSA employees are federal workers and receive benefits typical of federal employment. The agency offers:

TSO roles carry specific physical requirements, including the ability to stand for extended periods, lift baggage, and work rotating shifts covering early mornings, evenings, nights, and weekends. Candidates for TSO positions should review the physical and medical standards posted on the TSA careers page before applying.

Yes. All TSA positions require at least a basic suitability determination before a candidate can be hired. For TSO roles and other positions requiring access to secure areas of transportation infrastructure, the background check process is more extensive. It includes a Security Threat Assessment (STA) conducted by TSA itself, as well as a full suitability investigation administered through the Office of Personnel Management (OPM), which is the federal agency responsible for vetting civilian federal employees.

The STA component checks the applicant's criminal history, immigration status, and records in terrorism-related databases. The OPM suitability investigation is a broader review of an applicant's background, character, and fitness for federal employment. The scope of this investigation depends on the position's security sensitivity level.

A TSA employment background check draws on multiple data sources and search types. For TSO and security-sensitive roles, the screening typically includes:

The specific components included in any given screening depend on the position and its security designation.

Timeline depends on the position and the specific components being processed.

For the STA component - which applies to hazmat endorsement applicants and certain transportation sector workers as well as TSA job applicants - results typically come back within a few days to a few weeks, assuming no records require follow-up investigation.

For the full suitability investigation required for TSO and other federal employment positions, the process can take several weeks to a few months. Factors that can extend the timeline include:

For a general overview of background check timelines, see Checkr's guide on background check turnaround times.

TSA employment is subject to both permanent and temporary disqualifying criteria defined in federal statute and agency regulation. Disqualifying factors are organized into categories - certain offense types result in permanent ineligibility, while others may create a temporary bar that can be overcome after a defined waiting period or through a waiver process.

Generally speaking, the disqualifying criteria cover categories including terrorism-related offenses, certain felony convictions, offenses involving weapons or explosives, and domestic violence convictions under federal law. The full list of permanent and interim disqualifying offenses is published by the agency.

For TSA employment disqualifications, refer to the official criteria posted at TSA careers.

For Security Threat Assessment disqualifications applicable to hazmat endorsements and other STA programs, the complete list is maintained at the TSA Disqualifying Offenses and Other Factors page.

Candidates with any criminal history in their background are encouraged to review the applicable federal criteria directly rather than relying on summaries, as the controlling language is the official statutory and regulatory text.

Look-back periods vary by position and the type of record being reviewed.

For terrorism-related records and certain permanent disqualifiers, there is no fixed look-back window. These records are reviewed regardless of when the offense occurred.

For TSO employment suitability investigations, OPM typically examines the past 5 to 10 years of an applicant's background, depending on the position's sensitivity level. The review covers criminal history, employment, residences, and references during that period.

For hazmat endorsement STAs, the criminal history review covers a defined window established by federal regulation, with terrorism-related records subject to a longer or unlimited look-back.

Many jurisdictions have "ban-the-box" laws that restrict when private employers can inquire about criminal history. These laws generally do not apply to federal agency hiring, but candidates applying to TSA-adjacent private sector roles (such as contract security or airport vendors) may have additional protections depending on the hiring location.

Federal agency background investigations, including those conducted by OPM for TSA positions, are governed primarily by civil service regulations, DHS directives, and applicable federal statutes - not the Fair Credit Reporting Act (FCRA). FCRA is a federal law that regulates how Consumer Reporting Agencies (CRAs) may collect and report background information when used in private-sector employment decisions.

Because OPM conducts its own investigations directly rather than purchasing a consumer report from a CRA, the standard FCRA disclosure-and-consent framework does not apply to the federal suitability investigation component.

However, if TSA or a contractor uses a CRA for any portion of the screening - for example, in processing a hazmat endorsement STA through an approved channeler - FCRA requirements would apply to that component, including the right to disclosure, written consent, and the ability to dispute inaccurate information.

Candidates who believe information in their background investigation is inaccurate can seek correction through the federal dispute process administered by OPM or the applicable federal records authority.

Yes. Pre-employment drug testing is mandatory for all TSA positions. TSA participates in the federal Drug-Free Workplace program, which requires agencies to maintain a drug-free work environment and conduct testing across multiple contexts. In addition to pre-employment screening, TSA employees in safety-sensitive roles are subject to:

The testing panel covers the standard federal drug categories. Candidates should be aware that use of substances that are legal under state law may still be disqualifying under the federal program.

CDL holders who want to transport hazardous materials are required by federal law to pass a TSA Security Threat Assessment before a state can issue or renew a hazmat endorsement on their commercial driver's license. This requirement applies to all hazmat-endorsed CDL holders, regardless of the type of carrier or state in which they are licensed.

How the process works:

For the complete list of disqualifying offenses and the current fee schedule, visit the official TSA Hazardous Materials Endorsement page.

The tsa hazmat background check must be renewed every five years, aligning with CDL renewal cycles. Applicants who are denied may appeal the determination through the TSA's appeal process.

TSA PreCheck is a trusted traveler program that allows enrolled members to use expedited screening lanes at participating airports. Applicants pay an enrollment fee (currently approximately $77-$85 for a five-year membership, subject to change by provider) and submit to a background check as part of the enrollment process.

The PreCheck background check covers:

How far back does the TSA PreCheck background check go? TSA reviews criminal history comprehensively as part of the PreCheck enrollment process. For terrorism-related records and other permanent disqualifying offense categories, there is no defined look-back limit. For other criminal history, TSA applies criteria consistent with its STA disqualification framework. Applicants with older records that fall within a disqualifying category may still be denied enrollment.

PreCheck membership is valid for five years and requires re-enrollment to maintain benefits. Applicants who are denied can appeal through the TSA's Traveler Redress Inquiry Program (TRIP) or the DHS TRIP process for issues related to terrorism-related screening records.

Running a personal background check with Checkr lets you preview what may appear in a TSA employment screening or other hiring process before you apply. Reviewing your own report gives you the opportunity to identify and dispute any inaccurate or outdated information before it surfaces in an employer's search.

A personal background check through Checkr can include:

To get started, visit Checkr Personal Background Checks or create a portable Checkr Profile that you can share with prospective employers directly.

If an employer initiated your background check through Checkr and you have questions about your report status, you can log in to the Candidate Portal or find answers and support through the Checkr Help Center.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.