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The directive sets requirements for fairness, compliance with applicable laws, confidentiality of candidate records, and proper use of TSA-issued or OHC-approved assessment tools. 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1100.30-26 INTERVIEWS AND/OR OTHER FINAL SELECTION PROCESSES  \nTo enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit.  \nNOTE: Pursuant to Section 101 of the Aviation and Transportation Security Act (49 U.S.C. 114(n)), this directive and all related Handbooks, Attachments, and Appendices, establish Transportation Security Administration (TSA)policy and must be applied accordingly.  \nREVISION: This revised directive supersedes TSA MD 1100.30-26, Interviews and/or Other Final Selection Processes, dated March 21, 2011.  \nSUMMARY OF CHANGES: Administrative changes throughout made on January 30, 2025 to comply with Executive Orders titled Ending Radical and Wasteful Government DEI Programs and Preferencing, Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, and/or Initial Rescissions of Harmful Executive Orders and Actions issued January 20, 2025. Section 4, Definitions, deleted and moved to TSA Handbook 1100.30-26; Section 6, Policy, added a training requirement for individuals conducting Selecting Official (SO) interviews (previously training was optional), deleted redundant reference check guidance covered in the handbook, revised throughout for clarity; Section 7, Procedures, see TSA Handbook 1100.30-26 for summary of changes to the procedures; and administrative changes made throughout the directive.  \n1. PURPOSE: This directive provides TSA policy and procedures for the final selection process regarding candidates for TSA positions.  \n2. SCOPE: This directive applies to all TSA employees, applicants, and positions, with the exception of those under a Political Appointment or in the Transportation Security Executive Service (TSES) .  \n3. AUTHORITIES:  \nA. The Aviation and Transportation Security Act, Pub. L.107-71 (ATSA)  \n4. DEFINITIONS: See TSA Handbook 1100.30-26, Interviews and/or Other Final Selection  Processes.  \n5. RESPONSIBILITIES:  \nA. TSA managers, supervisors, and local Human Resources (HR) representatives 1 are responsible for:  \n(1) Adhering to the provisions of this policy in considering and selecting candidates for TSA positions; and  \n1 All references to local HR representatives in this Directive include the Headquarters Business Management Office (BMO) representatives performing HR functions.  \n(2) Seeking guidance and approval from appropriate staff in the Office of Human Capital (OHC) before applying alternative procedures.  \nB. The SOs are responsible for:  \n(1) Overseeing and implementing the selection process in accordance with this directive;  \n(2) Ensuring that the evaluation/selection criteria and processes are fairly applied and clearly communicated to candidates for the position; and  \n(3) Ensuring that all TSA employees participating in the selection process:  \n(a) Meet the requirements of Section 6.D. of this directive;  \n(b) Are provided adequate instructions on their responsibilities; and  \n(c) Are immediately removed from the process should there be any indication that there is either an actual or potential conflict of interest, or that established procedures are not being followed.  \nNOTE: In the event there is an actual or potential conflict of interest for the SO, the SO must immediately consult with his/her supervisor and/or the ethics officer and take appropriate action (e.g., recusal, waiver, etc.) .  \nC. Local HR representatives or designated staff members are responsible for:  \n(1) Maintaining control, confidentiality, and oversight of all records pertaining to the candidate assessment and selection process, to include the Certificate(s) of Eligibles, assessment tools, evaluation criteria and results, and other related documentation;  \n(2) Providing advice and guidance, and as appropriate, serving as an SRP member, to assist SOsand SRPs in evaluating BQ candidates in a fair, consistent, non-discri","cbCaimN7BowURoHD","https://ap.wps.com/l/cbCaimN7BowURoHD","pdf",368310,"English","# PURPOSE\n# SCOPE\n# AUTHORITIES\n# DEFINITIONS\n# RESPONSIBILITIES\n## TSA managers, supervisors, and local HR representatives\n## Selecting Officials (SOs)\n## Local HR representatives or designated staff members\n## Office of Human Capital (OHC)\n# POLICY","[{\"question\":\"What is the purpose of TSA MD 1100.30-26?\",\"answer\":\"It provides TSA policy and procedures for the final selection process for candidates seeking TSA positions.\"},{\"question\":\"Which employees and applicants does the directive cover?\",\"answer\":\"It applies to all TSA employees, applicants, and positions, except those under a Political Appointment or in the Transportation Security Executive Service (TSES).\"},{\"question\":\"How does the directive require assessment tools and interviews to be handled?\",\"answer\":\"Assessment tools and selection processes must be used according to the directive and only those issued or reviewed/approved by OHC as authorized for use.\"}]","TSA Management Directive No. 1100.30-26 - Interviews and/or Other Final Selection Processes | PDF",1789747725,15]