TSA Pay Scale 2026: Updated Salary & Benefits Guide
Working for the Transportation Security Administration (TSA) comes with a structured salary system that was recently updated to align with the federal General Schedule (GS). This 2026 guide explains how the TSA pay system works, how it compares to the GS scale, and what you can expect in terms of salaries, locality adjustments, step increases, and benefits.
Quick Facts: TSA Salaries in 2026
- Starting salary (Band D, Step 1): $34,454 base.
- Average TSA Officer (TSO) salary: ~$46,000–$55,000 with locality adjustments.
- Highest TSA pay bands (K–L): $162,672+ before locality pay.
- Locality adjustments: from +16% (Rest of U.S.) to +41% (San Francisco).
- Step increases: every 1–3 years, depending on step level.
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TSA Pay Bands vs GS Scale (2026)
Since 2023, TSA pay bands (D–L) have been officially aligned with the federal GS pay scale. Each band corresponds to a GS grade (GS-5 through GS-15), with 10 steps inside each band. Salaries progress by step increases and are then adjusted by locality pay depending on the employee’s location.
The table below shows the TSA pay bands, their GS equivalents, and the updated 2026 salary ranges:
| TSA Pay Band | GS Equivalent | 2026 Minimum Step 1 | 2026 Maximum Step 10 |
|---|---|---|---|
| D | GS-5 | $34,454 | $44,786 |
| E | GS-7 | $42,679 | $55,486 |
| F | GS-9 | $52,205 | $67,865 |
| G | GS-11 | $63,163 | $82,108 |
| H | GS-12 | $75,706 | $98,422 |
| I | GS-13 | $90,025 | $117,034 |
| J | GS-14 | $106,382 | $138,296 |
| K | GS-15 | $125,133 | $162,672 |
| L | GS-15+ (upper TSA band) | $125,133 | $162,672+ |
Example: A new TSA Officer in Band D (GS-5 equivalent) starts at $34,454. In New York City (+33.98% locality), the actual pay is about $46,200 at Step 1 and can exceed $60,000 at Step 10.
What Is the General Schedule (GS)?
The General Schedule (GS) is the main pay scale for more than 70% of federal civilian employees. It consists of 15 grades (GS-1 to GS-15), and each grade is divided into 10 steps. The grade level assigned to a position determines its salary range.
How to become a TSA agent? Read on TSO Hiring Process and TSA CBT and TAB Tests.
Pay Bands by Job Category (2026)
Base salary ranges reflect Step 1 of the lowest band to Step 10 of the highest band. Locality pay is added on top of these amounts.
| TSA Job | Pay Band Range | Base Salary Range (2026) |
|---|---|---|
| Transportation Security Officer (TSO) | D–E | $34,454 – $55,486 |
| Transportation Security Manager (TSM) | H–I | $75,706 – $117,034 |
| Clerical Support | C–E | $29,178 – $55,486 |
| Administrative Support | D–F | $34,454 – $67,865 |
| Technical Support | E–G | $42,679 – $82,108 |
| Para-Professional | F–H | $52,205 – $98,422 |
| Professional | F–L | $52,205 – $162,672+ |
| Technical | G–L | $63,163 – $162,672+ |
| Engineering | G–L | $63,163 – $162,672+ |
| Transportation Specialist (2101) | F–J | $52,205 – $138,296 |
| General Attorney (0905) | G–L | $63,163 – $162,672+ |
| Medical Officer (0602) | G–L | $63,163 – $162,672+ |
| Compliance Inspection and Support (1802) | C–G | $29,178 – $82,108 |
| Coordination Center Officer (0086) | F–G | $52,205 – $82,108 |
Locality Pay Adjustments 2026
In 2026, TSA salaries include locality pay adjustments that are added to the base pay according to the employee’s duty station. These adjustments range from +16.82% (Rest of U.S.) to +46.34% (San Francisco).
Some of the highest locality adjustments are:
- San Francisco: +46.34%
- New York City: +37.95%
- Washington DC: +33.94%
- Houston: +35.95%
- Seattle: +31.57%
- Rest of U.S.: +16.82%
These percentages are applied on top of the base salary in the TSA Pay Band tables. For example, a Band F Step 1 officer with a base salary of $52,205 will earn about $76,400 when stationed in San Francisco (+46.34%).
Full Locality Pay Table 2026
| Area | Code | Pay Adjustment 2026 |
|---|---|---|
| Alaska | ALASKA | 34.10% |
| Albany | ALBANY | 23.35% |
| Albuquerque | ALBUQUERQUE | 20.44% |
| Atlanta | ATLANTA | 25.08% |
| Austin | AUSTIN | 21.77% |
| Birmingham | BIRMINGHAM | 20.21% |
| Boston | BOSTON | 35.84% |
| Buffalo | BUFFALO | 23.55% |
| Burlington | BURLINGTON | 21.16% |
| Charlotte | CHARLOTTE | 21.27% |
| Chicago | CHICAGO | 30.93% |
| Cincinnati | CINCINNATI | 23.15% |
| Cleveland | CLEVELAND | 23.20% |
| Colorado Springs | COLORADO | 21.07% |
| Columbus | COLUMBUS | 22.21% |
| Corpus Christi | CORPUS | 20.24% |
| Dallas | DALLAS | 27.40% |
| Davenport | DAVENPORT | 19.74% |
| Dayton | DAYTON | 21.13% |
| Denver | DENVER | 29.18% |
| Des Moines | DESMOINES | 19.63% |
| Detroit | DETROIT | 29.38% |
| Harrisburg | HARRISBURG | 19.92% |
| Hartford | HARTFORD | 35.03% |
| Hawaii | HAWAII | 21.59% |
| Houston | HOUSTON | 35.95% |
| Huntsville | HUNTSVILLE | 21.41% |
| Indianapolis | INDIANAPOLIS | 19.51% |
| Kansas City | KANSASCITY | 19.70% |
| Laredo | LAREDO | 21.30% |
| Las Vegas | LASVEGAS | 19.82% |
| Los Angeles | LOSANGELES | 36.46% |
| Miami | MIAMI | 25.47% |
| Milwaukee | MILWAUKEE | 22.89% |
| Minneapolis | MINNEAPOLIS | 27.72% |
| New York City | NEWYORKCITY | 37.95% |
| Omaha | OMAHA | 18.98% |
| Palm Bay | PALMBAY | 19.41% |
| Philadelphia | PHILADELPHIA | 29.00% |
| Phoenix | PHOENIX | 22.33% |
| Pittsburgh | PITTSBURGH | 22.97% |
| Portland | PORTLAND | 23.49% |
| Raleigh | RALEIGH | 22.44% |
| Richmond | RICHMOND | 21.79% |
| Sacramento | SACRAMENTO | 29.21% |
| San Antonio | SANANTONIO | 18.91% |
| San Diego | SANDIEGO | 32.57% |
| San Francisco | SANFRANCISCO | 46.34% |
| Seattle | SEATTLE | 31.57% |
| St. Louis | STLOUIS | 19.68% |
| Tucson | TUCSON | 19.47% |
| Virginia Beach | VIRGINIABEACH | 18.82% |
| Washington DC | WASHINGTONDC | 33.94% |
| Rest of United States | RESTOFUS | 16.82% |
Levels & Conversion System
TSA pay bands are divided into 10 steps. Progression depends on years of service within the band. This system mirrors the GS scale and ensures regular salary increases as employees gain seniority.
Step Progression Timeline:
- Steps 1 → 2 → 3 → 4: each after 1 year
- Steps 4 → 5 → 6 → 7: every 2 years
- Steps 7 → 8 → 9 → 10: every 3 years
| Step | Time in Band |
|---|---|
| Step 1 → Step 2 | 1 year |
| Step 2 → Step 3 | 1 year |
| Step 3 → Step 4 | 1 year |
| Step 4 → Step 5 | 2 years |
| Step 5 → Step 6 | 2 years |
| Step 6 → Step 7 | 2 years |
| Step 7 → Step 8 | 3 years |
| Step 8 → Step 9 | 3 years |
| Step 9 → Step 10 | 3 years |
For more details, you can download the full TSA Conversion Table (2023), which includes all pay bands and within-band increase amounts.
How the Conversion System Works
When TSA employees are converted into the GS-aligned pay structure, their salary is determined in one of two ways:
- Based on time-in-band – using years of service to place the employee at the appropriate step.
- Based on current base pay – if the employee’s salary is already higher than the time-in-band placement, they are placed at the closest higher step.
This ensures that employees do not lose pay during the conversion.
Case Study: David (Long-Term Officer)
David has been an I Band TSO since 2013 with a base pay of $72,353.
- Time-in-band places him at Step 7.
- His new salary after conversion: $101,454.
Case Study: Laura (New Analyst)
Laura was hired in 2020 as a G Band Program Analyst with a base pay of $66,120.
- Time-in-band would place her at Step 4 ($65,250).
- But since her current salary is higher, she is adjusted to Step 5 ($67,227).
Conversion Process for LTSOs and MTSO-STIs
Employees serving as Lead Transportation Security Officers (LTSOs) or Master Transportation Security Officers – Security Training Instructors (MTSO-STIs) follow the standard time-in-band conversion, but also receive one additional step increase. This policy recognizes their added responsibilities and ensures they are not disadvantaged during conversion.
Case Study: Alice (LTSO)
Alice was promoted to LTSO in 2016 with a base salary of $42,337.
- With 8 years of time-in-band, she is placed at Band F, Step 6.
- She then receives the extra step increase for LTSOs/MTSO-STIs.
- Final result: Band F, Step 7 with a new base salary of $58,838.
Breaks in Service and Recent Promotions
Employees who return to TSA after a break will have their previous time-in-band fully credited. This ensures that service history is not lost and that returning employees are placed fairly.
For recent promotions within the past three years, TSA uses whichever method is more beneficial:
- Current time-in-band, or
- Cumulative time-in-band in the previous band before promotion.
Case Study: Mark (Rehired After Break)
- Served as a J Band Program Analyst for 5 years before leaving.
- Rehired in 2022.
- If based only on current service, he would be at J Band Step 2 ($106,702).
- With cumulative time-in-band, he is placed at Step 5 ($113,496).
Case Study: Karen (Recent Promotion)
- Served 14 years in I Band before promotion to J Band.
- Because her promotion was within 3 years, TSA compares both methods.
- Her salary is adjusted to the step in J Band equal to or higher than her previous pay.
Handling Demotions
Demotions at TSA are treated differently depending on the circumstances.
- Involuntary demotions (such as workforce reductions or adjustments): employees keep their cumulative time-in-band credit, as if the demotion never occurred.
- Voluntary demotions (unrelated to performance or conduct): employees receive time-in-band credit for both the current and higher bands, ensuring that previous service is not lost.
Case Study: Emily (Involuntary Demotion)
- Demoted from H Band to G Band due to a workforce adjustment.
- Later promoted back to H Band.
- Cumulative time is fully credited.
- Final placement: H Band Step 6, with a base pay of $82,954.
Case Study: John (Voluntary Demotion)
- Voluntarily downgraded from H Band to F Band for personal reasons.
- Total service time accumulated: 19 years.
- Placement: F Band Step 10, with a base salary of $63,743.
Background: From TSA SV System to GS Alignment
Before 2023, the Transportation Security Administration used its own internal pay structure, called the SV Pay Band system. This framework organized jobs into bands labeled B through L, each with fixed minimum and maximum salary ranges. Pay progression depended on time spent within a band rather than the federal General Schedule (GS).
In 2023, the TSA launched the Pay Equity Plan. This reform aligned pay bands D through L with GS grades 5 through 15, while Bands B and C remained unique to TSA. Since then, TSA salaries have followed the GS model, including step increases and locality pay adjustments.
This transition simplified comparisons with other federal agencies and ensured that TSA employees were compensated consistently with government-wide standards.
Benefits Beyond Salary
Working for TSA offers more than just base pay and step increases. Employees receive a full package of federal benefits, including:
- Health insurance through the Federal Employees Health Benefits (FEHB) program.
- Retirement coverage under the Federal Employees Retirement System (FERS), including pension and Social Security.
- Thrift Savings Plan (TSP) with government matching contributions, similar to a 401(k).
- Paid leave including annual leave, sick leave, and federal holidays.
- Life and disability insurance options through FEGLI.
- Career development opportunities, such as training programs and promotion potential.
Frequently Asked Questions (FAQ)
What is the starting salary for a TSA Officer in 2026?
A newly hired TSA Officer (Band D, Step 1) earns a base salary of $34,454. With locality pay, this can rise to about $46,000 in New York City or $50,000 in San Francisco.
How often do TSA employees receive step increases?
Step increases occur every 1 year for early steps, every 2 years for mid-level steps, and every 3 years for the final steps.
Do TSA employees receive locality pay?
Yes. Locality pay adjustments range from +16.82% (Rest of U.S.) to +46.34% (San Francisco) in 2026.
Do TSA Officers receive overtime and night differential pay?
Yes. TSA Officers are eligible for overtime, night differential, and Sunday premium pay, in addition to base and locality pay.
What retirement system covers TSA employees?
TSA employees are covered by the Federal Employees Retirement System (FERS), which includes a pension, Social Security, and the Thrift Savings Plan (TSP) with government contributions.