Pia

Privacy Impact Assessment
for the

HRAccess Program
July 28, 2009
Contact Point
Mohammed A. Taher, Program Manager
Transportation Security Administration
Office of Human Capital
Mohammed.Taher@dhs.gov
Reviewing Officials
Peter Pietra
Director, Privacy Policy and Compliance
Transportation Security Administration
TSAPrivacy@dhs.gov

Mary Ellen Callahan
Chief Privacy Officer
Department of Homeland Security
Privacy@dhs.gov

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Abstract
The Department of Homeland Security (DHS) Transportation Security Administration (TSA) is
implementing a new program designed to integrate a series of electronic and manual human capital
services that were previously managed by separate systems or service providers. Under the HRAccess
Program, TSA is streamlining human capital functions utilized to collect, store, and disseminate payroll,
benefits, and other workforce-related information for employees and candidates (Unless otherwise noted,
hereinafter individual(s) will refer to both an employee and a candidate). This program does not
constitute a new collection of information. However, TSA is issuing this Privacy Impact Assessment
because this program entails a new system for collecting information about members of the public in an
identifiable form.

Overview
The TSA workforce population is located in more than 450 airports in all 50 states, the District
of Columbia and U.S. territories. The TSA Office of Human Capital (OHC) initiated the HRAccess
Program to combine the services currently being furnished by three contracts into a single contract to
streamline and integrate the delivery of services for all employees and candidates. This will enable TSA
to manage a single service vendor in human capital services. As part of these changes, TSA has
transformed the Entry-on-Duty (EOD) process from paper-based to electronic. EOD forms are standard
government forms or TSA-specific forms. The below graphic depicts the various services provided by
the HRAccess service provider.

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Recruiting, Hiring, Help Desk, Payroll, Personnel, and Benefits Services:


TSA hires a large number of personnel each year in order to meet the human capital needs of the
agency. TSA collects Personally Identifiable Information (PII) about candidates in order to properly
review, assess, and determine if the candidate has the knowledge, skills, and abilities for the position
under consideration. The HRAccess Program will provide for a consolidated recruitment and hiring
system which will be electronically linked to the TSA personnel system. It also links to the OPM
USAJOBs system.



When TSA hires a new employee, TSA collects PII from and about the employee and enters the
information into the TSA personnel system and into the time and attendance system in order to
establish the new employee’s accounts. From there the information may flow into other internal
systems used to administer and manage the human capital operations of the agency, including payroll
and benefits.



TSA enters additional data in the personnel and associated systems whenever an employee’s status
changes due to hiring actions, promotions, pay increases, transfers, awards, change of benefits, etc.
The HRAccess program will provide a rapid and sure way to collect the information and process it.
This information is sent to the U.S. Department of Agriculture’s (USDA) National Finance Center
(NFC) daily to be entered into their Payroll/Personnel system.



TSA provides Help Desk services to TSA employees who have personnel related problems or
questions.

Payroll/Personnel and Time and Attendance Processing Services (OPM/NFC)


NFC supplies the payroll and personnel action processing services and time and attendance services
for TSA under the direction of DHS.



NFC processes the payroll for TSA based on personnel and payroll action updates received from
TSA. To process the payroll properly, NFC requires up-to-date position, personnel, benefits, and
time and attendance data about the individual. Position, personnel, and benefits changes are provided
to NFC whenever the changes are approved. Time and attendance data is collected for each pay
period and used to calculate pay. This net pay amount is sent to the U.S. Treasury, which transmits
the amount electronically to the employee’s bank account or mails a paper check to their residence
address. NFC also prepares the Leave and Earnings statement for each employee and posts it on the
employee self-service web site, where it can be read and printed by the employee.



NFC assists TSA in managing benefits by withholding the proper amount of money from each
paycheck for benefits the employee has elected to receive. TSA transmits these amounts along with a
notation of the affected employee to the respective benefits providers.



NFC also sends information from each employee’s records to the U.S. Office of Personnel
Management (OPM) for use in managing the workforce.

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Data Warehouse, Management, and Reporting Services:


TSA uses the Data Warehouse system to collect data from the NFC after it has been processed. This
data is used to manage the human capital of TSA and to monitor the effectiveness of personnel and
payroll information processing.

External Services and Information Sharing:


Human capital data is shared externally in accordance with the Privacy Act to include such activities
as providing information to a court in deciding child support, alimony, or garnishment issues and to
support the benefits elected by employees such as with the Bureau of Public Debt for saving bonds,
the Federal Retirement Thrift Investment Board for thrift savings plans, and with various authorized
benefits providers, or for other authorized allotments such as Combined Federal Campaign.

Section 1.0 Characterization of the Information
1.1

What information is collected, used, disseminated, or
maintained in the system?

TSA will collect information such as that listed below from TSA employees and candidates in
order to complete official personnel actions, basic benefits, pay, cash awards, and leave records of TSA
employees and candidates and in order to conduct the background investigations or other national security
investigations.


Full Name

 Weight



Other Names Used

 Height



Social Security Number (SSN)

 Hair Color



Driver’s license number

 Home Address



Passport number

 Home Phone Number



Date of Birth

 Mobile Phone Number



Alien registration
number/Form I-9

 Citizenship



Gender

 Medical Information



Copies of identity source
documents

 Testing results



Eye Color

 Photograph

 Financial Information
(account numbers or
Electronic Funds Transfer
Information)
 Account Passwords or
personal identification
numbers (PINs)
 Fingertip image
 Dependent information
 Beneficiary Information
and designations
 Resumes or other
qualification
documentation

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TSA will also collect, use, disseminate, or maintain human capital-related data and/or program
information for the purpose of conducting official personnel transactions or to administer programs. Such
information includes:



Work Address



Employing Organization



Salary





Federal, state, or city tax
withholdings

 Federal salary offset
deductions

 Federal Employee Health
Benefits withholdings

 Leave Transfer Program
Information

Pay plan

 Garnishments



Hours Worked

 Savings Bond allotments

 Leave Bank Program
Information



Overtime

 Union dues withholdings



Compensatory time

 Deductions for IRS levies



Leave accrual rate



Leave usage and balances

 Thrift Savings Plan
contributions



Civil Service Retirement and
Retirement System
contributions

 Court ordered child support
levies

FICA withholdings

 Employee Relations
Records



 Court ordered alimony

 Educational level
 Specialized education or
training obtained outside
the Federal Government
 Beneficiary Designations
 Work experience
 Personal References
 Race, nationality, origin

1.2 What are the sources of the information in the system?
The HRAccess Program will typically collect PII directly from the individual or their
representative. Other sources of information may include such third-party sources as a court, references,
healthcare provider and/or health service organization, in appropriate circumstances.

1.3

Why is the information being collected, used,
disseminated, or maintained?

The information is being collected, used, disseminated, or maintained in order to facilitate and
manage personnel transactions and human capital functions for candidates and employees.

1.4

How is the information collected?

Information concerning candidates and employees in the system is collected from the individual
in person, by telephone, in paper form, via electronic forms, by email, or from facsimile. Information is
also collected from electronic input devices such as time clocks, login devices, or security screening

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devices, which record the individual’s entry or departure from work assignments or work areas. TSA
may also receive information from courts, healthcare providers, health service organizations or tax
authorities in paper format.

1.5 How will the information be checked for accuracy?
TSA will collect PII directly from the individual or his or her representative submitting the form,
request, or applying for an agency benefit or program. Because the individual provides the majority of
information about him or herself directly, the likelihood of erroneous PII is minimized. In some
instances, TSA must rely on third-party information that may be subjective, such as personal references
for which accuracy may not be established.
Data is also checked for accuracy by Human Resource Specialists, Administrative Officers,
supervisors, managers, other officials, and contractors authorized to review data. These individuals will
notify the affected individual when there appears to be an inaccuracy and request that the individual
correct the data before it is entered into the system.
Employees can check their personnel and payroll data by viewing the Statement of Earnings and
Leave (SEL), W-2 Forms, or information screens available through the employee self service system
provided by the Agency.
Employees may use the web-based OPM Electronic Official Personnel Folder (eOPF) system to
view and check official documents, Notification of Personnel Action forms and associated supporting
documents. For security purposes, an individual PIN number may be required to view this information.
Information received from a court or tax authority is assumed to be accurate.

1.6

What specific legal authorities, arrangements, and/or
agreements defined the collection of information?

TSA’s general operating authorities are set forth in the Aviation and Transportation Security Act
(ATSA) 49 U.S.C. § 114(f). Authority for collecting general personnel record, employee performance
files, and medical file data are defined in 5 U.S.C. § 301, 1104, 1302, 1303, 2302(b)(10), 2951, 3301,
3321, 3372, 4118, 4305, 5112, 5405, 8347, and Executive Orders 9397, 9830, 10450, and 12107.
DHS has established Service Level Agreements (SLAs) with the USDA NFC that provide
authority for departmental components, including TSA, to utilize both human capital and
payroll/personnel information technology systems to perform agency administration functions.

1.7

Privacy Impact Analysis: Given the amount and type of
data collected, discuss the privacy risks identified and how
they were mitigated.

The privacy risk associated with the collection of this information for the purpose of managing
human capital-related transactions is that it may be mishandled or exposed to unauthorized persons.
HRAccess automates many document submission processes by using secure information technology

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procedures that will minimize the opportunity to mishandle this information. Unauthorized release of
personally identifiable information is mitigated through the use of multiple levels of security and through
personnel training and monitoring. Those individuals who handle personal information are required to
undergo periodic training in handling individual data and sensitive security information. Data is
maintained within facilities that have limited access. Electronic data is maintained in databases with rolebased security to limit access to personnel who have a need to know the information in the performance
of official duties. Misidentification is an additional privacy risk. TSA seeks to reduce the potential for
misidentification by requesting sufficient items of information in order to distinguish the individual from
others that may have the same name.

Section 2.0 Uses of the Information
2.1

Describe all the uses of information.

TSA will use information gathered from individuals to make qualification and hiring decisions,
administer and manage pay, benefits, employee performance, maintain health related information about
the individual, and other human resource-related information and transactions and to comply with court
orders. The information is also used to establish a source of official data concerning employment with the
Agency. TSA will use the information to monitor statistical data to assess the agency’s progress in
meeting equality and equal opportunity in employment, promotion, and other goals.
E-Verify will be used to check the work status of new hires online by comparing information
from an employee’s I-9 form against Social Security Administration and DHS Databases.
Information received from the TSA Personnel Security Division as a result of a required security
investigation or background investigation may be used to disqualify a candidate or employee from
government service.

2.2

What types of tools are used to analyze data and what type
of data may be produced?

Data provided by employees and candidates, may be used to generate statistical and forecasting
information used for DHS and TSA management decisions. DHS and TSA may use statistical analysis
computer programs, online analytical processing computer programs, or other suitable programs and
techniques to collect, categorize, analyze, and display the data. TSA may use the data to help TSA
identify issues in need of improvement within its human capital procedures as described above.
Additionally, information may be provided to OPM and other authorized agencies for the purpose
of performing statistical analysis of employment patterns. Information may be provided for computer
matching purposes using comparison tools to identify individuals who are indebted to the government or
for other authorized purposes.

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2.3 If the system uses commercial or publicly available data
please explain why and how it is used.
HRAccess does not use commercial data, but may use publicly available data for certain
positions where publicly available information may have a bearing on suitability. For example, if a news
story report that an employee had been arrested for theft, that information as well as arrest records or
other public records might be included in the Employee Relations files as part of what generated
discipline or adverse action. By way of further example, if an employee posts inappropriate images on a
web-site affecting the reputation of the agency (such as in uniform), those images might be retained as
part of the disciplinary file.

2.4

Privacy Impact Analysis: Describe any types of controls
that may be in place to ensure that information is handled
in accordance with the above described uses.

The privacy risks associated with this collection include the unauthorized or inadvertent release
of PII collected over the normal workflow process of managing personnel and their case files.
Unauthorized browsing for information on specific or groups of information for non-official purposes is
an additional risk. To mitigate these risks, TSA has implemented mandatory personnel security policies
and procedures that require all personnel to be the subject of a favorable background investigation prior to
being granted access to sensitive information systems. TSA also requires completion of appropriate
access agreements (e.g., nondisclosure, acceptable use, rules of behavior, conflict-of-interest agreements)
for individuals requiring access to organizational information and information systems before authorizing
access. In addition, TSA also requires all personnel to complete privacy awareness training. Auditing
functions permit the reconstruction of security relevant events. Another risk is that publicly available data
is inaccurate. Depending on the data, TSA mitigates this risk by permitting employees to contest the
basis of disciplinary action.

Section 3.0 Retention
3.1

What information is retained?

TSA HRAccess retains records associated with hiring and employment of its work force,
including such records as:
 Official Personnel Folders
(OPFs)
 Personnel Correspondence
Files
 Offers of Employment Files
 Recruiting, Examining, and
Placement Records

 Certificate of Eligibles Files
 Position Classification Files
and Position Descriptions
 Survey Files
 Classification Appeals Files
 Interview Records

 Performance Rating
Board Case Files
 Temporary Individual
Employee Records
 Employee Awards
Files

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 Incentive Awards Program
Reports

 Labor Management Relations
Records

 Leave Application
Files

 Notifications of Personnel
Actions

 Training Records

 Time and Attendance
Source Records

 Personnel Operations
Statistical Reports
 Correspondence and Forms
Files
 Supervisors' Personnel Files
and Duplicate OPF
Documentation
 Individual Non-Occupational
Health Record Files
 Health Unit Control Files
 Employee Medical Folder
(EMF)
 Employee Health Statistical
Summaries
 Employee Performance File
System Records
 Reasonable Accommodation
Request Records
 Equal Employment
Opportunity (EEO) Records
 Personnel Counseling
Records
 Alternative Dispute
Resolution (ADR) Files

3.2

 Personal Injury Files
 Merit Promotion Case Files

 Time and Attendance
Input Records

 Examining and Certification
Records

 Leave Records

 Occupational Injury and
Illness Files
 Denied Health Benefits
Requests Under Spouse
Equity



Tax Files



Savings Bond
Purchase Files



Combined Federal
Campaign and Other
Allotment
Authorizations



Thrift Savings Plan
Election Form



Direct Deposit Signup Form (SF 1199A)



Levy and
Garnishment Files



Payroll Change Files



Retirement Files



Payroll System
Reports



Payroll
Correspondence

 Federal Workplace Drug
Testing Program Files
 Donated Leave Program Case
Files
 Wage Survey Files
 Retirement Assistance Files
 Handicapped Individuals
Appointment Case Files
 Pay Comparability Records
 Alternate Worksite Records
 Electronic Mail and Word
Processing System Copies
 Individual Employee Pay
Record
 Noncurrent Payroll Files

How long is information retained?

TSA HRAccess program records will be retained and disposed in accordance with applicable
Government-wide National Archives and Records Administration's (NARA) General Records Schedules.
These schedules have varying retention requirements depending on the category of records maintained.
The specific records retention periods for the items in Section 3.1 above can be obtained by reviewing
NARA’s listing of General Record Schedules.

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3.3

Has the retention schedule been approved by the
component records officer and the National Archives and
Records Administration (NARA)?

Yes. NARA has approved government-wide record retention schedules for human capital-related
records. HRAccess Records are retained in accordance with the provisions of NARA’s General Records
Schedules 1 and 2.

3.4

Privacy Impact Analysis: Please discuss the risks
associated with the length of time data is retained and how
those risks are mitigated.

The privacy risks associated with data retention is data security. This risk is mitigated by
continually monitoring and auditing the systems where the data is maintained in accordance with the
requirements of Federal Information Security Management Act (FISMA). Additionally, security
procedures and controls are continuously updated as new information, processes, and technology become
available to counter threats. Information collected in connection with this program will be maintained in
accordance with NARA-approved record retention schedules.

Section 4.0 Internal Sharing and Disclosure
4.1

With which internal organization(s) is the information
shared, what information is shared and for what purpose?

The HRAccess Program provides human resources services for the agency. Information will be
shared within DHS with those personnel who have a need for the information in the performance of their
duties. For example, the Office of Human Capital will share information within DHS to manage and
administer job classifications, payroll actions, timekeeping information and systems, benefits,
performance evaluations, and leave transactions. Information is expected to typically be shared with
offices such as Ombudsman, Civil Right and Liberties, Chief Counsel, Legislative Affairs, Inspection,
Privacy, Freedom of Information, and other offices on employment matters or to respond to inquiries.
The TSA Office of Human Capital also shares information with the TSA Personnel Security Division
(PSD) in order to identify an employee or candidate for a required background or security investigation.

4.2

How is the information transmitted or disclosed?

TSA will transmit HRAccess information within DHS in person, in paper format, via a secure or
encrypted data network, on a password-protected CD, via facsimile, or telephonically to those who have a
need for the information in the performance of their official duties. The method of transmission may vary
according to specific circumstances.

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4.3

Privacy Impact Analysis: Considering the extent of internal
information sharing, discuss the privacy risks associated
with the sharing and how they were mitigated.

Given the enterprise nature of the HRAccess Program, the privacy risk associated with sharing
this information is the possibility the data may be transmitted or disclosed to individuals who do not have
a need to know the information. This risk is mitigated by administrative controls including training of
personnel, and technological controls on system data such as security credentials, passwords, real-time
auditing that tracks access to electronic information.

Section 5.0 External Sharing and Disclosure
5.1

With which external organization(s) is the information
shared, what information is shared, and for what purpose?

TSA will share information with the NFC, OPM, and other federal, state, local, or tribal
organizations to perform payroll, benefits, and other workforce-related transactions or services in
accordance with the Privacy Act and applicable system of records notices. TSA will also share human
capital-related information with external organizations pursuant to the Privacy Act and the routine uses
identified in applicable government-wide Privacy Act system of records notices (SORNs).

5.2

Is the sharing of personally identifiable information outside
the Department compatible with the original collection? If
so, is it covered by an appropriate routine use in a SORN?
If so, please describe. If not, please describe under what
legal mechanism the program or system is allowed to
share the personally identifiable information outside of
DHS.

Yes. The information is shared in accordance with the following Privacy Act SORNs

SORN Number and Title
DHS/TSA-022, National Finance Center
Payroll/Personnel System (NFC)
OPM/GOVT-1 General Personnel Records
OPM/GOVT-2 Employee Performance File System
Records
OPM/GOVT-3 Records of Adverse Actions,
Performance Based Reduction in Grade and Removal
Actions, and Termination of Probationers

Last Publication
Date
July 17, 2006

Federal Register
Citation
71 FR 40530-40532

June 19, 2006
June 19, 2006

71 FR 35342-35347
71 FR 35347-35350

June 19, 2006

71 FR 35350-35351

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OPM/GOVT-5 Recruiting, Examining, and
Placement Records
OPM/GOVT-6 Personnel Research and Test
Validation Records
OPM/GOVT-7 Applicant Race, Sex, National
Origin, and Disability Records
OPM/GOVT-9 Position Classification Appeals, Job
Grading Appeals, and Retained Grade or Pay
Appeals
OPM/GOVT-10 Employee Medical File System
Records
DOL/GOVT-1, Federal Employees’ Compensation
Act File
MSPB/GOVT-1 Appeals and Case Records
OGE/GOVT-1 Executive Branch Public Financial
Disclosure Reports and Other Ethics Program
Records
OGE/GOVT-2, Confidential Statements of
Employment and Financial Interests
TREASURY/BPD.002, United States Savings-Type
Securities – Treasury/BPD
Social Security Administration 60-0059

June 19, 2006

71 FR 35351-35354

June 19, 2006

71 FR 35354-35356

June 19, 2006

71 FR 35356-35358

June 19, 2006

71 FR 35358-35360

June 19, 2006

71 FR 35360-35363

April 8, 2002

67 FR 16826-16829

November 21, 2002
January 22, 2003

67 FR 70254-70256
68 FR 3099-3101

January 22, 2003

68 FR 3101-3103

July 23, 2008

72 FR 42906-42909

January 11, 2006

71 FR 1819-1823

The information shared with NFC is also governed by SLAs between the NFC and DHS that
provide authority for departmental components, including TSA, to utilize both human capital and
payroll/personnel information technology systems to perform agency administration functions.

5.3

How is the information shared outside the Department and
what security measures safeguard its transmission?

Depending on the recipient and the urgency of the request or disclosure, the information may be
disclosed in person, telephonically, electronically via a secure data network, via facsimile, or via
password protected CD.

5.4

Privacy Impact Analysis: Given the external sharing,
explain the privacy risks identified and describe how they
were mitigated.

The privacy risk associated with sharing this information with external stakeholders is the
opportunity for dissemination to individuals who do not have a need to know the information in the
performance of their official duties. TSA will limit sharing of this information under the applicable
provisions of the SORN and the Privacy Act. By limiting the amount of information collected, and
sharing of this information to those who have an official need to know, TSA is mitigating attendant
privacy risks.

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Section 6.0 Notice
6.1

Was notice provided to the individual prior to collection of
information?

Yes. Forms that collect personal information contain a Privacy Act Statement. The publication
of this PIA and the Privacy Act SORNs listed in Section 5.2 above also serve to provide public notice of
the collection, use and maintenance of this information.

6.2

Do individuals have the opportunity and/or right to decline
to provide information?

Individuals have the opportunity to decline to provide information requested. However, failure to
provide certain items of information or comply with required drug testing may affect benefits, rights, and
employment. In addition failure to provide requested information may delay the process of delivering
benefits and personnel actions to the individual, because it might increase the time necessary to identify
the individual and verify that the individual is authorized the benefits.

6.3

Do individuals have the right to consent to particular uses
of the information? If so, how does the individual exercise
the right?

Individuals do not have the right to limit the uses of information provided as part of their
employment or application for employment. Individuals may opt not to provide information.

6.4

Privacy Impact Analysis: Describe how notice is provided
to individuals, and how the risks associated with
individuals being unaware of the collection are mitigated.

In addition to the Privacy Act SORNs, individuals are provided a Privacy Act Statement on the
associated forms or online applications prior to providing the information and may therefore determine if
he or she would like to submit the information. Additionally, candidates are on notice that third parties
may be consulted regarding employment qualifications candidates have provided.

Section 7.0 Access, Redress and Correction
7.1

What are the procedures that allow individuals to gain
access to their information?

Once hired, current employees may be granted user IDs and passwords that will allow them to
gain access to and amend their own personal information contained in designated human capital
information systems.

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Individuals may also submit a Freedom of Information Act/Privacy Act (FOIA/PA) request to
TSA in writing by mail to the following address:
Transportation Security Administration, TSA-20
FOIA Division
601 South 12th Street
Arlington, VA 20598-6020

FOIA/PA requests may also be submitted by fax at 571-227-1406 or by filling out the Customer
Service Form (URL: http://www.tsa.gov/public/contactus). The FOIA/PA request must contain the
following information: Full Name, address and telephone number, and email address (optional). Please
refer to the TSA FOIA web site (http://www.tsa.gov/public).

7.2

What are the procedures for correcting inaccurate or
erroneous information?

Individuals may correct inaccurate or erroneous information in the system that pertains to them
by writing to the TSA Office of Human Capital at the following address:
Transportation Security Administration, TSA-21
Director, Human Resources Information Systems
601 South 12th Street
Arlington, VA 20598-6021
Individuals seeking to correct information in their records should provide their full name and a
description of information that they seek to correct and the reason why the information is incorrect.

7.3

How are individuals notified of the procedures for
correcting their information?

The publication of this PIA and of the applicable SORNs serves to provide public notice of the
collection, use, and maintenance, and means of correcting this information.

7.4

If no formal redress is provided, what alternatives are
available to the individual?

Appropriate redress is provided.

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7.5

Privacy Impact Analysis: Please discuss the privacy risks
associated with the redress available to individuals and
how those risks are mitigated.

Individuals may correct their information at any time during which TSA possesses and uses their
information. Any risks associated with correction of information are thoroughly mitigated by the
individual’s ability to correct their information. Further, individuals may request access to or correction
of their personal information pursuant to the procedures outlined in this PIA and in accordance with DHS
procedures for requesting amendment of records at 6 C.F.R. § 5.26.

Section 8.0 Technical Access and Security
8.1

What procedures are in place to determine which users
may access the system and are they documented?

Role-based access controls are employed to limit the access of information by different users and
administrators based on a need to know. TSA also employs processes to enforce separation of duties to
prevent unauthorized disclosure or modification of information. No unauthorized users are permitted
access to system resources. Adherence to access control policies is enforced in coordination with and
through oversight by TSA IT Security Officers.

8.2

Will Department contractors have access to the system?

Yes. TSA will hire contractors to perform human capital services and to perform routine IT
maintenance, record processing, and security monitoring tasks in order to perform their official duties.
TSA Contractors are under obligation to follow the privacy and security requirements of the Department.
All contractors having access to DHS systems are required to undergo a background investigation and to
sign Non-Disclosure Agreements.

8.3

Describe what privacy training is provided to users either
generally or specifically relevant to the program or
system?

All TSA and assigned contractor staff receive TSA-mandated privacy training on the use and
disclosure of personal data. Compliance with this training requirement is audited monthly by the TSA
Privacy Officer, and failure to complete the training is reported to program management for remedial
action. CD-ROM-based training modules are provided to TSA Contractors not assigned to TSA facilities
or those that do not have access to TSA Network Resources.

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Transportation Security Administration, HRAccess Program
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8.4

Has Certification & Accreditation been completed for the
system or systems supporting the program?

Certification and Accreditation was completed on December 30, 2008. The system will be
reviewed whenever major changes are implemented and the certification documentation will be updated
to reflect current security controls in alignment with federal information processing standards.
Information in this system will be safeguarded in accordance with FISMA. The system will
operate under the legal authority of the Designated Accrediting Authority (DAA) who manages
personnel, operations, maintenance, and budgets for the system and field components.

8.5

What auditing measures and technical safeguards are in
place to prevent misuse of data?

TSA has implemented security controls and technology features that incorporate protection of
privacy. TSA has complied with FISMA and NIST protocols and procedures, and mitigated privacy risks
through the following methods:


Role-based user accounts control access to the system.



User accounts are audited to monitor system access and FISMA compliance.



The system controls the transmission and storage of data.



All government and contract personnel are required to complete privacy and information
security training.

8.6

Privacy Impact Analysis: Given the sensitivity and scope of
the information collected, as well as any information
sharing conducted on the system, what privacy risks were
identified and how do the security controls mitigate them?

Data on the system is secured in accordance with applicable Federal standards. Security controls
are in place to protect the confidentiality, availability, and integrity of personal data, including role-based
access controls that enforce a strict need to know policy. Physical access to the system is strictly
controlled with the use of proximity badges. The systems are housed in controlled environments within
secure facilities. In addition, administrative controls, such as periodic monitoring of logs and accounts,
help to prevent and/or discover unauthorized access. Audit trails are maintained and monitored to track
user access and unauthorized access attempts.

Section 9.0 Technology
9.1

What type of project is the program or system?

The HRAccess Program is a collaboration of commercial-off-the-shelf (COTS) and governmentoff-the-shelf (GOTS) information technology systems used to provide human capital services through a

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Transportation Security Administration, HRAccess Program
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contractor that provides enterprise-wide support. The contractor also develops integrated systems to
support the required services. System components include COTS/GOTS hardware and operating
systems.

9.2

What stage of development is the system in and what
project development lifecycle was used?

The system is being developed under the System Development Life Cycle (SDLC) process
developed by TSA. The system is currently in the development stage of the SDLC. Between contract
award and full operational capability, the system will progress through the following phases of the SDLC:
Design, Development, Testing, and Implementation. Once the Deployment Approval decision has been
attained, the system will enter the Operations and Maintenance stage of the SDLC.

9.3

Does the project employ technology which may raise
privacy concerns? If so please discuss their
implementation.

TSA is developing a time and attendance system that is expected to utilize a fingertip image and
a PIN to record workplace arrival and departure information. This two-factor authentication process
contributes to mitigate risks of misidentification, promote accuracy, and reduce handling of time and
attendance information.
This tool replaces the traditional time clocks located at many work locations. The device does
not retain the fingertip image. Instead, particular data about the fingertip captured during the enrollment
process is stored in a smaller encrypted template on a secured TSA network. The device transmits an
encrypted mathematical representation of the fingertip to TSA in order to match the image to the template
stored on the secured network. To further mitigate privacy concerns, the transmission from the device at
the work location to TSA is encrypted as well.

Approval Signature Page

Original signed and on file with the DHS Privacy Office
Mary Ellen Callahan
Chief Privacy Officer
Department of Homeland Security