Agree. Nearly a decade, and TSA (and some TSOs) don't seem to have a clear vision of what a TSO is/should be capable of doing well.

Should a TSO have a framework of protocols and a solid understanding of what the overall goal is and be allowed to exercise some judgement? (IE, drops of water in a clearly 'empty' water bottle are not likely to bring down a plane. A two-ounce bottle of hand lotion that is not in a baggie is also not going to bring down a plane because there's no baggie).

Or should a TSO function like a mindless automaton? 'Anomalies' on the face/head of a bald pax (without glasses or jewelry) still requires a full-body grope, including running hands over the top of the head. Full-body gropes include running hands down bare arms and legs. A single LGA of appropriate size but not in a baggie gets confiscated because "the rules say...".

And the ugly truth: if TSA wants motivated folks on the frontline capable of using their intelligence and not just following rote procedure when it doesn't make sense (and makes the organization look stupid), then TSA probably has to admit that there are folks who are currently in positions they are not qualified (and never were) to hold.

It doesn't take a very large percentage of 'bad apples' before the whole barrel starts stinking. Too often, we get exactly the wrong mix - TSO who deviates from procedure not because it makes sense from a security standpoint ("The operator says there are anomalies all over pax's head and face, but I can see there's nothing there so I don't need to run my hands over his head") but because the screener is lazy, ignorant or hostile.

Management bears a lot of the responsibility, for sure. But individual TSOs have a responsibility (if they take pride in the organization and the mission) to 'see something, say something' when co-workers don't behave properly. I have witnessed too many occasions when that doesn't happen. Peer pressure can be used in a good way sometimes.

BUT...like everyone here, I've worked for bad managers. The one thing a bad manager generally can't do is make a good employee behave badly. There are too many (and again, it doesn't take many) 'bad apples' who are not reined in by either their management or their co-workers.