Bill Overview
Title: A bill to amend title 49, United States Code, to eliminate the restriction on veterans concurrently serving in the Offices of Administrator and Deputy Administrator of the Federal Aviation Administration.
Description: This bill eliminates the restriction that prohibits a retired or former regular officer of the Armed Forces from serving as the Deputy Administration of the Federal Aviation Administration (FAA) if the current FAA Administrator is also a former regular officer of the Armed Forces.
Sponsors: Sen. Wicker, Roger F. [R-MS]
Target Audience
Population: Veterans potentially eligible for FAA leadership positions
Estimated Size: 500
- The bill impacts individuals who are retired or former regular officers of the Armed Forces.
- It specifically affects those who may be considered for positions of Administrator or Deputy Administrator of the FAA.
- The specific change allows veterans to concurrently serve in both the Administrator and Deputy roles at the FAA.
- The bill impacts hiring practices and opportunities within the FAA, which is a federal agency.
- There is a potential impact on veterans who are currently in or applying for leadership positions within the FAA globally, but it directly affects those in the U.S. since the FAA is a U.S. government agency.
Reasoning
- The target population is relatively small, consisting predominantly of retired or former regular officers of the Armed Forces who are considering leadership roles in the FAA. This limits the direct impact of the policy primarily to these individuals.
- Given the federal nature of the FAA and its limited number of leadership positions, the policy affects a very niche segment of the population, specifically those within the veteran community aspiring for these roles.
- The available budget suggests minor cost implications at least initially, implying a low financial burden on the agency but focused on improving opportunities for the veteran community.
- As the policy impacts a specialized demographic, the interviews focus on capturing diverse perspectives from within this community, including those directly and indirectly affected.
Simulated Interviews
Aviation Consultant (Washington, D.C.)
Age: 45 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- I see this policy as a positive change for veterans. It opens up more opportunities for leadership roles within the FAA.
- Having veterans in both positions can bring a disciplined approach to administration.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
Air Traffic Controller (Dallas, Texas)
Age: 38 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- This change gives me hope for upward mobility in the FAA, as it could mean more veterans like me in leadership.
- However, it's unclear if it will directly increase my chances for immediate promotion.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
FAA Manager (Los Angeles, California)
Age: 50 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 2/20
Statement of Opinion:
- The policy clears potential bureaucratic hurdles I might face in my application process.
- Having a military background shouldn’t limit positions if qualifications are met.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 7 |
Retired (Atlanta, Georgia)
Age: 60 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 0.0 years
Commonness: 8/20
Statement of Opinion:
- I'm pleased to see policies that create more options for veterans, although I am not directly impacted.
- This change is more relevant to those still pursuing careers.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
FAA Analyst (Chicago, Illinois)
Age: 29 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 0.0 years
Commonness: 6/20
Statement of Opinion:
- This doesn't affect me personally but seems like a step in the right direction for my spouse who is a veteran.
- Encourages inclusivity and veteran representation in the FAA.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 5 | 5 |
| Year 3 | 5 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Aviation Safety Inspector (Miami, Florida)
Age: 42 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 8.0 years
Commonness: 4/20
Statement of Opinion:
- Policies that favor veterans are always welcome.
- I hope this encourages more to apply to FAA leadership roles.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Retired Pilot (Seattle, Washington)
Age: 55 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 0.0 years
Commonness: 6/20
Statement of Opinion:
- I’m glad more veterans may get leadership opportunities but I’m already out of the job market.
- This policy would have excited me earlier in my career.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Human Resources Manager (Boston, Massachusetts)
Age: 47 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- This can potentially enhance the diversity of experiences in the FAA leadership.
- It’s a notable shift in policy that supports veteran inclusion.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Retired Aviation Executive (New York, New York)
Age: 62 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 4/20
Statement of Opinion:
- More veterans in leadership can lead to a disciplined and strategic focus in FAA operations.
- I'm retired now, so personally unaffected, but this policy can incentivize senior veteran talent recruitment.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 8 | 8 |
Air Force Pilot (Phoenix, Arizona)
Age: 40 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 2/20
Statement of Opinion:
- This encourages me to seriously consider FAA roles post-service.
- Veterans might bring unique skills needed at the FAA, and it’s nice to see policies acknowledging that.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
Cost Estimates
Year 1: $100000 (Low: $50000, High: $150000)
Year 2: $50000 (Low: $25000, High: $75000)
Year 3: $50000 (Low: $25000, High: $75000)
Year 5: $50000 (Low: $25000, High: $75000)
Year 10: $50000 (Low: $25000, High: $75000)
Year 100: $50000 (Low: $25000, High: $75000)
Key Considerations
- The policy change aids in enhancing opportunities for veterans within federal leadership roles, specifically in the FAA.
- There is a negligible financial cost associated, mostly related to administrative adjustments to policy implementations.
- This change aligns with initiatives to support veteran employment, especially within federal sectors.