Whistleblower Protection Enhancement Act of 2007 - Includes as a protected disclosure by a federal employee any lawful disclosure an employee or applicant reasonably believes is credible evidence of waste, abuse, gross mismanagement, or substantial and specific danger to public health or safety without restriction as to time, place, form, motive, context, or prior disclosure.

Defines "disclosure" to mean a formal or informal communication, not including a communication concerning policy decisions that lawfully exercise discretionary authority unless the employee providing the disclosure reasonably believes that the disclosure evidences: (1) any violation of law; or (2) mismanagement, waste, abuse of authority, or a danger to the public.

Codifies the legal standard for determining whether a whistleblower has a reasonable belief that a disclosure evidences governmental waste, fraud, or abuse, or a violation of law.

Includes under the definition of: (1) "personnel action" the implementation or enforcement of any nondisclosure policy, form, or agreement; and (2) "prohibited personnel practice" implementing or enforcing any nondisclosure policy, form, or agreement not containing a statement that it is consistent with specified provisions governing disclosures and conducting an investigation of an employee or applicant because of any protected activity.

Authorizes the President to exclude certain agencies engaged in the conduct of foreign intelligence or counterintelligence activities from whistleblower protections if such exclusion is made prior to any personnel action against the whistleblower.

Expands the authority of the Merit Systems Protection Board to impose disciplinary action for prohibited personnel practices.

Requires a Government Accountability Office (GAO) study on security clearance revocations after 1996, claims in connection with such revocations, and resulting actions.

Allows an employee, former employee, or applicant who seeks corrective action from the Merit Systems Protection Board with respect to an alleged prohibited personnel practice to bring action in federal district court for de novo review.

Provides that an employee of a covered agency may not be discharged, demoted, or discriminated against as a reprisal for making a disclosure of covered information to an authorized Member of Congress, authorized executive official, or the Inspector General of the covered agency. Sets forth provisions concerning: (1) reprisal complaints; (2) determinations by the covered agency on whether the employee was subjected to a prohibited reprisal; and (3) re-initiation of procedures to restrict an employee's access to classified or sensitive information after a corrective action to restrict such access was voided.

Entitles employees of executive agencies that are not covered agencies, for purposes of any disclosure of covered information which consists of classified or sensitive information, to the same protections, rights, and remedies under this Act as if those agencies were covered.

Amends the Federal Property and Administrative Services Act of 1949 and Armed Forces procurement provisions to modify remedy and enforcement authority relating to the protection of contractor employees from reprisal for disclosure of certain information.

Makes certain prohibited personnel practices provisions applicable to the Transportation Security Administration (TSA).

Includes within the meaning of "abuse of authority": (1) actions that compromise the validity of federally funded research or analysis; and (2) the dissemination of false or misleading scientific, medical, or technical information.

(Sec. 3) Defines "disclosure" as a formal or informal communication, not including a communication concerning policy decisions that lawfully exercise discretionary authority unless the employee providing the disclosure reasonably believes that it evidences: (1) any violation of law; or (2) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.

Defines "clear and convincing evidence" as evidence indicating that the matter to be proved is highly probable or reasonably certain, for purposes of Merit Systems Protection Board (MSPB) reviews of prohibited personnel practices.

(Sec. 4) Provides that any presumption relating to the performance of a duty by an employee with personnel authority may be rebutted by substantial evidence.

Codifies the legal standard (i.e., disinterested observer with knowledge of the essential facts) for determining whether an employee or applicant for employment has a reasonable belief of the validity of their whistleblower disclosures.

(Sec. 5) Includes as a prohibited personnel practice the implementation or enforcement of any nondisclosure policy, form, or agreement.

Prohibits any agency from: (1) implementing or enforcing any nondisclosure policy, form, or agreement if it does not contain a specified statement of employee rights and obligations; or (2) conducting an investigation (other than that necessary to the agency's mission) of an employee or applicant for employment because of any protected whistleblower activity.

(Sec. 6) Includes as an agency exempt from whistleblower restrictions the National Geospatial-Intelligence Agency. Requires the removal of any agency or unit by the President from whistleblower protection coverage to be made before any personnel action is taken against a whistleblower at that agency.

(Sec. 7) Expands the authority of the MSPB to discipline an employee who takes adverse personnel action against a whistleblower if it finds that the protected activity was the primary motivating factor in such employee's action.

(Sec. 8) Directs the Comptroller General to conduct a study on certain security clearance revocations and to report to Congress on such study.

(Sec. 9) Allows an employee, former employee, or applicant for employment who seeks corrective action from the MSPB for an alleged prohibited personnel practice to bring legal action in federal district court for de novo review and seek a jury trial, if the MSPB fails to issue a timely final order or decision.

Allows the MSPB to award interest and reasonable expert witness fees as compensatory damages.

(Sec. 10) Prohibits adverse personnel actions against an employee of a covered national security agency (i.e., Federal Bureau of Investigation, the Office of the Director of National Intelligence, the Central Intelligence Agency, the Defense Intelligence Agency, the National Geospatial-Intelligence Agency, the National Security Agency, the National Reconnaissance Office, and any other executive branch agency determined by the President to have as its principal function the conduct of foreign intelligence or counterintelligence activities) for making whistleblower disclosures to an authorized Member of Congress or executive branch official or to the Inspector General of the covered agency that employs the whistleblower.

Requires: (1) the Inspector General to investigate any claim of adverse personnel actions against an employee of a covered agency; and (2) the head of such agency to make a determination of whether a prohibited personnel practice has taken place and take corrective action.

Authorizes a whistleblower to seek judicial review of an adverse determination by an agency head.

(Sec. 11) Requires the head of a civilian executive agency, within 180 days of an employee complaint, to determine whether a private contractor has subjected an employee whistleblower to a reprisal and to either issue an order denying relief or take corrective action. Allows such employee whistleblower to request a jury trial in a federal district court and seek compensatory damages if the agency head does not issue an order or take corrective action.

(Sec. 12) Extends federal whistleblower protections to individuals holding or applying for a position in the Transportation Security Administration (TSA).

(Sec. 13) Modifies the definition of "abuse of authority" with respect to prohibited personnel practices against a whistleblower relating to scientific and other research to include: (1) any action that compromises the validity or accuracy of federally funded research or analysis; (2) the dissemination of false or misleading scientific, medical, or technical information; (3) any action that restricts or prevents publication of scientific material; and (4) any action that discriminates for or against any employee or applicant on the basis of religion (as defined in this Act).

(Sec. 14) Makes the provisions of this Act effective 30 days after enactment (except for TSA employee whistleblower provisions which are effective immediately upon enactment).