[Congressional Bills 118th Congress]
[From the U.S. Government Publishing Office]
[H.R. 2806 Introduced in House (IH)]
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118th CONGRESS
1st Session
H. R. 2806
To require the Secretary of Homeland Security to issue a strategy and
implementation plan to improve hiring and retention of U.S. Customs and
Border Protection personnel in rural or remote areas, and for other
purposes.
_______________________________________________________________________
IN THE HOUSE OF REPRESENTATIVES
April 24, 2023
Mr. Golden of Maine (for himself, Mr. Tony Gonzales of Texas, Mr. Ryan,
and Mr. Pfluger) introduced the following bill; which was referred to
the Committee on Homeland Security
_______________________________________________________________________
A BILL
To require the Secretary of Homeland Security to issue a strategy and
implementation plan to improve hiring and retention of U.S. Customs and
Border Protection personnel in rural or remote areas, and for other
purposes.
Be it enacted by the Senate and House of Representatives of the
United States of America in Congress assembled,
SECTION 1. SHORT TITLE.
This Act may be cited as the ``U.S. Customs and Border Protection
Rural and Remote Hiring and Retention Strategy Act of 2023''.
SEC. 2. U.S. CUSTOMERS AND BORDER PROTECTION STRATEGY.
(a) In General.--Not later than one year after the date of the
enactment of this Act, the Secretary of Homeland Security, acting
through the Chief Human Capital Officer of the Department of Homeland
Security and the Commissioner of U.S. Customs and Border Protection,
shall issue a strategy and implementation plan, including benchmarks,
to improve the hiring and retention of individuals by U.S. Customs and
Border Protection in rural or remote areas relating to employment in
such areas.
(b) Strategy Considerations.--The strategy required under
subsection (a) shall take into consideration the following:
(1) Feedback, as available, from individuals who are U.S.
Customs and Border Protection candidates or new hires, at
locations in rural or remote areas, including feedback on the
quality of life in such areas for new hires and their families.
(2) Feedback, as available, from U.S. Customs and Border
Protection personnel, other than new hires, who are stationed
at locations in rural or remote areas, including feedback on
the quality of life in such areas for such personnel and their
families.
(3) Feedback, as available, from U.S. Customs and Border
Protection personnel who have decided to separate from U.S.
Customs and Border Protection.
(4) An assessment of existing Federal programs, including
financial incentives and other compensation-based
flexibilities, regarding how to most effectively aid spouses
and families of individuals who are U.S. Customs and Border
Protection candidates or new hires in a rural or remote area.
(5) An assessment of Department of Homeland Security
internship programs and the usefulness of such programs in
improving hiring by the Secretary of Homeland Security in rural
or remote areas.
(c) Implementation Plan Considerations.--The implementation plan
required under subsection (a) shall--
(1) include a pilot or other program, as appropriate, to
address hiring and retention challenges faced by U.S. Customs
and Border Protection in rural or remote areas; and
(2) enhance strategic recruiting efforts of U.S. Customs
and Border Protection through relationships with institutions
of higher education, veterans transition and employment
centers, and job placement programs in regions that could
assist in filling positions in rural or remote areas.
(d) Reports.--
(1) Report to congress and gao.--Beginning on the date that
is one year after the date of the issuance of the strategy and
implementation plan required under subsection (a) and every
three years thereafter, the Secretary of Homeland Security
shall report to the Committee on Homeland Security of the House
of Representatives, the Committee on Homeland Security and
Governmental Affairs of the Senate, and the Comptroller General
of the United States on the extent to which such strategy and
implementation plan have affected the hiring and retention by
U.S. Customs and Border Protection of employees in rural or
remote areas.
(2) Briefing to congress.--Not later than 180 days after
the date of the enactment of this Act and every 90 days
thereafter until the strategy and implementation plan under
subsection (a) are issued, the Secretary of Homeland Security
shall brief the Committee on Homeland Security of the House of
Representatives, the Committee on Homeland Security and
Governmental Affairs of the Senate, and the Comptroller General
of the United States on the progress of so issuing such
strategy and implementation plan.
(3) GAO assessment.--Not later than 120 days after
receiving each briefing required under paragraph (2), the
Comptroller General of the United States shall submit to the
committees specified in such subsection an assessment of the
effectiveness of U.S. Customs and Border Protection actions
described in each such briefing, including recommendations for
improvements as the Comptroller General determines appropriate.
(e) Definitions.--In this section:
(1) Institution of higher education.--The term
``institution of higher education'' has the meaning given such
term in section 102 of the Higher Education Act of 1965 (20
U.S.C. 1002).
(2) New hire.--The term ``new hire'' means an individual
appointed to a position within U.S. Customs and Border
Protection and who, during the one year period preceding such
date of appointment, occupied a position in U.C. Customs and
Border Protection for fewer than 365 days.
(3) Rural or remote areas.--The term ``rural or remote
areas'' means areas within the United States that are not
within an area defined and designated as urbanized areas by the
Bureau of the Census in the most recently completed decennial
census, and includes areas along the northern and southern
borders.
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