[House Report 116-26]
[From the U.S. Government Publishing Office]


116th Congress   }                                    {         Report
                        HOUSE OF REPRESENTATIVES
 1st Session     }                                    {         116-26

======================================================================



 
   DEPARTMENT OF HOMELAND SECURITY MORALE, RECOGNITION, LEARNING AND 
                         ENGAGEMENT ACT OF 2019

                                _______
                                

 March 28, 2019.--Committed to the Committee of the Whole House on the 
              State of the Union and ordered to be printed

                                _______
                                

 Mr. Thompson of Mississippi, from the Committee on Homeland Security, 
                        submitted the following

                              R E P O R T

                        [To accompany H.R. 1433]

    The Committee on Homeland Security, to whom was referred 
the bill (H.R. 1433) to amend the Homeland Security Act of 2002 
to improve morale within the Department of Homeland Security 
workforce by conferring new responsibilities to the Chief Human 
Capital Officer, establishing an employee engagement steering 
committee, requiring action plans, and authorizing an annual 
employee award program, and for other purposes, having 
considered the same, report favorably thereon with an amendment 
and recommend that the bill as amended do pass.

                                CONTENTS

                                                                   Page
Purpose and Summary..............................................     5
Background and Need for Legislation..............................     5
Hearings.........................................................     6
Committee Consideration..........................................     6
Committee Votes..................................................     6
Committee Oversight Findings.....................................     6
CBO Estimate, New Budget Authority, Entitlement Authority, and 
  Tax Expenditures...............................................     7
Federal Mandates Statement.......................................     7
Duplicative Federal Programs.....................................     7
Statement of General Performance Goals and Objectives............     7
Advisory on Earmarks.............................................     7
Advisory Committee Statement.....................................     7
Applicability to Legislative Branch..............................     7
Section-by-Section Analysis of the Legislation...................     8
Changes in Existing Law Made by the Bill, as Reported............     9

    The amendment is as follows:
  Strike all after the enacting clause and insert the 
following:

SECTION 1. SHORT TITLE.

  This Act may be cited as the ``Department of Homeland Security 
Morale, Recognition, Learning and Engagement Act of 2019'' or the ``DHS 
MORALE Act''.

SEC. 2. CHIEF HUMAN CAPITAL OFFICER RESPONSIBILITIES.

  Section 704 of the Homeland Security Act of 2002 (6 U.S.C. 344) is 
amended--
          (1) in subsection (b)--
                  (A) in paragraph (1)--
                          (i) by inserting ``, including with respect 
                        to leader development and employee 
                        engagement,'' after ``policies'';
                          (ii) by striking ``and in line'' and 
                        inserting ``, in line''; and
                          (iii) by inserting ``and informed by best 
                        practices within the Federal government and the 
                        private sector,'' after ``priorities,'';
                  (B) in paragraph (2), by striking ``develop 
                performance measures to provide a basis for monitoring 
                and evaluating'' and inserting ``use performance 
                measures to evaluate, on an ongoing basis,'';
                  (C) in paragraph (3), by inserting ``that, to the 
                extent practicable, are informed by employee feedback'' 
                after ``policies'';
                  (D) in paragraph (4), by inserting ``including leader 
                development and employee engagement programs,'' before 
                ``in coordination'';
                  (E) in paragraph (5), by inserting before the 
                semicolon at the end the following: ``that is informed 
                by an assessment, carried out by the Chief Human 
                Capital Officer, of the learning and developmental 
                needs of employees in supervisory and non-supervisory 
                roles across the Department and appropriate workforce 
                planning initiatives'';
                  (F) by redesignating paragraphs (9) and (10) as 
                paragraphs (12) and (13), respectively; and
                  (G) by inserting after paragraph (8) the following 
                new paragraphs:
          ``(9) maintain a catalogue of available employee development 
        opportunities, including the Homeland Security Rotation Program 
        pursuant to section 844, departmental leadership development 
        programs, interagency development programs, and other 
        rotational programs;
          ``(10) ensure that employee discipline and adverse action 
        programs comply with the requirements of all pertinent laws, 
        rules, regulations, and Federal guidance, and ensure due 
        process for employees;
          ``(11) analyze each Department or Government-wide Federal 
        workforce satisfaction or morale survey not later than 90 days 
        after the date of the publication of each such survey and 
        submit to the Secretary such analysis, including, as 
        appropriate, recommendations to improve workforce satisfaction 
        or morale within the Department;'';
          (2) by redesignating subsections (d) and (e) as subsections 
        (e) and (f), respectively;
          (3) by inserting after subsection (c) the following new 
        subsection:
  ``(d) Chief Learning and Engagement Officer.--The Chief Human Capital 
Officer may designate an employee of the Department to serve as a Chief 
Learning and Engagement Officer to assist the Chief Human Capital 
Officer in carrying out this section.''; and
          (4) in subsection (e), as so redesignated--
                  (A) by redesignating paragraphs (2), (3), and (4) as 
                paragraphs (5), (6), and (7), respectively; and
                  (B) by inserting after paragraph (1) the following 
                new paragraphs:
          ``(2) information on employee development opportunities 
        catalogued pursuant to paragraph (9) of subsection (b) and any 
        available data on participation rates, attrition rates, and 
        impacts on retention and employee satisfaction;
          ``(3) information on the progress of Department-wide 
        strategic workforce planning efforts as determined under 
        paragraph (2) of subsection (b);
          ``(4) information on the activities of the steering committee 
        established pursuant to section 711(a), including the number of 
        meetings, types of materials developed and distributed, and 
        recommendations made to the Secretary;''.

SEC. 3. EMPLOYEE ENGAGEMENT STEERING COMMITTEE AND ACTION PLAN.

  (a) In General.--Title VII of the Homeland Security Act of 2002 (6 
U.S.C. 341 et seq.) is amended by adding at the end the following new 
section:

``SEC. 711. EMPLOYEE ENGAGEMENT.

  ``(a) Steering Committee.--Not later than 120 days after the date of 
the enactment of this section, the Secretary shall establish an 
employee engagement steering committee, including representatives from 
operational components, headquarters, and field personnel, including 
supervisory and non-supervisory personnel, and employee labor 
organizations that represent Department employees, and chaired by the 
Under Secretary for Management, to carry out the following activities:
          ``(1) Identify factors that have a negative impact on 
        employee engagement, morale, and communications within the 
        Department, such as perceptions about limitations on career 
        progression, mobility, or development opportunities, collected 
        through employee feedback platforms, including through annual 
        employee surveys, questionnaires, and other communications, as 
        appropriate.
          ``(2) Identify, develop, and distribute initiatives and best 
        practices to improve employee engagement, morale, and 
        communications within the Department, including through annual 
        employee surveys, questionnaires, and other communications, as 
        appropriate.
          ``(3) Monitor efforts of each component to address employee 
        engagement, morale, and communications based on employee 
        feedback provided through annual employee surveys, 
        questionnaires, and other communications, as appropriate.
          ``(4) Advise the Secretary on efforts to improve employee 
        engagement, morale, and communications within specific 
        components and across the Department.
          ``(5) Conduct regular meetings and report, not less than once 
        per quarter, to the Under Secretary for Management, the head of 
        each component, and the Secretary on Department-wide efforts to 
        improve employee engagement, morale, and communications.
  ``(b) Action Plan; Reporting.--The Secretary, acting through the 
Chief Human Capital Officer, shall--
          ``(1) not later than 120 days after the date of the 
        establishment of the employee engagement steering committee 
        under subsection (a), issue a Department-wide employee 
        engagement action plan, reflecting input from the steering 
        committee and employee feedback provided through annual 
        employee surveys, questionnaires, and other communications in 
        accordance with paragraph (1) of such subsection, to execute 
        strategies to improve employee engagement, morale, and 
        communications within the Department; and
          ``(2) require the head of each component to--
                  ``(A) develop and implement a component-specific 
                employee engagement plan to advance the action plan 
                required under paragraph (1) that includes performance 
                measures and objectives, is informed by employee 
                feedback provided through annual employee surveys, 
                questionnaires, and other communications, as 
                appropriate, and sets forth how employees and, where 
                applicable, their labor representatives are to be 
                integrated in developing programs and initiatives;
                  ``(B) monitor progress on implementation of such 
                action plan; and
                  ``(C) provide to the Chief Human Capital Officer and 
                the steering committee quarterly reports on actions 
                planned and progress made under this paragraph.
  ``(c) Termination.--This section shall terminate on the date that is 
five years after the date of the enactment of this section.''.
  (b) Clerical Amendment.--The table of contents in section 1(b) of the 
Homeland Security Act of 2002 is amended by inserting after the item 
relating to section 710 the following new item:

``Sec. 711. Employee engagement.''.

  (c) Submissions to Congress.--
          (1) Department-wide employee engagement action plan.--The 
        Secretary of Homeland Security, acting through the Chief Human 
        Capital Officer of the Department of Homeland Security, shall 
        submit to the Committee on Homeland Security of the House of 
        Representatives and the Committee on Homeland Security and 
        Governmental Affairs of the Senate the Department-wide employee 
        engagement action plan required under subsection (b)(1) of 
        section 711 of the Homeland Security Act of 2002 (as added by 
        subsection (a) of this section) not later than 30 days after 
        the issuance of such plan under such subsection (b)(1).
          (2) Component-specific employee engagement plans.--Each head 
        of a component of the Department of Homeland Security shall 
        submit to the Committee on Homeland Security of the House of 
        Representatives and the Committee on Homeland Security and 
        Governmental Affairs of the Senate the component-specific 
        employee engagement plan of each such component required under 
        subsection (b)(2) of section 711 of the Homeland Security Act 
        of 2002 not later than 30 days after the issuance of each such 
        plan under such subsection (b)(2).

SEC. 4. ANNUAL EMPLOYEE AWARD PROGRAM.

  (a) In General.--Title VII of the Homeland Security Act of 2002 (6 
U.S.C. 341 et seq.), as amended by section 3 of this Act, is further 
amended by adding at the end the following new section:

``SEC. 712. ANNUAL EMPLOYEE AWARD PROGRAM.

  ``(a) In General.--The Secretary may establish an annual employee 
award program to recognize Department employees or groups of employees 
for significant contributions to the achievement of the Department's 
goals and missions. If such a program is established, the Secretary 
shall--
          ``(1) establish within such program categories of awards, 
        each with specific criteria, that emphasizes honoring employees 
        who are at the non-supervisory level;
          ``(2) publicize within the Department how any employee or 
        group of employees may be nominated for an award;
          ``(3) establish an internal review board comprised of 
        representatives from Department components, headquarters, and 
        field personnel to submit to the Secretary award 
        recommendations regarding specific employees or groups of 
        employees;
          ``(4) select recipients from the pool of nominees submitted 
        by the internal review board under paragraph (3) and convene a 
        ceremony at which employees or groups of employees receive such 
        awards from the Secretary; and
          ``(5) publicize such program within the Department.
  ``(b) Internal Review Board.--The internal review board described in 
subsection (a)(3) shall, when carrying out its function under such 
subsection, consult with representatives from operational components 
and headquarters, including supervisory and non-supervisory personnel, 
and employee labor organizations that represent Department employees.
  ``(c) Rule of Construction.--Nothing in this section may be construed 
to authorize additional funds to carry out the requirements of this 
section or to require the Secretary to provide monetary bonuses to 
recipients of an award under this section.''.
  (b) Clerical Amendment.--The table of contents in section 1(b) of the 
Homeland Security Act of 2002, as amended by section 3 of this Act, is 
further amended by inserting after the item relating to section 711 the 
following new item:

``Sec. 712. Annual employee award program.''.

SEC. 5. INDEPENDENT INVESTIGATION AND IMPLEMENTATION PLAN.

  (a) In General.--Not later than 120 days after the date of the 
enactment of this Act, the Comptroller General of the United States 
shall investigate whether the application in the Department of Homeland 
Security of discipline and adverse actions are administered in an 
equitable and consistent manner that results in the same or 
substantially similar disciplinary outcomes across the Department for 
misconduct by a non-supervisory or supervisor employee who engaged in 
the same or substantially similar misconduct.
  (b) Consultation.--In carrying out the investigation described in 
subsection (a), the Comptroller General of the United States shall 
consult with the Under Secretary for Management of the Department of 
Homeland Security and the employee engagement steering committee 
established pursuant to subsection (b)(1) of section 711 of the 
Homeland Security Act of 2002 (as added by section 3(a) of this Act).
  (c) Action by Under Secretary for Management.--Upon completion of the 
investigation described in subsection (a), the Under Secretary for 
Management of the Department of Homeland Security shall review the 
findings and recommendations of such investigation and implement a 
plan, in consultation with the employee engagement steering committee 
established pursuant to subsection (b)(1) of section 711 of the 
Homeland Security Act of 2002, to correct any relevant deficiencies 
identified by the Comptroller General of the United States in such 
investigation. The Under Secretary for Management shall direct the 
employee engagement steering committee to review such plan to inform 
committee activities and action plans authorized under such section 
711.

SEC. 6. IMPACTS OF SHUTDOWN.

  Not later than 90 days after the date of the enactment of this Act, 
the Secretary of Homeland Security shall report to the Committee on 
Homeland Security of the House of Representatives and the Committee on 
Homeland Security and Governmental Affairs of the Senate regarding the 
direct and indirect impacts of the lapse in appropriations between 
December 22, 2018, and January 25, 2019, on--
          (1) Department of Homeland Security human resources 
        operations;
          (2) the Department's ability to meet hiring benchmarks; and
          (3) retention, attrition, and morale of Department personnel.

                          Purpose and Summary

    The purpose of H.R. 1433 is to improve morale within the 
Department of Homeland Security (DHS) workforce by conferring 
new responsibilities to the Chief Human Capital Officer (CHCO), 
establishing an employee engagement steering committee, 
requiring action plans, and authorizing an annual employee 
award program.
    H.R. 1433 requires the CHCO to maintain a catalogue of 
available employee development opportunities, such as the DHS 
Rotation Program. The measure also authorizes the designation 
of a Chief Learning and Engagement Officer to assist the CHCO 
on employee development. H.R. 1433 authorizes the establishment 
of an Employee Engagement Steering Committee (EESC), comprised 
of representatives from across the Department, as well as 
individuals from employee labor organizations that represent 
DHS employees. The EESC is required to identify factors that 
impact employee engagement and morale and advise the Secretary 
on efforts to improve those areas. It requires the distribution 
of a Department-wide Employee Engagement Action Plan, 
reflecting input from the Steering Committee, to execute 
strategies to improve employee engagement, morale, and 
communications. The Secretary is authorized to establish an 
annual employee awards program to recognize non-supervisory DHS 
employees who have made a significant contribution to the 
Department. This bill largely tracks an earlier version of the 
measure which was introduced in the 115th Congress and passed 
the House unanimously. Two additional provisions were added. 
The first provision directs the CHCO to analyze government-wide 
Federal workforce satisfaction or morale surveys to inform 
efforts to improve morale. The second provision requires an 
independent assessment of DHS programs and a report to Congress 
on the effects the December 2018-January 2019 shutdown had on 
Departmental human resources operations, hiring benchmarks, 
retention, attrition, and morale.
    The bill is endorsed by the National Border Patrol Council, 
National Treasury Employees Union, and American Federation of 
Government Employees.

                  Background and Need for Legislation

    Since its inception in 2002, DHS has faced a number of 
challenges, one of the most prominent being managing a 
workforce of more than 240,000 employees. It has been a 
priority of the Committee on Homeland Security to examine the 
root cause of longstanding employee morale concerns at the 
Department and determine the best strategy to move DHS in a 
positive direction. The DHS MORALE Act is necessary after five 
consecutive years of DHS ranking last among large agencies on 
the list of Best Places to Work in the Federal Government.
    Former DHS Secretary Jeh Johnson initiated a range of 
policies and programs designed to bring about morale 
improvement. Johnson emphasized the importance of employee 
engagement and a sense of purpose. To further these objectives, 
Johnson reinstituted the EESC, chaired by the Under Secretary 
for Management (USM). In his exit memorandum, the former 
Secretary cited the need ``for an aggressive campaign to 
improve morale and satisfaction at the Department.''\1\ This 
Act helps DHS examine the root cause of longstanding employee 
morale concerns and determine the best strategy to move the 
Department in a positive direction.
---------------------------------------------------------------------------
    \1\Johnson, Jeh. U.S. Department of Homeland Security: Record of 
Progress and Vision for the Future. 5 Jan. 2017.
---------------------------------------------------------------------------

                                Hearings

    On April 12, 2018, the Subcommittee on Oversight and 
Management Efficiency held a hearing entitled ``Building for 
the Future: Examining Challenges Facing the Department of 
Homeland Security's Consolidated Headquarters Project''. 
Testimony was heard from Mr. Thomas D. Chaleki, Chief Readiness 
Support Officer, Directorate for Management, U.S. Department of 
Homeland Security; Mr. Michael Gelber, Deputy Commissioner, 
Public Buildings Service, General Services Administration; and 
Mr. Christopher P. Currie, Director, Emergency Management, 
National Preparedness, and Critical Infrastructure Protection 
of the Homeland Security and Justice Team, U.S. Government 
Accountability Office. At this hearing members heard testimony 
on the DHS Headquarters Consolidation Project at St. Elizabeths 
that was proposed in 2006 as an effort to integrate the various 
agencies into ``One DHS'' and increase morale--encouraging 
better mission performance. The hearing examined the 
headquarters project's cost and schedule delays and the 
implications the delayed completion has had on DHS employee 
morale.

                        Committee Consideration

    The Committee met on March 13, 2019, with a quorum being 
present, to consider H.R. 1433 and ordered the measure to be 
reported to the House with a favorable recommendation, with 
amendment, by unanimous consent.
    The following amendment was offered and accepted:
    An amendment in the Nature of a Substitute offered by Mr. 
Thompson of Mississippi.

                            Committee Votes

    Clause 3(b) of rule XIII of the Rules of the House of 
Representatives requires the Committee to list the recorded 
votes on the motion to report legislation and amendments 
thereto.
    No recorded votes were requested during consideration of 
H.R. 1433.

                      Committee Oversight Findings

    In compliance with clause 3(c)(1) of rule XIII of the Rules 
of the House of Representatives, the Committee advises that the 
findings and recommendations of the Committee, based on 
oversight activities under clause 2(b)(1) of rule X of the 
Rules of the House of Representatives, are incorporated in the 
descriptive portions of this report.

Congressional Budget Office Estimate, New Budget Authority, Entitlement 
                    Authority, and Tax Expenditures

    With respect to the requirements of clause 3(c)(2) of rule 
XIII of the Rules of the House of Representatives and section 
308(a) of the Congressional Budget Act of 1974 and with respect 
to requirements of clause (3)(c)(3) of rule XIII of the Rules 
of the House of Representatives and section 402 of the 
Congressional Budget Act of 1974, the Committee has requested 
but not received a cost estimate for this bill from the 
Director of Congressional Budget Office.
    The Committee has requested but not received from the 
Director of the Congressional Budget Office a statement as to 
whether this bill contains any new budget authority, spending 
authority, credit authority, or an increase or decrease in 
revenues or tax expenditures.

                       Federal Mandates Statement

    An estimate of Federal mandates prepared by the Director of 
the Congressional Budget Office pursuant to section 423 of the 
Unfunded Mandates Reform Act was not made available to the 
Committee in time for the filing of this report. The Chairman 
of the Committee shall cause such estimate to be printed in the 
Congressional Record upon its receipt by the Committee.

                      Duplicative Federal Programs

    Pursuant to clause 3(c) of rule XIII, the Committee finds 
that H.R. 1433 does not contain any provision that establishes 
or reauthorizes a program known to be duplicative of another 
Federal program.

                    Performance Goals and Objectives

    The Committee states that pursuant to clause 3(c)(4) of 
rule XIII of the Rules of the House of Representatives, H.R. 
1433 requires DHS to take steps to improve morale within the 
Department of Homeland Security (DHS) workforce.

                          Advisory on Earmarks

    In compliance with rule XXI of the Rules of the House of 
Representatives, this bill, as reported, contains no 
congressional earmarks, limited tax benefits, or limited tariff 
benefits as defined in clause 9(d), 9(e), or 9(f) of the rule 
XXI.

                      Advisory Committee Statement

    No advisory committees within the meaning of section 5(b) 
of the Federal Advisory Committee Act were created by this 
legislation.

                  Applicability to Legislative Branch

    The Committee finds that the legislation does not relate to 
the terms and conditions of employment or access to public 
services or accommodations within the meaning of section 
102(b)(3) of the Congressional Accountability Act.

             Section-by-Section Analysis of the Legislation


Section 1. Short title

    This section provides that this bill may be cited as the 
``Department of Homeland Security Morale, Recognition, Learning 
and Engagement Act of 2019'' or the ``DHS MORALE Act''.

Sec. 2. Chief Human Capital Officer responsibilities

    This section directs the CHCO to develop a career path 
framework and create opportunities for leader development that 
is informed by an assessment on the learning and developmental 
needs of employees in supervisory and non-supervisory roles. 
The CHCO is required to maintain a catalogue of development 
opportunities for employees, such as the DHS Rotation Program. 
The CHCO is also required to analyze government-wide Federal 
workforce satisfaction or morale surveys to inform efforts to 
improve morale.
    Additionally, this section authorizes a Chief Learning and 
Engagement Officer to assist the CHCO and amends the 
requirements of a report to Congress to include information on 
catalogued employee development opportunities, data on 
participation rates, attrition rates, and impacts on retention 
and employee satisfaction; the progress of Department-wide 
strategic workforce planning efforts; and the activities of the 
steering committee established under the following section, 
including the number of meeting, types of materials developed 
and distributed, and recommendations made to the Secretary.

Sec. 3. Employee engagement steering committee and action plan

    This section requires the Secretary to establish an 
employee engagement steering committee, chaired by the USM, and 
comprised of representatives of Federal labor organizations 
that represent Department employees, to identify factors that 
impact employee engagement and morale and advise the Secretary 
on efforts to improve those areas.

Sec. 4. Annual Employee Award Program

    This section authorizes the Secretary to establish an 
Annual Employee Award Program to recognize employees for 
significant contributions to the achievement of the 
Department's goals and missions.

Sec. 5. Independent investigation and implementation plan

    This section requires the U.S. Comptroller General to 
investigate whether the application of discipline and adverse 
actions by the Department are administered in an equitable and 
consistent manner, that results in the same or substantially 
similar disciplinary outcomes across the Department for 
misconduct by a non-supervisory or supervisory employee who 
engaged in the same or substantially similar misconduct. The 
Comptroller General is required to consult with the DHS USM and 
the employee engagement steering committee established under 
section 3 of the Act. The USM is required to review the 
findings and recommendations of such an investigation and 
implement a plan, in consultation with the employee engagement 
steering committee, to correct any relevant deficiencies 
identified by the Comptroller General.

Sec. 6. Impacts of shutdown

    This Section requires the Secretary to report to Congress 
regarding the direct and indirect impacts of the lapse in 
appropriations between December 22, 2018 and January 25, 2019 
on Departmental human resources operations, hiring benchmarks, 
retention, attrition, and morale.

         Changes in Existing Law Made by the Bill, as Reported

  In compliance with clause 3(e) of rule XIII of the Rules of 
the House of Representatives, changes in existing law made by 
the bill, as reported, are shown as follows (existing law 
proposed to be omitted is enclosed in black brackets, new 
matter is printed in italic, and existing law in which no 
change is proposed is shown in roman):

                     HOMELAND SECURITY ACT OF 2002


SECTION 1. SHORT TITLE; TABLE OF CONTENTS.

  (a) Short Title.--This Act may be cited as the ``Homeland 
Security Act of 2002''.
  (b) Table of Contents.--The table of contents for this Act is 
as follows:

Sec. 1. Short title; table of contents.
     * * * * * * *
Sec. 701. Under Secretary for Management.
     * * * * * * *
Sec. 711. Employee engagement.
Sec. 712. Annual employee award program.

           *       *       *       *       *       *       *


TITLE VII--MANAGEMENT

           *       *       *       *       *       *       *


SEC. 704. CHIEF HUMAN CAPITAL OFFICER.

  (a) In General.--The Chief Human Capital Officer shall report 
directly to the Under Secretary for Management.
  (b) Responsibilities.--In addition to the responsibilities 
set forth in chapter 14 of title 5, United States Code, and 
other applicable law, the Chief Human Capital Officer of the 
Department shall--
          (1) develop and implement strategic workforce 
        planning policies, including with respect to leader 
        development and employee engagement, that are 
        consistent with Government-wide leading principles [and 
        in line], in line with Department strategic human 
        capital goals and priorities, and informed by best 
        practices within the Federal government and the private 
        sector, taking into account the special requirements of 
        members of the Armed Forces serving in the Coast Guard;
          (2) [develop performance measures to provide a basis 
        for monitoring and evaluating] use performance measures 
        to evaluate, on an ongoing basis, Department-wide 
        strategic workforce planning efforts;
          (3) develop, improve, and implement policies that, to 
        the extent practicable, are informed by employee 
        feedback, including compensation flexibilities 
        available to Federal agencies where appropriate, to 
        recruit, hire, train, and retain the workforce of the 
        Department, in coordination with all components of the 
        Department;
          (4) identify methods for managing and overseeing 
        human capital programs and initiatives, including 
        leader development and employee engagement programs, in 
        coordination with the head of each component of the 
        Department;
          (5) develop a career path framework and create 
        opportunities for leader development in coordination 
        with all components of the Department that is informed 
        by an assessment, carried out by the Chief Human 
        Capital Officer, of the learning and developmental 
        needs of employees in supervisory and non-supervisory 
        roles across the Department and appropriate workforce 
        planning initiatives;
          (6) lead the efforts of the Department for managing 
        employee resources, including training and development 
        opportunities, in coordination with each component of 
        the Department;
          (7) work to ensure the Department is implementing 
        human capital programs and initiatives and effectively 
        educating each component of the Department about these 
        programs and initiatives;
          (8) identify and eliminate unnecessary and 
        duplicative human capital policies and guidance;
          (9) maintain a catalogue of available employee 
        development opportunities, including the Homeland 
        Security Rotation Program pursuant to section 844, 
        departmental leadership development programs, 
        interagency development programs, and other rotational 
        programs;
          (10) ensure that employee discipline and adverse 
        action programs comply with the requirements of all 
        pertinent laws, rules, regulations, and Federal 
        guidance, and ensure due process for employees;
          (11) analyze each Department or Government-wide 
        Federal workforce satisfaction or morale survey not 
        later than 90 days after the date of the publication of 
        each such survey and submit to the Secretary such 
        analysis, including, as appropriate, recommendations to 
        improve workforce satisfaction or morale within the 
        Department;
          [(9)] (12) provide input concerning the hiring and 
        performance of the Chief Human Capital Officer or 
        comparable official in each component of the 
        Department; and
          [(10)] (13) ensure that all employees of the 
        Department are informed of their rights and remedies 
        under chapters 12 and 23 of title 5, United States 
        Code.
  (c) Component Strategies.--
          (1) In general.--Each component of the Department 
        shall, in coordination with the Chief Human Capital 
        Officer of the Department, develop a 5-year workforce 
        strategy for the component that will support the goals, 
        objectives, and performance measures of the Department 
        for determining the proper balance of Federal employees 
        and private labor resources.
          (2) Strategy requirements.--In developing the 
        strategy required under paragraph (1), each component 
        shall consider the effect on human resources associated 
        with creating additional Federal full-time equivalent 
        positions, converting private contractors to Federal 
        employees, or relying on the private sector for goods 
        and services.
  (d) Chief Learning and Engagement Officer.--The Chief Human 
Capital Officer may designate an employee of the Department to 
serve as a Chief Learning and Engagement Officer to assist the 
Chief Human Capital Officer in carrying out this section.
  [(d)] (e) Annual Submission.--Not later than 90 days after 
the date on which the Secretary submits the annual budget 
justification for the Department, the Secretary shall submit to 
the congressional homeland security committees a report that 
includes a table, delineated by component with actual and 
enacted amounts, including--
          (1) information on the progress within the Department 
        of fulfilling the workforce strategies developed under 
        subsection (c);
          (2) information on employee development opportunities 
        catalogued pursuant to paragraph (9) of subsection (b) 
        and any available data on participation rates, 
        attrition rates, and impacts on retention and employee 
        satisfaction;
          (3) information on the progress of Department-wide 
        strategic workforce planning efforts as determined 
        under paragraph (2) of subsection (b);
          (4) information on the activities of the steering 
        committee established pursuant to section 711(a), 
        including the number of meetings, types of materials 
        developed and distributed, and recommendations made to 
        the Secretary;
          [(2)] (5) the number of on-board staffing for Federal 
        employees from the prior fiscal year;
          [(3)] (6) the total contract hours submitted by each 
        prime contractor as part of the service contract 
        inventory required under section 743 of the Financial 
        Services and General Government Appropriations Act, 
        2010 (division C of Public Law 111-117; 31 U.S.C. 501 
        note); and
          [(4)] (7) the number of full-time equivalent 
        personnel identified under the Intergovernmental 
        Personnel Act of 1970 (42 U.S.C. 4701 et seq.).
  [(e)] (f) Limitation.--Nothing in this section overrides or 
otherwise affects the requirements specified in section 888.

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SEC. 711. EMPLOYEE ENGAGEMENT.

  (a) Steering Committee.--Not later than 120 days after the 
date of the enactment of this section, the Secretary shall 
establish an employee engagement steering committee, including 
representatives from operational components, headquarters, and 
field personnel, including supervisory and non-supervisory 
personnel, and employee labor organizations that represent 
Department employees, and chaired by the Under Secretary for 
Management, to carry out the following activities:
          (1) Identify factors that have a negative impact on 
        employee engagement, morale, and communications within 
        the Department, such as perceptions about limitations 
        on career progression, mobility, or development 
        opportunities, collected through employee feedback 
        platforms, including through annual employee surveys, 
        questionnaires, and other communications, as 
        appropriate.
          (2) Identify, develop, and distribute initiatives and 
        best practices to improve employee engagement, morale, 
        and communications within the Department, including 
        through annual employee surveys, questionnaires, and 
        other communications, as appropriate.
          (3) Monitor efforts of each component to address 
        employee engagement, morale, and communications based 
        on employee feedback provided through annual employee 
        surveys, questionnaires, and other communications, as 
        appropriate.
          (4) Advise the Secretary on efforts to improve 
        employee engagement, morale, and communications within 
        specific components and across the Department.
          (5) Conduct regular meetings and report, not less 
        than once per quarter, to the Under Secretary for 
        Management, the head of each component, and the 
        Secretary on Department-wide efforts to improve 
        employee engagement, morale, and communications.
  (b) Action Plan; Reporting.--The Secretary, acting through 
the Chief Human Capital Officer, shall--
          (1) not later than 120 days after the date of the 
        establishment of the employee engagement steering 
        committee under subsection (a), issue a Department-wide 
        employee engagement action plan, reflecting input from 
        the steering committee and employee feedback provided 
        through annual employee surveys, questionnaires, and 
        other communications in accordance with paragraph (1) 
        of such subsection, to execute strategies to improve 
        employee engagement, morale, and communications within 
        the Department; and
          (2) require the head of each component to--
                  (A) develop and implement a component-
                specific employee engagement plan to advance 
                the action plan required under paragraph (1) 
                that includes performance measures and 
                objectives, is informed by employee feedback 
                provided through annual employee surveys, 
                questionnaires, and other communications, as 
                appropriate, and sets forth how employees and, 
                where applicable, their labor representatives 
                are to be integrated in developing programs and 
                initiatives;
                  (B) monitor progress on implementation of 
                such action plan; and
                  (C) provide to the Chief Human Capital 
                Officer and the steering committee quarterly 
                reports on actions planned and progress made 
                under this paragraph.
  (c) Termination.--This section shall terminate on the date 
that is five years after the date of the enactment of this 
section.

SEC. 712. ANNUAL EMPLOYEE AWARD PROGRAM.

  (a) In General.--The Secretary may establish an annual 
employee award program to recognize Department employees or 
groups of employees for significant contributions to the 
achievement of the Department's goals and missions. If such a 
program is established, the Secretary shall--
          (1) establish within such program categories of 
        awards, each with specific criteria, that emphasizes 
        honoring employees who are at the non-supervisory 
        level;
          (2) publicize within the Department how any employee 
        or group of employees may be nominated for an award;
          (3) establish an internal review board comprised of 
        representatives from Department components, 
        headquarters, and field personnel to submit to the 
        Secretary award recommendations regarding specific 
        employees or groups of employees;
          (4) select recipients from the pool of nominees 
        submitted by the internal review board under paragraph 
        (3) and convene a ceremony at which employees or groups 
        of employees receive such awards from the Secretary; 
        and
          (5) publicize such program within the Department.
  (b) Internal Review Board.--The internal review board 
described in subsection (a)(3) shall, when carrying out its 
function under such subsection, consult with representatives 
from operational components and headquarters, including 
supervisory and non-supervisory personnel, and employee labor 
organizations that represent Department employees.
  (c) Rule of Construction.--Nothing in this section may be 
construed to authorize additional funds to carry out the 
requirements of this section or to require the Secretary to 
provide monetary bonuses to recipients of an award under this 
section.

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