Bill Overview
Title: DHS Rural and Remote Hiring and Retention Strategy Act of 2022
Description: This bill requires the Office of the Chief Human Capital Officer of the Department of Homeland Security (DHS), U.S. Immigration and Customs Enforcement (ICE), and U.S. Customs and Border Protection (CBP) to issue a strategy and implementation plan to improve the hiring and retention of individuals by ICE and CBP in rural or remote areas. DHS must periodically report to Congress and the Government Accountability Office (GAO) on the extent that the strategy and implementation plan has improved hiring and retention. After receiving each DHS report, the GAO must submit to Congress an assessment of the effectiveness of the actions described in the DHS report.
Sponsors: Rep. Golden, Jared F. [D-ME-2]
Target Audience
Population: Current and potential federal employees in rural and remote areas
Estimated Size: 1000000
- This bill targets the hiring and retention processes of DHS, ICE, and CBP in rural or remote areas.
- The primary target population includes current and potential employees of ICE and CBP who are based in rural and remote locations in the United States.
- The goal is to improve employment conditions, which impacts job opportunities and employment retention for individuals in these areas.
- The strategy and implementation plan will also indirectly affect communities in rural and remote areas through improved job availability and possibly enhanced services offered by these agencies.
Reasoning
- The policy is aimed at improving hiring and retention in rural and remote areas, which implies that the interviews should focus on individuals who are either current or potential employees of ICE and CBP in these regions.
- Since the primary impact is expected on job opportunities and job retention, participants should include a mix of current employees, potential job seekers, and those indirectly impacted by increased economic activity in these areas.
- The budget constraints suggest the policy may not be able to provide substantial resources for large-scale employee benefits but may contribute to improved recruitment processes, minor incentives, and retention programs.
- Not all individuals will be affected equally; some may experience significant changes in job stability or opportunities, while others may see no change.
Simulated Interviews
Customs and Border Protection Officer (Rural Texas)
Age: 34 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- This policy seems to focus on tackling the long-standing issues of employee turnover here. I hope it means better resources for us.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 8 | 6 |
Seeking employment with ICE (Rural Arizona)
Age: 28 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- I've always wanted to work for ICE, but opportunities here are thin. If this brings more jobs, that'd be amazing.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 5 |
DHS Administrative Staff (Remote Montana)
Age: 40 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 5/20
Statement of Opinion:
- This could mean more work and potential stress if staffing changes come through inadequately.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Community Business Owner (Rural New Mexico)
Age: 53 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 2.0 years
Commonness: 15/20
Statement of Opinion:
- If more people are hired or stay due to this policy, it could benefit businesses like mine.
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 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
ICE Field Agent (Rural Idaho)
Age: 45 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 4.0 years
Commonness: 8/20
Statement of Opinion:
- Improving job conditions could encourage staying longer if implemented well.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Retired former CBP Agent (Remote Nebraska)
Age: 62 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 1.0 years
Commonness: 10/20
Statement of Opinion:
- I'm hopeful this will keep younger agents from leaving the force too soon.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Unemployed (Rural South Dakota)
Age: 39 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 6.0 years
Commonness: 12/20
Statement of Opinion:
- If this means more jobs in my area, it could be a lifesaver for my career.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 6 | 4 |
| Year 5 | 7 | 4 |
| Year 10 | 7 | 4 |
| Year 20 | 6 | 4 |
Local Government Employee (Rural Alabama)
Age: 50 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 14/20
Statement of Opinion:
- The community may benefit indirectly, so it's a positive change if handled right.
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 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 6 | 5 |
College Student (Rural Oklahoma)
Age: 25 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 8.0 years
Commonness: 9/20
Statement of Opinion:
- Better opportunities and support would definitely sway my career decisions.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 5 |
| Year 20 | 8 | 5 |
CBP Officer (Rural West Virginia)
Age: 31 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 11/20
Statement of Opinion:
- Career advancements have been slow; any improvement would be welcomed.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Cost Estimates
Year 1: $7500000 (Low: $5000000, High: $10000000)
Year 2: $8000000 (Low: $5500000, High: $10500000)
Year 3: $8500000 (Low: $6000000, High: $11000000)
Year 5: $8500000 (Low: $6000000, High: $11000000)
Year 10: $8500000 (Low: $6000000, High: $11000000)
Year 100: $8500000 (Low: $6000000, High: $11000000)
Key Considerations
- Implementation challenges include developing effective retention strategies that address unique rural and remote area challenges.
- Interagency coordination is essential for the successful implementation of this policy.
- Local economies may benefit indirectly from improved federal employment stability.