DHS Rural and Remote Hiring and Retention Strategy Act of 2022

To require the Secretary of Homeland Security to issue a strategy to improve hiring and retention of U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement personnel in rural or remote areas, and for other purposes. 1. Short title This Act may be cited as the DHS Rural and Remote Hiring and Retention Strategy Act of 2022 2. 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, the Commissioner of U.S. Customs and Border Protection, and the Director of U.S. Immigration and Customs Enforcement, shall issue a strategy and implementation plan, including benchmarks, to improve the hiring and retention of individuals by U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement in rural or remote areas relating to employment in such areas. (b) Considerations The strategy required under subsection (a) shall take into consideration the following: (1) Feedback from individuals who are U.S. Customs and Border Protection or U.S. Immigration and Customs Enforcement 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 from U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement 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 from U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement personnel who have decided to separate from U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement, as the case may be. (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 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) Plan 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 and U.S. Immigration and Customs Enforcement in rural or remote areas; and (2) enhance strategic recruiting efforts of U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement through relationships with institutions of higher education (as such term is defined in section 102 of the Higher Education Act of 1965 ( 20 U.S.C. 1002 (d) Report to Congress and GAO Beginning on the date that is one year after the date of issuance of the strategy and implementation plan required under subsection (a) and for four 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 has improved the hiring and retention by U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement of employees in rural or remote areas. (e) GAO assessment Not later than 120 days after receiving each report required under subsection (d), the Comptroller General of the United States shall submit to the committees referred to in such subsection an assessment of the effectiveness of U.S. Customs and Border Protection and U.S. Immigration and Customs Enforcement actions described in each such report, including recommendations for improvements as the Comptroller General determines appropriate. (f) Rural or remote areas defined For purposes of this section, the term rural or remote areas

Summary: DHS Rural and Remote Hiring and Retention Strategy Act of 2022 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.