142 
training program is administered, developed, and de-
livered according to an applicable set of standards. 
(2) ACCREDITATION MANAGER.—The term ‘‘ac-
creditation manager’’ means the individual assigned 
by the component of the Department to manage ac-
creditation activities for a basic training program. 
(3) BASIC
TRAINING
PROGRAM.—The term 
‘‘basic training program’’ means an entry level pro-
gram that is transitional to law enforcement service, 
provides training on critical competencies and re-
sponsibilities, and is typically a requirement for ap-
pointment to a law enforcement service job or job se-
ries. 
(4) REACCREDITATION.—The term ‘‘reaccredi-
tation’’ means the assessment of a basic training 
program after initial accreditation to ensure the con-
tinued compliance with an applicable set of stand-
ards. 
Subtitle C—Workforce Engagement 
and Development Reforms 
SEC. 331. EMPLOYEE ENGAGEMENT STEERING COMMITTEE 
AND ACTION PLAN. 
(a) IN GENERAL.—Title VII of the Homeland Secu-
rity Act of 2002 (6 U.S.C. 341 et seq.), as amended by 
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this Act, is further amended by adding at the end the fol-
lowing new section: 
‘‘SEC. 
720. 
EMPLOYEE 
ENGAGEMENT 
STEERING 
COM-
MITTEE AND ACTION PLAN. 
‘‘(a) STEERING COMMITTEE.— 
‘‘(1) IN GENERAL.—Not later than 120 days 
after the date of the enactment of this section, the 
Secretary shall establish a steering committee to be 
known as the ‘Employee Engagement Steering Com-
mittee’ (referred to in this section as the ‘Steering 
Committee’). 
‘‘(2) DUTIES OF STEERING COMMITTEE.—The 
Steering Committee shall— 
‘‘(A) identify factors that have a negative 
impact on employee engagement, morale, and 
communications within the Department, such 
as perceptions about limitations on career pro-
gression, mobility, or development opportuni-
ties, collected through employee feedback plat-
forms, including through annual employee sur-
veys, questionnaires, and other communications, 
as appropriate; 
‘‘(B) identify, develop, and distribute ini-
tiatives and best practices to improve employee 
engagement, morale, and communications with-
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in the Department, including through annual 
employee surveys, questionnaires, and other 
communications, as appropriate; 
‘‘(C) 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; 
‘‘(D) advise the Secretary on efforts to im-
prove employee engagement, morale, and com-
munications within specific components and 
across the Department; and 
‘‘(E) conduct regular meetings and report, 
not fewer 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. 
‘‘(3) MEMBERSHIP.— 
‘‘(A) IN
GENERAL.—The Steering Com-
mittee shall be composed of representatives 
from each operational component of the Depart-
ment, including— 
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‘‘(i) supervisory and non-supervisory 
field personnel; 
‘‘(ii) Department Headquarters; and 
‘‘(iii) employee labor organizations 
that represent Department employees. 
‘‘(B) CHAIRPERSON.—The Under Sec-
retary for Management of the Department shall 
be the chairperson of the Steering Committee. 
‘‘(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 Steering Committee, issue 
a Department-wide employee engagement action 
plan, reflecting input from the Steering Committee 
and employee feedback provided through annual em-
ployee surveys, questionnaires, and other commu-
nications in accordance with subsection (a)(2), 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 objec-
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146 
tives, is informed by employee feedback pro-
vided through annual employee surveys, ques-
tionnaires, and other communications, as appro-
priate, and sets forth how employees and, where 
applicable, their labor representatives, are to be 
integrated in developing programs and initia-
tives; 
‘‘(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, as 
amended by this Act, is further amended by inserting after 
the item relating to section 719 the following new item: 
‘‘Sec. 720. Employee Engagement Steering Committee and action plan.’’. 
(c) SUBMISSIONS TO CONGRESS.— 
(1) DEPARTMENT-WIDE
EMPLOYEE
ENGAGE-
MENT ACTION PLAN.—The Secretary, acting through 
the Chief Human Capital Officer of the Department, 
shall submit to the Committee on Homeland Secu-
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rity of the House of Representatives and the Com-
mittee on Homeland Security and Governmental Af-
fairs of the Senate the Department of Homeland Se-
curity-wide employee engagement action plan re-
quired under subsection (b)(1) of section 721 of the 
Homeland Security Act of 2002 (as added by sub-
section (a) of this section) not later than 30 days 
after the issuance of such plan. 
(2) COMPONENT-SPECIFIC EMPLOYEE ENGAGE-
MENT PLANS.—Each head of a component of the 
Department shall submit to the Committee on 
Homeland Security of the House of Representatives 
and the Committee on Homeland Security and Gov-
ernmental Affairs of the Senate the component-spe-
cific employee engagement plan of each such compo-
nent required under subsection (b)(2) of section 721 
of the Homeland Security Act of 2002 (as added by 
subsection (a) of this section) not later than 30 days 
after the issuance of each such plan. 
SEC. 332. ANNUAL EMPLOYEE AWARD PROGRAM. 
(a) IN GENERAL.—Title VII of the Homeland Secu-
rity Act of 2002 (6 U.S.C. 341 et seq.), as amended by 
this Act, is further amended by adding at the end the fol-
lowing new section: 
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‘‘SEC. 721. ANNUAL EMPLOYEE AWARD PROGRAM. 
‘‘(a) IN GENERAL.—The Secretary may establish 
within the Department an annual employee award pro-
gram to recognize significant contributions by employees 
of the Department to the achievement of the mission of 
the Department. If such a program is established, the Sec-
retary shall— 
‘‘(1) designate categories of awards within such 
program, each with specific criteria, that recognizes 
the contributions of non-Senior Executive Service 
level employees; 
‘‘(2) publicize within the Department the an-
nual employee award program and the process to 
nominate an employee for such an award; 
‘‘(3) establish an internal review board com-
posed of representatives from components of the De-
partment, including field personnel and Department 
Headquarters, and to submit to the Secretary award 
recommendations; and 
‘‘(4) select recipients for such an award from 
the pool of nominees submitted by the internal re-
view board and convene a ceremony at which em-
ployees may receive such awards from the Secretary. 
‘‘(b) INTERNAL REVIEW BOARD.—The internal re-
view board described in subsection (a)(3) shall, when car-
rying out its function under such subsection, consult with 
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representatives from components of the Department and 
Department Headquarters, including— 
‘‘(1) supervisory and non-supervisory personnel; 
and 
‘‘(2) employee labor organizations that rep-
resent Department employees. 
‘‘(c) RULE OF CONSTRUCTION.—Nothing in this sec-
tion may be construed to authorize additional funds to— 
‘‘(1) carry out the requirements of this section; 
or 
‘‘(2) require the Secretary to provide monetary 
bonuses to recipients of an award under this sec-
tion.’’. 
(b) CLERICAL AMENDMENT.—The table of contents 
in section 1(b) of the Homeland Security Act of 2002, as 
amended by this Act, is further amended by inserting after 
the item relating to section 720 the following new item: 
‘‘Sec. 721. Annual employee award program.’’. 
SEC. 333. ACQUISITION WORKFORCE. 
(a) IN GENERAL.—Title VII of the Homeland Secu-
rity Act of 2002 (6 U.S.C. 341 et seq.) as amended by 
this Act, is further amended by adding at the end the fol-
lowing new section: 
‘‘SEC. 722. ACQUISITION WORKFORCE. 
‘‘(a) POLICIES.—The Under Secretary for Manage-
ment shall— 
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‘‘(1) establish policies and procedures for the 
effective management (including accession, edu-
cation, training, and career development) of individ-
uals serving in the acquisition workforce within the 
Department; and 
‘‘(2) to the extent practicable, ensure such poli-
cies and procedures are implemented uniformly 
throughout the Department. 
‘‘(b) DESIGNATION.— 
‘‘(1) 
ACQUISITION
CAREER
FIELDS.—The 
Under Secretary for Management shall, for the pur-
poses of this section, identify career fields in the De-
partment that are related to acquisition. Such career 
fields shall, at a minimum, include— 
‘‘(A) program management; 
‘‘(B) systems planning, development, and 
engineering; 
‘‘(C) test and evaluation; 
‘‘(D) procurement, including contracting; 
‘‘(E) life-cycle logistics; 
‘‘(F) information technology; 
‘‘(G) cybersecurity; 
‘‘(H) cost estimating and financial man-
agement; 
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151 
‘‘(I) production, quality assurance, and 
manufacturing; and 
‘‘(J) property management. 
‘‘(2) CRITICAL
POSITIONS.—The Under Sec-
retary for Management shall— 
‘‘(A) within each career field specified in 
paragraph (1), designate a position as critical if 
such position requires significant responsibility 
and the duties of such position are either pri-
marily supervisory or managerial; and 
‘‘(B) require any such position to be filled 
by a full-time employee of the Department. 
‘‘(c) CAREER PATHS.— 
‘‘(1) REQUIREMENTS.—For each acquisition ca-
reer field designated under subsection (b), the Under 
Secretary for Management shall— 
‘‘(A) establish the education, training, and 
experience requirements based on the level of 
complexity of duties carried out in the position; 
and 
‘‘(B) identify course work and on-the-job 
training requirements that demonstrate quali-
fications at specified levels in each career field. 
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‘‘(2) DELEGATION.—The Under Secretary for 
Management shall identify a lead office with subject 
matter expertise for each career field to— 
‘‘(A) determine the qualification and cer-
tification requirements required under para-
graph (1) for each specified level; 
‘‘(B) outline procedures and timeframes 
for maintaining and renewing certifications; 
‘‘(C) regularly review certification require-
ments to make updates, as needed, relating to 
advancements in each career field; and 
‘‘(D) disseminate information on qualifica-
tion and certification requirements, including 
any updates pursuant to subparagraph (C), at 
least annually.’’. 
(b) CLERICAL AMENDMENT.—The table of contents 
in section 1(b) of the Homeland Security Act of 2002, as 
amended by this Act, is further amended by inserting after 
the item relating to section 721 the following new item: 
‘‘Sec. 722. Acquisition workforce.’’. 
(c) WORKFORCE PLAN.—Not later than one year 
after the date of the enactment of this Act, the Under 
Secretary for Management of the Department shall submit 
to the appropriate congressional committees and the 
Comptroller General of the United States an acquisition 
workforce plan. 
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(d) CONTENTS.—The workforce plan required under 
subsection (c) shall include— 
(1) a comparison of the number of needed and 
actual positions in each career field of the acquisi-
tion workforce of the Department by component and 
by certification level, including positions filled by 
contractors; 
(2) a strategy for addressing any gaps identi-
fied in the comparison conducted pursuant to para-
graph (1), including efforts to recruit and train 
qualified individuals and a cost-benefit analysis of 
filling positions with contractors or government em-
ployees; and 
(3) any risks or challenges the Department 
faces in recruiting, training, or maintaining a quali-
fied acquisition workforce and strategies for miti-
gating such risks or challenges. 
(e) CONSULTATION.—In developing the workforce 
plan required under subsection (c), the Under Secretary 
for Management of the Department may consult with per-
sonnel from the components of the Department, Depart-
ment Headquarters, field personnel, and individuals from 
the Homeland Security Enterprise. 
(f) REVIEW.—Not later than one year after the date 
the workforce plan is submitted pursuant to subsection 
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(c), the Comptroller General of the United States shall 
submit to the appropriate congressional committees a re-
view of such plan, including— 
(1) an assessment of the reliability of data re-
ported in such plan; 
(2) an evaluation of the strategies of the De-
partment with respect to addressing identified work-
force gaps, risks, or challenges identified pursuant to 
such plan; and 
(3) any other recommendations for improving 
the acquisition workforce of the Department. 
(g) APPROPRIATE
CONGRESSIONAL
COMMITTEES 
DEFINED.—In this section, the term ‘‘appropriate con-
gressional committees’’ means— 
(1) the Committee on Homeland Security of the 
House of Representatives; and 
(2) the Committee on Homeland Security and 
Governmental Affairs of the Senate. 
SEC. 334. ACQUISITION PROFESSIONAL CAREER PROGRAM. 
(a) IN GENERAL.—Title VII of the Homeland Secu-
rity Act of 2002 (6 U.S.C. 341 et seq.) as amended by 
this Act, is further amended by adding at the end the fol-
lowing new section: 
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‘‘SEC. 723. ACQUISITION PROFESSIONAL CAREER PRO-
GRAM. 
‘‘(a) ESTABLISHMENT.—There is established in the 
Department an acquisition professional career program 
(in this section referred to as the ‘Program’) to develop 
within the Department. 
‘‘(b) ADMINISTRATION.—The Under Secretary for 
Management shall administer the Program. 
‘‘(c) PROGRAM REQUIREMENTS.—The Under Sec-
retary for Management shall carry out the following with 
respect to the Program: 
‘‘(1) Designate the occupational series, grades, 
and number of acquisition positions throughout the 
Department to be included in the Program and man-
age centrally such positions. 
‘‘(2) Establish and publish on the website of the 
Department eligibility criteria for candidates to par-
ticipate in the Program. 
‘‘(3) Carry out recruitment efforts to attract 
candidates— 
‘‘(A) from institutions of higher education, 
including such institutions with established ac-
quisition specialties and courses of study, his-
torically Black colleges and universities, and 
Hispanic-serving institutions; 
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‘‘(B) with diverse work experience outside 
of the Federal Government; or 
‘‘(C) with military service. 
‘‘(4) Hire eligible candidates for designated po-
sitions under the Program. 
‘‘(5) Develop a structured program comprised 
of acquisition training, on-the-job experience, De-
partment-wide rotations, mentorship, and other ca-
reer development opportunities for participants of 
the Program. 
‘‘(6) Provide, beyond required training estab-
lished for participants of the Program, additional 
specialized acquisition training, including small busi-
ness contracting and innovative acquisition tech-
niques training. 
‘‘(d) REPORTS.— 
‘‘(1) IN GENERAL.—Not later than 180 days 
after the date of the enactment of this section and 
annually thereafter for five years, the Secretary 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 a report on the Program. 
‘‘(2) ELEMENTS.—Each such report required 
under paragraph (1) shall include the following: 
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‘‘(A) Information relating to the number of 
candidates— 
‘‘(i) approved for the Program; and 
‘‘(ii) who commenced participation in 
the Program, including generalized infor-
mation on the background of each such 
candidate with respect to education and 
prior work experience, but not including 
personally identifiable information. 
‘‘(B) A disaggregated list identifying the 
number of participants by each type of acquisi-
tion position. 
‘‘(C) A list of Department components and 
offices that participated in the program and in-
formation regarding length of time of each pro-
gram participant in each rotation at such com-
ponents or offices. 
‘‘(D) Information related to the attrition 
rates of the Program and post-Program grad-
uation retention data, including a comparison of 
such data with the previous year. 
‘‘(E) Information relating to the— 
‘‘(i) recruiting efforts of the Depart-
ment for the Program; and 
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‘‘(ii) efforts of the Department to pro-
mote retention of Program participants. 
‘‘(e) DEFINITIONS.—In this section: 
‘‘(1) 
HISPANIC-SERVING
INSTITUTION.—The 
term ‘Hispanic-serving institution’ has the meaning 
given such term in section 502 of the Higher Edu-
cation Act of 1965 (20 U.S.C. 1101a). 
‘‘(2) HISTORICALLY
BLACK
COLLEGES
AND 
UNIVERSITIES.—The term ‘historically Black col-
leges and universities’ has the meaning given the 
term ‘part B institution’ in section 322(2) of Higher 
Education Act of 1965 (20 U.S.C. 1061(2)). 
‘‘(3) INSTITUTION OF HIGHER EDUCATION.— 
The term ‘institution of higher education’ has the 
meaning given such term in section 101 of the High-
er Education Act of 1965 (20 U.S.C. 1001).’’. 
(b) CLERICAL AMENDMENT.—The table of contents 
in section 1(b) of the Homeland Security Act of 2002, as 
amended by this Act, is further amended by inserting after 
the item relating to section 722 the following new item: 
‘‘Sec. 723. Acquisition professional career program.’’. 
SEC. 335. DEPARTMENT OF HOMELAND SECURITY ROTA-
TION PROGRAM. 
(a) ENHANCEMENTS TO THE ROTATION PROGRAM.— 
Section 844 of the Homeland Security Act of 2002 (6 
U.S.C. 414) is amended— 
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(1) in subsection (a)— 
(A) by striking ‘‘(a) ESTABLISHMENT.—’’; 
(B) 
by 
redesignating 
paragraphs 
(1) 
through (3) as subsections (a) through (c), re-
spectively, and adjusting the margins accord-
ingly; and 
(C) by redesignating paragraphs (4) and 
(5) as subsections (e) and (f), respectively, and 
adjusting the margins accordingly; 
(2) in subsection (a), as so redesignated, in the 
first sentence— 
(A) by striking ‘‘Not later than 180 days 
after the date of enactment of this section, the’’ 
and inserting ‘‘The’’; and 
(B) by striking ‘‘for employees of the De-
partment’’ and inserting ‘‘for certain personnel 
within the Department’’; 
(3) in subsection (b), as so redesignated— 
(A) by redesignating subparagraphs (A) 
through (G) as paragraphs (3) through (9), re-
spectively, and adjusting the margins accord-
ingly; 
(B) by inserting before paragraph (3), as 
so redesignated, the following new paragraphs: 
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‘‘(1) seek to foster greater departmental inte-
gration and unity of effort; 
‘‘(2) seek to help enhance the knowledge, skills, 
and abilities of participating personnel with respect 
to the programs, policies, and activities of the De-
partment;’’; 
(C) in paragraph (4), as so redesignated, 
by striking ‘‘middle and senior level employees’’ 
and inserting ‘‘personnel’’; and 
(D) in paragraph (7), as so redesignated, 
by inserting ‘‘seek to improve morale and reten-
tion throughout the Department and’’ before 
‘‘invigorate’’; 
(4) in subsection (c), as so redesignated— 
(A) by redesignating subparagraphs (A) 
and (B) as paragraphs (1) and (2), respectively, 
and adjusting the margins accordingly; and 
(B) in paragraph (2), as so redesignated— 
(i) by striking clause (iii); and 
(ii) by redesignating clauses (i), (ii), 
and (iv) through (viii) as subparagraphs 
(A) through (G), respectively, and adjust-
ing the margins accordingly; 
(5) by inserting after subsection (c), as so re-
designated, the following new subsection: 
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‘‘(d) ADMINISTRATIVE MATTERS.—In carrying out 
the Rotation Program, the Secretary shall— 
‘‘(1) prior to selecting employees for participa-
tion in the Rotation Program, disseminate informa-
tion relating to— 
‘‘(A) how to participate in the Rotation 
Program; 
‘‘(B) the qualifications for participation in 
the Rotation Program, including at least one 
year of full-time employment within the employ-
ing component or office; and 
‘‘(C) the general provisions of the Rotation 
Program; 
‘‘(2) require an employee to be— 
‘‘(A) nominated by the head of the employ-
ing component or office; and 
‘‘(B) selected by the Secretary, or the des-
ignee of the Secretary, on the basis of relative 
ability, knowledge, and skills; 
‘‘(3) ensure each employee participating in the 
Rotation Program to return, within a reasonable pe-
riod of time after the end of the period of participa-
tion in the Rotation Program, to the position held 
by the employee, a corresponding position, or a high-
er position, in the employing component or office; 
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‘‘(4) require that the rights that would be avail-
able to the employee if such employee were detailed 
from the employing component or office to another 
Federal agency or office remain available to such 
employee during the participation of such employee 
in the Rotation Program; and 
‘‘(5) require that, during the period of partici-
pation by an employee in the Rotation Program, per-
formance evaluations for the employee shall be— 
‘‘(A) conducted by officials in the employ-
ing office or component employing with input 
from the supervisors of the employee at the 
component or office in which the employee is 
placed during such period; and 
‘‘(B) provided the same opportunities with 
respect to promotions and other recognition for 
performance in the employing office or compo-
nent.’’; and 
(6) by adding at the end the following new sub-
section: 
‘‘(g) INTELLIGENCE ROTATIONAL ASSIGNMENT PRO-
GRAM.— 
‘‘(1) ESTABLISHMENT.—The Secretary shall es-
tablish the Intelligence Rotational Assignment Pro-
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163 
gram as part of the Rotation Program established 
under subsection (a). 
‘‘(2) ADMINISTRATION.—The Chief Human 
Capital Officer, in coordination with the Chief Intel-
ligence Officer, shall administer the Intelligence Ro-
tational Assignment Program. 
‘‘(3) ELIGIBILITY.—The Intelligence Rotational 
Assignment Program shall be available to— 
‘‘(A) employees serving in existing analyst 
positions within the Intelligence Enterprise of 
the Department; and 
‘‘(B) other Department employees as de-
termined appropriate by the Chief Human Cap-
ital Officer and the Chief Intelligence Officer. 
‘‘(4) 
COORDINATION.—The 
responsibilities 
specified in subsection (c)(2) that apply to the Rota-
tion Program under such subsection shall, as appli-
cable, also apply to the Intelligence Rotational As-
signment Program under this subsection.’’. 
(b) REPORT.—Not later than 120 days after the date 
of the enactment of this Act, the Secretary shall submit 
to the Committee on Homeland Security and the Perma-
nent Select Committee on Intelligence of the House of 
Representatives and the Committee on Homeland Security 
and Governmental Affairs and the Select Committee on 
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Intelligence of the Senate a report including information 
relating to the status of the Homeland Security Rotation 
Program authorized by section 844 of the Homeland Secu-
rity Act of 2002, as amended by subsection (a) of this 
section. 
SEC. 336. CYBER TALENT MANAGEMENT SYSTEM REPORT-
ING. 
Section 2208(c) of the Homeland Security Act of 
2002 (6 U.S.C. 658(c)) is amended— 
(1) in the matter preceding paragraph (1), by 
striking ‘‘for 4 years’’; 
(2) in paragraph (2)(B), by inserting ‘‘com-
pared against the performance in the prior year’’ 
after ‘‘progress’’; and 
(3) in paragraph (4)— 
(A) by redesignating subparagraphs (A), 
(B), (C), (D), (E), and (F) as paragraphs (B), 
(C), (D), (E), (F), and (G), respectively; and 
(B) by inserting the following new sub-
paragraph: 
‘‘(A) the total number of qualified posi-
tions to be filled by occupation, grade, and 
level, or pay band;’’. 
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SEC. 337. INDEPENDENT INVESTIGATION OF DISCIPLINARY 
OUTCOMES. 
(a) INVESTIGATION.—Not later than one year after 
the date of the enactment of this Act, the Comptroller 
General of the United States shall submit to the Com-
mittee on Homeland Security of the House of Representa-
tives and the Committee on Homeland Security and Gov-
ernmental Affairs of the Senate a report relating to the 
degree to which the application of discipline and adverse 
actions are administered by the Department in an equi-
table and consistent manner that results in the same or 
substantially similar disciplinary outcomes across the De-
partment for misconduct by a non-supervisory employee 
as compared to supervisor employee who engaged in the 
same or substantially similar misconduct. 
(b) CONSULTATION.—In carrying out the investiga-
tion described in subsection (a), the Comptroller General 
of the United States shall consult with the Employee En-
gagement Steering Committee established pursuant to sec-
tion 721 of the Homeland Security Act of 2002 (as added 
by this Act). 
(c) ACTIONS BY UNDER SECRETARY FOR MANAGE-
MENT.—Not later than 60 days after receiving the report 
required under subsection (a), the Under Secretary for 
Management of the Department shall— 
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(1) review the findings and recommendations of 
such investigation and implement a plan, in con-
sultation with the Employee Engagement Steering 
Committee, to correct any relevant deficiencies iden-
tified by the Comptroller General of the United 
States pursuant to such investigation; and 
(2) direct the Employee Engagement Steering 
Committee to review such plan to inform activities 
and action plans of such Committee. 
TITLE IV—ACQUISITION 
REFORMS 
SEC. 401. DEFINITIONS. 
(a) IN GENERAL.—Title VIII of the Homeland Secu-
rity Act of 2002 (6 U.S.C. 361 et seq.) is amended by 
inserting before section 831 inserting the following new 
section: 
‘‘SEC. 830. DEFINITIONS. 
‘‘In this subtitle: 
‘‘(1) ACQUISITION.—The term ‘acquisition’ has 
the meaning given such term in section 131 of title 
41, United States Code. 
‘‘(2) ACQUISITION DECISION AUTHORITY.—The 
term ‘acquisition decision authority’ means the au-
thority, held by the Secretary acting through the 
Under Secretary for Management to— 
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‘‘(A) ensure compliance with Federal law, 
the Federal Acquisition Regulation, and De-
partment acquisition management directives; 
‘‘(B) review (including approving, pausing, 
modifying, or canceling) an acquisition program 
through the life-cycle of such program; 
‘‘(C) ensure that acquisition program man-
agers have the resources necessary to success-
fully execute an approved acquisition program; 
‘‘(D) ensure appropriate acquisition pro-
gram management of cost, schedule, risk, and 
system performance of the acquisition program 
at issue, including assessing acquisition pro-
gram baseline breaches and directing any cor-
rective action for such breaches; and 
‘‘(E) ensure that acquisition program man-
agers, on an ongoing basis, monitor cost, sched-
ule, and performance against established base-
lines and use tools to assess risks to an acquisi-
tion program at all phases of the life-cycle of 
such program to avoid and mitigate acquisition 
program baseline breaches. 
‘‘(3) ACQUISITION DECISION EVENT.—The term 
‘acquisition decision event’, with respect to an acqui-
sition program, means a predetermined point within 
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the acquisition life-cycle at which the acquisition de-
cision authority determines whether such acquisition 
program shall proceed to the next acquisition phase. 
‘‘(4) ACQUISITION DECISION MEMORANDUM.— 
The term ‘acquisition decision memorandum’, with 
respect to an acquisition, means the official docu-
mented record of decisions, including the rationale 
for the decisions and any assigned actions for such 
acquisition, as determined by the person exercising 
acquisition decision authority for such acquisition. 
‘‘(5) ACQUISITION PROGRAM.—The term ‘acqui-
sition program’ means the process by which the De-
partment acquires, with any appropriated amounts 
or fee funding, by contract for purchase or lease, 
property or services (including construction) that 
support the missions and goals of the Department. 
‘‘(6) ACQUISITION
PROGRAM
BASELINE.—The 
term ‘acquisition program baseline’, with respect to 
an acquisition program, means a summary of the 
cost, schedule, and performance parameters, ex-
pressed in standard, measurable, quantitative terms, 
which must be met in order to accomplish the goals 
of such program. 
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‘‘(7) APPROPRIATE
CONGRESSIONAL
COMMIT-
TEES.—The term ‘appropriate congressional com-
mittees’ means— 
‘‘(A) the Committee on Homeland Security 
and the Committee on Appropriations of the 
House of Representatives; and 
‘‘(B) the Committee on Homeland Security 
and Governmental Affairs and the Committee 
on Appropriations of the Senate. 
‘‘(8) BEST PRACTICES.—The term ‘best prac-
tices’, with respect to acquisition, means a knowl-
edge-based approach to capability development that 
includes the following: 
‘‘(A) Identifying and validating needs. 
‘‘(B) Assessing alternatives to select the 
most appropriate solution. 
‘‘(C) Establishing well-defined require-
ments. 
‘‘(D) Developing realistic cost estimates 
and schedules that account for the entire life- 
cycle of an acquisition. 
‘‘(E) Securing stable funding that matches 
resources to requirements before initiating de-
velopment. 
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‘‘(F) Demonstrating technology, design, 
and manufacturing maturity before initiating 
production. 
‘‘(G) Using milestones and exit criteria or 
specific accomplishments that demonstrate the 
attainment of knowledge to support progress. 
‘‘(H) Regularly assessing and managing 
risks to achieving requirements and cost and 
schedule goals. 
‘‘(I) Adopting and executing standardized 
processes with known success across programs. 
‘‘(J) Establishing an adequate workforce 
that is qualified and sufficient to perform nec-
essary functions. 
‘‘(K) Integrating the capabilities described 
in subparagraphs (A) through (J) into the De-
partment’s mission and business operations. 
‘‘(9) BREACH.—The term ‘breach’, with respect 
to a major acquisition program, means a failure to 
meet any cost, schedule, or performance threshold 
specified in the most recently approved acquisition 
program baseline. 
‘‘(10) COMPONENT ACQUISITION EXECUTIVE.— 
The term ‘Component Acquisition Executive’ means 
the senior acquisition official within a component 
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who is designated in writing by the Under Secretary 
for Management, in consultation with the component 
head. 
‘‘(11) LIFE-CYCLE COST.—The term ‘life-cycle 
cost’ means the total ownership cost of an acquisi-
tion, including all relevant costs related to acquiring, 
deploying, operating, maintaining, and disposing of 
the system, project, or product over a specified pe-
riod of time. 
‘‘(12) MAJOR
ACQUISITION
PROGRAM.—The 
term ‘major acquisition program’ means a Depart-
ment capital asset, services, or hybrid acquisition 
program that is estimated by the Secretary to re-
quire an eventual total expenditure of at least 
$300,000,000 (based on fiscal year 2021 constant 
dollars) over its life-cycle or a program identified by 
the Chief Acquisition Officer as a program of special 
interest. 
‘‘(13) NON-MAJOR
ACQUISITION
PROGRAM.— 
The term ‘non-major acquisition program’ means a 
Department capital asset, services, or hybrid acquisi-
tion program that is estimated by the Secretary to 
require an eventual total expenditure of less than 
$300,000,000 (based on fiscal year 2021 constant 
dollars) over its life-cycle.’’. 
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(b) CLERICAL AMENDMENT.—The table of contents 
in section 1(b) of the Homeland Security Act of 2002, as 
amended by this Act, is further amended by inserting be-
fore the item relating to section 831 the following new 
item: 
‘‘830. Definitions.’’. 
SEC. 402. ACQUISITION AUTHORITIES FOR TECHNICAL SUP-
PORT OFFICES. 
(a) IN GENERAL.—Subtitle D of title VIII of the 
Homeland Security Act of 2002 (6 U.S.C. 391 et seq.) 
is amended by adding at the end the following new section: 
‘‘SEC. 836. TECHNICAL SUPPORT OFFICES. 
‘‘(a) OFFICE OF TEST AND EVALUATION.— 
‘‘(1) ESTABLISHMENT OF OFFICE.—Within the 
Department, there shall be an Office of Test and 
Evaluation to— 
‘‘(A) serve as the principal advisor for test 
and evaluation support across the Department; 
and 
‘‘(B) serve as the liaison with— 
‘‘(i) Federal agencies, foreign, Tribal, 
State, and local governments; 
‘‘(ii) the private sector; 
‘‘(iii) institutions of higher education; 
and 
‘‘(iv) other relevant entities. 
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‘‘(2) RESPONSIBILITIES
OF
DIRECTOR.—The 
Office of Test and Evaluation shall be led by a Di-
rector to oversee the requirements specified in para-
graph (1) and to carry out the following responsibil-
ities: 
‘‘(A) Establish and update, as necessary, 
test and evaluation policies, procedures, and 
guidance for the Department. 
‘‘(B) Ensure, in coordination with the 
Chief Acquisition Officer, Joint Requirements 
Council, and relevant component heads, that 
major acquisition programs— 
‘‘(i) complete reviews of operational 
requirements to ensure such require-
ments— 
‘‘(I) are informed by threats, in-
cluding physical and cybersecurity 
threats; 
‘‘(II) are operationally relevant; 
and 
‘‘(III) are measurable, testable, 
and achievable within the constraints 
of cost and schedule; 
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‘‘(ii) complete independent testing and 
evaluation of technologies and systems 
throughout development; 
‘‘(iii) complete operational testing and 
evaluation that includes all system compo-
nents and incorporates operators into the 
testing to ensure that systems meet the 
mission need as intended in the appro-
priate operational setting; 
‘‘(iv) use independent verification and 
validation of test and evaluation implemen-
tation and results, as appropriate; and 
‘‘(v) document whether such programs 
meet all operational requirements. 
‘‘(C) Provide oversight of test and evalua-
tion for the major acquisition programs of the 
Department throughout the acquisition life- 
cycle by— 
‘‘(i) approving program test and eval-
uation master plans, plans for individual 
test and evaluation events, and other re-
lated documentation, determined appro-
priate by the Director; 
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‘‘(ii) approving the independent test 
and evaluation agent or third party tester 
selected for each program; and 
‘‘(iii) providing an independent assess-
ment to the acquisition decision authority 
that assesses a program’s progress in 
meeting 
operational 
requirements 
and 
operational effectiveness, suitability, and 
resilience to inform production and deploy-
ment decisions. 
‘‘(D) Determine if testing conducted by 
other Federal agencies, entities, and institutions 
of higher education are relevant and sufficient 
in determining whether systems perform as in-
tended. 
‘‘(3) ANNUAL REPORT.— 
‘‘(A) IN
GENERAL.—Not later than one 
year after the date of the enactment of this sec-
tion and annually thereafter, the Director of the 
Office of Test and Evaluation shall submit to 
the Secretary, the Under Secretary for Manage-
ment, the component heads, and the appro-
priate congressional committees a report relat-
ing to the test and evaluation activities of the 
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major acquisition programs of the Department 
for the previous fiscal year. 
‘‘(B) ELEMENTS.—Each report required 
under subparagraph (A) shall include the fol-
lowing: 
‘‘(i) An assessment of— 
‘‘(I) test and evaluation activities 
conducted for each major acquisition 
program in the previous fiscal year, 
including progress with respect to 
demonstrating 
operational 
require-
ments and operational effectiveness, 
suitability, and resilience for each pro-
gram; 
‘‘(II) any waivers of, and devi-
ations from, program test and evalua-
tion plans that occurred during the 
previous fiscal year; 
‘‘(III) any concerns raised by 
such waivers or deviations; and 
‘‘(IV) the actions that have been 
taken or are planned to be taken to 
address the concerns. 
‘‘(ii) Recommendations with respect to 
resources, facilities, and levels of funding 
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made available for test and evaluation ac-
tivities. 
‘‘(C) FORM.—Each report required under 
subparagraph (A) shall be submitted in unclas-
sified form, but may include a classified annex. 
‘‘(e) OFFICE
OF
SYSTEMS
ENGINEERING
AND 
STANDARDS.— 
‘‘(1) ESTABLISHMENT OF OFFICE.—Within the 
Department, there shall be an Office of Systems En-
gineering and Standards to— 
‘‘(A) provide systems engineering, stand-
ards, and human systems integration support 
across the Department; and 
‘‘(B) serve as the liaison, with respect to 
such engineering, standards, and systems, 
with— 
‘‘(i) Federal agencies, foreign, Tribal, 
State, and local governments; 
‘‘(ii) the private sector; 
‘‘(iii) institutions of higher education; 
and 
‘‘(iv) other relevant entities. 
‘‘(2) RESPONSIBILITIES
OF
DIRECTOR.—The 
Office of Systems Engineering and Standards shall 
be led by a Director. The Director shall— 
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