Hiring Surge

In November 2017, CBP awarded Accenture a $297 million contract to help meet the demands of recruiting and hiring agents and officers under the President’s January 25, 2017 Executive Order, Border Security and Immigration Enforcement Improvements. The contract includes 1 base year, with 4 option years, to hire 7,500 fully qualified applicants, including Customs and Border Protection Officers, Border Patrol Agents, and Air and Marine Interdiction Agents. In its first year, CBP’s contract with Accenture has already taken longer to deploy and delivered less capability than promised. Accenture is nowhere near satisfying its 7,500-person hiring goal over the next 5 years. Further, CBP has used significant staffing and resources to help Accenture do the job for which it was contracted. As such, we are concerned that CBP may have paid Accenture for services and tools not provided. Without addressing the issues we have identified, CBP risks wasting millions of taxpayer dollars on a hastily approved contract that is not meeting its proposed performance expectations. CBP must hold the contractor accountable, mitigate risk, and devise a strategy to ensure results without additional costs to the Government.

On January 25, 2017, the President issued two Executive Orders directing the Department of Homeland Security to hire an additional 15,000 law enforcement officers. We conducted this audit to determine whether the Department and its components — specifically FLETC, USBP, and ICE — have the training strategies and capabilities in place to train 15,000 new agents and officers.  Prior to the start of the hiring surge, FLETC’s capacity is already overextended. FLETC is not only responsible for accommodating the anticipated Department hiring surge, but also for an expected increase in demand from other Partner Organizations. Despite observing ongoing work in the development of hiring surge training plans and strategies, challenges exist due to uncertain funding commitments and current training conditions. Absent remedial action, these challenges may impede consistency and lead to a degradation in training and standards. As a result, trainees will be less prepared for their assigned field environment, potentially impeding mission achievability and increasing safety risk to themselves, other law enforcement officers, and anyone within their enforcement authority.