Training

During our ongoing audit of DHS law enforcement virtual training, we learned that the Coast Guard uses functional firearms to conduct DVD-based simulation training.  We identified this issue in Coast Guard’s Commandant Instruction 3574.5C, 18 September 2014, Coast Guard Judgmental Use of Force Evaluation and observed a demonstration of this training at one Coast Guard location.  According to testimony or policy from four other DHS components that employ or train law enforcement personnel, the use of functional firearms during video-based simulation training is prohibited within their respective components.  By using functional firearms capable of firing ammunition, even if emptied of ammunition, in DVD-based simulation training, Coast Guard increased the risk of unintentional injury or death.  Coast Guard concurred with our recommendation and took immediate corrective actions to discontinue the use of functional firearms during DVD-based simulation training.  The recommendation is resolved and closed.

DHS’ funding and payments for PALMS violated Federal appropriations law.  Specifically, DHS violated the bona fide needs rule in using fiscal year (FY) 2011 component funds in FYs 2012 and 2013 for e-Training services and PALMS implementation respectively, when the funds were not legally available for those needs.  As a result of the bona fide needs rule and purpose statute violations, DHS may also have violated the Antideficiency Act in FYs 2013 – 2015 when the Department augmented appropriations for the Human Resources Information Technology program with component funds. We made nine recommendations to address violations of Federal appropriations law and to improve controls to prevent such potential violations in the future.

The Transportation Security Administration (TSA) needs to continue to improve its retention, hiring, and training of Transportation Security Officers (TSO). Specifically, TSA needs to better address its retention challenges because it currently does not share and leverage results of TSO exit surveys and does not always convey job expectations to new-hires. TSA does not fully evaluate applicants for capability as well as compatibility when hiring new TSOs. Thus, the agency may be making uninformed hiring decisions due to inadequate applicant information and a lack of formally documented guidance on ranking potential new-hires

Immigration and Customs Enforcement (ICE), Office of Professional Responsibility, Investigative offices accurately maintained equipment records and complied with vehicle and availability pay requirements. Offices were also accurate in accounting for all firearms. Investigative staff were diligent in complying with the DHS Management Directive relating to the referral of allegations. However, we noted deficiencies in compliance with evidence inventory requirements, and observed inaccuracies in ammunition records. We also found a systemic absence of training on certain firearms and problems with the timeliness of submitting investigative reports. Finally, we found that supervisors did not always review cases on a quarterly basis.

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.

We determined that CBP has made improvements to and continues to develop, its ethics and integrity training for officers and agents.  The agency tracks training completion using various methods and evaluation tools to measure and assess training effectiveness.  As a result, CBP has created, expanded, and redesigned training courses to promote ethics and integrity at the Advanced Training Center, the academies, and in the field.  However, CBP has not effectively communicated or conducted follow up with the field on its overall integrity strategy.  As a result, CBP cannot fully accomplish this important strategy.  We recommended CBP create a repository for the field offices to maintain and share unique field-developed training, highlight the importance of CBP’s integrity strategy throughout the agency and follow up with field staff to ensure it is effectively communicated.  We made two recommendations and CBP concurred with our recommendations, and prior to issuance of the final report took action to close recommendation 2.