Congressional Budget Justification

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Fort Bliss, TX – March 2016
Fort Bragg, NC – April 2016
Fort Hood, TX – April 2016
Joint Base Lewis-McChord – May 2016
Up to 5 additional Air Force, Navy and/or Marine locations may be added
Current data indicates the 2017 Hiring Hub schedule would focus on 1 to 3 locations in operation on a more continuous basis with the option of 2 to 3
short-term Hiring Hubs if supported by applicant volumes along with Military Hiring Hubs similar to those conducted in FY 2016. Applicant data and
Hiring Hubs results from 2016 will be analyzed to determine the best mix of Hiring Hubs before determining the 2017 schedule.
Sustain the Workforce comprises several programs providing services on a continuing basis to employees and to CBP management and leadership.
The primary expense in this line of business activity is payroll. This funding provides $29.7 million in payroll costs for 250 FTEs, as well as $4.8
million in non-payroll costs.
Benefits, Medical, and Work life (BM&W) programs deliver policies, programs, standards, training, and outreach programs that facilitate the wellbeing
of U.S. Customs and Border Protection (CBP) employees. The BM&W program provides CBP employees with comprehensive human
resources advisory and consultative services and program management. Addressing benefits, workers' compensation, medical and fitness, employee
support, retirement, and work life balance, these programs works to ensure a supportive work environment within CBP.
Labor and Employee Relations involves the development and implementation of CBP labor and employee relations programs to facilitate an
effective CBP workforce, and HRM is the sole authority within CBP for management of labor and employee relations activities. HRM provides
oversight and evaluation of the management of subordinate organizations, assuring through supervisors that adequate internal controls and
performance measures are instituted. HRM also establishes service-wide policies, programs, and procedures to facilitate effectiveness and
operational consistency in areas such as leave administration, performance management, awards, grievances and complaints, fitness for duty, and
family friendly initiatives. It is also responsible for establishing and operating systems to collect employee relations program data and for the analysis
and reporting of such data. The staff advises on trends and emerging third party decisions that dictate changes in program direction and develops
programs and policies accordingly.
Occupational Safety and Health (OSH) Activities. HRM administers and oversees occupational safety and health activities at CBP operating
locations. Activities include on site safety inspections and reviews; training in the operation of equipment (e.g., forklifts) and in safety processes
required for general and specific circumstances (e.g., the correct general use and disposal of personal protective equipment, and particularly to
minimize risk of exposure to Ebola and other communicable diseases). OSH ensures CBP compliance with safety standards established by the
Occupational Safety and Health Administration. OSH also ensures that CBP radiation detection equipment is properly calibrated.
Strategize, Organize, and Plan Human Capital comprises long-term human capital management activities. The expense consists of $9.1 million
payroll for 52 FTEs and $0.8 million in non-pay expenses to perform the following functions:
Organizational design to achieve alignment of organization structures, systems, processes, and culture to achieve mission objectives through people.
Workforce planning and analysis to promote organizational effectiveness, workforce diversity, and sound fiscal responsibility for strategic human
capital management through strategic and systematic human capital planning.