1300 Pennsylvania Avenue NW Washington, DC 20229 Released via FOIAonline account. June 28, 2019 CBP-2018-005705 Austin Evers American Oversight Washington, DC 20005 Dear Mr. Evers: As agreed to in American Oversight v. U.S. Customs and Border Protection, Case No. 1: 18-cv-01337, this is the fifth interim response to your Freedom of Information Act (FOIA) request to U.S. Customs and Border Protection (CBP), on behalf of American Oversight, in which you are seeking: 1.) All electronic mail containing any of the following terms: a. Catch of the Day b. #CatchOfTheDay c. Keeping America Safe d. #KeepingAmericaSafe 2.) All electronic mail containing the word “hashtag” and any of the following words or phrases: a. S1 b. S2 c. Secretary d. Deputy Secretary e. DepSec f. Kelly g. Duke 3.) All electronic mail containing any hashtags (“#”) and any of the following words or phrases: a. Illegal b. Illegals c. Alien U.S. Customs and Border Protection d. Aliens e. Felon f. Felons g. Criminal h. Criminals A search of CBP databases has identified records responsive to your request, 92 pages of which are now being produced. CBP has determined that 34 pages are releasable in full and no exemptions have been applied, 12 pages of the records are partially releasable, pursuant to Title 5 U.S.C. § 552 (b)(5), (b)(6), and (b)(7)(C), and 46 pages have been withheld in full pursuant to Title 5 U.S.C. § 552 (b)(5), (b)(6), and (b)(7)(C). Uploaded to your FOIAonline account are 92 pages with certain information withheld as described below: FOIA Exemption (b)(5) exempts from disclosure those inter- or intra-agency documents that are normally privileged in the civil discovery context. The three most frequently invoked privileges are the deliberative process privilege, the attorney work-product privilege, and the attorney-client privilege. After carefully reviewing the responsive documents, I have determined that portions of the responsive documents qualify for protection under the Deliberative Process Privilege: The types of records withheld under this privilege may include Issue Papers, briefings, and expressions of candid opinions, the release of which would discourage or inhibit the free and frank exchange of information among agency personnel. FOIA Exemption (b)(6) exempts from disclosure personnel or medical files and similar files the release of which would cause a clearly unwarranted invasion of personal privacy. This requires a balancing of the public’s right to disclosure against the individual’s right privacy. The types of documents and/or information that we have withheld may consist of names, email address, and phone numbers. The privacy interests of the individuals in the records you have requested outweigh any minimal public interest in disclosure of the information. Any private interest you may have in that information does not factor into the aforementioned balancing test. FOIA Exemption (b)(7)(C) protects records or information compiled for law enforcement purposes that could reasonably be expected to constitute an unwarranted invasion of personal privacy. This exemption takes particular note of the strong interests of individuals, whether they are suspects, witnesses, or investigators, in not being unwarrantably associated with alleged criminal activity. That interest extends to persons who are not only the subjects of the investigation, but those who may have their privacy invaded by having their identities and information about them revealed in connection with an investigation. Based upon the traditional recognition of strong privacy interest in law enforcement records, categorical withholding of information that identifies third parties in law enforcement records is ordinarily appropriate. This completes CBP’s fifth interim response to your request. If you have questions or concerns regarding this interim response, you may contact Assistant United States Attorney Denise M. Clark at (202) 252-6605. Please notate file number CBP-2018-005705 on any future correspondence to CBP related to this request. Sincerely, Jodi Drengson FOIA Analyst, FOIA Division U.S. Customs and Border Protection From: To: Cc: Bee: Subject: Date: Attachments: ENJOY!! Than k you, Recruit ing Wed Aug 02 2017 15:43:27 EDT ATLANTIC C1 March 2017 FNL to AC.DOCX C1 Hiring Pen and Pad.m4a C1 Talking Points_ Executive Order Hiring Initiatives_ PMO v7.docx C2 Talking Points NTEU _ PMO Final SP&C edit.docx CBP Veteran Program_v4clean.docx CBPCareers Twitter Account - Launch Plan.docx CBPJOBS Mobile App. Communications_v6.docx CWEmbed1 .pdf CWEmbed2.docx image001.jpg image002.png image003.png image004.png image005.png image006.jpg image009.jpg Key messages.docx (b) ( 5) Linda Jacksta Bio March 2017 _v5.docx ocx Polygraph.docx (b )(6); (b )(7)(C) Public Affairs Special ist - Media Division U.S. Customs and Border Protect ion (CBP) CBP FOIA 002201 Page 1116 of 1649 DHS-17-0435-E-000001 Office of Public Affairs (OPA) 1300 Pennsylvania Ave, NW Washington, DC 20229 Office: Ronald Reagan BLDG Phone: Email: Page 1117 of 1649 CBP FOIA 002202 (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) - DHS-17-0435-E-000002 C1 Interview with The Atlantic on the topic of Recruitment and Integrity Interview Date/Time: TBD 1. Which areas of the U.S. borders are in need of more law enforcement officers and the steps CBP will take to meet this need? U.S. Customs and Border Protection (CBP) is currently hiring Border Patrol Agents (BPA) for the Southwest border across the states of Texas, New Mexico, and Arizona, including the U.S. Border Patrol (USBP) sectors of Laredo, Rio Grande Valley, Del Rio, El Paso, Tucson, and Yuma. The initiative to hire for these sectors aligns with the intent of the President’s Executive Order on Border Security and Immigration Enforcement Improvements, which directs agencies to “deploy all lawful means to secure the Nation’s southern border.” While CBP is complying with the Executive Order, the mission of USBP remains unchanged: to protect and secure more than 6,000 miles of land border shared not only with Mexico but also with Canada as well as 2,000 miles of coastal waters surrounding the Florida Peninsula and the island of Puerto Rico. The 5,000 additional BPAs will strengthen USBP’s capability to meet the demands of its mission. As part of this effort, CBP will also hire 500 Air and Marine Agents/Officers and all necessary mission-support personnel, and close pre-existing staffing shortages in each frontline component, including more than 1,300 U.S. Customs and Border Protection Officers (CBPO). CBP continues to actively hire CBPOs along the Southwest border (across Arizona, California, and Texas) as well as in states along the Northern border, including Maine, Minnesota, Montana, North Dakota, Vermont, and Washington. We are currently finalizing our plan to meet all hiring mandates and address pre￾existing staffing shortages, while also accounting for attrition. The combined CBPO/BPA attrition rate over the last two fiscal years averaged 3.9 percent, requiring CBP to hire 3,445 CBPOs and BPAs just to maintain existing staffing levels. We will build on the momentum and progress we’ve made in the last few years in executing large-scale improvements to our frontline hiring process, and strengthen our recruitment efforts. CBP is working diligently with the Department of Homeland Security, Congress, and other Federal and private partners to meet the hiring mandate and ensure our Nation’s borders and ports of entry continue to be safeguarded by personnel of the highest integrity. ATLANTIC C1 March 2017 FNL to AC.DOCX for Printed Item: 211 ( Attachment 1 of 27) Page 1119 of 1649 CBP FOIA 002203 DHS-17-0435-E-000003 2. How will CBP meet the hiring targets the President set in his January 25th Executive Order? CBP has worked aggressively over the past two years to implement its multifaceted recruitment strategy and execute large-scale improvements to its frontline hiring process and capability. While these efforts have led to considerable progress in many areas, CBP will continue working to strengthen all aspects of its recruitment and hiring strategy to meet the Executive Order hiring mandate. This includes initiatives designed to attract additional applicants who are suited to the unique demands of CBP’s mission, expedite the pre-employment timeline, refine the hiring process to address all potential bottlenecks, and reduce the attrition rate of our existing workforce. CBP will work to further improve brand awareness and convey the importance and scope of our mission within the public sphere. We will continue to focus on increasing our digital and social media presence to reach the millennial generation, expanding our outreach at high schools, colleges and universities, and collaborating with the Department of Defense (DoD) to help transitioning service members find a rewarding and suitable career on our frontline. CBP’s effort to attract veterans is an area we are particularly proud of. In November (2016) CBP was named the second best company for veterans by Monster.com and Military.com. The websites have partnered to find companies working hard to put veterans to work. More than 28% of CBP’s total workforce are veterans, and last year veterans accounted for almost 35% of all new hires. CBP’s new expedited hiring process—a “hiring hub” model that streamlines many months’ worth of processing steps into just a few days—reached full operational capability as of March 2017. Launched in 2015, the expedited hiring process demonstrates CBP’s capability to process applicants in an average time of 165 days. CBP will continue to refine all phases of its process and find better, more effective ways to recruit, hire, and retain frontline personnel. In addition to reinforcing the momentum of our many outreach and process efficiency efforts, we are exploring innovative practices regarding incentives and mobility options that will enhance our recruitment prospects and improve our workforce attrition rates. We anticipate full compliance with the Executive Order provision, while ensuring CBP can effectively adapt and evolve to meet the border security and trade facilitation missions. 3. CBP’s current hiring and recruitment process for law enforcement officers, as well as changes CBP has made to the process since the Anti-Border Corruption Act (ABCA) of 2010. ATLANTIC C1 March 2017 FNL to AC.DOCX for Printed Item: 211 ( Attachment 1 of 27) Page 1120 of 1649 CBP FOIA 002204 DHS-17-0435-E-000004 CBP continues being compliant with the ABCA. All frontline applicants are required to undergo a Tier V background investigation and polygraph examination, the results of which are used to assess an applicant’s overall suitability. In addition, CBP scrutinizes its hiring strategies and has identified and executed initiatives and process improvements to maximize effectiveness and efficiency. Major initiatives include: o Establishment of the National Frontline Recruitment Command (NFRC) and Frontline Hiring Program Management Office (PMO), which developed an integrated, holistic approach to recruiting and hiring CBP’s frontline law enforcement personnel; o Creation of a hiring data model—the first of its kind for CBP—that provides a high degree of fidelity for the frontline hiring process timelines, identifies potential process obstacles, and provides hiring projection estimates; o Implementation of the expedited hiring process, which continues to reduce CBP’s time-to-hire; and o Continued collaboration with DoD to enhance CBP’s efforts to hire veterans, including the institution of reciprocity agreements to expedite the process for veterans, and recruitment events on military installations to attract additional transitioning service members and veterans to CBP’s mission. CBP has fine-tuned other changes to the process, such as eliminating the extraneous video-based test for CBP Officer applicants, allowing for physical fitness retests, consolidating previously stove-piped elements of the process, and many others. In light of the Executive Order mandate, CBP will continue to examine every aspect of its pre-employment process to identify areas in which further improvements can be made. While many modifications to our process are currently being considered—many of which were proposed prior to the release of the Executive Order—CBP will not implement any change without carefully weighing its risks and mitigation measures. CBP is not lowering its standards for any of its frontline personnel. CBP is focused on streamlining its pre-employment process—not to lower standards, but to improve our hiring capacity and prevent applicant withdrawals caused by redundancies and length of time. The high standards for graduating from CBP’s academies will remain unchanged. 4. CBP’s response to the recommendations of the 2016 Homeland Security Advisory Council report on CBP integrity? ATLANTIC C1 March 2017 FNL to AC.DOCX for Printed Item: 211 ( Attachment 1 of 27) Page 1121 of 1649 CBP FOIA 002205 DHS-17-0435-E-000005 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE Talking Points for Acting Commissioner McAleenan Executive Order Hiring Initiatives March XX, 2016 Overview U.S. Customs and Border Protection (CBP) has worked aggressively over the past two years to implement its multifaceted recruitment strategy and execute large-scale improvements to its frontline hiring process and capability. While these efforts have led to considerable progress in many areas, CBP will continue working to strengthen all aspects of its recruitment and hiring strategy in order to meet the Executive Order hiring mandate. CBP’s challenges in recruitment are, to a great extent, contingent on our rigorous hiring process, which reflects the high standards to which all frontline employees must be held. Our process is meant to ensure that only individuals with integrity are recruited to serve as agents and officers safeguarding our borders and ports of entry. To meet the Executive Order mandate, CBP is examining every aspect of its pre-employment process to identify areas in which improvements can be made. While many modifications to our process are being considered, we will not implement any change without carefully weighing its risks and mitigation measures. To be clear, CBP is not lowering its standards for any of its frontline personnel. CBP is focused on streamlining its pre-employment process—not to lower standards, but to improve our hiring capacity; the high standards for graduation at CBP’s Academies will remain unchanged. Polygraph Examination - Approved by Office of Professional Responsibility CBP fully complies with the Anti-Border Corruption Act (ABCA) of 2010 and currently administers polygraph examinations to all law enforcement applicants prior to hiring them. In compliance with this requirement, CBP has used the Law Enforcement Pre-employment Test (LEPET), which is considered the most robust exam used in the Federal law enforcement environment. Waiver Expansion CBP is exploring options for a risk-based approach to extend polygraph waiver eligibility to the following groups of applicants who meet specific criteria: (1) current federal law enforcement, (2) current state and local law enforcement, and (3) veterans, transitioning service members, and members of the Reserves and National Guard. CBP values the experience and commitment that these applicants bring to the mission, and believes that their credentials sufficiently attest to their dependability and allegiance. Waiving the polygraph for these applicants could not only expedite their onboarding but allows CBP to direct more resources toward the processing of other groups of applicants, preventing potential bottlenecks in the hiring pipeline. C1 Talking Points _ Executive Order Hiring Initiatives _ PMO v7.docx for Printed Item: 211 ( Attachment 3 of 27) Page 1125 of 1649 CBP FOIA 002206 DHS-17-0435-E-000006 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE Additionally, like all applicants, these groups must undergo a Tier 5 background investigation. Should derogatory information be detected during an applicant’s background investigation, CBP may then choose to administer a polygraph. Test for Espionage, Sabotage, and Corruption (TES-C) CBP is exploring the use of the TES-C as a possible alternative to the LEPET and is planning a six-month trial of the TES-C starting in late April. The format utilizes an NCCA￾approved counterintelligence test format with an additional focus on corruption-related issues. The test also places more focus on serious crimes, to include felony crimes and serious misdemeanors. The TES-C was developed to retain the critical portions of the LEPET, more closely examine corruption issues, and streamline testing to process more applicants in less time. TES-C will also allow CBP to maintain high standards of integrity while expending no additional resources. CBP will evaluate the effectiveness of the TES-C during the six-month trial period. Per Federal directive, CBP is developing a continuous evaluation (CE) program for all employees occupying national security positions, which will be operational by the end of 2018. The CE program will monitor specific activities of employees, including border crossings, financial records, and criminal records. Publication of Prior Drug Use Guidelines CBP has made its prior drug use guidelines available on its public facing website, providing information about suitability considerations regarding the frequency and recency of illegal drug use, circumstances surrounding the use, and the likelihood of recurrence. CBP believes that posting these guidelines will prevent applicants from providing false information that is later discovered during the polygraph examination or drug test. Entrance Examination The entrance examination for BPAs consists of a Candidate Experience Record (CER), Logical Reasoning Test (LRT), and Artificial Language Test (ALT) or Spanish Language Proficiency Test (SLPT). Removal of the ALT/ SLPT CBP is removing the ALT and SLPT modules of the U.S. Border Patrol (USBP) Entrance Exam. Since only two to four percent of applicants fail the entrance exam solely because of the ALT or SLPT, little risk is associated with this decision. The USBP Academy will continue to ensure all applicants obtain the appropriate level of proficiency in Spanish to meet graduation requirements. Remote Testing CBP identified a correlation between the entrance exam no-show rate and the distance an applicant had to travel to take the exam. While more testing locations were opened up to provide applicants greater flexibility, CBP is exploring its ability to administer remote testing for applicants to further increase the exam completion rate. C1 Talking Points _ Executive Order Hiring Initiatives _ PMO v7.docx for Printed Item: 211 ( Attachment 3 of 27) Page 1126 of 1649 CBP FOIA 002207 DHS-17-0435-E-000007 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE As of March 2017, CBP allows the CER portion of the exam to be completed remotely and is continuing the development of a remote version of the LRT. The remote LRT will use computer adaptive testing technology that makes the exam more accessible to applicants without compromising its standards or integrity. Physical Fitness Tests (PFT) CBP currently requires that all applicants for frontline positions complete two PFTs with a passing score. CBP will continue to administer both fitness tests for BPA applicants but will make PFT-2 a non-adjudicative portion of the pre-employment process. PFT-2 will be removed entirely for CBPOs. Approximately 8 percent of BPA applicants and 5 percent of CBPO applicants are removed from consideration at the PFT-2 phase. As additional applicants may pass the pre-employment process as a result of these changes, the physical training standards remain intact at the CBP Academies. Individuals who do not meet these standards will receive additional training. C1 Talking Points _ Executive Order Hiring Initiatives _ PMO v7.docx for Printed Item: 211 ( Attachment 3 of 27) Page 1127 of 1649 CBP FOIA 002208 DHS-17-0435-E-000008 Talking Points for Acting Deputy Commissioner Alles for the National Treasury Employees Union Conference April 4, 2017 Recruitment/Hiring On January 25, the President signed an Executive Order (EO) titled Border Security and Immigration Enforcement Improvements. Section 8 of the EO instructs U.S. Customs and Border Protection (CBP) to take all appropriate action to hire and deploy 5,000 additional Border Patrol Agents (BPA) “as soon as is practicable.” In addition to the 5,000 BPAs, CBP will add 500 Air and Marine personnel, per the Secretary’s EO implementation guidance. We must also fill existing staffing gaps, hire all associated mission support personnel, and backfill positions lost through attrition. CBP’s lengthy and rigorous hiring process reflects the high standards to which all CBP frontline employees are held. It is designed to ensure that only individuals of the highest integrity are recruited to serve as agents and officers safeguarding our borders and ports of entry. The vast majority of applicants are unable to successfully complete the pre￾employment process. CBP’s hiring challenges are also affected by several external factors, including changing generational values, the state-wide legalization of marijuana, and a growing distrust of law enforcement. Therefore, CBP must compete for a decreasing number of applicants with law enforcement organizations on all levels—local, state, and federal—including partner agencies within DHS looking to meet overlapping hiring mandates. CBP has worked aggressively over the past two years to implement its multifaceted recruitment strategy and execute large-scale improvements to its frontline hiring process and capability. While these efforts have led to considerable progress in many areas, CBP will continue working to strengthen all aspects of its recruitment and hiring strategy in order to meet the Executive Order hiring mandate. This includes initiatives designed to attract more applicants who are suited to the unique demands of CBP’s mission, expedite the pre￾employment timeline, refine the hiring process to address all potential bottlenecks, and reduce the attrition rate of our existing workforce. CBP’s new expedited hiring process uses lessons learned from the hiring hub model, consolidating several months’ worth of pre-employment steps into just a few days. In January 2016, the time-to-hire for frontline personnel averaged 469 days. As of March 2017, the time￾to-hire is just under 300 days—an average that includes more than half of all frontline applicants being processed through the expedited hiring process. This new process—which has shown the ability to hire applicants in an average time of as low as 160 days—will now be used for all CBP frontline applicants. CBP is continuing to examine every aspect of its pre-employment process to identify areas in which improvements can be made. While many modifications to our process are being C2 Talking Points NTEU _ PMO Final SP&C edit.docx for Printed Item: 211 ( Attachment 4 of 27) Page 1129 of 1649 CBP FOIA 002209 DHS-17-0435-E-000009 1 At the end of the first pay period of FY 2004 (October 18, 2003), total CBPO workforce strength was at 17,947. At the close of the latest pay period (March 4, 2017), this number is 22,790. 2 Data parameters defined the southwest border as San Francisco, Los Angeles, San Diego, Tucson, El Paso, Laredo, and Houston and the northern border as Seattle, Detroit, Buffalo, and Boston. considered, we will not implement any change without carefully weighing its risks and identifying mitigation measures. CBP is focused on refining its pre-employment process—not to lower standards but to improve our hiring capacity; the high standards for graduation at CBP’s Academies will remain unchanged. The total CBPO workforce grew from less than 18,000 officers in the beginning of 2004 to nearly 22,800 today—a 27 percent increase 1 This includes a 32 percent increase along the southwest border and a 15 percent increase along the northern border.2 CBP will continue to improve all phases of its process and find better, more effective ways to recruit, hire, and retain frontline personnel. In addition to reinforcing the momentum of our many outreach and process efficiency efforts, we are currently exploring innovative practices regarding incentives and mobility options that would not only enhance our recruitment prospects but improve our workforce attrition rates as well. We anticipate full compliance with the Executive Order provision, while ensuring that CBP can effectively adapt to the changing needs of the country. C2 Talking Points NTEU _ PMO Final SP&C edit.docx for Printed Item: 211 ( Attachment 4 of 27) Page 1130 of 1649 CBP FOIA 002210 DHS-17-0435-E-000010 1 U.S. Customs and Border Protection Veteran Recruitment Efforts Overview U.S. Customs and Border Protection (CBP) recognizes separating service members are a highly desirable applicant pool due to their specialized skills and leadership experience. They are mission-driven and more likely to adjust to the disciplined structure of CBP culture--making them uniquely qualified for CBP’s frontline positions. CBP is proud of our efforts to attract veterans. In November 2016, CBP was named the second best company for veterans by Monster.com and military.com. Veterans comprise approximately 28 percent of CBP’s workforce and disabled veterans comprise approximately 6 percent of CBP’s workforce. CBP worked closely with the Department of Defense’s (DoD) Transition to Veterans Program Office to collaborate on the hiring of separating service members and veterans into Customs and Border Protection Officer (CBPO), Border Patrol Agent (BPA), and Air and Marine Operations (AMO) positions. o Our efforts include improving recruitment outreach to service members and installation commands as well as streamlining CBP’s hiring process, expanding our use of excepted service hiring authorities, and leveraging DoD recruiting best practices. o CBP’s National Recruitment Strategy is designed to attract veterans, transitioning service members, women, and minorities into CBP frontline positions. Enhanced Recruitment for Veterans As of September 30, 2016, CBP has conducted 1,150 military recruitment events and developed over 20 military-specific media campaigns on military bases nationwide. The targeted campaigns use local media as well as on-base advertising outlets, such as Facebook, Twitter, newspapers, website, radio, TV, and billboards to promote CBP frontline vacancies to service members before and during their separation from the military. CBP expanded national advertising and marketing efforts targeting separating service members and the veteran community--both on and off military installations. CBP deploys online videos and job postings on vetjobs.com, military.com, recruitmilitary.com, jobsforvets.com, hire our heroes USA, RallyPoint - The Military Network, The Honor Foundation, wearethemighty.com, LinkedIn, Indeed, Glassdoor, Monster, and Zip-recruiter. CBP uses enhanced mobile advertising on the “Military Mobile Zone” app, which has an audience of over 300,000 veteran members. CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1132 of 1649 CBP FOIA 002211 DHS-17-0435-E-000011 2 CBP increased outreach by advertising in military publications, such as Military Times, US Army Reserve, Military Police, the Griffon, The Guardian, Military Transition News, Transitioning Service Members Magazine, and Stars & Stripes: Transition Guide. CBP deployed a Special Emphasis Recruitment Team (SERT) to recruit separating service members through event-based outreach. As of September 30, 2016, SERT has conducted 29 events on military installations nationwide with over 2,000 attendees, which have yielded favorable returns. As a result of SERT events conducted at Marine Corps Base Camp Lejeune, North Carolina; Ft. Campbell, and Joint Base Lewis￾McChord (JBLM,), CBP has seen an influx of over 940 applications through the Veterans Recruitment Appointment (VRA) announcements. CBP expanded digital recruiting footprint by implementing a new web content management strategy to highlight career opportunities for veterans, which has resulted in increased web traffic to our CBP Careers page. Support to Separating Service Members CBP supports several programs to aid veterans in gaining employment with the Federal Government. For example, our Selective Placement Program Coordinator (SPPC) serves as the frontline contact with applicants/veterans with disabilities and veterans with preference. The SPPC assists veterans in completing the CBP Veterans Interest Profile. CBP employs a full-time Veterans Program Manager who advocates for the placement of veterans and transitioning service-members into the Agency. CBP partners with the DoD to support the Operation Warfighter and Department of Veterans Affairs, Non-Paid Work Experience internship programs. These programs provide service members and veterans with 30 percent or more disability status the opportunity to transition into permanent positions. Streamlined Hiring Processes for Veterans CBP holds military “hiring hubs” at six strategic military installations across the Nation: Ft. Bliss, Texas; Ft. Bragg, North Carolina; Ft. Campbell, Kentucky; Ft. Hood, Texas; Marine Corps Base Camp Lejeune, North Carolina; and Joint Base Lewis McChord, Washington. o The hiring hubs have demonstrated the ability to combine several steps in CBP’s lengthy and rigorous hiring process into two days. o The installations reflect areas with a high density of separating service members and transferrable military occupational specialty codes and competencies. CBP is actively looking to establish partnerships with other installations, including Fort Leonard Wood and Fort Carson. CBP and DoD collaboration has resulted in veterans and transitioning service members benefiting from a significant reduction in time to hire-- by over 60 percent--when routed through a military hiring hub. CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1133 of 1649 CBP FOIA 002212 DHS-17-0435-E-000012 3 CBP’s close collaboration with DoD has made the hiring process more efficient. For example, CBP now grants medical qualification and physical fitness reciprocity for veterans. Other highlights from our partnership with DoD in 2016 include: Establishing a permanent recruitment office at Ft. Bliss, Texas; Partnering with the U.S. Army Military Police School at Ft. Leonard Wood, Missouri to communicate CBP job opportunities to the military police in training; Establishing a CBP and U.S. Army Reserve Public Private Partnership; Collaborating with the DoD on Entrance Exam computer based testing; Partnering with the U.S. Army Partnership for Youth Success; Developing a partnership with state workforce agencies, specifically with the veterans employment staff; and, Changing the VRA structure from a six-week period to an open and continuous year-long announcement to increase the opportunities for veterans to apply for CBP opportunities. CBP’s Recruitment Promotional and Advertising Outlets Monster - banner rotation and job engine exposure Rocketfuel - banner rotation on network of sites LinkUp - job engine exposure Optimum Response - banner rotation on network of sites ZipRecruiter - job engine exposure, which feeds Beyond and Indeed Monster Military - multi-banner homepage exposure on military.com Google - search engine marketing USAJOBS - job application site Twitter & Facebook - through DiversityComm package Instagram - *cannot confirm the use of this media element* YouTube - *have used in the past, but not being used this JanFebMar campaign* LinkedIn - career networking Hulu - video streaming Stripes.com - homepage takeover and banner rotation CareerBulider - job engine exposure Sharethrough - native advertising exposure on network of sites Nascar.com - banner rotation ESPN.com - banner rotation PBR.com - banner rotation CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1134 of 1649 CBP FOIA 002213 DHS-17-0435-E-000013 4 MilitaryMedia/BrightMountain - banner rotation and :30 video streaming on network of military sites MilitaryTimes.com - banner rotation Contobox - streaming video expandable banner rotation on a network of sites WeAreTheMighty.com - banner rotation, mobile and homepage exposure Stars&Stripes MilitaryTimes - Full page 4Color ad in ArmyTimes, MarineTimes, AirForceTimes, NavyTimes editions National Cable Television A&E AMC American Heroes Channel AMC Bravo Chiller Comedy Central Discovery Channel E! FoxSports1 FoxSports2 FX FX Movie Channel FXX Great American Country History Channel Headline News Network HGTV Lifetime MTV MTV2 NatGeoTV NatGeo Wild NBA-TV NFL Network Nick@Nite Science Channel Spike TV TBS TLC CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1135 of 1649 CBP FOIA 002214 DHS-17-0435-E-000014 5 CBP’s Military Recruitment Events – FY 2017 Alabama Ft. Rucker US ARMY Alaska Anchorage Joint Base Elmendorf-Richardson Arizona Fort Huachuca Fort Huachuca Army Post Arizona Glendale Luke Air Force Base Arizona Phoenix AZ Army National Guard Arizona Sierra Vista Ft. Huachuca Arizona Tucson Davis-Monthan Air Force Base Arizona Yuma Marine Corps Air Station Yuma California Alameda US Coast Guard California Camp Pendleton Camp Pendleton US Marines California Coronado Naval Base Coronado California Edwards Edward AFB California El Segundo Los Angeles Air Force Base California Fairfield Travis Air Force Base California Imperial NAF California Los Angeles Los Angeles Air Force Base California Miramar Marine Corps Air Station Miramar California Oceanside Camp Pendleton Marine Corps Base California Point Loma United States Navy California San Diego Marine Corps Air Station Miramar California San Diego US Naval Base Coronado (aka: NAS North Island) California San Diego US Naval Base Point Loma (aka: SUBASE) California San Diego US Naval Base San Diego California Travis AFB Travis Air Force Base California Twenty Nine Palms Marine Corps 29 Palms Florida Jacksonville U.S. Navy Florida Opa Locka U.S. Coast Guard Aux Florida Pensacola Pensacola Naval Air Station Georgia Fort Benning Fort Benning Georgia Savannah Army Aviation Idaho Mountain Home United States Air Force, Mountain Home, ID 83648 Kansas Fort Riley Fort Riley AFB Kansas Fort Riley SFL-TAP Kentucky Fort Campbell Soldier For Life-Transition Assistance Kentucky Fort Knox RecruitMilitary.com Maryland Andrews Air Force Base Jobzone Massachusetts Hanscom AFB Hanscom Air Force Base Michigan Wyoming Grand Valley National Guard Armory Missouri Fort Leonard Wood Fort Leonard Wood Nebraska Omaha Offutt AFB Nevada Las Vegas Creech AFB - Las Vegas Nevada Nellis AFB Nellis Air Force Base New Jersey Lakehurst Joint Base Maguire Dix Lakehurst New Mexico Albuquerque Kirtland AFB New Mexico Albuquerque New Mexico National Guard ESGR New York Brooklyn Fort Hamilton Army Base CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1136 of 1649 CBP FOIA 002215 DHS-17-0435-E-000015 6 New York Farmingdale Farmingdale Armed Forces Center New York Niagara Falls Niagara Falls Air Reserve Station New York Watertown Fort Drum Soldier For Life/Transition Assistance Program North Carolina Fort Bragg ARMY Aviation North Dakota Minot AFB Minot Air Force Base Puerto Rico Carolina PR National Guard Puerto Rico Fort Buchanan Puerto Rico National Guard Unit Puerto Rico Juana Diaz Puerto Rico National Guard Unit Puerto Rico Salinas Puerto Rico National Guard Puerto Rico San Juan Puerto Rico National Guard Units - Yellow Ribbon South Carolina Charleston Joint Base Charleston Transition Program South Carolina Parris Island Transition Readiness Program Tennessee Fort Campbell Army Aviation Tennessee Nashville Army Aviation Association of America Texas Corpus Christi U.S. Navy Texas El Paso Fort Bliss Texas El Paso Texas National Guard & Army Reserve Texas Fort Bliss Fort Bliss Transition Assistance Program Texas Fort Hood Fort Hood Army Base Texas Fort Worth Naval Air Station Joint Reserves Base-Ft. Worth, Texas Texas Ft. Rucker US Army Texas Goodfellow AFB Soldier for Life Transition Assistance Program Texas Killeen Forth Hood Army Base Texas Laughlin AFB Laughlin Air Force Base Texas San Antonio Army Reserve Texas San Marcos San Marcos Army Reserve Virginia Fort Lee Fort Lee Military Installation / VA Department of Labor Virginia Newport News Soldier For Life Transition Assistance Program Virginia Norfolk RecruitMilitary.com Virginia Yorktown Naval Weapons Station Yorktown Washington Bremerton Bremerton Naval Facility Washington McChord AFB Joint Base Lewis McChord Washington Oak Harbor NAS Whidbey Island Washington Silverdale Naval Base Kitsap CBP Veteran Program_v4clean.docx for Printed Item: 211 ( Attachment 5 of 27) Page 1137 of 1649 CBP FOIA 002216 DHS-17-0435-E-000016 Strategic Partnerships and Communication Media Launch Plan @CBPCareers Twitter Account April 2017 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1139 of 1649 • CBP FOIA 002217 ' ' . ' U.S. Customs and Border Protection Office of Human Resources Management DHS-17-0435-E-000017 Page 1 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1140 of 1649 CBP FOIA 002218 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000018 Page 2 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1141 of 1649 CBP FOIA 002219 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000019 Page 3 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1142 of 1649 CBP FOIA 002220 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000020 Page 4 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1143 of 1649 CBP FOIA 002221 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000021 Page 5 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1144 of 1649 CBP FOIA 002222 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000022 Page 6 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1145 of 1649 CBP FOIA 002223 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000023 Page 7 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1146 of 1649 CBP FOIA 002224 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000024 Page 8 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1147 of 1649 CBP FOIA 002225 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000025 Page 9 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1148 of 1649 CBP FOIA 002226 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000026 Page 10 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1149 of 1649 CBP FOIA 002227 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000027 Page 11 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1150 of 1649 CBP FOIA 002228 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000028 Page 12 CBPCareers Twitter Account - Launch Plan.docx for Printed Item: 211 ( Attachment 6 of 27) Page 1151 of 1649 CBP FOIA 002229 (b) (5) U.S. Customs and Border Protection DHS-17-0435-E-000029 Customs and Border Protection (CBP) Office of Human Resources Management (HRM) Strategic Partnerships and Communication (SP&C) April 25, 2017 Page 1 of 5 CBPJOBS Mobile Application – Consoidated Communications Communication/ Product Message Soft Launch Hard Launch AC Memo/SMC Bullets The CBPJOBS Mobile application is now available. The app tracks applicant’s progression through the hiring process, displays next steps, and where and when next appointments are. The CBPJOBS app is a convenient, easy way for applican stay informed about the steps and requirements of the hiring process. The CBPJ mobile app is available for iPhone and Android devices, and can be downloaded f CBPJOBS Mobile App. Communications_v6.docx for Printed Item: 211 ( Attachment 7 of 27) Page 1153 of 1649 CBP FOIA 002230 (b) (5) DHS-17-0435-E-000030 Customs and Border Protection (CBP) Office of Human Resources Management (HRM) Strategic Partnerships and Communication (SP&C) April 25, 2017 Page 2 of 5 the App Store or Google Play. A desktop version is also available at careers.cbp Applicant ID Letter You may check your application status and pre-employment requirements using th CBPJOBS mobile app, available on iPhone and Android devices. You can also ac the mobile app at https://www.careers.cbp.gov. Following the download and installation of the app on your device, and upon initia you will be redirected to Login.gov to register for a new account if you are a new u or login if you are returning user. To register and create an account with Login.gov, you will need to enter a valid email address and phone number, and cr password for subsequent uses. You will need to use the same email address use applying through USA jobs to register or create an account with Login.gov. Once have completed your registration with Login.gov you will be returned to the CBP J login page for direct access to your current status. Careers.gov & CBP.gov The CBPJOBS Mobile application is now available! As a companion to the CBP Careers webpage, CBPJOBS tracks applicant’s progression through the hiring pro displays next steps, and where and when their next appointments are. The CBPJ app is a convenient, easy way for applicants to stay informed about the steps and requirements of the hiring process. The app consolidates notifications and inform that was previously provided in several different emails, which helps expedite communications. The CBPJOBS app is available for download on iPhone and An devices, or at https://www.careers.cbp.gov. (Will hyperlink once live). CASS Login Screen Update NOTICE: CASS will be discontinued on May 22, 2017. (Date may change dependent on launch schedule). To check your application status and pre-employme requirements, download the CBPJOBS mobile app, available for iPhone and Andr devices, or at https://www.careers.cbp.gov (will need to hyperlink to page once live). CBP Central The CBPJOBS Mobile app is now live! HRM and OIT partnered to develop the CBPJOBS mobile app, which helps frontline applicants track their progress throug hiring process, displays next steps, and the location of future appointments. The CBPJOBS app is a convenient, easy way for applicants to stay informed. The CBPJOBS app is available for download on iPhone and Android devices, or at https://www.careers.cbp.gov. (Will hyperlink once live). CBP.gov Blog CBP's Office of Human Resources Management and Office of Information Techno have partnered to develop the CBPJOBS mobile app. As a companion to the CBP Careers webpage, the app tracks applicant’s progression through the hiring proce displays next steps, and the location of future appointments. The CBPJOBS app a convenient way for applicants to stay informed about the steps and requirement hiring process and consolidates information to help expedite communications abo their status. The CBPJOBS app is available to download on iPhone and Android devices, or at https://www.careers.cbp.dhs.gov (Will hyperlink once live). CBPnet (SharePoint) Did you know the CBP Jobs Mobile app is now live! Applicants can now check the application status and pre-employment requirements instantly on their Android or iPhone devices. They can also access the app at https://www.careers.cbp.dhs go (Will hyperlink once live). The CBP Jobs Mobile app offers a user friendly interface CBPJOBS Mobile App. Communications_v6.docx for Printed Item: 211 ( Attachment 7 of 27) Page 1154 of 1649 CBP FOIA 002231 (b) (5) DHS-17-0435-E-000031 Customs and Border Protection (CBP) Office of Human Resources Management (HRM) Strategic Partnerships and Communication (SP&C) April 25, 2017 Page 3 of 5 allowing applicants to monitor where they are in the hiring process and communic any additional requirements as they move from one phase from the next. Demo for MHC Complete. N/A Demo for NFRC Complete. N/A Demo for OPA Complete. N/A Description of application in app store This official U.S. Customs and Border Protection application is designed for those interested in a career with CBP and have been tentatively selected for a law enforcement position. CBP employs Border Patrol Agents (BPAs), Customs and Border Patrol Officers (CBPOs), Agricultural Specialists, Air Interdiction Agents (AIA), Air Enforcement Agents (AEA) and Marine Interdiction Agents (MIA) to protect the American people and national economy, and safeguard the U.S. air, la and maritime borders. CBP JOBS allows you to track your progression through the hiring process and di where and when your next appointments are. The app also features an easy to us interface and provides notifications as you move from one phase to the next. CBP JOBs offers a reliable and effective way to ensure you’re informed and up-to on your hiring status and on your way to becoming a part of the homeland’s defen Email to Applicants Check your application status and pre-employment requirements instantly! Downlo the new CBPJOBS mobile app today. Available on Android (will be hyperlinked to Google Play) and iPhone (will be hyperlinked to iTunes) devices. You can also access the mobile app at https://www.careers.cbp.gov (will need to hyperlink to page once live Following the download and installation of the app on your device, and upon initia you will be redirected to Login.gov to register for a new account if you are a new u or login if you are returning user. To register and create an account with Login.gov, you will need to enter a valid email address and phone number, and cr password for subsequent uses. You will need to use the same email address use applying through USA jobs to register or create an account with Login.gov. Once have completed your registration with Login.gov you will be returned to the CBP J login page for direct access to your current status. CBPJOBS Mobile App. Communications_v6.docx for Printed Item: 211 ( Attachment 7 of 27) Page 1155 of 1649 CBP FOIA 002232 (b) (5) (b) (5) DHS-17-0435-E-000032 Customs and Border Protection (CBP) Office of Human Resources Management (HRM) Strategic Partnerships and Communication (SP&C) April 25, 2017 Page 4 of 5 Media Inquiry Complete – Refer to RTQ: QA CBPJOBS for OPA_v5_af042417.doc Photo/Graphic of Application Complete - Have latest screenshots. Reference in application paperwork You may check your application status and pre-employment requirements using th CBPJOBS mobile app, which is available on iPhone and Android devices. You ca access the mobile app at https://www.careers.cbp.gov. Following the download and installation of the app on your device, and upon initia you will be redirected to Login.gov to register for a new account if you are a new u or login if you are returning user. To register and create an account with Login.gov, you will need to enter a valid email address and phone number, and cr password for subsequent uses. You will need to use the same email address use applying through USA jobs to register or create an account with Login.gov. Once have completed your registration with Login.gov you will be returned to the CBP J login page for direct access to your current status. Social Media postings (Twitter - CBP/DHS/OPM) (Twitter) #CBPJOBS Mobile application is now live! Check the status of your #CBP application instantly using your iPhone or Android device. Survey language Thank you for using the CBPJOBS mobile app. We hope it was helpful to you in tracking the status of your application. We would like to hear about your experien Your feedback will be used to update the app to ensure its usefulness to future applicants. If you have any questions about this survey or the mobile application, please contact: CBPJOBSAPPSUPPORT@cbp.dhs.gov. Technology troubleshooting script For technical support, please contact CBPJOBSAPPSUPPORT@cbp.dhs.gov. CBPJOBS Mobile App. Communications_v6.docx for Printed Item: 211 ( Attachment 7 of 27) Page 1156 of 1649 CBP FOIA 002233 (b) (5) (b) (5) (b) (5) DHS-17-0435-E-000033 Customs and Border Protection (CBP) Office of Human Resources Management (HRM) Strategic Partnerships and Communication (SP&C) April 25, 2017 Page 5 of 5 CBPJOBS Mobile App. Communications_v6.docx for Printed Item: 211 ( Attachment 7 of 27) Page 1157 of 1649 CBP FOIA 002234 DHS-17-0435-E-000034 DHS-17-0435-E-000035 Page 1160 of 1649 (b) (5) DHS-17-0435-E-000036 CWEmbed2.docx for Printed Item: 211 ( Attachment 9 of 27) Page 1162 of 1649 CBP FOIA 002237 (b) (5) DHS-17-0435-E-000037 CWEmbed2.docx for Printed Item: 211 ( Attachment 9 of 27) Page 1163 of 1649 CBP FOIA 002238 (b) (5) DHS-17-0435-E-000038 CWEmbed2.docx for Printed Item: 211 ( Attachment 9 of 27) Page 1164 of 1649 CBP FOIA 002239 (b) (5) DHS-17-0435-E-000039 Page 1166 of 1649 CBP FOIA 002240 (b) (5) DHS-17-0435-E-000040 Page 1167 of 1649 CBP FOIA 002241 (b) (5) DHS-17-0435-E-000041 Page 1168 of 1649 CBP FOIA 002242 (b) (5) DHS-17-0435-E-000042 Page 1169 of 1649 CBP FOIA 002243 (b) (5) DHS-17-0435-E-000043 As Secretary Kelly and Commissioner McAleenan have both stated, CBP will not be lowering any standards for its Frontline personnel to accelerate hiring. Speed in no way will overcome quality. CBP is focused on streamlining its pre-employment process—not to lower standards, but to improve our hiring capacity; the high standards for graduation at CBP’s Academies will remain unchanged. CBP offers an unparalleled opportunity for veterans to continue serving and protecting the United States in an environment that appreciates and uses the hard-earned knowledge, skills, and abilities they gained through serving on the front lines in the military. CBP has made significant improvements in recruiting, hiring, and retention in the past year. For instance, CBP developed an expedited hiring process to consolidate several months of processing into just a few days. Polygraph Examination CBP fully complies with the Anti-Border Corruption Act (ABCA) of 2010 and currently administers polygraph examinations to all law enforcement applicants prior to hiring them. In compliance with this requirement, CBP has used the Law Enforcement Pre-employment Test (LEPET), which is considered the most robust exam used in the Federal law enforcement environment. 2006 Hiring Surge CBP does not agree with the perception that Border Patrol agents hired during the previous surge are more corrupt or have more integrity issues than those hired before or after the surge. These men and women are as effective and as trustworthy as any other agent and some are now seasoned supervisors. The dedicated U.S. Border Patrol agents of CBP work tirelessly to protect our Nation’s borders and secure the more than 6,000 miles of land border between ports of entry that we share with Mexico and Canada and 2,000 miles of coastal waters surrounding the Florida Peninsula and the island of Puerto Rico. Key messages.docx for Printed Item: 211 ( Attachment 18 of 27) Page 1185 of 1649 CBP FOIA 002244 DHS-17-0435-E-000044 Reaching 5,000 CBP has an insufficient number of agents and officers to effectively detect, track, and apprehend all aliens crossing the border illegally. As the Secretary stated in his implementation memo signed February 20, CBP “needs additional agents and officers to ensure complete operational control of the border.” The numbers are supported by the standard of border security established in the implementation memo; we think the number is sound, and we are committed to achieving it. Key messages.docx for Printed Item: 211 ( Attachment 18 of 27) Page 1186 of 1649 CBP FOIA 002245 DHS-17-0435-E-000045 Linda L. Jacksta Assistant Commissioner Office of Human Resources Management Linda L. Jacksta is the Assistant Commissioner of the Office of Human Resources Management within U.S. Customs and Border Protection (CBP), the largest law enforcement agency in the United States. In her role, she services 60,000 employees across eight key functional areas: hiring, benefits, work-life programs, workplace safety, personnel research, executive services, business systems, and labor and employee relations. Prior to her appointment as Assistant Commissioner, former Commissioner Kerlikowske appointed Ms. Jacksta to serve as CBP’s principal executive for the Employee Engagement Center of Excellence. Since then, she represents CBP on the Deputy Secretary’s Employee Engagement Executive Steering Committee, leads and directs a cross-cutting team of CBP executives to form employee engagement strategies, and identifies best practices relevant to the Agency and the Department. Additionally, she was called on to lead a robust resiliency program by former Deputy Commissioner McAleenan. With more than 30 years of Federal service with CBP and legacy Customs, Ms. Jacksta has served in multiple leadership positions. Previously, Ms. Jacksta served as the Acting Deputy Assistant Commissioner for the Office of Internal Affairs where she provided leadership and direction for a wide￾variety of functions, including background investigations and clearances; employee misconduct investigations; operational security; and management inspections, while promoting the integrity and transparency of the CBP workforce. She served as the Executive Director of Mission Support within the Office of Field Operations, providing critical operational support to over 28,000 CBP employees both in the domestic and international arenas with a budget of over $4 Billion. Her broad portfolio included financial, logistical, information technology, and human capital management functions. Her other leadership roles include the Executive Director of the Cargo Systems Program Directorate within the Office of Information and Technology where she led one of the largest modernization programs in the federal government - the Automated Commercial Environment; Executive Director for Enterprise Networks and Technology Support; and the Acting Principal Deputy Executive Director for the Secure Border Initiative Program. Throughout Ms. Jacksta’s CBP career, she has demonstrated her innovative leadership and commitment to supporting the transformation of CBP into a premier border security agency. In 2016, Ms. Jacksta Linda Jacksta Bio March 2017_v5.docx for Printed Item: 211 ( Attachment 19 of 27) Page 1188 of 1649 CBP FOIA 002246 DHS-17-0435-E-000046 received the Presidential Rank Award, the nation’s highest civil service award for her consistent efforts in solving some of the agency’s most pressing challenges across a wide spectrum of program areas. Ms. Jacksta began her federal career with the U.S. Customs Service as an Important Specialist at the Miami International Airport. She has a broad range of knowledge spanning both operational and technology arenas. Linda Jacksta Bio March 2017_v5.docx for Printed Item: 211 ( Attachment 19 of 27) Page 1189 of 1649 CBP FOIA 002247 DHS-17-0435-E-000047 OPR Notes – Polygraph Initiatives The Anti-Border Corruption Act of 2010 mandates that U.S. Customs and Border Protection polygraph 100 percent of its law enforcement applicants. As of May 1st 2017, the Office of Professional Responsibility began using a modified format to conduct polygraph examinations. This format is sanctioned by the National Center for Credibility Assessment with an additional focus on corruption-related issues. The test also places more focus on serious crimes, to include felony crimes and serious misdemeanors. The test may reduce the time it takes to conduct a polygraph while still identifying any trustworthiness or credibility issues and ensuring that the critical portions of the LEPET remain. Why are you making the change? CBP continues to streamline its hiring process that includes the modified polygraph examination that involves fewer series and may be faster. In bench marking our program, we have seen our polygraphs take a little bit longer than other agencies in certain cases. We want to test another format and will pilot it for six months. While the NCCA considers the LEPET to be the most robust polygraph examination used to test applicants for federal law enforcement positions, it has offered an option that could replace the LEPET format. Won’t expanded waivers open the door to criminals and unsuitable candidates? We are pursuing flexibility in waiving the polygraph examination for very limited populations who have a demonstrated track record of trustworthiness and service. Although there are risks associated with extending polygraph waiver eligibility to any applicant, CBP has taken a risk based approach. Waiver eligibility will only be extended to applicant groups who have proven track record of integrity and service including state and local law enforcement officers who have taken a polygraph examination with their respective agencies, federal law enforcement officers, military veterans and transitioning service members with security clearance requirements. All of these applicants will be required to pass a thorough background investigation, must be in good standing with their agencies or the military, must not be under investigation or found to have engaged in serious misconduct and has neither resigned under investigation nor been expelled. CBP shall have the authority to polygraph any applicant receiving a waiver if information is developed prior to the completion of the background investigation. OPR Talking Points-May2017.docx for Printed Item: 211 ( Attachment 20 of 27) Page 1191 of 1649 CBP FOIA 002248 DHS-17-0435-E-000048 The changes made to the polygraph examination and waiver authority, when coupled with the requirement for all law enforcement applicants to undergo a stringent Tier 5 Background Investigation, and things such as random drug testing and continuous evaluation, help ensure that risk is kept to a minimum. FY 2017 Appropriations Bill: TES-C Background: Division F / Title VI of the Omnibus package included reporting requirements related to the administration of the TES-C pilot to HAC/SAC, HSGAC / CHS describing the pilot and its results including an analysis of risks that would be associated with adopting the new test and efforts that would be utilized to mitigate. As a precursor to adopting any alternative to the LEPET, CBP is directed to first carry out a trial implementation of the alternative standard for a subset of Border Patrol applicants for no longer than a six month period. After completing the trial, CBP shall submit a detailed report to the Committees on Appropriations of the Senate and the House of Representatives, the Committee on Homeland Security and Government Affairs of the Senate, and the Committee on Homeland Security of the House of Representatives describing the trial and its results, including the rationale for considering an alternate standard; changes in hiring efficiencies; comparisons between the results of the LEPET and the alternative standard; an analysis of risks that would be associated with adopting the alternative standard and planned efforts to mitigate such risk; and the costs of implementation. Recommended Talking Points: o CBP OPR will work with the Committee and the American public to remain transparent through the course of this pilot. o The TES-C provides added capacity for our current polygraph examiner workload and is shorter in duration and would not require any immediate resources while addressing suitability questions specific to counterintelligence and corruption. Added OPR capacity Background: o FY 2017 bill supports two major funding initiatives to OPR requested through the President’s Budget Amendment: $4.2 million to retain our polygraph current examiners through retention for its examiners. This supports 10% retention incentive and 10% Special Salary Rate Includes an additional $4.1 million towards enhanced OPR staffing – 33 additional positions to include: o 21 Personnel Security Specialists - To support the continuous evaluation team, waiver request processing, and adjudications. o 10 Criminal Investigators - To support the increase in CBP’s staffing to ensure appropriate levels for investigator to employee ratios. OPR Talking Points-May2017.docx for Printed Item: 211 ( Attachment 20 of 27) Page 1192 of 1649 CBP FOIA 002249 DHS-17-0435-E-000049 o 2 Mission Support - To support with the hiring of additional staff within OPR. OPR had requested 30 criminal investigator (1811) positions for continued growth and expansion of the investigative capabilities to reach appropriate investigator ratios. OPR Talking Points-May2017.docx for Printed Item: 211 ( Attachment 20 of 27) Page 1193 of 1649 CBP FOIA 002250 DHS-17-0435-E-000050 Page 1195 of 1649 CBP FOIA 002251 (b) (5) DHS-17-0435-E-000051 Page 1196 of 1649 CBP FOIA 002252 (b) (5), (b)(6);(b)(7)(C) DHS-17-0435-E-000052 Page 1197 of 1649 CBP FOIA 002253 (b) (5) DHS-17-0435-E-000053 Page 1198 of 1649 CBP FOIA 002254 (b) (5) DHS-17-0435-E-000054 Page 1199 of 1649 CBP FOIA 002255 (b) (5) DHS-17-0435-E-000055 CBP is launching a pilot of the Terrorism, Espionage, Sabotage, and Corruption format. The TES-C format is designed to fully address counter intelligence issues while allowing CBP to explore the possible existence of corruption/suitability issues involving the applicant. This test addresses questions related to damage to any U.S. government information or defense system, involvement in terrorism, providing classified information to any unauthorized person, involvement in espionage, hidden contacts with foreign nationals, and involvement in corruption/criminal activity. CBP worked with the National Center for Credibility Assessment on the option of using this polygraph format as part of a pilot project, and with the NCCA in the development of the polygraph test format which retains all of the critical test topics including an applicant’s drug and criminal history. This format is more streamlined and maintains CBP’s high standards of integrity. In addition, NCCA conducts quality assurance inspections of CBP’s polygraph examinations bi-annually. Quality assurance inspections cover the review of CBP’s polygraph policies, QC procedures, statistics, and examiner certifications. To date, the CBP polygraph program has passed five NCCA quality assurance inspections. NCCA’s most recent quality insurance inspection, in January 2017, confirmed CBP’s adherence to standardized professional practices and compliance with all federal standards and regulations. CBP is aggressively working to execute large-scale improvements to its frontline hiring processes and capability. While these efforts have led to considerable progress in many areas, CBP will continue working to strengthen all aspects of its recruitment and hiring strategy in order to meet congressionally mandated staffing floor levels and the new the Executive Order hiring mandate. CBP is examining every aspect of its pre-employment process to identify areas in which improvements can be made and redundancies can be omitted. CBP’s challenges in recruitment are, to a great extent, contingent on our rigorous hiring process, which is designed to ensure only individuals who meet the qualifications of CBP’s frontline positions and have the highest degree of integrity are recruited to serve as agents and officers safeguarding our borders and ports of entry. While many modifications to streamline our pre-employment hiring process are being considered, CBP will not lower its high standards for any of its frontline personnel. To advance hiring while maintaining workforce integrity, we are exploring ways to recruit individuals that the government has already vetted to work in sensitive positions, such as current state and local law enforcement officers, current federal law enforcement officers, and military personnel. CBP values the demonstrated commitment and trustworthiness that these applicants bring to the mission, and the level of vetting already performed at the state, local and Federal level for these individuals in sensitive positions. Having the ability to waive the polygraph for these applicants could not only expedite their onboarding, but allows CBP to direct more resources toward processing other groups of applicants and preventing potential bottlenecks in the hiring Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1201 of 1649 CBP FOIA 002256 DHS-17-0435-E-000056 pipeline. Additionally, like all applicants, these groups must undergo a Tier 5 background investigation. Should derogatory information be detected during an applicant’s background investigation, CBP may then choose to administer a polygraph. CBP is undertaking prudent steps to ensure that its polygraph program is administered in accordance with its central purpose and our statutory mandates. We are currently piloting a revised polygraph protocol, consistent with National Credibility Certification Authority standards, and are currently engaged in polygraph benchmarking efforts with other Federal agencies. The Department has supported proposed legislation that would allow us to waive the polygraph requirement for certain applicants with demonstrated track records of integrity and trustworthiness in public service, including military veterans and current law enforcement professionals who meet several conditions and undergo a full background process. CBP values the experience and trustworthiness that these personnel would bring to the mission, and we believe that a limited waiver authority to streamline their hiring would be appropriate and beneficial. The National Defense Authorization Act of 2017 (NDAA of 2017) provided the ability to waive the polygraph examination for applicants who could meet strict criteria, such as veteran status, active TS-SCI clearance and in-scope Tier 5 background investigation. CBP is exploring options for a risk-based approach to extend polygraph waiver eligibility to the following groups of applicants who meet specific criteria: (1) current federal law enforcement, (2) current state and local law enforcement, and (3) veterans, transitioning service members, and members of the Reserves and National Guard. CBP values the experience and commitment that these groups could bring to the mission, and believes that their credentials sufficiently attest to their dependability and allegiance. These men and women in good standing have already proven their suitability for the frontline. Waiving the polygraph for these applicants could not only expedite their onboarding but allows CBP to direct more resources toward the processing of other groups of applicants, preventing potential bottlenecks in the hiring pipeline. Additionally, like all applicants, these groups must undergo a stringent Tier 5 background investigation. Should derogatory information be detected during an applicant’s investigation, CBP may then administer a polygraph. These efforts, coupled with other risk mitigation strategies, help ensure CBP’s high standards and workforce integrity. CBP has provided technical assistance to Congress on polygraph waivers and continues to provide information and briefings at the request of Senators and Representatives, Committees and their staffs. So I received the points below back from OPR. I don't know if you could clear off on passing along the points below. I just chatted with and #2 probably wouldn't be helpful and might be giving more Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1202 of 1649 CBP FOIA 002257 (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b)(6);(b)(7)(C - DHS-17-0435-E-000057 Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) than needed (but good from our reference) . She mentioned that it might be good to sit down with OPA at some point in the near futu re to create a fact sheet on polygraphs as this might continue to get more and more attent ion, especially in the new administration with potentia l more hires, etc. As expected we can't comment on individual cases. Let me know if approved to send the info rmation below from OPR that provides additional context . He might not include, but we can try .... l have asked her to provide a definition for countermeasures. * * * Our CAD folks had a few comments . I'm not sure if it will change anything in the article - but wanted to pass on for reference . If you get a chance , can you give me a call? Thanks . * * * CBP FOIA 002258 Page 1203 of 1649 DHS-17-0435-E-000058 Chief of Staff Office of Professional Responsibility (OPR) U.S. Customs and Border Protection For your awareness, this story is expected to post tomorrow and should include comments by C1. Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1204 of 1649 CBP FOIA 002259 (b) (5) (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b) (5) - DHS-17-0435-E-000059 Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1205 of 1649 CBP FOIA 002260 (b) (5) DHS-17-0435-E-000060 Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1206 of 1649 CBP FOIA 002261 (b) (5) DHS-17-0435-E-000061 Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1207 of 1649 CBP FOIA 002262 (b) (5) DHS-17-0435-E-000062 Polygraph.docx for Printed Item: 211 ( Attachment 22 of 27) Page 1208 of 1649 CBP FOIA 002263 (b) (5) DHS-17-0435-E-000063 1 Page 1210 of 1649 CBP FOIA 002264 (b) (5) DHS-17-0435-E-000064 2 Page 1211 of 1649 CBP FOIA 002265 (b) (5) DHS-17-0435-E-000065 3 Page 1212 of 1649 CBP FOIA 002266 (b) (5) DHS-17-0435-E-000066 4 Page 1213 of 1649 CBP FOIA 002267 (b) (5) DHS-17-0435-E-000067 Page 1215 of 1649 CBP FOIA 002268 (b) (5) DHS-17-0435-E-000068 Page 1216 of 1649 CBP FOIA 002269 (b) (5), (b)(6);(b)(7)(C) DHS-17-0435-E-000069 Page 1217 of 1649 CBP FOIA 002270 (b) (5) DHS-17-0435-E-000070 Page 1218 of 1649 CBP FOIA 002271 (b) (5) DHS-17-0435-E-000071 Page 1219 of 1649 CBP FOIA 002272 (b) (5) DHS-17-0435-E-000072 Page 1220 of 1649 CBP FOIA 002273 (b) (5) DHS-17-0435-E-000073 Page 1221 of 1649 CBP FOIA 002274 (b) (5) DHS-17-0435-E-000074 Page 1222 of 1649 CBP FOIA 002275 (b) (5) DHS-17-0435-E-000075 Page 1223 of 1649 CBP FOIA 002276 (b) (5) DHS-17-0435-E-000076 Page 1224 of 1649 CBP FOIA 002277 (b) (5) DHS-17-0435-E-000077 Page 1225 of 1649 CBP FOIA 002278 (b) (5) DHS-17-0435-E-000078 Page 1226 of 1649 CBP FOIA 002279 (b) (5) DHS-17-0435-E-000079 “U.S. Customs and Border Protection will maintain our current high standards of recruiting the best America has to offer. To meet our critical hiring needs we are exploring ways to recruit individuals that the Federal government has already vetted and trusted to work in sensitive positions such as military and federal law enforcement officers, while also working to omit redundancies in the hiring process.” Question: Explain the challenges with hiring previously and what we are doing to address, specifically addressing the challenges with recruitment, attrition (highlighting retirements), and polygrapher shortages. CBP’s hiring challenges stem from several external factors, including changing generational values, the state-wide legalization of marijuana, and a growing public distrust of law enforcement. Our multifaceted recruitment strategy is designed to mitigate these challenges to the greatest extent possible, but CBP recognizes that the task of reversing societal views and behaviors is beyond the scope and capability of any single agency. A recent survey shows that the public’s confidence in police has reached its lowest level in decades. Additionally, only about half of the American youth consider a law enforcement agency a desirable place to work. This has led to a critical shortage of applicants for most law enforcement organizations across the country, with some police departments enduring up to a 90 percent decline in applications. CBP must therefore compete for a decreasing number of applicants with law enforcement organizations on all levels—local, state, and federal—including partner agencies within DHS looking to meet overlapping hiring mandates. These and other external factors continue to complicate an already challenging task. Despite these challenges, CBP will continue its aggressive implementation of its recruitment and hiring strategy to ensure the frontline is staffed with personnel whose skills, knowledge, and character are equal to the task. Beginning in 2015, CBP reengineered its entire pre-employment process by implementing more than 40 process improvements that collectively transformed our frontline staffing capability. As part of this effort, we developed and piloted a hiring hub program, which significantly reduced the time-to-hire for qualified applicants and allowed CBP to identify and remove unqualified applicants more quickly, preventing bottlenecks in later phases of the process. This process streamlining not strengthened CBP’s hiring capability, it also helped to increase the applicant-to-EOD rate, preventing otherwise qualified candidates from dropping out of the process due to fatigue or taking more immediate job offers elsewhere. CBP continues to examine every aspect of its pre-employment process to identify areas in which further improvements can be made. Our strategy builds on the momentum of the process improvements we have implemented in the last two years and includes modifications to the administration of the polygraph exam, entrance exam, and physical fitness tests. While modifications to our pre-employment process are being considered and piloted, we will not implement any change without carefully weighing all risks and mitigation measures. Our hiring process is meant to ensure only individuals with the highest integrity serve as agents and officers safeguarding our borders and ports of entry—and we remain committed to upholding these standards amid the increasing urgency to hire more personnel. Meeting and sustaining our manpower needs remains our top mission support priority. Question: CBP plans to reach the 21,070 target (908 hires) over FYs 2017-2021, a five year period. Is this true? Tell more about the increase of 500 new CBP agents in the next year and what we will do to meet that target. Given our available resources for recruitment and hiring, as well as the various process improvements being implemented (detailed above), we expect to reach our near-term goal of 500 additional Border Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1228 of 1649 CBP FOIA 002280 DHS-17-0435-E-000080 Patrol Agents, as outlined in the FY 2018 Budget Amendment. This would bring the BPA workforce to approximately 20,258 by the end of FY 2018. Question: In 2016, CBP under Johnson had about 20,162 employees and called to reduce its baseline number of agents from 21,370 to 21,070 in the 2017 – why the -300 change? USBP faced a critical shortage in funding for equipment, so USBP proposed not filling 300 positions that were vacant and using the funds to provide the necessary equipment to the Border Patrol Agents on board. The funding was provided in the FY17 budget to meet the critical equipping needs without requiring a reduction in Border Patrol agent hiring. Question: CBP plans to reach the 21,070 target (908 hires) over FYs 2017-2021, a five year period. Is this true? (HRM) Tell more about the increase of 500 new CBP agents in the next year and what we will do to meet that target. (OPR)-CBP fully complies with the Anti-Border Corruption Act (ABCA) of 2010 and currently administers polygraph examinations to all law enforcement applicants prior to hiring them. The Office of Professional Responsibility (OPR), who is responsible for determination of applicant suitability for hire, has taken several steps to assist in meeting the target as follows: CBP explored options for a risk-based approach to extend polygraph waiver eligibility to the following groups of applicants who meet specific criteria: (1) current federal law enforcement, (2) current state and local law enforcement, and (3) veterans, transitioning service members, and members of the Reserves and National Guard. This option is currently with Congress to review and address this option. CBP values the experience and commitment that these applicants bring to the mission, and believes that their credentials sufficiently attest to their dependability and allegiance. Waiving the polygraph for these applicants could not only expedite their onboarding but allows CBP to direct more resources toward the processing of other groups of applicants, preventing potential bottlenecks in the hiring pipeline. Additionally, like all applicants, these groups must undergo a Tier 5 background investigation and CBP will still have the option to administer a polygraph if deemed appropriate; CBP reviews applicants who have been previously taken and passed a federal pre-employment polygraph examination for polygraph reciprocity; CBP is exploring the use of an alternative polygraph screening examination that adheres to all the federal National Center for Credibility Assessment standards for pre-employment applicant screening; CBP made its prior drug use guidelines available on its public facing website, providing information about suitability considerations regarding the frequency and recency of illegal drug use, circumstances surrounding the use, and the likelihood of recurrence. CBP believes that posting these guidelines will prevent applicants from providing false information that is later discovered during the polygraph examination or drug test. Question: Explain the challenges with hiring previously and what we are doing to address, specifically addressing the challenges with recruitment, attrition (highlighting retirements), and polygrapher shortages. (HRM/OPR) (Addressing the Polygrapher Shortage)- Due to the ABCA mandate to test all of CBP’s law enforcement applicants prior to being hired, CBP has worked through the hiring of qualified polygraph examiners to meet the demands in the last several years. There are less than 1,000 federally certified polygraph examiners in the U.S. that work for the federal agencies who administer the polygraph examination as Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1229 of 1649 CBP FOIA 002281 DHS-17-0435-E-000081 part of its internal security process for applicants, current employees and criminal and administrative investigations. CBP has had continuous recruiting campaigns internally and externally to hire examiners and has recently been authorized a Special Salary rate and Retention Incentive pay to assist with the hiring demands. Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1230 of 1649 CBP FOIA 002282 (b) (5) DHS-17-0435-E-000082 Basic Recruiting information Salary Range $40,511.00 to $53,319.00 / Per Year Duties Apply to this exciting opportunity to strengthen the Department's and our partners' ability to perform their homeland security functions by doing the following: Patrol international land borders and coastal waters Detect and prevent the illegal entry and smuggling of aliens into the United States Detect and prevent terrorists and terrorist weapons from entering into the United States Prevent the illegal trafficking of people, narcotics and contraband into the United States Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Typical assignments include: Detecting, preventing, and apprehending undocumented aliens and smugglers of aliens at or near the land borders by maintaining surveillance from covert positions Responding to electronic sensor alarms Interpreting and following tracks, marks and other physical evidence Using infrared scopes during night operations Responding to aircraft sighting and other anti-smuggling activities Performing farm and ranch checks, traffic checks, city patrols, and transportation checks Travel Required Occasional Travel Travel may be required based on operational needs Relocation Authorized No Key Requirements You must successfully pass a polygraph exam You must be a U.S. citizen to apply for this position Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1231 of 1649 CBP FOIA 002283 (b) (5) DHS-17-0435-E-000083 Referred for selection prior to your 40th birthday (waiver for Veterans) You must have resided in the U.S. for at least 3 of the last 5 years You must successfully pass a background investigation Convictions of misdemeanor crime of domestic violence are disqualifying You will be required to carry a firearm You will be required to work regular and recurring shift work You must meet job-related medical, fitness and drug-testing standards You must have a valid driver's license Qualifications The qualification requirements listed below must be met by the closing date of this announcement. You qualify for the GL-5 grade level (starting salary $40,511) if you possess one of the following: a. One year of general work experience that demonstrates the ability to take charge, make sound decisions, and maintain composure in stressful situations; learn law enforcement regulations, methods and techniques through classroom training and/or on-the-job instruction; and gather factual information through questioning, observation, and examination of documents and records; OR b. A bachelor's degree from an accredited or pre-accredited college or university; OR c. A combination of successfully completed post-high school education and general work experience. This will be calculated using your resume and unofficial transcripts submitted with your application. You qualify for the GL-7 grade level (starting salary $46,110) if you possess one of the following: a. One year of specialized work experience that demonstrates the ability to make arrests and exercise sound judgment in the use of firearms; deal effectively with individuals or groups of persons in a courteous, tactful manner in connection with law enforcement matters; analyze information rapidly and make prompt decisions or take prompt and appropriate law enforcement action in light of applicable laws, court decisions and sound law enforcement matters; and develop and maintain contact with a network of informants; OR b. A bachelor's degree with superior academic achievement, which is based on (1) class standing, (2) grade-point average, or (3) honor society membership. OR c. One full year of graduate level education in a field of study related to law enforcement (e.g., criminal justice, homeland security, justice studies, law enforcement, courts and judicial Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1232 of 1649 CBP FOIA 002284 DHS-17-0435-E-000084 systems, forensic technology, forensic psychology, corrections and rehabilitation) at an accredited or pre-accredited college or university; OR d. A combination of successfully completed post-high school education and specialized work experience. This will be calculated using your resume and unofficial transcripts submitted with your application. If basing qualifications on education, then a bachelor's degree or graduate's degree or higher must be attained within 9-months after the closing date of the announcement. National Service Experience (i.e., volunteer experience) Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Experience as a CBP Explorer may be qualifying if your resume provides sufficient information to credit your experience. To receive full credit for your experience, please be sure to describe your duties, roles and responsibilities in detail. Age Requirement: Effective May 8, 2016, the Commissioner of CBP has approved a temporary increase in the maximum allowable age for original placement into a BPA position; therefore, candidates must be referred for selection before reaching their 40th birthday (increased from age 37). In accordance with Public Law 100-238, this position is covered under law enforcement retirement provisions. However, the age restriction may not apply if you are currently serving or have previously served in a federal civilian law enforcement (non-military) position covered by Title 5 U.S.C. 8336(c) or Title 5 U.S.C. 8412(d). This measure will increase the statutorily mandatory retirement to an age of up to 60 to allow individuals the opportunity to complete 20 years of law enforcement service (See U.S.C 8425 (b)(1) and 8335 (b)(1)). The age restriction does not apply if you are a veterans' preference eligible. Probationary Period: You must serve a one year probationary period during the first year of your initial permanent federal appointment to determine fitness for continued employment. Formal Training: You will be detailed to the U.S. Border Patrol Academy in Artesia, New Mexico, for approximately 11 weeks of intensive instruction in immigration and nationality laws, law enforcement and Border Patrol-specific operations, drivers training, physical techniques, firearms, and other courses. You will also be tested on your language abilities. If you score below an established benchmark, you will attend an additional 8-week Spanish language class at the border patrol academy, which will extend your stay to 19 weeks. Uniform: This position requires you to wear an officially-approved uniform while in a duty status. Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1233 of 1649 CBP FOIA 002285 DHS-17-0435-E-000085 Residency Requirement: If you are not a current CBP employee you must meet one or more of the following primary residency criteria for at least three (3) of the last five (5) years prior to completing an application for CBP employment: 1. Resided (lived) in the United States or its protectorate or territories (excluding short trips abroad, such as vacations); or 2. Worked for the United States government as an employee overseas in a federal or military capacity; or 3. Been a dependent of a US federal or military employee serving overseas. Exceptions may be granted to the above requirement if you can provide complete state-side coverage information required to make a waiver determination. Driver's License: You must possess a valid driver's license. Security Clearance Public Trust - Background Investigation. Recruiting quotes.docx for Printed Item: 211 ( Attachment 25 of 27) Page 1234 of 1649 CBP FOIA 002286 DHS-17-0435-E-000086 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE Talking Points for Executive Order Hiring Initiatives Overview U.S. Customs and Border Protection (CBP) has worked aggressively over the past two years to implement its multifaceted recruitment strategy and execute large-scale improvements to its frontline hiring process and capability. While these efforts have led to considerable progress in many areas, CBP will continue working to strengthen all aspects of its recruitment and hiring strategy in order to meet the Executive Order hiring mandate. CBP’s challenges in recruitment are, to a great extent, contingent on our rigorous hiring process, which reflects the high standards to which all frontline employees must be held. Our process is meant to ensure that only individuals who embody our high standards of integrity are recruited to serve as agents and officers safeguarding our borders and ports of entry. To meet the Executive Order mandate, CBP is examining every aspect of its pre-employment process to identify areas in which improvements can be made. While many modifications to our process are being considered, we will not implement any change without carefully weighing its risks and identifying mitigation measures. To be clear, CBP is not lowering its standards for any of its frontline personnel. As Secretary Kelly and Commissioner McAleenan have both stated, CBP will not be lowering any standards for its Frontline personnel to accelerate hiring. Speed in no way will overcome quality. CBP is focused on streamlining its pre-employment process—not to lower standards, but to improve our hiring capacity; the high standards for graduation at CBP’s Academies will remain unchanged. CBP is committed to hiring and retaining well-qualified individuals of the highest integrity for our frontline law enforcement occupations. CBP offers an unparalleled opportunity for veterans to continue serving and protecting the United States in an environment that appreciates and uses the hard-earned knowledge, skills, and abilities they gained through serving on the front lines in the military. Our frontline agents are our most valuable resource; we must continue to optimize our recruiting and hiring processes, and further develop initiatives to maintain the critical frontline law enforcement agents needed to accomplish CBP’s border security mission effectively and efficiently. Applicants must successfully complete an entrance exam, qualifications review, interview, medical exam, drug screening, physical fitness test, polygraph examination, and a background investigation. Talking Points Executive Order Hiring Initiatives for Hearing.docx for Printed Item: 211 ( Attachment 26 of 27) Page 1236 of 1649 CBP FOIA 002287 DHS-17-0435-E-000087 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE CBP established a Frontline Hiring Program Management Office to implement specific actions that address frontline hiring challenges. This includes a National Frontline Recruitment Command, comprised of uniformed agents and officers, as well as other CBP personnel to provide support and expertise to Border Patrol and other CBP field recruitment offices. CBP has made significant improvements in recruiting, hiring, and retention in the past year. For instance, CBP developed an expedited hiring process to consolidate several months of processing into just a few days. CBP has also developed and implemented an expedited hiring process by compressing multiples processes and several months of the hiring process into a one-week timeframe and takes place in a centralized location. This expedited “hiring hub” process has improved CBP’s time-to-hire, without compromising the integrity of the hiring process. In January 2016, the time-to-hire for frontline personnel averaged 469 days. As of December 2016, this number dropped to 308 days—an average that includes approximately half of all frontline applicants being processed through CBP’s expedited hiring process. As of March 2017, the expedited hiring process—which has shown the ability to hire applicants in an average time of as low as 165 days—has reached full operational capacity. Recruitment and hiring process improvements, such as opening multiple job opportunity announcements for vacancies, have proven to be effective in increasing the number of applications received for CBP frontline positions and reducing the time-to-hire. Military veterans comprise 30 percent of CBP’s frontline workforce. While CBP does not expect the new Border Patrol agents to onboard until sometime in FY2018, CBP is taking immediate action to systematically address the Agency’s staffing requirements. This approach includes reducing the overall time-to-hire, improving and modifying processes, expanding recruitment efforts, and reducing attrition. The FY2017 funding request will support hiring additional human resources and personnel security positions, expanding hiring capacity, and investments in incentives for recruitment and retention of key positions and relocation to hard-to-fill locations. Five thousand is a very supportable number for the standard we’re been asked to achieve which is to ensure complete operational control of the border. Polygraph Examination CBP fully complies with the Anti-Border Corruption Act (ABCA) of 2010 and currently administers polygraph examinations to all law enforcement applicants prior to hiring them. In compliance with this requirement, CBP has used the Law Enforcement Pre-employment Talking Points Executive Order Hiring Initiatives for Hearing.docx for Printed Item: 211 ( Attachment 26 of 27) Page 1237 of 1649 CBP FOIA 002288 DHS-17-0435-E-000088 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE Test (LEPET), which is considered the most robust exam used in the Federal law enforcement environment. Waiver Expansion CBP is exploring options for a risk-based approach to extend polygraph waiver eligibility to the following groups of applicants who meet specific criteria: (1) current federal law enforcement, (2) current state and local law enforcement, and (3) veterans, transitioning service members, and members of the Reserves and National Guard. These groups will need to have a demonstrated track record of integrity as well as commitment to public service. CBP values the experience and commitment that these applicants bring to the mission, and believes that their credentials sufficiently attest to their dependability and allegiance. Waiving the polygraph for these applicants could not only expedite their onboarding but allow CBP to direct more resources toward the processing of other groups of applicants and prevent potential bottlenecks in the hiring pipeline. Additionally, like all applicants, these groups must undergo a Tier 5 background investigation. Should derogatory information be detected during an applicant’s background investigation, CBP may then choose to administer a polygraph. Publication of Prior Drug Use Guidelines CBP has made its prior drug use guidelines available on its public facing website, providing information about suitability considerations regarding the frequency and recency of illegal drug use, circumstances surrounding the use, and the likelihood of recurrence. CBP believes that posting these guidelines will prevent applicants from providing false information that is later discovered during the polygraph examination or drug test. 2006 Hiring Surge CBP does not agree with the perception that Border Patrol agents hired during the previous surge are more corrupt or have more integrity issues than those hired before or after the surge. These men and women are as effective and as trustworthy as any other agent and some are now seasoned supervisors. The dedicated U.S. Border Patrol agents of CBP work tirelessly to protect our Nation’s borders and secure the more than 6,000 miles of land border between ports of entry that we share with Mexico and Canada and 2,000 miles of coastal waters surrounding the Florida Peninsula and the island of Puerto Rico. To put it into perspective, 76 U.S. Border Patrol agents have been arrested or indicted since October 1, 2004 for corruption related activity whereby they misused their official position for personal gain. Of those agents, 13 were hired during the hiring surge of 2006 to 2008. This equates to roughly 17% of those agents arrested or indicted. Reaching 5,000 CBP has worked aggressively over the past two years to implement a multifaceted recruitment strategy and execute large-scale improvements to its frontline hiring process and capability. This includes initiatives designed to attract more applicants who are suited to the Talking Points Executive Order Hiring Initiatives for Hearing.docx for Printed Item: 211 ( Attachment 26 of 27) Page 1238 of 1649 CBP FOIA 002289 DHS-17-0435-E-000089 FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE FOR OFFICIAL USE ONLY/LAW ENFORCEMENT SENSITIVE unique demands of CBP’s mission, expedite the pre-employment timeline, refine the hiring process to address all potential bottlenecks, and reduce the attrition rate of our existing workforce. To this end, CBP will look to further improve brand awareness and convey the importance and scope of our mission within the public sphere. We will continue to focus on increasing our digital and social media presence to reach the millennial generation, expanding our outreach at high schools, colleges, and universities, and collaborating with the Department of Defense to help transitioning service members find a rewarding and suitable career on our frontline. Additionally, CBP’s new expedited hiring process—a “hiring hub” model that streamlines many months’ worth of processing steps into just a few days—has reached full operational capability as of March 2017. Launched in 2015, the expedited hiring process has shown the capability to process applicants in an average time of 165 days. We will continue to refine all phases of our process and find better, more effective ways to recruit, hire, and retain frontline personnel. In addition to reinforcing the momentum of our many outreach and process efficiency efforts, we are currently exploring innovative practices regarding incentives and mobility options that would not only enhance our recruitment prospects, but improve our workforce attrition rates as well. We anticipate full compliance with the Executive Order provision, while ensuring CBP can effectively adapt to the changing needs of the country. CBP has an insufficient number of agents and officers to effectively detect, track, and apprehend all aliens crossing the border illegally. As the Secretary stated in his implementation memo signed February 20, CBP “needs additional agents and officers to ensure complete operational control of the border.” The numbers are supported by the standard of border security established in the implementation memo; we think the number is sound, and we are committed to achieving it. CBP will continue to develop and appropriately implement new and more innovative recruitment and hiring strategies to close existing shortages while meeting the new requirement of 5,000 additional BPAs. Talking Points Executive Order Hiring Initiatives for Hearing.docx for Printed Item: 211 ( Attachment 26 of 27) Page 1239 of 1649 CBP FOIA 002290 DHS-17-0435-E-000090 Talking Points for Polygraph Waivers.docx for Printed Item: 211 ( Attachment 27 of 27) Ta1king Points for Waive~ (b) (5) In order to provide additional flexibility in hiring law enforcement applicants , CBP is seeking expanded author ity to waive polygraph examinat ions for individuals ah-eady vetted to work in sensitive positions , such as state and loca l law enforcement officers who have akeady received polygraph examinations ; federal law enforcement officers; and military personnel who meet specific background security requ irements. To ensure that these identified populations can receive a polygraph wa iver, CBP will put processes in place to verify that all law enforcement and milita1y personnel are in good sta nding in their cmTent position and are suitable for employme nt at CBP in a National Security position. I Regarding the two specific questions posed: 4. Is the agency still planning on moving ahead with the pilot program outlined in the memo regarding the use of the TES-C polygraph? If so, when? * Yes, CSP is exploring the use of the TES-C polygraph as a possible alternative to the LEPET and is planning a six-month trial period beginning later this month. 5. How does CSP respond to concerns from some former law enforcement officials and lawmakers that the use of the any other polygraph test other than LEPET will make Border Patrol more susceptible to corruption (as it was before the LEPET was implemented)? * The TES-C meets the polyg raph exam standards established by the National Center for Credibility Assessment (NCCA), the entity responsible fo r training, certification and oversight for all federal polygraph programs. The TES-C was designed to retain the critical portions of the LEPET and more closely examine corruption issues. It will still identify any trustworthiness or credibility issues. Bear in mind, all candidates will be also be subject to a Tier 5 background investigation. CSP will re-evaluate the effectiveness of the modified testing protocol following the six-month trial period. CBP FOIA 002291 Page 1241 of 1649 DHS-17-0435-E-000091 CBP is examining every aspect of its pre-employment process to identify areas in which improvements can be made. While many modifications to our process are being considered, we will not implement any change without carefully weighing the risks and mitigation measures. To be clear, CBP is not lowering its standards for any of its frontline personnel. The changes under consideration may result in more applicants passing the pre-employment process, but all successful applicants will continue to undergo basic training at CBP academies, whose core function is to uphold our frontline standards and ensure mission-readiness. Talking Points for Polygraph Waivers.docx for Printed Item: 211 ( Attachment 27 of 27) Page 1242 of 1649 CBP FOIA 002292 DHS-17-0435-E-000092 U.S. Department of Homeland Security Washington, DC 20528 Homeland Security August 1, 2019 SENT VIA EMAIL TO: foia@americanoversight.org cerissa.cafasso@americanoversight.org Cerissa Cafasso Counsel American Oversight 1030 15th Street, NW, Suite B255 Washington, DC 20005 Re: 18-cv-01344 (2018-HQFO-00133) American Oversight v. DHS First Interim Release Dear Ms. Cafasso: This is our first interim response to your Freedom of Information Act (FOIA) request to the Department of Homeland Security (DHS), dated October 24, 2017. For this production, DHS reviewed 269 pages of which six pages are released in full, 31 pages are withheld in full and 37 pages are withheld in part pursuant to FOIA exemptions (b)(5) and (b)(6). 61 pages are duplicates or non-responsive. DHS has also located and sent 134 pages to U.S. Customs and Border Protection (CBP) for review and direct response. The 74 pages for release are bates stamped DHS-001-1344-000001 to DHS-001-1344-000074. If you have any questions regarding this release, please contact Assistant U.S. Attorney Denise M. Clark, United States Attorney’s Office, U.S. District Court for the District of Columbia, by email at Denise.Clark@usdoj.gov or phone at (202) 252-6605. Sincerely, Bradley E. White FOIA Program Specialist Enclosure: 74 pages From: (b)(6) To: Subject : FW: questionsabout Keeping AmericaSafe files Dat e: 2017/04/18 17:43:31 Priority: Normal Type: Note See below -----Original Message---- ..... )'-(6..... ) ____ From: .._kb ___, Sent: Friday, March 24, 2017 I0:00 AM To: ~b)(6) Subject: RE: questions about Keeping America Safe files The videos work great - I had to do some tweaking with the closed caption files, but those are fixed now and working great as well. As I recall (and please forgive me - there are a lot of these things that cross my desk) ... this video is meant to replace the New Employee Orientation Video ... correct? DHS-001-1344-000001 DHS-17-0435-F-000001 I've taken the liberty of creating a new version of that page on DBS.gov that swaps out the videos and assets: High res: f~b-)(_6_) --------------------~ Low res: (b)(6) Please let me know if you'd like for me to replace the original orientation video pages with this new one. ;..: A::ft:e::.. ..:r..:: th::.: a::t-'-l=; LANDFRIED, PHIL A Cc: (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b) (6) (b)(6);(b)(7)(C) DHS-17-0435-G-000304 CBP FOIA 002596 Page 2 of 975 (b)(6);(b)(7)(C) Bcc: Subject: Date: Attachments: Confirmation Prep 2: Trade Deep Dive Fri Oct 20 2017 19:27:55 EDT (b) (7)(E) Directions.docx SCANNED HEARING BINDER.pdf Visitor Entry Instructions.pdf NOTE(s): * Attire: Casual * Hearing Binder Attached * Directions and Entrance Instructions attached <> pdf>> (b) (7)(E) Directions.docx>> <; (b)(6);(b)(7)(C) YOUNG, EDWARD E (b)(6);(b)(7)(C) LOWRY, KIM M (b)(6);(b)(7)(C) KOLBE, KATHRYN (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) MILDREW, SEAN (b)(6);(b)(7)(C) ; CAINE, DHS-17-0435-G-000608 CBP FOIA 002900 Page 310 of 975 (b)(6);(b)(7)(C) JEFFREY (b)(6);(b)(7)(C) HOFFMAN, (b)(6);(b)(7)(C) TODD A (b)(6);(b)(7) (C) (b)(6);(b)(7)(C) RIEL, MICHAEL J >; HOWE, RANDY J (b)(6);(b)(7)(C) ; JACKSTA, LINDA L (AC HRM) (b)(6);(b)(7)(C) > ; CALVO, KARL H. LANDFRIED, PHIL A Cc: (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b) (6) DHS-17-0435-G-000609 CBP FOIA 002901 Page 311 of 975 (b) (6) (b)(6);(b)(7)(C) > Bcc: Subject: Date: Attachments: Confirmation Prep 1: Border Security Deep Dive Fri Oct 20 2017 19:26:42 EDT (b) (7)(E) Directions.docx SCANNED HEARING BINDER.pdf Visitor Entry Instructions.pdf NOTE(s): * Attire: Casual * Hearing Binder Attached * Directions and Entrance Instructions attached <> << (b) (b)(6);(b) (7)(E) Directions.docx>> <> DHS-17-0435-G-000610 CBP FOIA 002902 Page 312 of 975 CBP FOIA 002903 Page 315 of 975 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000798 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000799 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7) (C) (b)(6);(b)(7)(C) DHS-17-0435-G-000800 (b) (5) (b)(6);(b)(7) (C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000801 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000810 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000811 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000812 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000813 (b) (5) (b)(6);(b)(7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000814 (b) (5) (b)(6);(b)(7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000815 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000819 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000820 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000821 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000822 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000824 (b) (5) (b)(6); (b)(7) (b)(6);(b) (b)(6);(b)(7)(C) (C) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000825 (b) (5) (b)(6);(b) (7)(C) (b)(6);(b) (b)(6);(b)(7)(C) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000826 (b) (5) (b)(6); (b)(7) (b)(6);(b)(7) (b)(6);(b)(7)(C) (C) (C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) DHS-17-0435-G-000827 (b) (5) (b)(6); (b)(7) (b)(6);(b)(7) (b)(6);(b)(7)(C) (C) (C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) DHS-17-0435-G-000828 (b) (5) (b)(6);(b)(7) (C) (b)(6); (b)(7) (b)(6);(b) (b)(6);(b)(7)(C) (C) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000829 (b) (5) (b)(6);(b) (7)(C) (b)(6); (b)(7) (b)(6);(b)(7)(C) (C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) DHS-17-0435-G-000830 (b) (5) (b)(6); (b)(7) (b)(6);(b) (b)(6);(b)(7)(C) (C) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) DHS-17-0435-G-000831 (b) (5) (b) (7) (E) (b) (7) (b) (E) (7) (b (E) () (7 b (b ))) (b (E ((7 )() 7 )(7 b )(E (b) )) ()(7) (E ((E) E )7 ) ) ( E ) ( (b ) b (b) )((7) (7(E) ) 7 )( E (b) ( ) (7) E (E) ) ( b ) ( 7(b )) ((7 E) )(E ) (b )(b (7 ) (b ) )(7 (E ) (7 ) )(E ) (E ) (b) (7) (E) ( b ) ( ( b 7 ) ) ( ( 7 E ) ) ( E ) (b) (7) (E ) (b ) (7 ) (E ) (b ) (7 ) (E ) (b) (7) (E) DHS-17-0435-G-000835 (b) (7) (E) (b) (7)(E) (b) (5) (b) (7) (E) (b) (7)(E) (b) (7) (E) (b) (7)(E) (b) (7) (E) (b) (7) (E) DHS-17-0435-G-000836 (b) (5) (b) (7) (E) (b) (6); (b)(6);(b) (b)(7) (7)(C) (C) (b) (7) (E) (b) (7) (E) (b)(6);(b)(7)(C) DHS-17-0435-G-000840 (b) (5) (b) (7)(E) (b) (7)(E) (b) (7) (E) (b) (7) (b) (E) (7) (E) (b)(6); (b)(7) (b)(6);(b) (C) (7)(C) (b ) (b (7(b ) ) )(7 (E ) (7 ) )(E ) (E ) (b) (7) (E) (b ) (7 ) (E ) (b)(6);(b)(7)(C) DHS-17-0435-G-000847 (b) (5) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) DHS-17-0435-G-000858 (b) (5), (b) (7)(E) (b) (b) (7)(E) (7) (E) (b) (7)(E) (b) (7)(E) (b) (7)(b (E)) (7 ) (E ) (b ) (7 ) (E ) (b) (7) (E) (b) (7)(E) ( b ) ( 7 ) ( E ) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7) (E) (b) (7) (E) (b) (7) (E) ( b ) ( 7 (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7) (E) (b) (7)(E) DHS-17-0435-G-000863 (b) (5), (b) (7)(E) (b )(b) (7 (7) (b )(E) )(b (E (7 )) )(7 () (b E) )(E (b ) (7 )( )(7 b (E ) () )(b (Eb ( ) )7 (7() 7 (b) )( ) (E ( (E ) (7)b E ( )) ) b (E ()( )7 ((b ) )b7 ())( E ((7 ) )7E ))( (E ) E ) (b) (7)(E) (b) (7)(E) DHS-17-0435-G-000864 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b) (7)(E) (b) (7) (E) (b) (7) (E) (b)(6);(b)(7)(C) DHS-17-0435-G-000866 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b) (7) (E) (b) (7) (E) (b) (7) (E) (b) (7)(E) (b)(6);(b)(7)(C) DHS-17-0435-G-000867 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b) (7)(E) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b) (7) (E) (b) (7)(E) (b)(6);(b)(7)(C) DHS-17-0435-G-000872 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b) (7) (E) (b) (7) (E) (b) (7)(E) (b) (7) (E) (b) (7) (E) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b ) (7 ) (E ) (b) (7)(E) (b) (7)(E) (b) (7)(E) (b)(6);(b)(7)(C) DHS-17-0435-G-000873 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000874 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000879 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000880 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000881 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b)(6);(b)(7) (C) (b)(6);(b)(7)(C) DHS-17-0435-G-000882 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b) (6); (b) (7) (C) (b)(6);(b)(7)(C) DHS-17-0435-G-000883 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000884 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) ( b ) ( 6 ) (b)(6);(b)(7)(C) DHS-17-0435-G-000885 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000886 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000887 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000888 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000892 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000893 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000894 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000903 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000904 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000905 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000906 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b) (7)(C) (b)(6);(b) (7)(C) (b)(6);(b)(7)(C) DHS-17-0435-G-000907 (b) (5), (b) (7)(E), (b)(6);(b)(7)(C) (b)(6);(b)(7)(C) (b)(6); (b)(7) (C) (b)(6);(b)(7) (C) (b)(6);(b)(7) (C)(b)(6);(b)(7) (C) (b)(6);(b)(7)(C) (b)(6);(b)(7) (C) DHS-17-0435-G-000912 U.S. Department of Homeland Security Washington, DC 20528 Homeland Security August 30, 2019 SENT VIA EMAIL TO: foia@americanoversight.org cerissa.cafasso@americanoversight.org Cerissa Cafasso Counsel American Oversight 1030 15th Street, NW, Suite B255 Washington, DC 20005 Re: 18-cv-01344 (2018-HQFO-00133) American Oversight v. DHS Second Interim Release Dear Ms. Cafasso: This is our second interim response to your Freedom of Information Act (FOIA) request to the Department of Homeland Security (DHS), dated October 24, 2017. For this production, DHS reviewed 254 pages of which four pages are released in full, 192 pages are withheld in full and 34 pages are withheld in part pursuant to FOIA exemptions (b)(5) and (b)(6). Nine pages are duplicates or non-responsive. DHS has also located and sent 15 pages to U.S. Customs and Border Protection (CBP) for consultation. The 230 pages for release are bates stamped DHS-001-1344-000075 to DHS-001-1344-000304. If you have any questions regarding this release, please contact Assistant U.S. Attorney Denise M. Clark, United States Attorney's Office, U.S. District Court for the District of Columbia, by email at Denise.Clark@usdoj.gov or phone at (202) 252-6605. Sincerely, Bradley E. White FOIA Program Specialist Enclosure: 230 pages From: To: I Nielsen, Kirstjen j(b)(6) I kb)(6) I "Metzler Alan ~(b)(6) ~b)(6) I Subject: FW: DHS Anniversary Plan and Message Date: 2017/02/20 20:57:20 Priority : Normal Type: Note Hi I will look tomorrowIf I get too jammed - will have ~b)(6) Thanks! !look From: Metzler, Alan Se nt: Monday, February 20, 2017 8:42 PM To: Nielsen, Kirstjen f- b_)(_6)__ -,-----,----~ Subject : FW: DHSAnniversary Plan and Message Forwarding, as we discussed. Another one for the AM. v/r Alan From : Metzler, Alan Se nt: Saturday, February 18, 2017 1:01 PM To: Nielsen, Kirstjen -C I March 1, 2017 Celebrat ing 14 Years of Keeping Am erica Safe On this day, fourteen years ago, the Department of Homeland Security officially opened its doors, marking a new beginning in protecting America. The attacks of 9/11 taught us we needed to rethink our approach to national security; homeland security must be a top priority . By bringing together 22 agencies and offices into a single Department, we created a team of professionals and entities who could more closely unify our efforts to protect the American people and our Nation . We have seen many changes over the past fourteen years, both in the world and in DHS. We have grown more unified and have integrated our many law enforcement, security, and counterterrorism capabilities. Much has been accomplished in the first fourteen years. We will do much more in the years ahead, especially by focusing on our mission, enforcing the law, and investing in our workforce. The constant through these dynamic and challenging times has been the people who make up our Department. You have remained steadfast and faithful to your unique duties and to our common oath of office. I thank each of you for your professionalism and the hard work you bring every day to your important jobs. To those of you who have been part of our DHSfamily since March 1, 2003-thank you for choosing a life of public service, and for helping build DHSfrom its very foundation . To those of you who have joined us since or very recently-and I count myself among the ranks of recent arrivals-we have joined a proud and principled organization . As we celebrate our birthday, let us continue t o protect the American people, our homeland, and our values with honor and integrity. DHS-001-1344-000080 DHS-(DHSHQ)-17-0435-H-000006 Sincerely, John F. Kelly Secretary of Homeland Security With honor and integrity, we will safeguard the American people, our homeland, and our values. Sender: Office of the Secreta!J'.lib )i 6 ) lib )i 6) I I Sent Date: 2017/03/01 09:05 :09 Delivered Date: 2017/03/01 09:10:08 From: OHS Management Communications !(b )(6) i b )i 6) I I Subject: OHS 14th Anniversary Celebration on March 15, 2017 Date: 2017/03/07 09:34:56 Priority : Normal Type : Note DHS 14th Anniversary Celebration on March 15, 2017 Celebrating 14 Years of Keeping America Safe Secretary John Kelly will host the Department's 14th Anniversary Celebration at the Nebraska Avenue Complex (NAG) on Wednesday, March 15, 2017. OHS employees in the National Capita l Region (NCR) will celebrate with a motivational 1.4 mile fun run/walk Follow ing the run/walk, Secretary Kelly will preside over a cake-cutt ing ceremony in front of the NAG Chapel to recognize the Department's dedication and hard work . The fun run/walk will be part of a month of celebration at OHS. All employees in the NCR are encouraged to attend this event. Date: Time: Location: Wednesday, March 15, 2017 1 :00 p.m.- 3:00 p.m. (Fun run and walk starts at 1:00 p.m. Cake-cutting ceremony begins at 2:15 p.m.) NAG flagpole near the Chapel Secretary Kelly also encourages employees who cannot join the NAG celebration to reflect on all that the Department has achieved over the past 14 years , and to participate in their own celebrations during the month of March . All OHS employees are authorized to wear approved OHS and OHS Component apparel the day of their celebration. For those celebrating throughout the nation and abroad , we encourage you to use our hashtag, #HonorDHS , in a tastef ul manner on any posts, pictures, or videos you may publish to social media so that we may unify our celebrations of this milestone . Iby 8:00 a.m. on If you are interested in attending , please RSVP to kb)(6) March 13. Note, in order to gain access onto the NAG you will need to have a valid Personal Ident ity Verificat ion (PIV) card . DHS-001-1344-000081 DHS-(DHSHQ)-17-0435-H-000007 Additional Event Information: NAC employees can expect some impacts during the day of the event: o o * Parking: Parking areas at the NAC will be limited due to the high number of employees that will potentially attend the event. Employees who normally travel to the NAC by car are encouraged to use public transportat ion. The NAC shuttle service will continue to run on a normal schedule from the Tenleytown Metro, although the pickup/drop-off location may be altered . o o * NAC Access: Employees without NAC access should also RSVP to !(b)(G) Iby 8:00 a.m. on Monday, March 13, 2017 . Please clearly note in the subject line that you will need to be granted access to the NAC for this event. Note, you will not be able to enter without a valid PIV card. Contact kb)(6) lat kb)(6) Ior kb)(G) Iif you have any questions . o o * Sidewalks: Some pedestrian areas will be blocked temporarily between 1:00 p.m. and 3:00 p.m. Roving blocks may also be in place, so do not be alarmed if a route is temporarily closed. Fun Run and Walk Course Map (1.4 Miles) DHS-001-1344-000082 DHS-(DHSHQ)-17-0435-H-000008 cid:image001.jpg@01D2965C.F3856910 For the fastest response , do not reply to this message . Instead, please contact the responsible individual or office as outlined in the above message. OHSManagement Communications { b)/6) .:.:....;-=.=..::..:....:..:..:....:..:....:..:...::....:..:...:.:......=.::.:.:......~::::::::::============;-----~ Sen d er:i.=.;. (b)(6) DHS-001-1344-000083 DHS-(DHSHQ)-17-0435-H-000009 Sent Date: 2017/03/07 09 :27:06 Delivered Date: 2017/03/07 09 :34 :56 DHS-001-1344-000084 DHS-(DHSHQ)-17-0435-H-000010 DHS 14th Anniversary Celebration on March ist, 2017 Celebrating I 4 Years of Keeping America Safe Objective: The Department conveys to its employees the essential nature of its homeland security mission, encourages agency celebrat ions, and employs a variety of comm unications tools and events to build esprit de corps while celebrat ing the DHS 14th Anniversary. Them e: Celebrating 14 Years of Keeping America Safe. o Emphas izes the important of protecting and serving America o Provides means to reinforce centrality of honor and integrity in performing our mission o Calls upon leaders and workforce to celebrate who we are and what we do. Events and Communications: o Post Secretary Kelly's message on DHS Connect and distribute to all employees (Mar 1); o Agenc ies and Component Leaders echo messaging and host age ncy events. o Post stories on OHS Connect with pictures describing Department-wide events and DHS HQ cake-cutting ceremony (Mar 1-2). o Publish inaugura l release of regular operational updates on DHS Connect (Mar 3) . o Employ Multi-Media Tools to Emphasize DHS 14th Anniversary (Mar 1-3) o A hashtag to be included on the employee invitation will encourage those attending celebrations across the nation to implement the tag tastefully on all posts , pictures and videos pub lished to social media outlets (Facebook, Twitter, lnstagram). o This system will allow for unification and immediate access to all media tagged online , making it much easier to pull for publishing to OHS Connect. o Potential tags include but are not limited to: #HonorDHS and #DHS14. o OHS HQ hosts run/walk at the NAC followed by remarks from Secretary Kelly and an informal cake cutting ceremony (Mar 1). o All available DHS members in NCR will be encouraged to participate in the event. o Components outside NCR will also be encouraged to celebrate with local events. o In addition to uniforms, wear of official OHS and component -approved appare l will be authorized and encouraged throughout the day at the NAC. o Th is cost effective team building event has the potent ial to set a precedent for an annual run/walk, as we ll as potent ial future events such as a DHS Anniversary Ball. o NAC Run/Walk Event Details (1:30- 3:00pm, Mar 1) o Start finish in vicinity of the NAC flagpole. Route will consist of a repeating circuit (2 loops) inside the NAC perimeter for a total distance of 1.4 miles. o Secretary Kelly leads run/walk with S2 announcing start and participants ringing a ceremonial bell upon completion. o NAC Chape l stairs serve as Secretary Kelly's post-ru n speaking platform. o Cake cutting ceremony will include the DHS's senior-most official (Secretary Kelly) and junior-most official (likely USCG E-2 assigned to the CG Honor Guard). o Timing: : 1330: Commence walk/run 1415: Begin muster of crowd 1430: Secretary Kelly ' s remarks 1445: Cake cutting ceremony 5 POC: LT Pearson, Office of Military Advisor, DHS, r~b-)(_)___ DHS-001-1344-000085 ~ DHS-(DHSHQ)-17-0435-H-000011 Page 012 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000086 DHS-(DHSHQ)-17-0435-H-000012 Page 013 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000087 DHS-(DHSHQ)-17-0435-H-000013 Page 014 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000088 DHS-(DHSHQ)-17-0435-H-000014 Page 015 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000089 DHS-(DHSHQ)-17-0435-H-000015 Page 016 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000090 DHS-(DHSHQ)-17-0435-H-000016 Page 017 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000091 DHS-(DHSHQ)-17-0435-H-000017 Page 018 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000092 DHS-(DHSHQ)-17-0435-H-000018 Page 019 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000093 DHS-(DHSHQ)-17-0435-H-000019 Page 020 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000094 DHS-(DHSHQ)-17-0435-H-000020 Page 021 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000095 DHS-(DHSHQ)-17-0435-H-000021 Page 022 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000096 DHS-(DHSHQ)-17-0435-H-000022 Page 023 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000097 DHS-(DHSHQ)-17-0435-H-000023 Page 024 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000098 DHS-(DHSHQ)-17-0435-H-000024 Page 025 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000099 DHS-(DHSHQ)-17-0435-H-000025 Page 026 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000100 DHS-(DHSHQ)-17-0435-H-000026 Page 027 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000101 DHS-(DHSHQ)-17-0435-H-000027 Page 028 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000102 DHS-(DHSHQ)-17-0435-H-000028 Page 029 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000103 DHS-(DHSHQ)-17-0435-H-000029 Page 030 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000104 DHS-(DHSHQ)-17-0435-H-000030 Page 031 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000105 DHS-(DHSHQ)-17-0435-H-000031 Page 032 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000106 DHS-(DHSHQ)-17-0435-H-000032 Page 033 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000107 DHS-(DHSHQ)-17-0435-H-000033 Page 034 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000108 DHS-(DHSHQ)-17-0435-H-000034 Page 035 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000109 DHS-(DHSHQ)-17-0435-H-000035 Page 036 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000110 DHS-(DHSHQ)-17-0435-H-000036 Page 037 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000111 DHS-(DHSHQ)-17-0435-H-000037 From: I Hoffman, Jonathan ~h\/f;\ kb)(6) I I "Nielsen, Kirstjen f'b )(6) 1/h \/ f,\ "Metzler Alan kb )(6) ~b\/6\ To: "Hami lton Gene kb)(6) kb)/ 6) "Laoan David llh\/ r,1 kb)(6) I I I I I I I Subject: FW: Update inte l statement Date: 2017/0 2/24 16:55: 13 Priority: Normal Type: Note Ap story w the report is up. Calls increasing. From: Christensen, Gillian Sent: Friday, February 24, 2017 4:36:28 PM To: Hoffman, Jonathan; Lapan, David Subject: Update intel statement The seven countries at issue were identified by the previous administration as being countries of great concern for terrorism. Consequently, these countries were the focus of this administration's efforts to DHS-001-1344-000112 DHS-(DHSHQ)-17-0435-H-000038 increase screening for foreign terrorist travel. This is not an issue of administration politics but of keeping America safe from acknow ledged threat s. These seven countries pose a risk to national security due to either 1) Their lack of ability to properly vet their citizens due to the absence of functioning government infrastructure or 2) demonstrated unwillingness to provide adequate information on their citizens who desire to travel to the United States. The duty of the U.S. government is to not ju st rely on past information on terrorist activity but to actively protect the country from potent ial bad actors who could enter the country without proper screening. While DHSwas asked to draft a comprehensive report on the seven countries, the document you 're referencing was commentary from open source reporting versus an official, robust document with thorough interagency sourcing. The I&A report does not include data from other intelligence comm unity sources. It is clear on its face that it is an incomplete product that fails to find evidence of terrorism by simply refusing to look at all the available evidence. Pointed internal discussion about the merits of various intelligence products , and whether they have suffic ient support ing data from the broader intelligence commun ity, is an integral part of developing any officia l DHS intelligence assessme nt. Any suggestion by opponen ts of the president ' s policies that senior DHS intelligence officials would politicize this process or a report's final conclusions is absurd and not factually accurate . The dispute with this product was over sources and quality, not politics. Gillian M . Christensen Press Secretary (Acting) Department of Homeland Security DHS-001-1344-000113 DHS-(DHSHQ)-17-0435-H-000039 ~b)(6) Sender Recipient: I Hoffman, Jonathan tb )(6) (b)(6) "Nielsen, Kirstjen 1/b)/6) I/b \/6\ "Metzler, Alan l(b)(6) I I I I /h \/!-) r "Hamilton, Gene Kb)(6) I I 1/ h \/ fi\ " Lapan, David i/ h )/fi\ 1/b )/6) I I Sent Date: 2017/02/24 16:55: 12 Delivered Date: 2017/02/24 16:55:13 DHS-001-1344-000114 DHS-(DHSHQ)-17-0435-H-000040 Page 041 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000115 DHS-(DHSHQ)-17-0435-H-000041 Page 042 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000116 DHS-(DHSHQ)-17-0435-H-000042 Page 043 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000117 DHS-(DHSHQ)-17-0435-H-000043 Page 044 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000118 DHS-(DHSHQ)-17-0435-H-000044 Page 045 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000119 DHS-(DHSHQ)-17-0435-H-000045 Page 046 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000120 DHS-(DHSHQ)-17-0435-H-000046 Page 047 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000121 DHS-(DHSHQ)-17-0435-H-000047 Page 048 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000122 DHS-(DHSHQ)-17-0435-H-000048 Page 049 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000123 DHS-(DHSHQ)-17-0435-H-000049 Page 050 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000124 DHS-(DHSHQ)-17-0435-H-000050 Page 051 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000125 DHS-(DHSHQ)-17-0435-H-000051 Page 052 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000126 DHS-(DHSHQ)-17-0435-H-000052 Page 053 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000127 DHS-(DHSHQ)-17-0435-H-000053 Page 054 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000128 DHS-(DHSHQ)-17-0435-H-000054 Page 055 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000129 DHS-(DHSHQ)-17-0435-H-000055 Page 056 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000130 DHS-(DHSHQ)-17-0435-H-000056 Page 057 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000131 DHS-(DHSHQ)-17-0435-H-000057 Page 058 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000132 DHS-(DHSHQ)-17-0435-H-000058 Page 059 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000133 DHS-(DHSHQ)-17-0435-H-000059 Page 060 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000134 DHS-(DHSHQ)-17-0435-H-000060 Page 061 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000135 DHS-(DHSHQ)-17-0435-H-000061 Page 062 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000136 DHS-(DHSHQ)-17-0435-H-000062 Page 063 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000137 DHS-(DHSHQ)-17-0435-H-000063 Page 064 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000138 DHS-(DHSHQ)-17-0435-H-000064 Page 065 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000139 DHS-(DHSHQ)-17-0435-H-000065 Page 066 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000140 DHS-(DHSHQ)-17-0435-H-000066 Page 067 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000141 DHS-(DHSHQ)-17-0435-H-000067 Page 068 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000142 DHS-(DHSHQ)-17-0435-H-000068 Page 069 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000143 DHS-(DHSHQ)-17-0435-H-000069 Page 070 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000144 DHS-(DHSHQ)-17-0435-H-000070 Page 071 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000145 DHS-(DHSHQ)-17-0435-H-000071 Page 072 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000146 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DHS-(DHSHQ)-17-0435-H-000079 Page 080 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000154 DHS-(DHSHQ)-17-0435-H-000080 Page 081 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000155 DHS-(DHSHQ)-17-0435-H-000081 Page 082 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000156 DHS-(DHSHQ)-17-0435-H-000082 Page 083 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000157 DHS-(DHSHQ)-17-0435-H-000083 Page 084 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000158 DHS-(DHSHQ)-17-0435-H-000084 Page 085 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000159 DHS-(DHSHQ)-17-0435-H-000085 Page 086 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000160 DHS-(DHSHQ)-17-0435-H-000086 Page 087 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000161 DHS-(DHSHQ)-17-0435-H-000087 Page 088 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000162 DHS-(DHSHQ)-17-0435-H-000088 Page 089 Withheld pursuant to exemption (b)(5) of the Freedom of Informat ion and Privacy Act DHS-001-1344-000163 DHS-(DHSHQ)-17-0435-H-000089 From: I Nielsen, Kirstjen l(b )(6) kb)(6) "Metzler Alan 1/b )/ 6) To: b)(6) I I I Subject: RE: DHS Anniversary Plan and Message Date : 2017/02/23 21:24:38 Priority: Normal Type: Note Based on recommendations- sure From: Metzler, Alan Sent: Thursday, February 23, 2017 8:23:17 PM To: Nielsen, Kirstje n Subject: RE: DHS Anniversary Plan and Message Kirstjen, Jonathan recommends b)(5) l(b)(5) I concur with both. Ready to push out the guidance and announcement tomorrow if you can ask the Secretary. Concern is that we need to get the word out to have a good turnout for the event . Thanks. Hope the trip was successful. Alan From: Nielsen, Kirst je n Sent: Tuesday, February 21, 2017 7:28 PM To: Metzler, Alan fb )(6) ~---------~ Cc: Cissna,Tiffany! Subject: RE: DHSAnniversary Plan and Message Thanks Alan for the reminder Looks good to me- we will likely need to walk so we don't all need a shower at the same time (C) Is there press at the event? Cake cutting? Are we inviting former Secretaries or former officials? From: Metzler, Alan Sent: Tuesday, February 21, 2017 7:11 PM To: Nielsen, Kirstjen 1._ (b_)_(6_) ________ _, Subject: FW: DHSAnniversary Plan and Message DHS-001-1344-000164 DHS-(DHSHQ)-17-0435-H-000090 K, I know it is a routine item, but b)/5) fb )(5) We can do all the comms activities without a run/walk, but it won't have the same sense of tradition without a cake cutting. At a minimum, ~~ b_)(_S_ ) -----------------~ v/r Alan From: Metzler, Alan Sent: Monday, February 20, 2017 8:42 PM To : Nielsen, Kirstjen ~l (b~)(~6~ ) --------~ Subject: FW: DHS Anniversary Plan and Message Forwarding, as we discussed. Another one for the AM. v/r Alan From: Metzler, Alan Sent: Saturday , February 18, 2017 1:01 PM I To: Nielsen, Kirstjen ) "Christensen Gillian ~b\/ 6) kb)(6) I I I I I I I I I Sent Date: 20 17/02/24 15:07:22 DHS-001-1344-000172 DHS-(DHSHQ)-17-0435-H-000098 DHS Secretary Visit to Detroit - Port of Detroit tour highlights Secretary Kelly and Senator Gary Peters , (MI) visited Detroit for a tou r of the Fort Street Cargo Faci lity at the Ambassador Bridge in Detroit. Met upon aITival by Christopher Perry, Detroit Director of Field Operations, Marty Raybon , Assistant Director and port staff. Sec. Kelly was given an ove rview of port operat ions which began with a visit to the commerc ial truck primary where he observed a truck being proce ssed by a CBP Officer including a scan of the primary vehicle and cargo inspect ion system (VACIS). The group moved on to the cargo inspection dock where CBP officers were conduct ing physical exams of unladed cargo. Secretary Kelly asked pe1tinent questions about narcotic concealments and discussed the most frequent types of drugs encountered both on the northern and southern borders. Moving on to the agriculture lab, Sec. Kelly was greeted by Supervisory CBP Agriculture Specialist Joseph Diego who mentioned several of the most encountered agriculture intercepts within the Port of Detroit and answered questions about agricultural pest and plant diseases. The High Energy Gantry system was the next stop on the tour as CBP Officer s Derek McCullough and Louis Hagan exp lained how contraband is discovered by separating organic and inorgan ic mate rials and how this type of technology helps to move cargo more efficiently. The visit to the port concluded with an open press event with DFO introd ucing Senator Peters who spoke on the need to address trade at not only the Ambassador Bridge but both the Blue Water Bridge in Port Huron and the planned Gordie Howe Bridge in Southwest Detroit. Before Secretary Kelly took questions from the media, he spoke about the importance of DHS and CBP 's mission and commended the men and women of CBP for the great work that they do in keeping Amer ica safe. DHS-001-1344-000173 DHS-(DHSHQ)-17-0435-H-000099 I From: Larocco, Lori Ann (NBCUniversa l) i (b)(6) I "Lapan, David jib \/ 6 ) [/b)/6) To: ,,r;iea1a Inquuy ~b)(6) h)l h l I ? Subject : RE: CNBC-INTERVIEWFORTOMORROW Date: 2017/03/28 13:24:36 Type : Note Thanks David for the clarification. The Conference of Mayors highlighted the sanctuary city mayors so that's why I pitched it like that. No worries on tomorrow. We would love to have hi m any t ime. Please let me know what works in the future. Have a wonderful day! Lori Ann Lori Ann LaRocco Sr. Talent Producer Author, "Opportunity Economy" fb)(6) l_______ .... 0 =-= JI Knocking ", " Dynasties of the Sea", "Thriving in the New I __.1 ? Follow Us @loriannlarocco en be-logo DHS-001-1344-000174 DHS-(DHSHQ)-17-0435-H-000100 First in Business Worldwide l(b)(6) From: Lapan, David t._b_ )(_6)_________ _. Sent: Tuesday, March 28, 2017 1:09 PM