BOX S-1
Committee on Department of Homeland Security Workforce Resilience Statement of Task

An ad hoc committee will conduct a study and prepare a report on how to improve the resilience (physical and mental well-being) of the Department of Homeland Security (DHS) workforce, and identify the elements of a 5-year strategic plan for the DHSTogether program. The report will build on existing analysis of current capabilities, best-known practices, and gaps in current resilience programs. Specifically, the committee will

•   Explore existing tools for improved workforce resilience, including a review of employer resilience programs which includes, but not exclusively, military and law enforcement.

o   Assess current policies, programs, activities, and resources that address employee resilience across DHS.

•   Identify resilience gaps in the DHS workforce and recommend activities to close those gaps.

•   Develop the elements of a 5-year strategic plan with year-by-year recommended activities to close those gaps.

o   Priority activities will be identified based on potential impact, to enable DHS to make choices based on the value of the activity.

•   Identify measures and metrics to track continuous improvements and to mark successful implementation of DHSTogether and the improving resilience of the DHS workforce.

Overview of the Report

In the opening chapter, the committee provides background information on the history and makeup of DHS and the workforce challenges that it faces, an overview of the study process and of how the committee addressed its task, and background information on DHS’s current initiatives and programs related to workforce resilience, including efforts related to employee engagement, employee assistance, and peer support. Chapter 2 discusses the definitions of readiness and resilience, provides a vision for the DHS workforce readiness and resilience effort, outlines the preconditions for and goals of a successful program, and offers recommendations on the roles, responsibilities, and authorities needed for workforce readiness and improvement. Chapter 3 discusses and offers recommendations regarding leadership development and organizational communication and discusses how culture is intertwined with both. Chapter 4 offers a framework and recommendations for assessing, evaluating, and reporting on the



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