By Institute of Medicine, Board on Health Sciences Policy, Committee on Department of Homeland Security Workforce Resilience

The duties of the dept of fatherland safety (DHS) diversity from fighting international and family terrorist assaults; securing the nation's borders; safeguarding transportation platforms; responding to typical mess ups; nuclear detection; and extra. Created in 2002 from a merger that quickly integrated elements of 8 cupboard departments and 22 govt enterprises, DHS has struggled to combine its various elements and their exact cultures. whereas DHS is especially comprehensive at acting its many missions, the character of the DHS paintings atmosphere is inherently demanding, and staff be afflicted by low morale.

A prepared and Resilient group for the dep. of place of birth defense: retaining America's entrance Line experiences present staff resilience efforts, identifies gaps, and gives ideas for a 5-year technique to increase DHSTogether, the present DHS team resilience software. This record stresses the significance of sturdy management, communique, dimension, and overview within the association and recommends content material for a 5-year plan that might advertise centralized strategic path and source funding to enhance readiness and resilience on the division.

While all DHS part organisations proportion a standard undertaking, every one have detailed roles with diversified stressors hooked up, making implementation of an organization-wide resilience or well being software tricky. The strategies of A prepared and Resilient team for the dep. of place of origin Security define how DHS can concentration its efforts on making a universal tradition of staff readiness and resilience, whereas spotting the certain, proud, celebrated cultures of its part organisations.

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Additional info for A Ready and Resilient Workforce for the Department of Homeland Security: Protecting America's Front Line

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A human capital focus emphasizes measurement and analysis, looks at return on investment, and aligns workforce decisions with agency mission and goals. The human capital paradigm (as opposed to traditional “human resources”) focuses on the importance of people for an organization’s success and sees the workforce as an investment, not an expense. A ready and resilient workforce will benefit DHS as a whole and result in improved staff performance, productivity,7 and output by reducing absenteeism,8 improving presenteeism,9 and increasing morale.

The center runs 24 hours a day everyday. To work in the NOC, almost everyone is required to have at least a minimum level of security clearance, and those responsible for “watch and warning” require a top-secret or higher clearance. Working in the NOC can go from tedious and slow to extremely highpressure in a matter of moments. Each of the operational components has an operation center as well. Shift schedules, which can change within a given month, can contribute to burnout, poor sleep, and ultimately poor performance.

SOURCE: DHS, 2013. consists of seven core operating components2 and 18 supporting offices and directorates. It constitutes the largest government reorganization since the creation of the Department of Defense (DoD). The establishment of DHS was unusual in its size and scope, and it is now the thirdlargest federal department, behind DoD and the Department of Veterans Affairs. DHS was ordered by Congress to start up quickly after its en2 US Citizenship and Immigration Services, US Coast Guard, US Customs and Border Protection, Federal Emergency Management Agency, US Immigration and Customs Enforcement, US Secret Service, and Transportation Security Administration.

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