Northern Border Staffing Bill Mandates New DHS Plans to Avoid 400% Retirement Surge by 2028

The Northern Border Security and Staffing Reform Act is a direct response to a looming crisis at our northern ports of entry. This bill mandates that the Department of Homeland Security (DHS) immediately update its threat analysis to address severe staffing shortages and an anticipated wave of retirements within Customs and Border Protection (CBP).

Right now, CBP is already short about 5,800 officers nationwide. The big problem is that a special retirement plan from 2008 means a massive 400 percent spike in retirements is expected to hit CBP starting in 2028. This bill forces DHS to stop waiting and start planning for that staffing cliff, especially in the cold, isolated areas along the northern border where recruiting is already tough due to harsh conditions and housing issues (SEC. 2).

The Staffing Cliff and the Five-Year Check-Up

Think of this as Congress forcing a much-needed strategic planning session. The bill requires a comprehensive threat analysis to be completed within 180 days of enactment, with mandatory updates every five years thereafter (SEC. 3). This isn't just about counting agents; the analysis must specifically look at how many officers and agents are currently working versus how many are needed, and detail the risks posed by future retirement waves.

Crucially, the analysis must also investigate the unique housing problems faced by CBP staff along the northern border, a factor that makes it notoriously hard to retain personnel. For instance, if you’re an officer being transferred to a remote port of entry in Montana or Maine, finding affordable housing can be a nightmare—and this bill makes DHS address that practical barrier directly.

Incentives on the Table: Bonuses and Loan Repayment

The Secretary of Homeland Security is now required to provide a current plan to handle these staffing issues and shortages. More importantly, they must assess the practicality of using specific financial tools to fix the problem (SEC. 3). This means looking hard at whether they should use direct hire authority, offer recruitment, retention, and relocation bonuses, and utilize student loan repayment programs to lure qualified people to the northern border.

For a young professional with student debt, a federal job that includes a loan repayment option could be the deciding factor in taking a job in a remote location. This assessment forces DHS to put real numbers next to these incentives, moving beyond just talking about recruitment to actively planning how to pay for it.

Focusing on Local Talent

One of the most practical requirements in this bill is the focus on “local recruiting plans.” The bill defines this as encouraging, recruiting, hiring, assisting, and mentoring qualified candidates who already live near the northern ports of entry (SEC. 3). This makes perfect sense: someone who grew up in the area is already used to the climate, has family nearby, and understands the community, making them far more likely to stick around than an officer transferred from a major city.

While this bill is heavy on analysis and planning, that’s exactly what’s needed to head off the 2028 retirement surge. It mandates that the government move past identifying the problem and start creating actionable, funded solutions—including using financial incentives—to ensure our northern ports of entry remain fully staffed and operational.