FEMA's New Mandate: Workforce Overhaul Plan Due in One Year, Updated Every Three

The "Federal Emergency Mobilization Accountability (FEMA) Workforce Planning Act" mandates that FEMA create and stick to a detailed workforce plan, aiming to make the agency more effective at handling emergencies. Here's the breakdown:

Revamping the Ranks

This law requires FEMA's Administrator to develop a comprehensive human capital operating plan within one year of the law's enactment, and then update it every three years. This isn't just paperwork; it's about ensuring FEMA has the right people with the right skills when disasters hit. The plan has to be submitted to the Senate Committee on Homeland Security and Governmental Affairs and the House Committee on Transportation and Infrastructure. (SEC. 2)

What's in the Plan?

The plan needs to lay out clear performance measures tied to agency goals, like filling staffing and skills gaps. Think of it like a detailed roadmap showing how FEMA plans to get from where it is now to where it needs to be. It also has to detail the types of employees FEMA has, and do a full cost analysis of implementing the plan, along with strategies to keep things cost-efficient. (SEC. 2)

Filling the Gaps

One of the biggest parts of this plan is figuring out where FEMA is falling short. The law requires an analysis of current workforce gaps – basically, what skills are needed to fulfill FEMA's mission, what skills they currently have, and what they expect to need in the future. For example, if FEMA anticipates needing more experts in cyber security due to increasing threats to infrastructure, that needs to be in the plan. (SEC. 2)

Then, they need a plan of action to address those gaps. This includes how they'll recruit and retain people with critical and emerging skills, what kind of training they'll provide, and how they'll make sure they're not discriminating based on political affiliation. (SEC. 2)

Beyond FEMA Employees

The plan also needs to address non-FEMA employees in the Surge Capacity Force, including how many there are and how they're deployed after major disasters. It covers things like how long employees are staying with the agency (average tenure), how many are leaving (attrition data), and what FEMA is doing to prevent discrimination and harassment. They also need to track how long it takes to hire new employees. (SEC. 2)

Outside Review

To make sure FEMA isn't just grading its own homework, the Comptroller General has to submit a report within 180 days of the plan's submission. This report will analyze whether the plan actually meets the requirements of the law and offer recommendations for future plans. (SEC. 2)

The Bottom Line (Without Extra Funding)

It is important to note, the bill explicitly states that no additional funds are authorized to carry out this Act. (SEC. 2) So, FEMA has to figure out how to do all of this within its existing budget. This focus on efficiency could be good news for taxpayers, but it also means FEMA will have to be smart about how it allocates resources.

Ultimately, this bill is about making sure FEMA is prepared to handle emergencies effectively and efficiently. By requiring detailed workforce planning and regular reviews, it aims to hold the agency accountable and ensure it has the people and skills it needs to protect the public.