Homeland Security in the United States - Case Study Example

Homeland Security in the United States Introduction Getting the homeland national security right is among the most challenging tasks in Washington. One of the problems is rooted in universal satisfaction and grounded politics, which have often caused Washington not to work efficiently. Defending the country remains a challenge as proven by a number of thwarted attacks by terrorists. Even though America has made significant steps in some factors of security in the homeland, attempts in other regions have fallen short, and they need to be readdressed. Overview Defending the country against its enemies is the first and a significant commitment of the United States government. In order for the threats to be thwarted, one of the major arsenals that are used is the homeland security (Chertoff, 2009). One of the severest risks of the United States lies at the radicalism and technology crossroads. The United States homeland security is charged with guarding the nation as its primary responsibility. Its chief duties is to prevent attacks by terrorists within America, reducing the susceptibility of the country to terrorism and reducing damages that might be caused by probable attacks and natural disasters. The homeland security department unifies nonmilitary government agencies that were formerly dispersed and responsible for numerous functions that are correlated with America Security (Chertoff, 2009). The homeland security department, an outgrowth of the homeland security office, established by former President W. Bush after the September 2001 September attack was created by the Homeland Security Department Act of 2002. The department was established due to a strong congressional backing, for a novel state department that would amalgamate diverse and overlaying security functions of the state. The work of the homeland security department is to prepare for and respond to emergency situations of the nation, with a stress on averting attacks from terrorists, Chellino et al. (2009), asserts. The Department, which was established in 2003 in the month of January, has undergone constant alterations. One of the reasons behind the changes being negative public scrutiny to protect the homeland as demonstrated by both public and department of homeland employees surveys. With the presidential election on the horizon, the leadership of the Homeland Security should turn over responsibility, for managing this multifaceted and challenging organization to a novel team (Stern, 2015). The contemporary history has validated that political transitions have presented an opening for terrorists, to exploit supposed weaknesses in the capability of a nation to sense, dissuade, prevent or react to terrorist attacks. In fact, concerns have been raised about future transitions impact, on the capacity of the government to deal with terrorist attacks. Getting the presidential team has been a sluggish process in the past. Therefore, homeland security should push for alterations so that the country is not left susceptible to this type of delays. The nation is soon going to face a presidential transition (Chellino et al., 2009). Recommendations The recommendations are necessary steps in developing the right homeland security in the United States. The recommendations should be enduring and efficient. The past decade experience should be an improved guide to the future (Mayer, Carafano& Zuckerman, 2011). The recommendations are allocated into seven extensive categories as outlined by Chellino et al. (2009) below; Threat awareness- the retiring homeland security leadership should work with the partners in media to educate and inform the public. Teachings should be that a time of sharp threat is possible before, during and shortly after the presidential balloting, and during the period of transition. Leadership- the retiring leadership should provide the individuals nominated by the president with the best practices and lessons that are learned, both domestically and internationally, from examination of incidents during the transition of leadership. The retiring leadership should work with the individuals nominated by the president, the Senate and the senior staff before the election to institute a process that is accelerated, for handling appointments and confirmation of critical appointments. Additionally, they should also encourage all the nominees of the president, and acquire where possible the current political appointees’ commitment to remain till the end of the existing administration. Furthermore, Incoming Leadership should recommend and seek approval by the congress of the new homeland security secretary. Congressional oversight/action should act with a similar sense of urgency in considering and approving expeditiously the appointed homeland security secretary. They should also pass a financial budget much sooner than the previous presidential transition times for the department of homeland security to avoid adverse impacts, on operations and training that might result from the ongoing resolutions. Policy- the retiring leadership should carry on encouraging the partners of homeland security to back and take part in the efforts of the transition. They should also highlight crucial policies with measurable benchmarks that are supposed to be addressed before the change of administration. Operations-the retiring leadership should carry on backing the state fusion center’s establishment. They should also develop a communications strategy that is clear and concise, for the planning of the presidential transition and increase the synchronization, through the representatives of the media. Succession- the retiring leadership should continue to make sure that all significant current positions, filled by appointees have the support of the senior level career personnel. It will ensure operational continuity and a smoother process of transition. Objectives The objectives below are to help the homeland security department pinpoint and remedy leadership, and loopholes of the management that exist currently or could come up during the presidential changeover (Chellino et al., 2009). The objectives are: To evaluate the suitability of the total number of senior staff for the homeland security department. To assess the allocation of the department between career and non-career senior staff. To make a comparison of the homeland security department with correspondingly structured career and non-career agencies. To identify loopholes in the career senior leadership structure department, including dangers that are related to changing leadership during a presidential transition. To evaluate the competence of career senior executive service and other career training development programs of training as they are linked to a presidential transition. To compare the transition training programs of the homeland security with those of a corresponding cabinet level agency that is structured. To review the planning of the homeland security for the presidential transition and recommend changes to address any loopholes. Four principles of leadership to shape change and improve homeland security and emergency management policies and practices The homeland security leadership should ensure that they protect the constitutional rights and the American values. They should always respect and preserve the rights of the citizens protected by the Constitution, and protect the citizens and visitors’ privacy. They should also build trust through partnerships and collaboration. This is because they can only succeed with the assistance of all government levels, the academia, the general public and the private sector. It will ensure that they are a trustworthy partner in building defenses and national resilience that are active layered. Additionally, the homeland security department should also make use of qualitative and quantitative risk assessments, to inform resource decisions (Homeland Security, 2008). The leadership should also ensure accountability so that, they attain their goals through the human capital management system that will encourage innovation, recognition, teamwork and mutual respect. Furthermore, the homeland security leadership should work as an integrated response team since it was formed to unify the capacity of the federal government to deal with major disasters, emergencies, and terrorist attacks. Working as an integrated team can be achieved through forging a single entity working together to secure the nation. Lastly, the leadership should embrace flexibility since the measures of security response and preparedness, are always capable of meeting varied needs in a world that is changing (Homeland Security, 2008). Conclusion An effective homeland security needs a more decentralized approach to working with the national and local government. With the presidential election looming, the country should take significant strides in frustrating financing and travel of terrorists. It should also make use of the best intelligence and go on with deliberation. References Chellino, F et al. (2009). Addressing the 2009 Presidential Transition at the Department of Homeland Security. Academy Fellow Chertoff, M (2009). Homeland Security: Assessing the First Five Years. Homeland Security. (2008). One Team, One Mission, Securing our Homeland US Department of Homeland Security Strategic Plan Fiscal Years 2008-2013. Mayer, M. A, Carafano, J. J & Zuckerman, J. (2011). Homeland Security 4.0: Overcoming Centralization, Complacency, and Politics Stern, E. (2015). Designing Crisis Management Training and Exercises for Strategic Leaders. A Swedish and United States Collaborative Project. Elanders Sverige AB, Stockholm: Printing House: Read More