Review of the Immigration Control
Officer Network – Final Report
3.5 Personnel Selection Process
The personnel selection process for ICOs has evolved over the past several years. One positive development is the involvement of the Enforcement Branch in establishing the requirements for ICOs, by identifying the characteristics and skills individuals require on a mission-by-mission basis. The program managers also provide some input on the skills and characteristics required of individuals, given local conditions.
Based on the input from IR and the program managers, IR selects individuals for ICO positions. The continued involvement of the Enforcement Branch and program managers in establishing the profile for each ICO is very important to the success of the program and should be encouraged.
It is important to understand that the selection of individuals for postings is not based only on criteria provided by the Enforcement Branch and program managers. IR must consider other factors in its decision-making process, including, but not limited to, the following:
- career development for foreign service officers (FSOs);
- rotation; and
- personal issues and desires of the individual.
Therefore, the focus is on getting the best candidate.
Recommendation 8
The current role of IR in the selection process should be preserved, and the Enforcement Branch, the Case Management Branch and immigration program managers should be engaged early to continue to provide specific criteria (for skills and characteristics) to IR for ICOs on a mission-by-mission basis. In turn, the Enforcement Branch and the Case Management Branch should hold IR accountable for the delivery of its programs, based on the expectations agreed to during the annual planning process.
Management Response
Management agrees with the recommendation and will commit to a consultation process as early as feasible in the process.
- Date Modified:
