This Week in USBP History, Vol. 71

January 8 - January 14

San Diego Sector Retention Survey

Good morning!
 
Welcome to another This Week in USBP History!
 
This week, there was a conversation on the Agents' Forum that began with a post about a retention survey that San Diego Sector has recently initiated.  As that conversation progressed, a forum member asked if anyone had any information about what the Patrol was doing or planned to do to retain employees.
 
No one had any information.  Further, the consensus was that this survey would not lead to anything of value for the workforce.  That sentiment is very understandable.  The Patrol has done horribly on the Federal Employee Viewpoint Survey (FEVS) for over a decade without out using those results to drive beneficial change for the workforce.
 
To the topic of retention initiatives, several months ago, several HQ leaders, including Deputy Chief Hudak, conducted a virtual town hall...  Chief Hudak answered a question about what, if anything, the Patrol was doing to retain employees.  His only response was that the Patrol did not have funding for retention bonuses.  Every study of which I am aware demonstrates that retention bonuses are ineffective.  That throwing money at unhappy employees will not retain them, it will only prolong the inevitable.  Unhappy employees are going to leave.

Years ago, as part of the 5th attempt to create USBP Doctrine, the team decided that it was important to define Esprit de Corps in the USBP context.  Below is that definition and pings against "morale".  I think it so important that I include it in every newsletter!
 
Esprit de Corps
The workplace climate resulting from a combination of organizational pride and employee morale. 

• Organizational pride is the positive feeling experienced by employees from being part of a team that is rich in history, tradition and culture. 
• Employee morale is the feeling experienced by employees based in part on their perception of being valued by the organization, fairly compensated and performing meaningful work.  

Esprit de corps is reinforced through the shared goals, mission and values of the organization and its employees.
 
So, when I hear that employees are unhappy, morale is low or there is general disengagement, I think that the definition above is a good tool. Before something can be fixed or improved, it must be acknowledged that it is broken or lacking. Define the problem:

• What are the employees' perceptions:
  • Do they feel valued?
    • This is a huge bucket that includes communication, training, policies, etc...
  • Do they feel fair compensated?
    • Other than overtime opportunities, this is largely outside of USBP, CBP and DHS control.
  • Do they feel they are performing meaningful work?
    • I think there are three parts to this:

1. The employee understands the supervisor and agrees that the work is important.  If the employee disagrees, either the supervisor has not described the importance of the work adequately or the USBP might not be a good fit for the employee.
2. The supervisor is able to describe the value of the work to the employee.
   • This is especially challenging when employees have the perception that political appointees and elected officials care about neither the Patrol nor its mission.
   • The Patrol's leaders must explain the importance of the work even when great numbers of people illegally enter the United States and are released.
3. The assigned work has actual need/value.
   • Is there a disconnect between the employee and organization concerning goals, mission and values?
     • Does the organization need to redefine goals, mission and values, or
     • Has the employee gotten a job that isn't a good match for them?

 
The FEVS shows that the workforce has been unhappy for over a decade.  The most recent FEVS has CBP at 419 out of 432. The Patrol started to do something about it in 2016 with the USBP Human Capital Survey (HCS).  The Patrol used the HCS to identify initiatives based on employees responses that pinged some of the stuff above.  It was under the HCS that I was able to create the USBP Honorary Awards and research USBP History​.  But the initiatives lost momentum when Chief Provost retired.
 
Example of the loss of momentum are evident with the Awards Program.   It was transferred to HQ's Workforce Management Division and is a collateral duty assigned not to an agent, but to a professional staff employee.  Based on a lack of social media posts of USBP employees receiving recognition, it appears the program is falling into disuse which means employees aren't being valued with formal recognition even though this is an important program to improve employee morale.
 
Another example of the loss of momentum is the History Program.  Although it was assigned to an Assistant Chief, I am unaware of the program conducting any research or issuing products in over two years!  This is an important program to improve organizational pride.
 
Nevertheless, I will continue to do my best to promote organizational pride by highlighting USBP History in these newsletters, the Honor First History Blog and by updating the website history pages.  I will continue to promote USBP culture and employee morale by highlighting those who Uphold Honor First,​ and Newton-Azrak Award action anniversaries.

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Graphic used to promote the USBP History Blog

Graphic used to announce Newton-Azrak Award action anniversaries

There's an awful lot of people being in charge, and very few people taking care of those in their charge.  At the same time, the Patrol has a lot of people who are managers of the mission and very few who are stepping forward as leaders of people.
 
Now to history!
 
This week starts with a 1930 memo that indicates the beginnings of the Patrol's first formal training in the El Paso District.  There was a gunfight in El Paso City in 1931 which included famed Patrol Inspector Charles Askins.  There's a 1941 document concerning the transitioning from the Department of Labor badges to Department of Justice badges.  And it was this week in 1984 the Patrol promoted its first female agent to be a Supervisory Border Patrol Agent.
 
There are no Newton-Azrak Award action anniversaries or and anniversaries of fallen personnel this week.

​Have a great week!

Cliff
PS - 

• As an open and continuous invitation to current and former USBP employees, I am always accepting photos to post in the USBP Photo Galleries and in the Upholding Honor First pages.  I sure would appreciate you visiting those pages and sending me anything that you think I could post (just send them to [email protected]).
• As always, make sure to explore all of the hyperlinks to documents and pages.
• Finally, please forward this blog to whomever you think may enjoy it.

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Esprit de Corps
 
The workplace climate resulting from a combination of organizational pride and employee morale.

• Organizational pride is the positive feeling experienced by employees from being part of a meaningful team that is rich in history, tradition and culture.
• Employee morale is the feeling experienced by employee based in part on their perception of:
  • Being valued by the organization,
  • Fairly compensated, and
  • Performing meaningful work.

 
Esprit de corps is reinforced through the shared goals, mission and values of the organization and its employees.

The definition turns Esprit de Corps into a simple formula and defines parts that comprise organizational pride and employee morale.

Esprit de Corps = Organizational Pride + Employee Morale

Esprit de Corps is the key to a healthy organization and engaged employees.

​Honor First is foundational to the Border Patrol's organizational pride and integral to its Esprit de Corps.

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Documents/Events

1930

• On January 13, 1930, El Paso District Director Grover Cleveland Wilmoth (1884-1951) wrote a memo to the Commissioner-General concerning training the employees in his district which covers modern-day Tucson, El Paso and Big Bend Sectors.  The memo concentrated on Spanish instruction but also mentioned a law manual which could be carried by officers. This memo demonstrates the importance in training that the El Paso District placed on training.  Within 5 years, the El Paso District would create a training school at Camp Chigas (click on the document to see its location), the location of the El Paso Sub-district HQ and the El Paso Station. 
  • See these early documents from the district:
    • 1930 Patrol Inspector handbook
    • Examples of early Spanish training here and here
  • It should be noted, Grover Wilmoth was an employee of the Immigration Service/Immigration and Naturalization Service from January 20, 1908, until his death on January 21, 1951, 43 years!  He became the District Director of the El Paso District in 1926. He was the El Paso District Director 1926-1951. 
    • He was the supervisor of future Chiefs of the Border Patrol George Harris  (1876-1941), John W. Nelson (1906-1979) and N. Donald Collaer (1896-1977).
    • He submitted plans for border fences and provided opinions of immigration enforcement activities that were felt nationwide. 
    • In the position, every decision and initiative originating from his district was influenced and approved by him, to include:
      • The National Border Patrol Academy in 1936
      • The El Paso District training school sometime between 1930-1934.
      • The Border Patrol motto - Honor First
  • Grover Wilmoth is the one of the most, if not the most, influential person to the development of U.S. Border Patrol’s culture in the 1920’s and 1930’s.

1931

• On January 10, 1931, in El Paso, Texas, Senior Patrol Inspector Ammon Meshach Tenney III (1897-1961) and Patrol Inspector Charles Askins, Jr.​ (1907-1999) engaged in a gunfight with smugglers where approximately 12 rounds were fired and no injuries reported.  See this file for the cover memo and sworn statements describing the incident.

1941

• On January 9, 1941, most likely in anticipation of changing from Department of Labor to Department of Justice badges, Assistant to the Attorney General Lemuel B. Schofield (1882-1955) issued a memo stating that if the, “…loss of a badge or credentials occurred through carelessness or negligence, the Central Office will take such disciplinary action as the circumstances surrounding the loss may seem to warrant, but in no instance will the penalty be less than suspension from duty and pay for a period of two days…” Plus, the officer would be required to pay for the lost items.
  • Since April 4, 1928, the badges, cap insignia and buttons for Patrol Inspectors were, “Oxidized silver for Patrol Inspectors and Senior Patrol Inspectors; gilt as at present, for Chief Patrol Inspectors and Assistant Superintendents.” 
  • Although they are known to have existed, there are no known examples of Department of Labor, gilt (gold) Patrol Inspector badges.  My guess is that the tenants of Honor First prevailed, and all old Department of Labor badges were turned in by the employees (none “lost” as keepsakes), with the old badges destroyed by the Central Office.
  • Numerous newspaper articles describe an intense investigation of Schofield's estate after his death.  Reports state that he had not filed federal income tax for nearly six years and owed nearly $1,000,000 in back taxes and penalties.

1943

• See the documents in the file to see the Organizational Chart and map of all the District 13 employees and work locations.  District 13 was the St. Paul District and primarily included the modern-day Grand Forks Sector.

1954

• In the early 1950’s, there was a significant initiative to construct fencing on the border with Mexico.  This document from January 11, 1954, shows the specifications of one of the proposals.

1984

• January 8, 1984 - First Female Supervisory Border Patrol Agent (SBPA)
  • The next significant milestone would be the promotion of Carol Anne Fetty to Supervisory Border Patrol Agent on January 8, 1984 at the Brown Field Station in Chula Vista Sector, soon to be renamed the San Diego Sector. SBPA Fetty had entered on duty with Session 116 of the U.S. Border Patrol Academy on August 1, 1977. At the time of her promotion, there were 60 female Border Patrol Agents nationwide and INS Commissioner Nelson (1933-1997) made note of the significance of SBPA Fetty’s promotion in the Commissioner’s Communique also recognizing that she was the mother of four teenagers. Chula Vista Sector Chief Patrol Agent Alan Eliason and former CPA Gene Wood did the honors of pinning on SBPA Fetty’s supervisory bars.
    • From draft copy of - HONOR FIRST:  The Story of the United States Border Patrol - Volume III by Joseph Banco

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Newton-Azrak Award Action Anniversaries

​Follow this link to see examples of USBP employees Upholding Honor First.

• An organization’s values are codified in its awards system. Recognizing the achievements, service and heroism of employees is important.  It is critical for those in positions of leadership to value the workforce.  Awards are a fundamental manner for leaders to demonstrate appreciation to the workforce for upholding the organizational values. – U.S. Border Patrol Honorary Awards

The USBP Newton-Azrak Award Scroll

There are no Newton-Azrak Award action anniversaries for the week.  However, I would like to take the opportunity to use myself as an example of the importance of recognizing the past actions of employees..
 
On January 13, 2000, I was involved in a harrowing, nighttime, swift water rescue of two people (a brother and a sister).  For that action, I was recognized with a $100 cash award and declared Agent of the Month.  Fair to say, that should be considered an under-recognition for any employee risking their life in such a circumstance. However, at the time, it was the best those supervisors could offer.
 
In 2018, the USBP Honorary Awards policy enabled the Patrol to correct past wrongs through the two separate sections below.  In an example of the USBP valuing its workforce and upholding Honor First, my action was recognized 19 years later with the USBP Commendation with a “V” device, the Patrol’s second highest award for heroism.  This was and is possible because the USBP Honorary Awards policy allows the Border Patrol to take care of its employees by recognizing past actions with the following two sections:  

• Section 4.14 of the policy allows any current employee that has under-recognized or unrecognized acts of heroism to be nominated, approved and presented the appropriate Honorary Award using the modern criteria. 
• Section 5.3 of the policy allows any current employee that has received a significant past recognition to be nominated, approved and presented the appropriate Honorary Award using the modern criteria.

Clifford A. Gill – award set
Citation for extraordinary heroism
On January 13, 2000, while performing line watch duties near Laredo, TX, Agent Gill observed two subjects struggling to stay afloat in the Rio Grande River.  At great personal risk, Agent Gill entered the river to rescue the individuals who were facing certain death.  Upon reaching the victims, he kept them both above water by lifting them over his head while submerging himself.  He remained underwater gaining footholds the river boom to propel them to the riverbank, only surfacing to take gasping breaths.  Agent Gill's actions brought great credit to himself and the United States Border Patrol.

Clifford Gill's USBP Commendation Medal with "V" device award set

That was my story, how many others are there that have not been recognized?  Before I retired, I actively sought every opportunity to nominate employees for USBP Honorary Awards.  I found and nominated approximately 750 employees whose significant past actions were unrecognized or under-recognized.  It is the responsibility of the USBP Workforce Management Division to pursue opportunities to value the workforce since they managed the USBP Honorary Awards Program.

​I hope that the nominations for past events that Chief Ortiz had originally rejected, which disapproved 370 employees from receiving USBP Honorary Awards, are moving forward.  See this blog​ where I commend Chief Ortiz for having the strength to change his decision, and for providing an example of valuing the workforce that should be emulated in the sectors. 

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U.S. Border Patrol Badge with a Mourning Band

USBP Fallen

As of December 7, 2022, the U.S. Border Patrol has suffered 153* fallen.
Titles:

• 3 Mounted Watchmen fell before 1924 and are carried as Border Patrol fallen
• 48 Border Patrol Inspectors fell between 1924 and 1970
• 101 Border Patrol Agents have fallen since 1970
• 1 Enforcement Analysis Specialist

 
The names that appear below hold a place of honor. They have made the ultimate sacrifice in an effort to fulfill the oath each officer took to protect and defend the United States of America.
 
The facts regarding each officer are presented without major editing of the "language of the day" found in the reports detailing the circumstances of each event. This is done to provide the reader an association with historical timeframes.
 
Employees who died in the line of duty due to being exposed to deadly illnesses will not have the cause of death listed.
 
I will note that Border Patrol Agent John Charles Gigax is not recognized as officially fallen by Customs and Border Protection or the U.S. Border Patrol. The Border Patrol Foundation and the Border Patrol Museum also fail to recognize him. He is remembered by all except organizations containing "Border Patrol" in their title. He is remembered by the:

• National Law Enforcement Officer Memorial (see this link),
• Officer Down memorial Page (see this link), and
• Texas Peace Officer's Memorial (see this link).

 
The U.S. Border Patrol, the Border Patrol Foundation, and the Border Patrol Museum should fix their oversight. 
 
HonorFirst.com remembers and lists Agent Gigax among the fallen.

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Fallen Border Patrol Agent John Charles Gigax's tombstone. Fallen Border Patrol Agent Jason C. Panides' tombstone in is the background.

There are no anniversaries of fallen USBP personnel for the week.