Requirements
Conditions of employment
- You must be a U.S. Citizen to apply for this position
- Males born after 12/31/1959 must be registered with Selective Service
- You may be required to pass a background investigation and/or polygraph
- CBP follows the DHS Drug-Free Workplace Plan for drug testing procedures
- You must be able to meet job-related medical and/or fitness standards
Who May Apply:
- Current 1896: GL-5, GL-7, GL-9, GS-11 & GS-12 Border Patrol Agents in the Bargaining Unit (NBPC/Union) (Agents who are currently serving on a temporary detail or temporary promotion that is non-bargaining and is 120 days or less are eligible for reassignment under this program) who also:
- Has a minimum of 2 years in service with the agency
- Is not to be the subject of:
- Any pending Performance Improvement Plan (PIP)
- Proposed action of suspension of 7 or more days or termination
- Any open investigation being conducted by OIG or an investigation being conducted by OPR for an allegation which, if sustained, the employee would typically receive a proposal of an adverse action (15 days or more)
- A Last Chance Agreement as of 07/10/2026
- Three or more disciplinary actions or a single adverse action (15-day suspension or more) within the last 2 years as of 07/10/2026
- Has not received a funded relocation in the past 4 years, or within 2 years for remote locations
- Has not received a reassignment (funded or non-funded) under the Operational Mobility Program in the past 4 years, or within 2 years for remote locations
- Has not declined an offer under the Operational Mobility Program in the last 2 years
- Has not accepted an offer under the Operational Mobility Program in the last 4 years, or within 2 years for remote locations
- Able to perform all the required duties of the Border Patrol Agent position description
- Has passed their applicable probationary period
- Is not serving as a Reemployed Annuitant
- View common definitions of terms in this announcement.
You must:
- Meet all qualification requirements, subject to verification at any stage of the application process.
- If you are promoted above the journeyman level Border Patrol Agent GS-12 grade level at any time between the open/close dates of this announcement or before the established enter on duty date, or you make any other changes to your career that cause you to no longer meet the eligibility requirements for this program, you will lose consideration for this reassignment opportunity.
Qualifications
***Funded Operational Mobility reassignments are contingent upon the availability of relocation budget funds. It is important to note that budgetary funding during any particular cycle of Operational Mobility IS NOT guaranteed. This includes any additional funding during this particular cycle.***
You qualify for this position if you are currently serving as a Border Patrol Agent that is a member of the bargaining unit (i.e., eligible to be a member of NBPC/Union), within U.S. Customs and Border Protection. This experience must demonstrate responsibility for applying a comprehensive range of Federal laws, rules, regulations and procedures aimed at preventing the illegal entry of noncitizens into the United States by land, water, or air. If you are selected for this reassignment opportunity, you will be ineligible for a funded reassignment to a new duty location under the Operational Mobility or any other relocation program for a period of 4 calendar years after reporting to the new duty location.
Qualifications by Closing Date: You must meet all qualification requirements and eligibility requirements by 07/10/2026. Please note that qualification and eligibility claims will be subject to verification through a review of your application. This verification could occur at any stage of the application process. Falsification of your application will remove you from consideration and could subject you to disciplinary action.
Relocation Expenses and GSA Lump Sum (VRP) Payments: Agents relocating as a part of the Operational Mobility Program will receive the following lump sum amount, depending on their status. These lump sum payments are in lieu of any other relocation payments, the home buyout is not included under this relocation.
- $13,600 for one-person households who do not own a home.
- $25,625 for multiple person households who do not own a home.
- $36,175 for one-person households who own a home.
- $48,175 for multiple person households who own a home.
These lump sum amounts are before taxes. CBP will treat the entire lump sum as fully taxable and accordingly will use the flat rate method for withholding appropriate Federal Income Taxes, FICA and Medicare. All lump sum payments will be received through direct deposit.
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GSA Lump Sum (VRP) Verification Process has been established. Please be informed that, within 90 days after your report date, you will be requested to provide valid documentation confirming that you have established a residence closer to the new duty location. Further information on this process will be provided during the selection process.
Agents relocating into or out of Puerto Rico will receive a Permanent Change of Station (PCS) move in lieu of a GSA Lump Sum (VRP) payment, subject to the availability of relocation funding.
Distance Test: (1) Effective August 2011, cost transfers are subject to the "distance test". The "distance test" is met when the new official station is at least 50 miles further from the employee's current residence than the old official station is from the same residence.
For example, if the old official station is 15 miles from the current residence, then the new official station must be at least 65 miles from that same residence in order to receive relocation expenses for residence transactions. The distance test does not take into consideration the location of a new residence.
Note: Station address is the physical address of the station not the official mailing address.
Agents who accept a job offer with a relocation incentive are required to sign a one-year service agreement in addition to the one-year relocation payment service agreement. Additionally, agents are ineligible for reassignment to a new duty location under this or any other relocation program for a period of 4 years as outlined in the Operational Mobility Agreement MOU. The service agreement for the relocation incentive, relocation payment service agreement, and the 4-year ineligibility period will all run concurrently (beginning on your Enter on Duty (EOD) date at the new station).
Relocation Information: To compare cost of living data, calculate mortgage scenarios or gather information on communities and school districts, please visit:
Relocation Essentials.
An employee will lose their Relocation Benefits if they begin any portion of their relocation prior to the receipt of the signed/approved Relocation Package (CBP Form 4501 and/or CBP Form 4504) et. al; referred to below as the travel authorization) from the National Relocation Coordinator at the USBP/MROD office.
- §302-2.1 When may I begin my transfer or reassignment? You may begin your transfer or reassignment only after your agency has approved your travel authorization (TA) in writing (paper or electronic).
- §302-2.2 May I relocate to my new official station before I receive a written travel authorization (TA)? No, you must have the written TA (paper or electronic) before you relocate to your new official station.
Per CBP Form 4505 Employment Agreement for Relocating within the Continental United States (CONUS), Agents accepting the relocation offer are required to remain an employee of the agency at the new duty location for at least one full year from reporting date to that location or they will be required to repay the full lump sum payments to the agency with the following exceptions:
- Employee receives a promotion within CBP,
- Moves at the requirement of CBP,
- Qualifies for a relocation under the Spousal or Compassionate Transfer Program,
- Involuntary separation from CBP; or
- Moves back to the former duty location due to significant financial hardship due to the housing market.
Administrative Leave: A cumulative total of 40 hours will be authorized for pre/post move requirements (to include finding a home) for both funded and unfunded/no-cost transfers.
Two CBP Employees: In a multiple person household where two people are CBP employees, only one lump sum amount will be paid.
Change in Residence: In order to receive the GSA Lump Sum (VRP) payment, agents must change residence from which they normally commute to work and meet all requirements outlined in the
Federal Travel Regulations (FTR): Travel Regulations.
Official Residence: Official residence is defined as the residence address listed with the National Finance Center (NFC). It is the agent's responsibility to ensure that his/her official residence is correctly annotated in the NFC and updated as necessary.
- Your NFC address will be used to complete all distance test calculations in accordance with this job announcement.
- Please be sure that your Application Manager Profile address is updated as well as your resume to reflect your permanent physical address.
- PO Boxes will not be accepted as they are not permanent addresses.
Reporting Time: If you do not own a residence, you will have 45 calendar days from the date of formal acceptance to report to your new duty location. If you own a residence, you will have up to 90 calendar days from the date of formal acceptance to report to your new duty location.
Unfunded/No-Cost Transfer: No-cost transfers are transfers for which selected agents are not eligible for the GSA Lump Sum (VRP) payment. Management will make as many of these no-cost transfers as determined to be consistent with operational needs. The procedures for selecting agents for no-cost transfers will be the same procedures as outlined above.
If you are currently serving on a Recruitment Incentive Service Agreement or a Relocation Incentive Service Agreement for a specific location, your existing service agreement and incentive will automatically terminate as of the effective date of your reassignment under the Operational Mobility Program.
Education
ADDITIONAL INFORMATION:
***Funded Operational Mobility reassignments are contingent upon the availability of relocation budget funds. It is important to note that budgetary funding during any particular cycle of Operational Mobility IS NOT guaranteed. This includes any additional funding during this particular cycle.***
Bargaining Unit: This is a bargaining unit covered position, represented under the National Border Patrol Council - NBPC. For local chapter contact information see https://bpunion.org/about-nbpc/.
Language Requirement: Must be proficient in the Spanish language (i.e. able to speak and read in Spanish).
Motor Vehicle Operation: You must have a valid automobile driver's license at the time of appointment.
Security Clearance: You may be required to obtain a Secret or higher level clearance for this position.
Shift Work/Overtime: This position requires regular and recurring shift work. You must be willing and available to work rotating shifts. You may also be rotated between assignments and duty locations. You could be required to work overtime on a daily basis and will be compensated up to an additional 25% of your base pay in accordance with the Border Patrol Agent Pay Reform Act of 2014.
Uniforms: This position requires you to wear an officially-approved uniform while in duty status.
Preview the job questionnaire https://apply.usastaffing.gov/ViewQuestionnaire/12869555.
Additional information
Applicants are encouraged to provide a secondary email address in their profile to encourage timely responses to offers.
Withdrawing from Consideration: You may withdraw from consideration for one or more locations by submitting a written request or email to the point of contact on this announcement no later than 21 calendar days from 07/10/2026. If your withdrawal is not received within 21 calendar days, you will be subject to a 2-year ban on applying to future Operational Mobility job opportunities.
Responding to an Offer: You will have 5 calendar days to either accept or decline an offer (beginning the day after the offer is sent to the email address(es) provided). The formal confirmation offer will be sent electronically.
Acceptance of an Offer: Once you accept an offer, you will be removed from further consideration under this announcement.
Failure to Respond to an Offer: If you do not respond to an offer within 5 calendar days of receipt of the offer (beginning the day after the offer is sent to the email address(es) provided), you will be removed from all relocation lists under this announcement and will be considered a declination. You will be subject to the 2-year ban on applying for future opportunities.
USBP will coordinate with the NBPC regarding employees who are unable to respond to conditional offer(s) within the 5 calendar day response timeframe, as per the Operational Mobility Program Memorandum of Understanding (MOU).
Declination of a Funded Relocation Offer: Should an employee be selected/offered a position, with funded relocation, under the terms of the Operational Mobility Program MOU and decline the offer, the employee will be barred from applying or being considered for relocations under the terms of Operational Mobility Program for a period of 2 years. USBP will coordinate with the NBPC regarding employees who are unable to respond to conditional offer(s) within the 5-calendar day response timeframe, as per the MOU.
Declination of an Unfunded/No-Cost Relocation Offer: Should an employee be selected/offered an unfunded/no-cost relocation offer under the terms of the Operational Mobility Program MOU and decline the relocation, the employee will not be penalized and will remain on the list for consideration for a funded move, should additional funds become available. USBP will coordinate with the NBPC regarding employees who are unable to respond to conditional offer(s) within the 5-calendar day response timeframe, as per the MOU.
Removal of Lists / Rescinding an Acceptance of a Funded Relocation Job Offer: If after accepting a funded relocation offer, and after the 5-calendar day decision time you decline the offer, you will be removed from all lists. You will be subject to the 2-year ban on applying to future opportunities. Any funds received from CBP for a funded relocation offer must be repaid in full. Note: Repayment of the GSA Lump Sum (VRP) is arranged through the CBP National Finance Center (NFC), Travel Section. Payments can be made in installments.
Removal of Lists / Rescinding an Acceptance of an Unfunded/No-Cost Relocation Job Offer: If after accepting an unfunded/no-cost relocation job offer and after the 5-calendar day decision time you decline the offer, you will be removed from that location's list for future consideration. You will be allowed to reapply for that station during the next Operation Mobility open period.
Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.
Review our benefits
Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.
How you will be evaluated
You will be evaluated for this job based on how well you meet the qualifications above.
***Funded Operational Mobility reassignments are contingent upon the availability of relocation budget funds. It is important to note that budgetary funding during any particular cycle of Operational Mobility IS NOT guaranteed. This includes any additional funding during this particular cycle.***
As a Border Patrol Agent, you will serve as a primary Law Enforcement Officer under 5 U.S.C. 8331 (6C) and 8412 (d) and be responsible for:
- Preventing the entry of terrorists and their weapons of terrorism.
- Enforcing the laws that protect America's homeland by the detection, interdiction & apprehension of those who attempt to illegally enter or smuggle any person or contraband across our Nation's sovereign borders.
- Selected agents will patrol the international boundary and coastal waterways and may use a variety of Government assets for the accomplishment of the USBP Mission. These assets include, but are not limited to: Vehicles, horses, vessels, watercrafts, off-road vehicles, ATVs, snowmobiles and motorcycles.
A series of questions will be used to determine your eligibility and qualifications. If you meet those qualifications, you will be referred to management for selection consideration.
60% of the allotted slots for funded relocations will be filled based on seniority, with selections made to one of the applicant's chosen stations, provided there is an open billet. The remaining 40% of the allotted slots will be designated by management to specific stations, and these slots will then be filled based on seniority.
Seniority Date Calculation: Provide your seniority date with U.S. Border Patrol in the 1896 series. This date will be used to rank you with your peers. Employees who knowingly or intentionally misrepresent their seniority date will be ineligible for relocation for four years. Generally, for most employees, this will be your initial Enter on Duty (EOD) date.
- If you have only had one EOD date as an 1896 BPA, that EOD date is your seniority date.
- If you have multiple EOD dates as an 1896 BPA, you likely have an adjusted EOD that would be used as your seniority date.
How to Calculate your Adjusted EOD Date: The total number of days you spent as an 1896 BPA prior to your current EOD date can be added to the front of your current EOD date, giving you a total of that number of extra days of seniority, as if you had been continuously employed since that earlier date.
For example: You were an 1896 BPA from 10/1/2013 through 11/29/2013 and had to leave the academy due to personal reasons; that is 60 days of seniority to be credited to you once you returned to USBP as an 1896 BPA with an EOD date of 5/2/2014. Those 60 days of prior service are added to the front of your current EOD date, like this:
March 3rd, 2014 |-------------| May 2nd, 2014
| -------------------- | 60-days |---------------------|
Adjusted EOD |-------------| Current EOD
As a result, your adjusted EOD date for seniority purposes is 3/3/2014, giving you an extra 60 days of seniority over your academy classmates.
If you were previously employed by USBP or CBP (including legacy INS or Customs), with a different occupational series/title, the same calculations can be made; however are not part of an adjusted EOD date unless a tiebreaker is needed.
If you're unsure of your adjusted EOD date, contact your sector HR office.