1. Short title This Act may be cited as the U.S. Customs and Border Protection Rural and Remote Hiring and Retention Strategy Act of 2023 . 2. U.S. Customers and Border Protection strategy (a) In general Not later than one year after the date of the enactment of this Act, the Secretary of Homeland Security, acting through the Chief Human Capital Officer of the Department of Homeland Security and the Commissioner of U.S. Customs and Border Protection, shall issue a strategy and implementation plan, including benchmarks, to improve the hiring and retention of individuals by U.S. Customs and Border Protection in rural or remote areas relating to employment in such areas. (b) Strategy considerations The strategy required under subsection (a) shall take into consideration the following: (1) Feedback, as available, from individuals who are U.S. Customs and Border Protection candidates or new hires, at locations in rural or remote areas, including feedback on the quality of life in such areas for new hires and their families. (2) Feedback, as available, from U.S. Customs and Border Protection personnel, other than new hires, who are stationed at locations in rural or remote areas, including feedback on the quality of life in such areas for such personnel and their families. (3) Feedback, as available, from U.S. Customs and Border Protection personnel who have decided to separate from U.S. Customs and Border Protection. (4) An assessment of existing Federal programs, including financial incentives and other compensation-based flexibilities, regarding how to most effectively aid spouses and families of individuals who are U.S. Customs and Border Protection candidates or new hires in a rural or remote area. (5) An assessment of Department of Homeland Security internship programs and the usefulness of such programs in improving hiring by the Secretary of Homeland Security in rural or remote areas. (c) Implementation plan considerations The implementation plan required under subsection (a) shall— (1) include a pilot or