(UNITED STATES) The Department of Homeland Security has launched a sweeping new plan to pay back local partners in the 287(g) program for the full cost of the officers they assign to immigration enforcement work. Supporters say the change will rapidly expand the number of trained personnel backing Immigration and Customs Enforcement (ICE).
DHS says the program will begin on October 1, 2025, and will cover each eligible officer’s full salary, benefits, and up to 25% overtime, with added performance bonuses tied to how many ICE-identified undocumented immigrants local teams locate each quarter. The initiative is funded by the One Big Beautiful Bill Act.
Core reimbursement model
Under the new reimbursement model, DHS will pay participating agencies for the full annual salary and benefits of each officer trained under Section 287(g) of the Immigration and Nationality Act. That authority lets ICE sign agreements with local police and sheriffs to perform certain immigration tasks.
The funding is intended to remove cost barriers that previously kept departments from joining or expanding their 287(g) units. For many chiefs and sheriffs, the promise of full payback for salaries, benefits, and capped overtime is the most concrete financial support the program has offered.
Performance awards and tiers
The plan includes quarterly performance awards on top of base reimbursement. Agencies receive added payments per trained officer based on the percentage of ICE-identified undocumented immigrants they successfully locate during the reporting period.
- $1,000 per officer for 90%–100% compliance
- $750 per officer for 80%–89% compliance
- $500 per officer for 70%–79% compliance
DHS ties federal dollars to measurable outcomes, using these incentives to reward agencies that maintain high success rates.
Scale and current participation
As of September 2, 2025, DHS reports:
- Agencies in 40 states are participating in the 287(g) framework
- 8,501 trained task force officers are active
- More than 2,000 additional officers are in training
- 287(g) agreements have climbed 609% under Secretary Kristi Noem, rising from 135 agreements to 958 nationwide
This scaling signals a broad operational plan to place many more trained officers into day-to-day immigration enforcement roles across the United States.
Political framing and administration goals
Secretary Noem linked the expansion to meeting President Trump’s deportation goals, framing the change as a way to give ICE more reach through local partners. DHS emphasizes that 287(g) agencies will get training, tools, and a clear financial path that removes payroll pressures from city and county budgets.
By offering full reimbursement, DHS signals that immigration enforcement is a shared mission it is now willing to fund at the local level rather than expecting departments to absorb the cost.
Funding source and policy significance
DHS cites the One Big Beautiful Bill Act as the funding vehicle enabling these reimbursements. The department describes the program as a major expansion of federal-local cooperation under Section 287(g). Previously, many agencies carried personnel costs themselves or relied on small grants that did not fully cover officers’ time.
Now DHS is offering:
- Full salary and benefits reimbursement for eligible officers
- Overtime coverage up to 25% of salary
- Quarterly performance awards that can add thousands of dollars per quarter for departments with large 287(g) teams
How it integrates with routine policing
The model links federal tools and training with routine policing work. When 287(g)-trained local officers perform daily duties—traffic stops, warrant service, or jail intake—they can also perform certain immigration checks and coordinate with ICE.
DHS says the funding is designed to strengthen cooperation and help ICE close manpower and reach gaps. The department’s message: more trained officers on the ground means more leads followed, more matches to ICE case lists, and more people brought into immigration enforcement processes.
Local budget and operational impacts
For local departments, the financial terms shift the risk-reward calculation:
- Chiefs and sheriffs often consider overtime strain, backfill needs, and equipment costs when deciding whether to join 287(g).
- With DHS paying full annual salaries and benefits, departments can assign officers to 287(g) duties with less budgetary strain.
- Agencies that paused participation due to costs may now scale up, potentially increasing joint operations, task force participation, and data-sharing with ICE.
The program supports longer-term staffing plans rather than short-term grant cycles.
Policy intent: boosting ICE capacity
DHS frames the program as a response to ICE’s shortfall in meeting deportation targets. By expanding the pool of officers authorized to perform immigration duties, DHS expects to supervise more cases and improve outcomes tied to identification, location, and transfer to federal custody.
Performance awards are intended to drive higher compliance and link money to measurable results.
Policy details and money flow
Agencies must follow this basic sequence to participate:
- Sign a 287(g) agreement with ICE.
- Have officers complete ICE-approved training.
- Submit documentation supporting claims for salaries, benefits, and overtime up to the 25% cap.
- File quarterly performance reports showing the percentage of ICE-identified undocumented immigrants located.
- Receive quarterly payments reflecting both cost reimbursement and any performance awards.
DHS says reporting requirements are clear and repeatable, with quarterly payments issued after review. Because the performance payments are per trained officer, larger 287(g) teams in the top tiers can receive sizable quarterly totals.
Operational rollout and agency decision-making
The department lays out a practical, step-by-step approach:
- Sign agreement → Train officers → Submit payroll records → File quarterly performance reports → Receive quarterly payments
In practice, agencies will likely:
- Prioritize officers with language skills or investigative experience for early training
- Build rotation and backfill plans now that the payroll burden shifts to DHS
- Focus supervisors on data quality and internal deadlines to meet quarterly reporting needs
The difference between tiers (e.g., 70% vs. 90%) can materially affect payments. For departments with many trained officers, that gap can add up rapidly.
Reactions, debates, and safeguards
Supporters, including Senator Lindsey Graham, praise the plan for reducing local budget burdens while increasing trained manpower aligned with ICE. They argue the program expands enforcement capacity without requiring equivalent federal hiring.
Critics commonly raise concerns about:
- Local-federal entanglement
- Civil rights impacts
- Effects on community trust and policing priorities
DHS responds by emphasizing training, federal oversight, formal agreements, and measurable reporting as guardrails intended to shape how the program runs.
Implementation mechanics and reporting
Operational success depends on routine procedures:
- Agencies must standardize how they log interactions tied to ICE-identified individuals.
- Supervisors will set internal verification steps and deadlines ahead of quarterly reporting.
- DHS must review submissions and issue timely payments to maintain trust.
The overtime cap (25%) and full salary coverage aim to create predictable budgeting for participating agencies.
Scale, monitoring, and future considerations
DHS calls this one of the largest investments in local immigration enforcement in recent years, citing:
- 958 agreements nationwide
- 8,501 trained officers
- Thousands more in training
The department will monitor how performance awards affect locate rates and whether the expanded 287(g) network helps meet deportation targets. Legal and political challenges may still emerge—particularly around the scope of local involvement—but DHS is proceeding with a structure based on agreements, training, and measurable metrics.
Guidance and further information
Agencies seeking official guidance can review ICE’s program page for details on agreements, training, and oversight. For more information, see the ICE 287(g) program page at U.S. Immigration and Customs Enforcement.
Key takeaway: Starting October 1, 2025, DHS will reimburse participating agencies for full salaries and benefits (plus up to 25% overtime) for 287(g)-trained officers and offer quarterly performance bonuses. The policy removes a major cost barrier and could significantly expand local participation in immigration enforcement, while raising ongoing debates about community impacts, oversight, and legal scope.
This Article in a Nutshell
DHS will implement a reimbursement program starting October 1, 2025, to pay participating local agencies the full salary, benefits, and up to 25% overtime for officers trained under Section 287(g). Funded by the One Big Beautiful Bill Act, the initiative also awards quarterly performance bonuses—$1,000, $750, or $500 per officer—tied to the percentage of ICE-identified undocumented immigrants located. Participation requires signing a 287(g) agreement, completing ICE-approved training, submitting payroll documentation, and filing quarterly performance reports. As of September 2, 2025, the program spans 40 states with 958 agreements, 8,501 trained officers, and more than 2,000 in training. DHS presents the plan as a means to expand ICE’s reach through local partners and remove budget barriers for chiefs and sheriffs; supporters emphasize increased enforcement capacity, while critics raise civil rights and community trust concerns. Agencies must prepare reporting systems, staffing rotations, and oversight mechanisms to benefit from reimbursements and performance payments.
