See delegated authorities relating to personnel matters throughout 9.11.4 and 9.1.4, Criminal Investigation Directives and Functional Delegations of Authority.

The table below lists commonly used acronyms and their definitions:

Management will determine the best means to achieve the required balance; however, in most cases, the SAC will first solicit volunteers from within the Field Office for reassignments that would be within an agent’s “commuting area.” The “commuting area” is defined as within a 50-mile radius of the agent’s permanent post of duty. SACs have authority to solicit and make selections for reassigning agents within their Field Office and “commuting area”.

To solicit volunteers for reassignments outside their “commuting area” but still within the Field Office, the Field Office must obtain the concurrence of their Area Director, Field Operations prior to soliciting by preparing a memorandum detailing the impact of the staffing or skills imbalance and outlining the solicitation plan.

To solicit volunteers for reassignments outside their “commuting area” and outside the Field Office (i.e: nationwide solicitation), the Field Office must obtain the concurrence of the Executive Director, Strategy prior to soliciting by preparing a memorandum detailing the impact of the staffing or skills imbalance and outlining the solicitation plan.

For any selections involving relocation expense reimbursement and/or relocation incentives, the gaining Field Office must notify the Associate Director, Finance once the selection is made and before the reporting date is established.

If the imbalance is expected to last less than 18 months, details rather than relocations should be utilized to resolve the matter.

If an insufficient number of qualified special agents volunteer for relocation, special agents may be involuntarily transferred or detailed. The Chief, CI, must approve all involuntary transfers or details.

CI Hardship Reassignment/Relocation Policy applies to all CI employees requesting to permanently move to another office outside of the 50-mile commuting distance between the employee’s residence and assigned POD due to the employee or employee’s immediate family experiencing a significant personal hardship situation.

Reassignment/relocation by this policy is not guaranteed. CI must consider the business impact of the reassignment/relocation. CI employees will only be reassigned/relocated to CI PODs.

Telework, remote work, and/or alternative work schedules may be affected by a hardship reassignment/relocation.

Relocation expenses are not authorized for Hardship reassignments/relocations.

Nothing within the Hardship Reassignment/Relocation Policy precludes CI from filling vacant positions by any other option available to them. Management retains the right to reassign employees noncompetitively and in accordance with the mobility requirement in the 1811 Special Agent Conditions of Employment.

If a Hardship reassignment/relocation request is denied, it will automatically be considered under the existing Change in POD policy. Management-initiated reassignments and management directed reassignments should not be utilized in lieu of a hardship application.

Hardship reassignments/relocations under this Policy are only allowed within the same or lower grade for positions which an employee is qualified within CI.

This subsection is reserved.

The CI Change in POD Policy is designed as a permanent placement instrument that can be utilized by CI employees as a benefit to both management and employees. Relocation by this policy is not guaranteed. CI will consider the business impact of movement on the losing and gaining offices. CI employees may only request to relocate to a CI POD utilizing this policy.

This policy applies to all Change in POD requests that are:

Requests for Change in POD within the 50-mile commuting distance between the employee’s residence and assigned POD that do not impact another Section/Area/Business Operation Division are not covered by this policy and should be handled at the discretion of the Special Agent in Charge/HQ Section Area Director.

Employees requesting a Change in POD will do so by submitting Form 13851, Hardship and Change in POD Application, through their management to the CI Change in POD Coordinator.

Telework, remote work, and/or alternative work schedules may be affected by a Change in POD relocation.

Relocation expenses are not authorized for Change in POD relocations. An employee must physically relocate to their new POD by the effective date of the PAR Action. CI employees may only request to relocate to a CI POD utilizing this policy.

The employee’s position will not change with a Change in POD relocation. Employees seeking a change in position should utilize existing hiring policies.

Nothing within the Change in POD Policy precludes CI from filling vacant positions by any other option available to them. Management retains the right to reassign employees noncompetitively and also in accordance with the mobility requirement in the 1811 Special Agent Conditions of Employment. All Conditions of Employment remain in effect after relocation including the 1811 mobility requirement.

Management-initiated reassignments and management-directed reassignments are separate policies and should not be utilized in lieu of a Change in POD application.

Administrative leave is defined as the placement of an employee in a non-duty status without charge to leave or loss of pay.

Management should generally limit the granting of administrative leave to short, rather than long or substantial, periods of time. Management should not approve extended periods of administrative leave that are inappropriate or unwarranted.

Management will decide to place an employee on administrative leave only in cases involving serious misconduct. This status will not be used in cases involving less than adverse actions or when the allegation being investigated appears to be less serious.

Administrative leave is not a substitute for proposing and effecting an adverse action. Management is expected to expeditiously deal with the underlying misconduct and propose appropriate disciplinary or adverse action with the support of the servicing L/ER specialist.

Administrative leave is not appropriate in matters relating to employee performance.

The placement of an employee on limited administrative leave is appropriate when no alternative to retention of the employee in a duty or approved leave status is possible.

When an employee’s removal or suspension is proposed in conduct-related situations, the employee is normally carried in a duty status during the notice period. However, in rare circumstances management may determine that the employee’s continued presence in the workplace could pose a threat to him/herself or others, result in loss of or damage to Government property, or otherwise jeopardize legitimate Government interests. In such situations, 5 CFR 752.404 authorizes, among a number of alternatives, the placement of an employee on limited administrative leave for such time as is necessary to complete and finalize the proposed adverse action (removal or suspension).

Administrative leave may be considered when the TIGTA is investigating allegations of threatening behavior, violence in the workplace, or illegal behavior.

Prior to making the decision to place a CI employee on administrative leave, managers will explore other options such as detailing the employee to another field office or business unit, assigning the employee to performing miscellaneous support work, or assigning special agents to non-law enforcement duties. When a CI employee’s continued presence in the workplace during the notice period may pose a threat to the CI employee or others, result in loss of or damage to government property, or otherwise jeopardize legitimate government interests, CI management may elect one or a combination of the following alternatives pursuant to 5 CFR 752.404(b)(3):

In evaluating the viability of alternatives to administrative leave, managers should thoroughly consider such factors as:

Prior to placing employees on conduct-based administrative leave, management will contact and consult with their servicing L/ER specialist. In emergency situations requiring the immediate removal of a potentially dangerous or disruptive employee, the first-line manager can place an employee on administrative leave for up to eight (8) hours without prior approval or consultation. In such situations, the manager must obtain the retroactive concurrence of their manager and consult with the servicing L/ER specialist as soon as possible but no later than the next work day. The manager will subsequently prepare the documentary record outlined in IRM 9.11.4.3.4.

The SAC, RAC and HQ Directors have the approval authority to place a CI employee on administrative leave for up to three (3) days in one pay period as a result of misconduct.

The appropriate Director, Field Operations or HQ’s Executive reporting to the Chief, CI, after consulting with an L/ER specialist, is authorized to extend the period of administrative leave as necessary. However, they will promptly notify the Deputy Chief, CI of the circumstances and justification for the administrative leave.

The leave-approving manager, with the assistance of the servicing L/ER specialist, will maintain, as necessary, follow-up contacts with TIGTA, GLS and other parties to assure that all the major stakeholders involved in the situation are kept fully informed.

Managers are responsible, with the assistance of their servicing L/ER specialist, for developing and maintaining a documentary record for decisions placing an employee on conduct-related administrative leave.

The existing Commissioner’s 1203 Review Board reviews instances of extended administrative leave. Where administrative leave guidelines and other leave and disciplinary or adverse action procedures and policies are not met, the Business/Operating Unit will be advised to re-examine the situation and take appropriate follow-up action.

See IRM 6.630, Leave Administration and Work Scheduling, for additional guidance on the processes and principles to be followed for conduct-related administrative leave actions.

The 2001 Treasury and General Government Appropriation Act includes a provision requiring removal of a Federal LEO who is convicted of a felony entered by a Federal or state court. This provision was effective January 20, 2001, and applies to a felony conviction of any CI employee in the 1811 job series occurring after that date.

The special agent will receive written notice of the impending removal no later than five calendar days after CI receives notice of the felony conviction and confirms its validity. The normal 30-day advance notice for an adverse action will not apply per Section 7513(b) of title 5, U.S. Code.

The special agent will still have an opportunity to reply to the proposed removal, the right to be represented by an attorney or other representative, and the right to a written decision letter. In the reply, the special agent can only respond on the limited grounds of whether:

The removal must be effected on the last day of the first full pay period after the agency receives notice of the felony conviction. Neither delay in receiving written notice of the impending removal nor the filing of an appeal of the conviction can delay the effective date of the removal.

If a special agent, who has been removed under this provision, is successful in having the conviction overturned on appeal, the IRS will retroactively set aside the removal, and the employee will be entitled to back pay for the period in which the removal was in effect.

While the law mandates that the special agent be removed from holding a law enforcement position, the IRS has the discretion to allow the special agent to continue in Federal employment. If a suitable vacancy is available immediately and the special agent meets all qualification requirements to be placed in the position, reassignment to the non-law enforcement position must be made by the last day of the first full pay period after the agency receives notice of the felony conviction.

The IRS is not required to cancel or delay a removal or reassignment action it is already taking or had taken under other adverse action provisions, so long as the special agent is out of the law enforcement position by the required date

The Lautenberg Amendment makes it illegal for a person convicted of a misdemeanor crime involving domestic violence to possess a firearm.

A special agent is required to advise their first-line manager if they were convicted or plead nolo contendre to a domestic violence charge within 24 hours. The notification can be made verbally or in writing and must include the date of the conviction or plea. Once available, the agent must provide their front-line manager with a copy of the conviction or plea documentation within 24 hours.

The first-line manager will ensure this information is promptly reported to TIGTA, their SAC (or equivalent), and the ERM Section. TIGTA will be responsible for obtaining the conviction or plea documentation, if not provided by the agent, and any other pertinent documents. TIGTA will also conduct any other necessary investigation into the matter or may refer the matter back to CI for administrative handling.

In order to qualify for CIPTEP, all of the following conditions must be met:

A special agent must submit a request for participation in the CIPTEP through their first-line manager.

The first-line manager will consider the request, balancing the personal needs of the requesting special agent with the operational needs of the organization.

In subordinate offices, the first-line manager will forward the request, and their recommendation, through the chain of command, to the SAC or appropriate Director within 30-days of receipt.

The SAC or Director will make the final decision on the request within 30 days of receipt. If the request is denied, the SAC or Director will specify the reason(s) for denial. If possible, the SAC or Director will also propose an alternative course of action to alleviate any hardship.

Approval to participate in the part-time employment program is granted in increments that will not exceed one year. Participants may request renewals, or may reapply, in increments of one year or less. Total career participation will not exceed five years (260 weeks).

Work schedules in this program must be at least 16 hours, but not more than 32 hours per week (A participant may occasionally work more than 32 hours per week, but for no more than two consecutive pay periods).

Pay for participants will be calculated on an hourly basis, computed at the hourly rate for their grade and step, and will include any applicable geographic pay and special pay adjustment for law enforcement officers.

The LEAP is not appropriate for participants because they are not expected to work substantial amounts of overtime. Participants must submit a request to voluntarily opt-out of LEAP in order for their application to be considered.

A special agents in the CIPTEP may work alternative/compressed work schedules in order to maximize the amount of their availability. Authorized schedules include flexi-tour with credit hours, and 5/4/9. Requests to work a 4/10 schedule must be approved by the Director, Strategy.

A participant may be eligible for night differential and holiday pay. They are not eligible for Sunday premium pay due to Federal part-time employment regulations.

Upon approval to participate, a Personnel Action Request will be prepared to reflect the change in work schedule and tour of duty.

Participants are not eligible for voluntary reassignment, except for hardship transfers or Dual Careers Supported reassignments. In these instances, the gaining manager(s) must approve continuation of participation in the program.

Participants will not be assigned government vehicles.

A participants will be rated based on their assigned duties, consistent with their approved work schedule.

Requests to participate in the CIPTEP Employment Program in order to work a second job will not be granted.

Participants who request authorization to engage in outside employment will normally be required to resume full-time employment before such a request is granted.

However, under certain circumstances, outside employment may be compatible with participation in the program. For example, if participation was based on child-care considerations, employment caring for multiple children simultaneously may be appropriate.

The effects of part-time employment on retirement annuity and other benefits are outlined in the following subsections.

LEAP hours are unscheduled duty hours and are hours in which a criminal investigator performs work, that is not:

CIMIS is the official system of record for a criminal investigator’s investigative and non-investigative time. LEAP is tracked in quarter hours in the electronic diary and reported in Form 5043, in CIMIS.

The first two hours of additional work on regular workdays is compensated by LEAP, even if scheduled in advance of the administrative workweek (except as provided in 5, below).

Regularly scheduled work in advance of the workweek may be compensable as regularly scheduled overtime. See IRM 6.550.2.2.2, Overtime General Provisions for additional information.

In situations involving special agents detailed to US Secret Service for performing duties authorized under 18 USC 3056(a), all scheduled hours are compensated as overtime if at least two additional hours of unscheduled duty is performed on the same day.

For LEAP purposes a regular workday means each day in the basic workweek the criminal investigator works at least 4 hours excluding:

An exclusion (reduction) day is any day that the criminal investigator is engaged in the following activities for more than 4 hours:

The LEAP average is computed by dividing the total unscheduled duty hours for the annual period (numerator) by the number of regular workdays (denominator). These hours must be recorded in CIMIS and certified in accordance with IRM, IRM 9.9.1, Employee Criminal Investigation Management Information System Responsibilities and Procedures, IRM 9.9.4, Criminal Investigation Management Information System Data Fields, and 5 CFR 550.184.

See 5 CFR 550.183 for additional information.

Each criminal investigator who is receiving LEAP and the reporting Special Agent in Charge (SAC) or Headquarters equivalent, must make an annual certification to the Chief attesting that the criminal investigator:

A newly hired criminal investigator is required to make an initial LEAP certification including those in Federal Law Enforcement Training Center (FLETC) and will receive LEAP from the day they report to duty. A newly hired criminal investigator’s weekly LEAP average should be 10.0 or above before reporting to FLETC.

A LEAP annual certification shall no longer apply when:

A LEAP annual certification may be denied or canceled based on a finding that a criminal investigator has:

If a certification is denied or canceled, entitlement to LEAP shall be suspended. See IRM 9.11.4.8.6 Involuntary Cessation for additional information.

Front-line managers: ensure that government resources are used efficiently and effectively, the front-line manager is responsible for ensuring criminal investigators have sufficient work to justify the payment of LEAP, and LEAP hours are reported accurately in the Diary and CIMIS. See IRM 9.9.4,. Criminal Investigation Management Information System Data Fields for additional information.

Management officials of 1811’s (second-line managers including SAC’s, Director, Field Office, and HQ Directors): should routinely review LEAP averages to ensure criminal investigators are averaging 2 hours of unscheduled duty hours for every qualifying workday.

Criminal Investigators: are responsible for accurately inputting and ensuring they are meeting the substantial hours requirement for LEAP. Failure to accept or perform assigned work may result in disciplinary, or adverse action.

In extraordinary situations, special agents may submit a written request for a temporary voluntary opt-out from unscheduled duty assignments due to a personal hardship. This request should state that this is a request for the voluntary cessation of LEAP for the duration of the temporary hardship.

A request must state the nature and expected duration of the hardship and be for a period not to exceed six months. The SAC or Director, Field Operations must approve the request.

Hardship exemptions which extend beyond six months must be approved by the Chief, CI.

The decision to approve a voluntary opt-out hardship exemption rests entirely with CI. The organization is under no obligation to grant an exemption, regardless of precedent. Decisions will be made on a case-by-case basis, balancing the needs of the organization with the needs of the employee.

Involuntary cessation of LEAP is an adverse action.

Failure to perform or refusal to accept unscheduled duty assignments, or failure to complete the annual LEAP certification form, may result in disciplinary action, including, but not limited to, the involuntary cessation of LEAP, removal from the position of special agent or the Service.

Management should reach out to their CI-HR ERM Section Partner with concerns about a criminal investigator not meeting the substantial hours requirement.

Criminal Investigators must maintain the medical requirements of the criminal investigator position. If management finds the criminal investigator cannot fulfill the full scope of the criminal investigator position, they should contact their servicing CI-HR ERM Section Partner.

LEAP may be terminated if there is a medical determination indicating the criminal investigator can no longer perform the duties of a criminal investigator.

LEAP is subject to the maximum earning limitations (Biweekly pay cap). See IRM 6.550.2.2.1, Maximum Earning Limitations for additional information.

A criminal investigator that is eligible for LEAP shall continue to receive LEAP for the following:

Criminal Investigators receiving LEAP are entitled to request accommodation related to their religious beliefs as defined in IRM 9.11.4.11, and IRM 6.550.1.5, Adjustment of Work Schedules for Religious Observances

Criminal Investigators, on both full-time and part-time work schedules, are compensated for regularly scheduled overtime in accordance with applicable laws and regulations. See IRM 6.550.2.2.2, Overtime General Provisions, and CI FY 2023 Overtime and Holiday Pay Guidance for additional information.

Compensatory Time Off In lieu of Overtime: A full-time criminal investigator earning LEAP is not eligible to earn compensatory time off in lieu of overtime because they receive LEAP for all unscheduled overtime.

Pay for Holiday Work: Full-time criminal investigators who are ordered to perform non-overtime work on a holiday (that is work during the hours that correspond to the criminal investigator’s tour of duty) are entitled to basic pay plus holiday premium pay at a rate equal to the rate of basic pay up to 8 hours, i.e., “double time.” Criminal Investigators must perform holiday work to receive holiday premium pay. All pay for holiday work and overtime must be authorized by Strategy’s Finance section in advance of being worked. See CI FY 2023 Overtime and Holiday Pay Guidance for additional information and the approval process. See IRM 6.550.2.2.18, Pay for Holiday Work for additional information.

Compensatory time off for travel: to the extent possible, managers must not require employees to travel during non-duty hours. However, managers must grant compensatory time off for travel if the:

Time spent practicing with one’s firearm outside of regular duty hours will not be compensable as overtime and not creditable toward the substantial work requirement for LEAP.

Time spent outside of regular duty hours practicing with a CI Firearms Instructor is creditable towards the substantial work requirement for LEAP.

Management has determined that time spent (no more than 1.5 hours per day, 3 hours per week) exercising during non-duty hours as part of the PFP or to maintain the physical condition required to safely perform the duties of a criminal investigator, may be compensable as LEAP and thereby creditable toward the substantial work requirement for LEAP.

See IRM 9.2.2, Physical Fitness Program for additional information.

5 USC 5542

5 USC 5545a

18 USC §3056(a)

5 CFR 550.103,

5 CFR 550.111

5 CFR 550.181 – 186

IRM 1.2.2.2.20 Delegation Order 1-23

IRM 1.2.2.7.13, Delegation Order 6-23

Treasury Order 102-1

IRM 6.550.2.2.2, Overtime General Provisions.

IRM 6.550.2.2.6, Time Spent Traveling

IRM 6.550.2.3 Compensatory Time Off for Travel

IRM 9.9.1, Employee Criminal Investigation Management Information System Responsibilities and Procedures,

IRM 9.9.4, Criminal Investigation Management Information System Data Fields

Frequently Asked Questions for Criminal Investigator (1811) Law Enforcement Availability Pay (LEAP) and Premium Pay

A former CI special agent may contact any employee in the former special agent’s field office or the Director, Field Operations about returning to the IRS. The SAC of the former special agent’s field office or Director, Field Operations who receives the initial inquiry will serve as the sponsor. They will review and decide if they support the reinstatement. If so, they will prepare and sign a memorandum addressed to Executive Director, Strategy that includes a recommendation to reinstate the former special agent. As an option, interviews may be used to evaluate candidates applying for reinstatement.

Former GS-13 CI special agents may be reinstated at the GS-13 level.

The written request must include the following information:

The CI sponsor or their designee will forward the reinstatement request and memorandum electronically to the Servicing Employment Office.

The CI-HR Embedded Specialist will conduct a preliminary review, request a preliminary ALERTS check on the candidate’s prior disciplinary and performance record, determine the tentative qualifications and if qualified, the request will be forwarded to the Director, Field Operations. If not qualified, the CI-HR Embedded Specialist will notify the candidate and the sponsor SAC.

The Director, Field Operations will review and make a recommendation to approve/disapprove. If the reinstatement request is disapproved, the sponsor SAC will notify the candidate. If approved, the request should be forwarded via email to the appropriate CI-HR Embedded Specialist. The request will then be forwarded to the Associate Director, Finance, who will review and approve funding. The Associate Director, Finance will forward the reinstatement request to the Associate Director, Planning and Strategy to conduct a staffing analysis on the Field Office and POD where the Director, Field Operations/SAC intends to place the candidate. The Associate Director, Planning and Strategy will forward the reinstatement request to the Executive Director, Strategy, for final decision. Upon decision by the Executive Director, Strategy, the reinstatement request will be returned to the appropriate CI-HR Embedded Specialist and a copy to the Servicing Employment Office. If a decision is made to assign the individual to a different POD, the CI-HR Embedded HR Specialist will contact the appropriate SAC and/or Director, Field Operations. The reinstatement request will be submitted to the Servicing Employment Office for qualification review, coordination and action.

If approved, the Servicing Employment Office will clear the priority placement programs and issue an announcement only for Status, ICTAP, and VEOA applicants on the USAJobs.gov website. If cleared, they will notify the SAC and offer the candidate a tentative job offer. If not cleared, the Servicing Employment Office should notify the CI-HR Embedded Specialist. As soon as the selectee accepts the tentative job offer, they will initiate the required pre-employment screening which consists of a comprehensive ALERTS check, background investigation, drug test, medical examination, and tax audit.

Upon receipt of the FLETC transcripts, the Servicing Employment Office will forward the transcript to the NCITA to determine if additional training is required.

The SAC will be advised when the reinstatement candidate has successfully completed the pre-employment screening and is available to be assigned to their field office. The Servicing Employment Office will initiate the PAR action after coordination with the SAC to determine the EOD date.

Pay will be set by the Servicing Employment Office in accordance with the appropriate rules and regulations.

It is CI policy that a full background investigation be completed prior to the EOD date. However, a SAC may initiate a business case why the special agent should EOD sooner. The request requires the approval from the Chief/Deputy Chief, CI. The request should be routed through CI-HR Embedded (copy to Servicing Employment Office) and then to Executive Director, Strategy.

Criminal Investigation is not obligated to pay relocation expenses for candidates that are non-competitively selected as a reinstatement, voluntary transfer, reassignment, or change to lower grade. However, relocation allowances may be authorized in the case of lateral reassignments when the "best person" and "best interest of the government" tests are met. If relocation benefits are appropriate, approval must be obtained by the SAC from the Executive Director, Strategy through Associate Director, Finance.

Non-competitive reassignments, transfers and CTL of GS-1811 employees from other Federal bureaus/agencies may be granted to qualified applicants.

The highest grade level available for reassignment/transfer/change to lower grade into the CI special agent occupation will be GS-12. Pay will be set by the Servicing Employment Office in accordance with the appropriate rules and regulations.

Interested candidates will submit voluntary applications to the CI-HR Embedded Specialist.

Applications will include resume, college transcript, a copy of the most current performance appraisal, a recent copy of SF-50 (Notification of Personnel Action) that includes job series, grade level, and salary, the FLETC transcripts and contact information of the employee’s current servicing Personnel Office (name and phone number).

Upon receipt of the appropriate information, the CI-HR Embedded Specialist will conduct a preliminary review of the application to determine tentative qualifications. If qualified, the candidate will be referred to the SAC located near the applicant’s residence. If not qualified, the Servicing Employment Office will notify the candidate. As an option, the SAC may hold interviews to evaluate candidates applying for reassignment/transfer into the special agent occupation.

If interested in the candidate, the SAC will prepare and forward a memorandum of recommendation to their Director, Field Operations for approval/concurrence. If the reassignment/transfer/CTLG request is disapproved, the sponsor SAC will notify the candidate. If approved, the Director, Field Operations will forward the request via email to the appropriate CI-HR Embedded Specialist. A copy will be shared with the Servicing Employment Office. The request will then be forwarded to the Associate Director, Finance, who will review and approve funding. The Associate Director, Finance will forward the request to the Associate Director, Planning and Strategy to conduct a staffing analysis on the Field Office and POD where the Director, Field Operations/SAC intends to place the candidate. The Associate Director, Planning and Strategy will forward the request to Executive Director, Strategy, CI for final decision. Upon decision by the Executive Director, Strategy, it will be returned to the CI-HR Embedded Specialist. If a decision is made to assign the individual to a different POD, CI-HR the Embedded HR Specialist will contact the appropriate SAC and/or Director, Field Operations. The reassignment/transfer/CTLG request will be submitted to the Servicing Employment Office for qualification review, coordination and action.

Upon receipt of the approved recommendation, the Servicing Employment Office will clear the priority placement programs and issue an announcement only for Status, ICTAP, VEOA applicants on USA Jobs. If not approved or cleared, the Servicing Employment Office should notify the candidate and the SAC. When cleared, the Servicing Employment Office will offer the noncompetitive candidate a tentative job offer. Once the selectee accepts the tentative job offer, the Servicing Employment Office will initiate the pre-employment screening, which consists of comprehensive ALERTS check, a background investigation, drug test, medical examination, and tax check .

When the candidate is transferring from another Federal agency and there is not a break in service, the candidate will be fingerprinted and the background investigation paperwork submitted to Personnel Security. Personnel Security may clear the candidate’s background investigation based on their previous level of completed investigation and results from the prior agency.

It is CI policy that a full background investigation be completed prior to the EOD date. However, a SAC may initiate a business case why the special agent should EOD sooner. The request requires approval from the Chief/Deputy Chief, CI. The request should be routed through CI-HR Embedded (copy to Servicing Employment Office) and then to Executive Director, Strategy.

The servicing employment office will forward the transcript to the NCITA to determine if additional training is required.

The SAC will be advised when the reassignment/transfer candidate has successfully completed the pre-employment screening and when the candidate will be placed into class. The candidate will be placed in the queue until a class slot becomes open. The Servicing Employment Office will initiate the PAR action after coordination with the SAC.

Criminal Investigation is not obligated to pay relocation expenses for candidates that are non-competitively selected as a reinstatement, voluntary transfer, reassignment, or change to lower grade. However, relocation allowance may be authorized in the case of lateral reassignments when the "best person" and "best interest of the government" tests are met. If relocation benefits are appropriate, approval must be obtained by the SAC from the Executive Director, Strategy through Associate Director, Finance.

A special agent/forensic electronic examiner is responsible for:

The duties of a forensic specialist are performed on a full-time basis

A polygraph examiner is responsible for:

The polygraph examiner testifies as needed in court as an expert witness.

Special agents selected as polygraph examiners must successfully complete formal training.

The duties of a polygraph examiner are performed on an “as other duty as required” basis.

The OJI administers the formal on-the-job phase of training for one or more trainees; gives trainee(s) direction and guidance in day-to-day operational and investigative activities and duties; presents instructional material and gives individual instruction and counseling as needed to assist in developing the skills and abilities of the trainee(s) and special agents with less work experience.

The special agent selected as an OJI is required to successfully complete OJI workshop training.

The duties of an OJI may be performed on a full-time or part-time basis.

In order to facilitate consistency of focus on the tracking and timely evaluation of fraud referrals, each field office is asked to designate an employee, a Fraud Referral Coordinator, to be responsible for receipt and tracking of fraud referrals. This employee will be responsible for:

Pilots operate aircraft in the performance of official investigations or administrative duties.

A pilot’s licenses and all related certification are required.

The duties of a pilot may be performed at 10-45% of the time in addition to their regular investigative duties.

The Disclosure Coordinator receives and processes requests for agency records, responds to disclosure questions from employees and managers, provides disclosure training to CI employees, consults higher level management on complex and sensitive requests.

The position requires knowledge of disclosure laws and regulations, the Freedom of Information and Privacy Acts, as well as laws and regulations governing grand jury information.

The disclosure coordinator duties may be performed 10 – 45% of the time in addition to their regular investigative duties.

The CI Embedded (HR) staff provides information, advice, assistance and support to CI management in HQ, the field offices and the special agent recruiters in order to attract a diverse group of qualified candidates for special agent positions. Human Resources staff also provides information and advice to the IRS-HCO Cincinnati Employment Branch for all other CI recruitment.

The CI Embedded (HR) staff develops and plans activities working directly with CI field offices, special agent recruiters, Finance and the Equity, Diversity & Inclusion staff members. Human Resources also works with staff from the HCO Recruitment and Employment, Talent & Security offices, and outside vendors in support of the CI recruitment effort.

The HR staff provides the status of hiring, marketing campaign plans and other recruitment related information to the field offices and special agent recruiters. Human Resources coordinates diversity career events costing over $1,000, requests funding and arranges for recruiting space at the events. Human Resources staff maintains the "Law Enforcement & Investigation" link on the IRS Careers website and the "Contact Us" list of offices by state with phone numbers and works with HCO Recruitment Office staff to post and/or revise information.

The HR staff provides CI Field Office Recruitment Coordinator training before each recruitment/hiring cycle.

Each CI field office appoints one or more recruitment coordinators to oversee external special agent recruitment activity in their location. These coordinators are the point of contact with the CI-HR Recruitment Program Manager and the HCO Recruitment Office full-time Recruiters.

Field offices are responsible for developing their recruitment strategy and obtaining the necessary recruitment material to deliver the recruitment message. The special agent recruiters are the liaison between representatives of diverse universities, colleges and other professional organizations within their office locations and use those organizations to market the special agent position. Special agent recruiters are responsible for attending career events and other activities arranged by HR and/or their field office. Recruiters are to market the special agent position at professional, civic, social, community and other outreach events when possible.

Special agent recruiters are responsible for keeping HR contact information up-to-date and inputting recruitment events into the "CI Recruitment Activity database."

The CI field offices are responsible for funding career events under $1,000. For career events costing over $1,000 the field office must request funding through the CI-HR staff.

The CI field offices are responsible for purchasing promotional items to use for recruitment activities in accordance with IRS policy and procedures; maintaining the display booths; and ordering sufficient official marketing material to distribute at career events.

Servicewide policy requires close coordination between CI special agent part time recruiters and the IRS-HCO full time recruiters to ensure that IRS is represented as one agency at career events. This requires booths to be shared between full time recruiters.