\ afm \ Adjudicator's Field Manual - Redacted Public Version \ Appendices \ APPENDIX 4-15 CHIEF OPERATIONS OFFICER GS-1801-14 [Added 02-13-2006]
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CHIEF OPERATIONS OFFICER GS-1801-14
The incumbent serves as Chief Operations Officer responsible for managing, through subordinate supervisors, a Headquarters and field staff engaged in formulating, directing, and coordinating benefit fraud strategy and related operations; coordinating the collection, analysis, and dissemination of intelligence information; and serving as liaison within the Bureau, the Department, and other Federal agencies on intelligence matters. The incumbent plans and coordinates global fraud detection and prevention prog
rams and operations and is responsible for widespread intelligence gathering and analysis and anti-fraud and national security initiatives to ensure detection of individuals and/or groups who present a threat to national security or seek to undermine the integrity of immigration laws, regulations, and programs. The full performance level of this position is GS-1 5. The incumbent functions under tighter supervision while, performing at the GS-14 level.
EXERCISES SUPERVISORY AND/OR MANAGERIAL AUTHORITIES 100%
Responsible for formulating and implementing a long-range national benefit fraud strategy based upon results of fraud assessments, intelligence data, and risk factors. Responsible, through subordinate Supervisory Intelligence Officers, for a staff of Intelligence Officers and Program Analysts at Headquarters and in field service and processing centers.
Performs the administrative and human resource management functions relative to the staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques. Provides informal feedback and periodically evaluates employee performance. Resolves informal complaints and grievances. Develops, work improvement plans, recommend
ing personnel actions as necessary. Provides advice and counsel to workers related to work and administrative matters. Effects disciplinary measures as appropriate to the authority delegated in this area. Reviews and approves or disapproves leave requests. Assures that subordinates are trained and fully comply with the provisions of the safety regulations.
The incumbent is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her supervision in the following: (1) merit promotion of employees and recruitment and hiri
ng of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills.
FACTOR 1-3 PROGRAM SCOPE AND EFFECT
The incumbent manages nationwide intelligence, anti-fraud, and liaison programs that require supervision, through subordinate supervisors, of Headquarters and field staff engaged in intelligence and anti-fraud work that ultimately supports and directly affects all Bureau administrative activities and operations. The incumbent is responsible for operations and activities that directly and significantly impact effectiveness and efficiency of a wide range of nationwide Bureau activities that include: gathering
and analyzing intelligence information, protecting national security, ensuring public safety, and preventing immigration-related fraud. Responsible for activities including: planning, organizing, implementing, and coordinating national benefit fraud strategy; overseeing the Benefit Fraud Assessment; gathering and analyzing intelligence to identify individuals who are a potential threat to national security/public safety; providing prosecutorial support for enforcement cases; providing liaison with other Fe
deral agencies; and ensuring development, implementation, and maintenance of a viable anti-fraud system and program.
FACTOR 2-3 ORGANIZATIONAL SETTING
The position is accountable to a position that is SES level.
FACTOR 3-3 SUPERVISORY/MANAGERIAL AUTHORITY EXERCISED
Exercises the following supervisory authorities and responsibilities for subordinate supervisors and as second line supervisor of subordinate staffs:
Exercises significant responsibilities in dealing with officials of other units or organizations or in advising management official of higher rank;
Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinates or assuring comparable equity in the assessment by subordinates of the adequacy of contractor capabilities or of contractor completed work;
Directs a program or major program segment with significant resources (e.g., one at a multi-million dollar level of annual resources);
Makes decisions on work problems presented by subordinate supervisors or team leaders,
Evaluates subordinate supervisors or leaders and serving as the reviewing official on evaluations of non-supervisory employees rated by subordinate supervisors;
Makes or approves selections for subordinate supervisory positions and for work leader, group leader, or project director positions responsible for coordinating the work of others, and similar positions;
-Hears and resolves group grievances or serious employee complaints;
Reviews and approves serious disciplinary actions (e.g., suspensions) involving non-supervisor subordinates;
Makes decisions on non-routine, costly, or controversial training needs and training requests related to employees of the unit;
Approves expenses comparable to within-grade increases, extensive overtime, and employee travel;
Recommends awards or bonuses for non-supervisory personnel and changes in position classification, subject to approval by higher-level officials, supervisors, or others;
Finds and implements ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building, or improve business practices.
FACTOR 4A-3 NATURE OF CONTACTS
Personal contacts include high-level managers, supervisors, and technical staff throughout the Bureau on matters relating to complex and far reaching intelligence, fraud, inspections, investigations, and adjudications issues. Contacts also involve maintaining liaison with high-level managers, supervisors, and technical staff of other Federal agencies and national intelligence organizations on issues relating to sharing, intelligence data and coordinating high profile cases involving national security. The i
ncumbent is the single point of contact with other Federal agencies on matters relating to intelligence and enforcement operations issues within the Bureau.
FACTOR 4B-3 PURPOSE OF CONTACTS
The purpose of contacts is to justify, defend, or negotiate in representing the Bureau is obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving enforcement operations, projects, problems, or other issues of considerable importance to the Bureau.
FACTOR 5-8 DIFFICULTY OF TYPICAL WORK DIRECTED
The highest graded non-supervisory work directed, which requires at least 25% of this position's duty time, is GS-13 or higher, or equivalent.
FACTOR 6-6 OTHER CONDITIONS
Supervision and oversight involves exceptional coordination and integration of a number of very important and complex program segments or programs of professional, scientific, technical, managerial, or administrative work comparable in difficulty to GS-13 or higher level. Supervision and resource management involves major decisions and actions that have a direct and substantial effect on the organizations and programs managed. The incumbent manages work through subordinate supervisors who are responsible fo
r GS-13 workloads.