\ afm \ Adjudicator's Field Manual - Redacted Public Version \ Appendices \ APPENDIX 4-21 SUPERVISORY INTELLIGENCE RESEARCH SPECIALIST, GS-0132-13 [Added 02-13-2006]
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APPENDIX 4-21 SUPERVISORY INTELLIGENCE RESEARCH SPECIALIST, GS-0132-13
This position is Chief, Fraud Detection Unit, Citizenship and Immigration Services (CIS). The incumbent reports directly to the Chief of Operations, Citizenship and Immigration Services, Office of Fraud Detection and National Security.
Supervisory and/or Managerial Responsibilities 100%
As the Chief, Fraud Detection Unit, participates fully with the Chief of Operations, FDNS, in the management and oversight of the unit, such as case development and referral, pro-active fraud detection, and intelligence reporting related to program activities, and liaison with numerous federal, state, and local law enforcement agencies, on a variety of matters involving petitioner, beneficiaries, attorneys, and preparer.
Supervises a group of employees performing work at the GS-12 level. Provides administrative and technical supervision necessary for accomplishing the work of the unit.
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, recommendi
ng 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
Work directed is procedural, routine, and typically provides services or products to specific persons of small, local organizations. The work directed facilitates the work of others in the immediate organizational unit, responds to specific requests or needs of individuals, or affects only localized functions.
Factor 2-2 Organizational Setting
The position is accountable to a position that is one reporting level below the first SES, or equivalent or higher level position in the direct supervisory chain.
Factor 3-2 Supervisory/Managerial Authority Exercised
Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in-service or contracted work. Assures implementation (by lower and subordinate organizational units or others) of the goals and objectives for the program segment(s) or function(s) they oversee. Determines goals and objectives that need additional emphasis; determine the best approach or solution for resolving budget shortages; and plan for long range staffing needs, i
ncluding such matters as whether to contract out work. Works closely with high level program officials (or comparable agency level staff personnel) in the development of overall goals and objectives for assigned staff function(s), program(s), or program segment(s).
Exercises at least eight of the following supervisory authorities and responsibilities:
Uses any of the following to direct, coordinate. or oversee work: supervisors, leaders, team chiefs, group coordinators, committee chairs, or comparable personnel; and/or provides similar oversight of contractors;
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, team leaders, or similar personnel, or by contractors;
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,
Determines whether contractor performed work meets standards of adequacy necessary for authorization of payment;
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
Contacts may take place in meetings, conferences, briefings, speeches, presentations, or oversight hearings and may require extemporaneous response to unexpected or hostile questioning. Preparation typically includes briefing packages or similar presentation materials, requires extensive analytical input by the employee and subordinates, and/or involves the assistance of a support staff. Frequent contacts are comparable to any of the following:
Influential individuals or organized groups from outside the employing agency, such as executive level contracting and other officials of major defense contractors or national officers of employee organizations;
Regional or national officers or comparable representatives of trade associations, public action groups, or professional organizations of national stature;
Key staff of congressional committees, and principal assistant to senators and representatives;
Elected or appointed representatives of State and local governments;
Journalists of major metropolitan, regional, or national newspapers, magazines, television, or radio media;
SES, or Executive Level heads of bureaus and higher-level organizations in other Federal agencies,
Factor 4B-3 Purpose of Contacts
The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in 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, hearing, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed.
Factor 5-7 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-12 or GS-12 or equivalent or GS-13.
Factor 6-5 Other Conditions
Supervision and oversight involve significant and extensive coordination and integration of a number of important projects or program segments of professional, scientific, technical, and managerial or administrative work comparable in difficulty to the GS-12 level. Supervision also involves major recommendations that have a direct and substantial effect on the organization and projects managed.
Supervision involves directing a highly technical, professional, administrative or comparable work at GS-13 or above which involves extreme urgency, unusual controversy, or other, comparable demands due to research, development, test and evaluation, design, policy analysis, public safety, public health, medical, regulatory, or comparable implications.
This position manages work through subordinate supervisors and/or contractors who each direct substantial workloads comparable to the GS-12 or higher.