Department Of Labor | Supervisory Investigator

Duties***There is one vacancy to fill. The selectee will be expected to report in person to one of the following locations: Cincinnati, OH or Cleveland, OH. Pay to be set based on the locality pay area of the Duty Location. Final duty station will be determined upon selection.
The duties described below are at the full performance level (GS-15). Incumbents hired at the GS-14 grade level will serve in a developmental capacity, where the incumbent works under closer supervision while continuing to exercise supervisory and managerial authority assigned for the position.
Manages the planning and implementation of all OLMS program and associated administrative operations within an assigned geographical territory. Formulates annual plans for program operations within an assigned geographic jurisdiction which are congruent with established budgetary and administrative requirements.Directs and supervises OLMS program activity under the LMRDA and related statutes, including: criminal and civil investigations; investigative audits of labor organizations under the agency's Compliance Audit and International Compliance Audit Program (CAP and I-CAP) to detect criminal and civil violations of the LMRDA and related statutes.Serves as the OLMS spokesperson in dealings with federal and state or local agencies, union officials, interest groups, press and medial representatives, and others.Directly supervises staff work and support staff. Ensure timely and quality completion of assignments, technical sufficiency of work and conformance with agency policies and procedures. Evaluates, provides counseling, training and advice to subordinate supervisors/team leaders and other staff and performs the full ranted of established supervisory functions.Develops long-range plans for office operations which identify program areas in need of special emphasis, recognize future priorities and project future resource needs in terms of staffing, time and funding considerations.PHYSICAL REQUIREMENTS: The investigative work often involves prolonged hours of interviews or record reviews in hazardous, hostile environments. Many records are obtained from reluctant sources via administrative or grand jury subpoena. The work may involve considerable exertion to obtain, transport, and ultimately review records. The work requires interviews of witnesses or targets in remote work sites at irregular, unpredictable or unscheduled hours. Complex investigations are multi-tiered, requiring concentration and endurance. Documents are often difficult to obtain, and financial records may have to be completely reconstructed to assess both the subject's guilt and the union's loss. The work may involve interviewing contacts or developing leads in uncomfortable, often hostile environments oftentimes outside normal working hours. The position may also require working for prolonged periods of time without adequate rest.
Conducting investigations requires frequent travel to various geographic sites with or without other investigators. Investigations may require locating witnesses and records, and then conducting extensive, prolonged interviews at irregular hours to satisfy stress­ provoking time constraints. Travel is sometimes necessary in severe weather on remote roads, in hazardous areas or under hazardous conditions, for up to three weeks at a time. Some casework may have to be done over protracted shift periods and at irregular hours. Interviews may be conducted in arduous circumstances with reluctant witnesses, sometimes exposing the investigator to personal risk. Prosecution support work frequently requires unusually long workdays and long periods away from the assigned duty station.Considerable endurance is often required to review voluminous records, and physical strength is required for lifting and transporting them. Investigators must often lift heavy boxes or equipment, categorize, store, and secure evidence, all independent of outside help.WORK ENVIRONMENT: Managerial or supervisory duties are typically performed in office settings, but usually require extensive additional on-site investigative work. This on-site work often occurs during evening or other irregular hours, in work environments of union officials or other persons, unsafe, crime ridden areas, factories, on construction sites, or at depots. Investigative activities bring the investigator into direct contact with individuals facing potential criminal charges, loss of their freedom and livelihood, known to commit, attempt, or threaten to commit violence against union members, who own weapons, or are alleged to have ties to organized crime. These contacts also expose the investigator to highly contested, hostile, internal union political and power struggles. These and other situations described above may place the investigator in physical jeopardy.
Requirements Conditions of EmploymentMust be a U.S. Citizen.Must be at least 16 years old.Candidate required to obtain the necessary security/investigation level.Requires a probationary period if the requirement has not been met.Requires a supervisory probationary period if the requirement has not been met.Requires a valid driver's license.Subject to financial disclosure requirements.Age Restriction: This is a secondary LEO position covered by the special retirement provisions for law enforcement officers. Retirement at age 57 is mandatory.Occasional travel is required to promote knowledge of criminal and civil investigations of violations of the LMRDA and related statutes, and take appropriate enforcement action. Qualifications***There are specific Law Enforcement Officer (LEO) requirements for this announcement. If you do not meet the LEO requirements, the vacancy is also open as a Supervisory Investigator, GS-1801-15, under announcement number MS-25-DAL-OLMS-12617853-TKS and does not have LEO requirements.**You must meet the Specialized Experience to qualify for the Supervisory Investigator (LEO), as described below.Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level.For the GS-14 level: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-13 in the Federal Service.Qualifying specialized experience for the GS-14 includes the following:Plans and conducts criminal and civil investigations of violations of the LMRDA and related statutes; andServes as a team lead, directing and/or guiding others in completing civil and criminal enforcement activities.For the GS-15 level: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 in the Federal Service.Qualifying specialized experience for the GS-15 includes all of the following:Plans, directs and conducts civil and criminal enforcement activity, and compliance assistance;Serves as project leader on large or complex investigations and investigative audits;Plans, directs and coordinates the work of Investigators.EducationThere is no education in lieu of specialized experience at the GS-14/15 grade levels.Additional information You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.Supervisory Financial Disclosure: This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually.The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered.Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEESAs a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATIONThe Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act.Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions.
All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information.
Based on agency needs, additional positions may be filled using this vacancy. Help

A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.
Review our benefitsEligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.How You Will Be EvaluatedYou will be evaluated for this job based on how well you meet the qualifications above.Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:Administration and ManagementCriminal InvestigationInterpersonal SkillsLeadershipLegal, Government, and JurisprudencePlanning and EvaluatingClick here for evaluation details.
WRITING SAMPLE: Applicants may be required to complete a writing sample during the interview process.

You may preview questions for this vacancy here: The information you provide may be verified by a review of your paid, unpaid, volunteer, and other lived experience, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.INFORMATION FOR CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under CTAP, you must be well-qualified for the position to receive consideration. CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as a CTAP eligible and submit supporting documentation.