General Schedule Position Classification Standard		Classification Programs Division
Draft Job Family Standard for Administrative Work in the Investigation, Enforcement, Inspection, and Compliance Group, GS-1800
Release Date:  December 2001 - DRAFT		Section Eight of Thirty-One

Contents

Impact of Automation

Automation and computer technology affect the way background information, data, evidence, and other types of information are gathered to accomplish investigation, enforcement, inspection, and compliance work. Investigators, inspectors, agents, and others in this group use computers to perform a variety of tasks. They access files, initiate and track multiple projects, obtain up-to-date information, and generate reports. They input, store, and retrieve data in multiple formats. They use the Web to search for information pertaining to assignments.

Although employees in this group use computers to perform basic work processes, knowledge of the rules and processes in performing the work remains the paramount subject matter knowledge required. The kind of automation tools involved, and the skill required to use them, generally replace or supplement work methods and techniques previously performed through manual or machine enhanced processes. These positions may require knowledge of the applications of information technology (IT) to the assignment area and skill in the use of IT software and hardware systems, but the positions are not directly involved in developing, delivering, or supporting IT systems, applications, and services. In many cases, an employee with advanced knowledge and skill in the use of IT systems may be regarded as the IT "expert" in the immediate organization and relied upon by other employees for limited technical advice and assistance in the application of IT systems to the assignment area. Although computers are used to facilitate work within this job family, the use of automation does not change the primary purpose of the work. Proper classification of positions within this and other administrative occupations is based on the relevant knowledge and skills required to perform the primary duties of the position-in this instance, those duties related to investigation, enforcement, inspection, and compliance work.

Canine Handling Work

Evaluate work that primarily involves canine handling for law enforcement purposes using the occupational series that best reflects the primary knowledge and skills of the position; e.g., Police Series, GS 0083; Customs Inspection Series, GS-1889; or Border Patrol Enforcement Series, GS-1896. Canine handling is not a series or grade-level determinant.

Law Enforcement Duties and 6C Retirement Coverage Information

Law enforcement officer as defined by 5 CFR 831.902 is an employee, the duties of whose position are primarily the investigation, apprehension, or detention of individuals suspected or convicted of offenses against the criminal laws of the United States. This does not include an employee whose primary duties involve maintaining law and order, protecting life and property, guarding against or inspecting for violations of law, or investigating persons other than persons who are suspected or convicted of offenses against the criminal laws of the United States.

There is some confusion about what types of duties and positions are covered by that definition. Recent Merit Systems Protection Board (MSPB) rulings have identified several aspects/functions that are reflective of law enforcement officer (LEO) positions for the purposes of entitlement to LEO retirement credit. The Court of Appeals for the Federal Circuit has recently upheld the Board's new approach that holds "if a position was not created for the purpose of investigation, apprehension, or detention, then the incumbent(s) of the position would not be entitled to LEO credit." In determining the reasons for the existence of the position, the Board considered all available evidence, including OPM classification standards, the position description, and the duties actually performed by the officers on a near daily basis.

Positions that are considered law enforcement typically use investigative techniques such as cultivation and use of informants, development and exploitation of leads, interrogation, document reviews, and searching for physical evidence. The investigative position is traditionally concerned with gathering of evidence and the identification, apprehension, and conviction of groups of individuals and organized crime. The scope or scale of the investigations is typically the "big picture" rather than the "street corner" criminal. Some positions such as police officers may conduct investigations; however, they are generally limited to after-the-fact conditions as first responders. These "preliminary investigations" include victim interviews, documenting the crime scene, noting discrepancies in statements, gathering physical evidence, defining the crime, identifying witnesses, searching the crime scene, and identifying suspects and suspect vehicles.

Investigators work cases or casework rather than being assigned patrol or security duties that are typically associated with police officers. Investigators' cases typically are referred from other Federal law enforcement agencies from complainants, or they are developed through informants.

When evaluating law enforcement work, surveillance, plainclothes, or stakeout assignments are not considered comparable to undercover work. Investigators who perform undercover work are trained for the assignment as a regular and recurring part of their duties. Undercover assignments generally are performed at locations removed from the normal duty assignment, where the investigator's identity and purpose are concealed. Surveillance work that is relatively short in duration and is incidental or ancillary to the regular enforcement duties should not be construed as being comparable to undercover work for law enforcement purposes, unless it is directly applicable to the investigation of Federal crimes.

Crosswalk to Standard Occupational Classification

The Office of Management and Budget requires all Federal agencies that collect occupational data to use the Standard Occupational Classification (SOC) system for statistical data reporting purposes. The Bureau of Labor Statistics will use SOC codes for National Compensation Survey and other statistical reporting. The Office of Personnel Management (OPM) and agencies will develop and maintain the "crosswalk" between the Federal occupational series and the SOC codes to serve this need. These SOC codes and this requirement have no effect on the administration of any Federal human resources management systems. The information contained in this table is for information only and has no direct impact on the classification of positions covered by this job family standard. The SOC codes shown here generally apply only to nonsupervisory positions in these occupations. As changes occur to the SOC codes, OPM will update this table. More information about the SOC is available at http://stat.bls.gov/soc/soc_home.htm.