part9-5

9.2.1 
Training

9.2.1.1 
(05-18-2005)
OVERVIEW

  1. The Criminal Investigation (CI) Training Council
    advises the Chief, CI, on all matters relating to training.

  2. The Deputy Chief, CI, and the Director, National
    CI Training Academy (NCITA) co-chair the Training Council. The Director, Strategy
    and the Director, Operations Policy and Support each assign a permanent member
    on the Council. The remainder of the Council consists of seven rotational
    members:

    • one Special Agent in Charge (SAC)

    • one representative from each field operations area,
      alternate rotation of three Supervisory Special Agents (SSA), and three special
      agents

  3. The Deputy Chief, CI, will select the SAC from nominations submitted
    by the Directors, Field Operations. The Directors, Field Operations may select
    either a SSA or a special agent to represent his/her area.

  4. This section discusses the role of NCITA in preparing
    CI employees for their positions. The particular training programs discussed
    in this section are as follows:

    • Basic Training Program

    • Advanced Special Agent Training (ASAT)

    • Advanced and Specialized Training Programs

    • Management Training Programs

    • Program Development

    • Continuing Professional Education (CPE)

    • Firearms Training and Qualification

    • Defensive Tactics Training

    • Certified Public Accountant (CPA)/Attorney Professional Certifications

    • Continuing Personal Development (CPD)

9.2.1.2 
(03-31-2004)
National Criminal Investigation Training Academy

  1. The NCITA is located at the Federal Law Enforcement
    Training Center (FLETC) in Glynco, GA. The NCITA is responsible for developing
    and monitoring formalized training programs and on-the-job training, and for
    scheduling and conducting training.

  2. Instruction and practical exercises are taught
    by NCITA instructors, field office cadre, and FLETC instructors, depending
    on the course of instruction.

  3. The NCITA student honor code is based on the premise
    that persons aspiring to serve as Federal law enforcement officers for the
    IRS should exhibit the highest levels of personal conduct and integrity. The
    honor code prescribes that all work submitted by a student to successfully
    complete a NCITA training program shall be the sole product of the student.
    Each student has an obligation to uphold the highest standards of integrity
    in training and shall not tolerate dishonesty by other students at NCITA.
    The honor code applies not only to written examinations but also to all work
    performed in the graded practical exercises of a training program. Honor code
    violations will result in termination from training.

9.2.1.3 
(03-31-2004)
Special Agent Basic Training Program

  1. Newly appointed special agents must satisfactorily
    complete the following recruit training program:

    1. Phase 1—Pre-Basic Orientation Training Program
      (PB)

    2. Phase 2—Criminal Investigator Training Program
      (CITP)

    3. Phase 3—Special Agent Investigative Techniques
      (SAIT)

    4. Phase 4—On-the-Job Training (OJT)

  2. All new special agents (trainees) will be scheduled
    to attend formal classroom training at the designated reporting date established
    by the NCITA, consistent with the centralized hiring process. Phases 1, 2,
    and 3 will be run consecutively with no break between phases. The new special
    agent will report for duty to his/her respective field office upon successful
    completion of phase 3. Progression to phase 3 requires successful completion
    of phases 1 and 2.

  3. An evaluation of the trainees performance will
    be sent to the trainees respective field office management upon successful
    completion of phases 1, 2, and 3. Satisfactory completion of each phase is
    required to retain employment as a special agent. Repetition of any phase
    of training or training program will be allowed only in the case of medical
    problem or personal emergency, and only upon the approval of the Director,
    NCITA, and concurrence of the Director, Strategy and the Chief, CI.

9.2.1.3.1 
(03-31-2004)
Pre-Basic Orientation

  1. A pre-basic orientation is conducted during the
    three days prior to the start of CITP. This orientation includes such topics
    as standards and expectations, IRS-CI organization, ethics and integrity,
    core values, diversity, prevention of sexual harassment, professionalism,
    and an introduction to the A.S.P.I.R.E (assess, set goals, plan, implement,
    review, and evaluate) model. All administrative personnel and relocation matters
    are covered in this phase of training.

9.2.1.3.2 
(03-31-2004)
Criminal Investigator Training Program

  1. The CITP course is designed by and conducted at
    FLETC in Glynco, Georgia. The course educates trainees in various Federal
    law enforcement skills, including the fundamentals of criminal law, constitutional
    law, the rules of evidence and criminal procedures, trial practices, investigative
    techniques, vehicle operation, non-lethal control techniques, and firearms.

  2. Satisfactory completion of CITP is a prerequisite
    for SAIT. Unsatisfactory performance in CITP will disqualify the individual
    from further special agent training. The course may not be repeated unless
    the failure to complete it was due to a medical problem or personal emergency.
    Repetition of the course requires the approval of the Director, NCITA, and
    concurrence of the Director, Strategy and the Chief, CI.

  3. Special agents who have transferred from other
    enforcement agencies and have satisfactorily completed CITP need not repeat
    this training, unless their attendance is required by the Director, NCITA.

9.2.1.3.3 
(03-31-2004)
Special Agent Investigative Techniques

  1. The first segment of SAIT is TAX–CI.

    1. The Tax–CI instruction consists of tax law
      training with an emphasis on criminal violations of the tax law.

    2. While delivery of the tax law training is integrated
      within the SAIT segment of Special Agent Basic Training (SABT) in a “just-in-time”
      training environment, testing is separate and
      distinct from the SAIT segment. By its nature, most of the tax law training
      will be early in the SAIT schedule. Satisfactory completion of Tax-CI is a
      requirement to continue in the SAIT segment of SABT. Unsatisfactory performance
      in Tax-CI will disqualify the trainee from further special agent training.

    3. As with CITP, repeating this course will only be
      allowed in case of a medical problem or personal emergency, and only upon
      the approval of the Director, NCITA, and concurrence of the Director, Strategy
      and the Chief, CI.

    4. The remaining portion of SAIT concentrates on developing the skills necessary
      to investigate potential criminal violations of Internal Revenue laws and
      related offenses.

    5. Both technical and behavioral skill development is emphasized throughout
      the program. Critical thinking skills with the underlying emphasis on core
      values drive this learner-focused, problem solving training environment. The
      program is practical exercise intensive.

    6. The trainees “work”
      two tax-training investigations.
      Individual blocks of instruction range from the simple to the complex; from
      the “how-tos”
      of numbering an investigation to the more
      substantive instruction in interviewing techniques, report writing, documentation
      of evidence, the different methods of proving income, financial search warrants,
      and testifying in judicial proceedings.

    7. Trainees plan and conduct interviews ranging from a simple third party
      interview to complex subject interviews, using a wide variety of interviewing
      techniques.

    8. Detailed presentations are made relative to the specific item, net worth
      and bank deposit methods of proving income.

    9. Trainees formulate and write a detailed Special Agents Report (SAR).
      Each trainee prepares many memoranda, schedules, and summaries throughout
      the course.

    10. All of these various blocks of instruction are provided to the trainees
      as they work two different tax investigations. The instruction is woven throughout
      the investigation activity in a “just-in-time”
      manner
      to enable each trainee to reinforce, through practice, what was learned in
      the classroom, thereby expanding the trainees knowledge base and refining
      their investigative skills.

    11. The first tax training investigation is an administrative specific item
      investigation. The second tax investigation is an expansion of the first.
      Specifically, it is a grand jury investigation, which emphasis the indirect
      methods of proving unreported income.

    12. Instruction is provided in the hard skill areas of defensive tactics,
      building entry, armed escort, and additional firearms training. The defensive
      tactics training introduces the trainee to CIs use of force procedures and
      consists of classroom instruction and physical training in weaponless defensive
      techniques. Building entry and armed escort training have similar formats.
      The firearms training includes range time and simulations.

    13. In addition, training is provided in conducting money laundering investigations
      and in those other areas which are necessary to enable the new special agents
      to successfully carry out their duties and responsibilities.

  2. A detailed evaluation of the trainees performance
    in all segments of recruit training will be sent to the trainees respective
    field office management upon successful completion of SAIT. Satisfactory completion
    of SAIT is required to retain employment as a special agent. Repetition of
    the course will be allowed only in the case of a medical problem or personal
    emergency, and only upon the approval of the Director, NCITA and the concurrence
    of the Director, Strategy and the Chief, CI.

9.2.1.3.4 
(03-31-2004)
On-The-Job Training

  1. The purpose of the on-the-job training (OJT) program
    is to provide newly trained special agents the opportunity to develop investigative
    skills by applying the knowledge learned in CITP and SABT while encountering
    the challenges present in a real-life situation. The special agent OJT training
    program is designed to provide new special agents meaningful work assignments
    and assistance toward reaching a professional level of competency as quickly
    and efficiently as possible. The program requires that:

    1. every new special agent be assigned OJT investigations
      commensurate with his/her training ability

    2. every new special agent successfully complete prescribed
      objectives in order to complete OJT

    3. every new special agent trainee be assigned a qualified
      on-the-job instructor (OJI) to actively assist the special agent in completing
      OJT and reaching the full professional level

    4. successful performance of OJT activities be made
      a matter of record

  2. On-the-job training is directly related to investigations
    and consists of a series of objectives to be completed by the special agent
    under the guidance of the SSA and an OJI. The objectives and guidelines for
    conducting on-the-job training are contained in the Special Agent On-the-Job
    Training Guide (Training 4136–101, TPDS 83365G).

  3. On-the-job training begins as soon as a special
    agent successfully completes SABT. The special agent should initially be assigned
    relatively simple investigations using a specific item method of proof. The
    assignment of an investigation involving an indirect method of proof will
    require the OJI to work more closely with the special agent and provide more
    guidance than normal. This additional support should continue until the special
    agent has progressed to the point that additional help is no longer necessary.

    Note:

    The special agent will then continue with OJT under the direct supervision
    of the OJI and the SSA until the objectives set forth in training progress
    record of the OJT training guide are successfully accomplished. Performance
    of OJT activities will be made a matter of record by the OJI.

  4. The OJT will be completed when the objectives
    in the training progress record have been accomplished and the special agent
    has demonstrated to his/her OJI and SSA that he/she is capable of working
    independently. Although there is no rigid time limit set for the completion
    of OJT, the first 12 objectives in the training progress record are to be
    satisfactorily accomplished before the special agent is eligible for promotion
    to grade GS–11 (or the next higher grade for a IRS employee who has
    reached GS–11 at the time of transfer into CI).

9.2.1.3.4.1 
(03-31-2004)
Responsibility for On-The-Job Training

  1. Each SAC is responsible for seeing that OJT is
    provided to special agent recruits and any special agents in need of such
    training, as well as the continued evaluation of the program.

  2. The SAC is responsible for ensuring that all SSAs
    under his/her supervision provide an effective OJT program for trainees. The
    SAC is also responsible for certifying the completion of OJT for trainees
    in his/her field office.

  3. The SSA is responsible for providing all special
    agent trainees under his/her supervision with an effective OJT program. The
    SSA is responsible for the following:

    1. Assigning a qualified OJI to assist the special
      agent with the necessary OJT.

    2. Assigning investigations and other OJT activities
      commensurate with the special agents training and ability.

    3. Ensuring that the new special agent is provided
      all necessary assistance toward completing the OJT objectives and reaching
      a professional level of competency as quickly and efficiently as possible.

    4. Providing the OJI adequate time to fulfill his/her
      training responsibility to the special agent.

      Note:

      On an average, 30–50%
      of the OJIs time is needed for each special agent.

    5. Reviewing and evaluating the accomplishments and
      progress of the special agent quarterly.

    6. Notifying the SAC when the special agent has successfully
      completed OJT.

9.2.1.3.4.2 
(03-31-2004)
Selection of On-The-Job Instructors

  1. On-the-job instructors will be competitively selected
    and should possess the following qualities:

    1. an interest in serving as an instructor

    2. a high level of job performance and technical competence

    3. an ability to communicate effectively

    4. leadership and the ability to motivate others

    5. dependability

    6. self-confidence

    7. initiative

    8. the ability to use good judgment and make sound
      decisions

    9. the ability to meet and deal with various personality
      types

  2. The success of the OJT program depends heavily
    upon the combined support of management and the quality of instruction that
    the special agents receive from their OJI. Consequently, management should
    ensure the most effective program possible by:

    1. selecting only the most qualified special agents
      to become OJIs

    2. ensuring that all OJIs receive training in the OJI
      Workshop

    3. reducing or adjusting workloads to provide the OJIs
      the necessary time and opportunity to fulfill their training responsibilities

      Note:

      On average 30–50% of the OJIs time will be needed for each special
      agent

    4. evaluating OJIs on their performance, as part of
      the regular special agent evaluation process

    5. promoting the position of OJI as a developmental
      assignment to which special agents should aspire

9.2.1.4 
(03-31-2004)
Advanced Special Agent Training

  1. Advanced Special Agent Training (ASAT) is an 81/2 day mandatory training course for GS-1811s Grades 12/13 special
    agents who have at least 8 years of experience as a special agent. Topics
    covered include:

    1. advanced material on innovative financial investigative techniques

    2. indirect methods

    3. international investigations

    4. terrorism financing/USA Patriot Act,

    5. forensics

    6. current issues in tax crimes

    7. advanced interviewing techniques

    8. asset forfeiture/money laundering

    9. search warrants

    10. core values

    11. enforcement operations

  2. The course is presented in a seminar format and emphasizes participant
    involvement in class discussions and numerous practical exercises.

9.2.1.5 
(03-31-2004)
Advanced and Specialized Training Programs

  1. The NCITA is responsible for developing and presenting
    programs to meet these needs. Current programs include:

    1. Defensive Tactics Instructor Training Basic and
      Refresher

    2. Money Laundering Expert Witness Seminar (MLEWS)

    3. Basic Instructor/Facilitator Training (BIFT)

    4. Firearms Instructor Training, Basic and Refresher

    5. Advanced Law Enforcement Photography Training Program
      (ALEPTP)

    6. Technical Investigative Equipment Training Program
      (TIETP)

    7. Law Enforcement Spanish Training Program, Basic
      and Advanced

    8. Physical Fitness Coordinator Training Program, Basic
      and Refresher

    9. Criminal Intelligence Analyst Training Program (CIATP)

    10. Building Entry Instructor Training (BEIT)

9.2.1.6 
(03-31-2004)
Management Training Programs

  1. The Chief, CI is responsible for identifying nationwide
    needs for entry, mid-level, and top-level training, as well as Continuing
    Management Education (CME) for CI management personnel.

  2. The NCITA is responsible for coordinating and
    developing programs to meet management training needs identified by the Chief,
    CI. These include the following:

    1. Core Entry Level Supervisory Special Agent Training
      Program

    2. Entry-Level Supervisory Special Agent Seminar

    3. Mid/Top-Level Supervisory Special Agent Seminar

    4. Senior Supervisory Special Agent Seminar (CME training)

  3. Directors, Field Operations are responsible for
    providing qualified first, mid, and top-level SSAs as facilitators for all
    phases of CI, SSA training.

9.2.1.7 
(03-31-2004)
Program Development

  1. The Chief, CI is responsible for identifying nationwide
    needs for specialized and advanced training of CI personnel. The NCITA is
    responsible for developing and presenting programs to meet those needs. Current
    programs include:

    1. Defensive Tactics Instructor Training (DTIT)

    2. Advanced Seized Computer and Evidence Recovery Specialist
      Training (ASCERS)

    3. Money Laundering Expert Witness Training

    4. Basic Instructor/Facilitator Training (BIFT)

    5. Computer Investigative Specialist Training (CIS)

  2. The areas and field offices are responsible for
    identifying local specialized training needs. The NCITA is responsible for
    conducting training, when appropriate, and arranging for the attendance of
    special agents in the following training programs not conducted by IRS:

    1. Firearms Instructor Training, Basic and Refresher

    2. Advanced Law Enforcement Photography School

    3. Technical Investigative Equipment Training

    4. Law Enforcement Spanish Training

    5. Physical Fitness Program Coordinator Training

    6. Criminal Intelligence Analyst Training

    7. other courses offered at FLETC

9.2.1.8 
(03-31-2004)
Continuing Professional Education

  1. Topics for CPE are developed by NCITA, with assistance
    from HQ and field office personnel. The CI Training Council will determine
    or concur on the topics for each fiscal year. Certain topics may be designated
    as mandatory while others may be selected at the option of the area or field
    office to meet local training needs. Area or field offices may develop other
    subjects to fill local needs. One copy of all locally developed material will
    be forwarded to the Director, NCITA.

9.2.1.8.1 
(03-31-2004)
Continuing Professional Education Materials and Scheduling

  1. Continuing Professional Education topics will
    be distributed throughout the fiscal year on the CI Web.

  2. Any locally developed material must be obtained
    from the developer.

  3. Scheduling of CPE can be accomplished anytime
    during the fiscal year.

  4. Each field office is authorized to conduct an off-site CPE every other
    year. Off-site CPEs for CI employees provide value to our workforce, not only
    through the presentation and discussion of the CPE curriculum, but through
    the benefit of the SAC and management team being able to address the entire
    field office formally and informally at one time in one location. Many field
    offices are geographically spread to the extent that it is difficult and expensive
    to assemble all CI employees in one location with the exception of CPE.

  5. The Director, Field Operations will be responsible for ensuring that
    roughly half of their field offices conduct an off-site CPE each year. All
    CPE requests will initially be routed through the Supervisory Human Resources
    Specialist, for concurrence, and then to the area Director, Field Operations,
    for approval.

  6. An off-site CPE can be authorized by the Chief/Deputy Chief, CI, during
    any fiscal year if extraordinary events create a necessity for the SAC to
    gather all staff together. The Chief/Deputy Chief, CI, can authorize off-site
    CPEs when a newly selected SAC elects to utilize CPE for a team building session.
    The Chief, CI, can approve a CPE location outside of the geographical boundaries
    of the field office (for example, where two field offices combine to conduct
    a joint CPE, thereby saving instructor and speaker expenses).

  7. An off-site CPE is defined as one taking place at a venue within the
    geographical confines of the field office’s boundaries but outside of
    the SACs office commuting area. Procedures for requesting off-site facilities
    for training events will be followed when determining the viability of a proposed
    CPE venue. These procedures can be found on the IRS Human Capital Office Web
    site.

  8. Internal Revenue Manual IRM 6.410.2, Selection
    of Locations and Facilities for IRS Off-Site Training provides
    appropriate guidelines that should be applied to meetings and conferences.
    Government facilities will be used for training when such facilities are available
    and adequate. Form 10416, Approval Request for Use of Off-Site Training Facilities
    must be completed in connection with a request for off-site CPE and approved
    by the Director, NCITA or the Supervisory Human Resource Development Specialist,
    NCITA.

  9. Perception must always be a consideration by IRS managers and executives
    when planning off-site meetings. Under no circumstances, regardless of relative
    cost, availability, or other considerations, should meetings be held in locations
    that might be considered “resort”
    locations.

  10. During the CPE cycle when training is not conducted off-site, it will
    be conducted in the commuting area of the SACs location, or through local
    training at the field offices larger duty posts.

9.2.1.9 
(03-22-2005)
Firearms Training and Qualification

  1. Before special agents are authorized to carry
    or use any IRS-owned weapon, they must successfully complete firearms training
    provided during the CITP at FLETC. Thereafter, special agents assigned either
    to a field office or HQ must successfully complete firearms training during
    quarterly firearms training in the field office or HQ. Special agents must
    also have successfully demonstrated proficiency with their weapon and achieved
    a qualifying score within the time limits specified in subsection (3) below
    for handguns. Special agents must also perform the requirements set forth
    in subsection (9) below for shotguns.

  2. All special agents must have their badge and pocket
    commission on their person when carrying a firearm, except under unusual circumstances
    relating to special assignments with the approval of the SAC. The SSA must
    be assured that each special agent is clearly familiar with Treasury policy
    and guidelines for weapons use.

  3. All special agents shall meet the following standards
    regarding their assigned IRS-issued firearm (items a & b below) and receive the following training/briefings (items c through
    e below) each fiscal year:

    1. Engage in handgun firing at least once each quarter (10/1 to 12/31, 1/1
      to 3/31, 4/1 to 6/30, and 7/1 to 9/30). Under unusual circumstances, fire
      a qualifying score with a weapon that is the same model and caliber as their
      assigned weapon.

    2. Fire a qualifying score in two non-consecutive quarters (10/1 to 12/31
      and 4/1 to 6/30; 10/1 to 12/31 and 7/1 to 9/30; or 1/1
      to 3/31 and 7/1 to 9/30).

    3. As part of the CI Mandatory Briefings, be briefed on the Department of
      the Treasury Firearms Safety and Security Policy and CI’s
      directives and procedures on the safe handling and storage of firearms. Special
      agents shall also sign the appropriate certifications upon completing the
      briefings.

    4. A briefing each quarter regarding the policy of discharging their weapon
      at a moving vehicle see IRM 9.2.3, Use of Force Procedures.

  4. See IRM 9.2.1.9 (3)
    for special agents who do not comply with the requirements in above,
    either due to a failure to qualify or a failure to participate,
    must surrender their IRS-issued weapon to the appropriate head of office,
    or designee, until they meet the stated requirements.

  5. All special agents will be required to qualify
    at least once each year with all holsters they are approved to carry. Special
    Agents in Charge will be the approving officials for any carrying device other
    than the standard strong-side hip holster. All holsters must conform to requirements
    set forth in IRM 9.11.3 Investigative Property. In
    situations that require an unusual method of carry, such as an undercover
    operation, special agents must demonstrate to a CI firearms instructor that
    they are proficient in this method of carry.

  6. All special agents will qualify at least once
    each year wearing tactical equipment, including ballistic vests, tactical
    holsters, and raid jackets. In addition, all special agents will qualify at
    least once each year with their weapon concealed under business attire.

  7. Special agents generally will be limited to two
    attempts to qualify on any given day. This does not preclude a practice course
    beforehand. If special agents fail to qualify, they may fire a maximum of
    two additional qualification courses that day only if:

    1. they receive instruction after the first two courses, and

    2. the firearms instructor in charge believes the special agents are ready
      to qualify

  8. Subject to approval by the SAC; Director, Field
    Operations; or HQ Directors, special agents with a temporary physical condition
    (including pregnancy) that prevents participation in firearms training may
    be excused by submitting documentation of their medical condition to their
    head of office. Special agents must surrender their IRS-issued weapon to their
    SAC, or designee, until they meet the qualification standards.

  9. All special agents must participate in semi-annual
    shotgun training. This training consists of weapon function, operation, safe
    handling, and firing at the NCITA approved qualification course ( see Exhibit 9.2.1-1.). Only those individuals
    who score a 75 or higher within the last 6 months and demonstrate proficiency
    with the weapon will qualify to carry the shotgun on enforcement operations.
    Proficiency, in this regard, will be based on a demonstration of safe and
    effective use of the weapon as determined by appropriate field office firearms
    instructors. Additional shotgun training can be made available at the discretion
    of the SAC.

  10. Special agents are encouraged to use range facilities
    outside regular duty hours to maintain or improve their firearms proficiency.
    Within reason, the IRS will make ammunition available for this purpose.

  11. Special agents engaged in firearms practice are
    considered to be in the performance of their official duties under the Federal
    Employees Compensation Act provided they use a IRS-issued weapon and ammunition.
    All practice will be conducted with the concurrence of the appropriate firearms
    instructor and the approval of the special agents immediate manager.

  12. Because it promotes increased skill with firearms,
    participation in pistol shooting competitions is viewed as an extension of
    CI’s policy regarding approved firearms practice. Expenses incurred
    as a result of participation by special agents in such competitions may be
    paid or reimbursed by CI if such participation is in the interest of the IRS.

  13. All special agents engaged in firearms practice
    and qualification must wear CI issued eye and ear protection:

    1. Eye protection must have “side panels.”
      If side panels
      are issued by CI for prescription eyewear, the special agent is in compliance
      with “CI issued eye protection.”

    2. Firearms qualifications and tactical training using duty ammunition require
      the use of eye and ear protection.

    3. All special agents serving as firearms instructors will wear both earplug
      and outer muffler protection.

    4. Mandatory protection for participants in force-on-force training with
      FX marking cartridges (simulations) is eye, face, and throat protection.

    5. Hand, chest, and groin protection are also recommended for simulations
      training.

      Note:

      Simulations weapons should be treated as live weapons and
      a firearms instructor should review all scenarios for safety purposes.

  14. In addition, any injuries incurred during use of force training that
    require medical attention must be promptly reported via memorandum to the
    National Use of Force Program Manager through the Director, NCITA.

  15. All special agent qualification scores and other
    related firearms training information will be recorded and maintained by field
    office use of force coordinators. These records will be forwarded at the end
    of each fiscal year to the National Use of Force Program Manager through the
    Director, NCITA. These records must include the special agent’s name,
    date, weapon used, course fired, score, and ammunition used.

  16. The minimum qualification score is 75. The following
    levels of proficiency are based on qualifying scores obtained during completion
    of the CI Pistol Qualification Course:

    1. Sharpshooter

      		 90-94
      Expert

      		 95-99
      Distinguished
      Expert       		100
         

  17. Certificates may be awarded for each level of proficiency once in every
    5-year period. Sharpshooter and expert certificates will be issued with the
    approval of the SAC; Director, Field Operations; or HQ Director. Requests
    for distinguished expert certificates and metallic pins should be forwarded
    through the appropriate channels for signature by the Chief, CI.

  18. Criminal Investigation firearms instructors must successfully complete
    the FLETCs Firearms Instructor Training Program (FITP). Equivalent training
    can be completed in lieu of FITP but must be approved in advance by the National
    Use of Force Program Manager at the NCITA.

9.2.1.10 
(03-31-2004)
Defensive Tactics Training

  1. In accordance with CI Directive No. 1 –
    Enforcement Operations ( IRM 9.1.4, Criminal Investigation
    Directives and Delegation Orders), all special agents must attend
    defensive tactics training, which will be included in quarterly use of force
    training sessions. Field offices will conduct annual training based on the
    annual defensive tactics training checklist distributed by NCITA. The field
    office use of force coordinator will keep records of attendance of all special
    agents who attend such training and the subjects presented for a period of
    3 years.

  2. Each special agent must successfully complete
    an annual defensive tactics skills assessment from NCITA. This assessment
    consists of a practical demonstration of skills and a written examination.
    Each special agent must achieve a minimum 70% score on each part of the examination.
    Remedial training will be provided to those who fail to achieve the minimum
    score.

  3. The field office use of force coordinator will
    keep a record of all special agents who have successfully completed the assessment
    and will notify the SSA of any special agent who does not successfully complete
    the assessment. The SSA may consider an unsuccessful assessment when evaluating
    the special agent. Absence from defensive tactics training must be authorized
    by the SAC, and a record of the authorization shall be maintained by the use
    of force coordinator. The record will reflect the reason for the absence and
    the date the SAC authorized the absence.

  4. Special agents injured during defensive tactics
    training or assessments are considered to be in the performance of their official
    duties under the Federal Employees Compensation Act. Injuries incurred during
    defensive tactics training or assessments must be reported to the Director,
    NCITA, Attention: National Use of Force Program Manager. A memorandum will
    be prepared by the use of force coordinator that will contain a brief report
    of the injury and activities leading to the injury. The memorandum will be
    approved by the injured employees SSA and forwarded to the Director, NCITA.

    Note:

    The head of office will ensure that injured employees review the guide to
    workers compensation procedures (http://erc.web.irs.gov) for action deemed
    appropriate as determined by the employee.

9.2.1.11 
(03-31-2004)
Certified Public Accountant/Attorney Professional Certifications

  1. The IRS has long recognized the value of having employees who hold professional
    licenses such as CPAs and attorneys in technical positions, including the
    special agent position. Aside from the direct benefit of improving the individual
    special agents’ knowledge of accounting and law, both CI and the IRS
    benefit from an enhanced public image and credibility with the public, juries,
    and the legal and accounting professions from having employees who hold such
    professional licenses.

9.2.1.11.1 
(03-31-2004)
Examination Review Courses

  1. As authorized in IRM 6.410.1, Learning and Education
    Policy, the IRS will reimburse employees for CPA and bar examination
    review courses when the course content relates to the performance of the employees
    official duties.

  2. Administrative leave will not be granted to attend these examination
    review courses but may be granted for the purpose of taking the CPA or Bar
    examination.

9.2.1.11.2 
(03-31-2004)
Maintenance of Professional Certifications

  1. State licensing agencies have varying continuing professional education
    which are required for those CPAs and/or attorneys who wish to maintain their
    professional licenses. In recognition of the benefits of having special agents
    who hold these professional licenses, official time will be granted to special
    agents attending qualifying CPE as long as the training has a nexus to the
    special agent’s official duties, as required for all out-service training.
    Up to 32 hours of excused absence may be granted for attending those CPEs
    necessary to maintain professional licenses.

  2. Subject to the availability of funds, CI field offices may pay the cost
    of qualifying out-service training or correspondence courses as long as they
    have a nexus to the special agent’s official duties. Travel outside
    the local commuting area would normally not be reimbursed if similar training
    which satisfies the applicable requirements is available in the local area.

  3. Criminal Investigation will pay for the cost of CPE Direct (CPA re-certification
    in a correspondence course format) for special agents who hold professional
    licenses as CPAs.

  4. Criminal Investigation will seek the concurrence of other operating
    divisions to allow special agents to attend training conducted by other operating
    divisions that qualifies for CPA and Bar re-certification credit.

  5. The NCITA will seek accreditation of qualifying CI continuing professional
    education courses for CPA and Bar re-certification purposes.

9.2.1.12 
(03-31-2004)
Continuing Personal Development

  1. As workload demands allow, CI will accommodate employees who request
    excused absence (administrative leave) in order to continue their personal
    development or to attend/participate in events sanctioned by management. The
    Continuing Personal Development (CPD) program applies to activities when an
    employee is:

    1. representing the IRS at a conference, training event, or as part of a
      delegation

    2. attending out-service training for his/her personal development

    3. attending a sanctioned activity not as an official representative of the
      agency but for his/her own personal development

  2. The goal of the CPD program is to ensure every employee has an equal
    opportunity to develop and take on more challenging assignments. All CI employees,
    regardless of series, grade, gender, or geographic location, are eligible
    to participate in the CPD program.

  3. Every CI employee will be allotted 24 hours of excused absence (administrative
    leave) during the fiscal year for his/her personal development. The allotted
    hours must be requested and used during the fiscal year or forfeited.

  4. This time is to be used to take courses or attend conferences, meetings,
    training, and other events which will aid the employee in improving efficiency
    on the job, enhancing value to the IRS, and/or demonstrating proficiency in
    law enforcement activities. The activity or training must be consistent with
    the goals, mission, and/or stated policies of the IRS or CI. Authorized activities
    include courses provided by accredited/licensed colleges, universities, or
    technical training facilities; adult education courses provided by local school
    districts; sanctioned conventions, seminars, and workshops where the employee
    is not attending as a representative of CI on official business; CPEs required
    to maintain licenses; charitable events such as the Law Enforcement Officers
    Torch Run, and other events which allow special agents to demonstrate prowess
    in activities that are part of CI’s Health Improvement Program or directly
    related to the work of a law enforcement officer.

  5. When holding a license or professional credential is beneficial to CI
    or the IRS, and more than 24 hours of CPE is required to retain the license
    or credential (e.g., CPE to retain one’s license as a CPA), additional
    time not to exceed 8 hours may be approved in order to complete the CPE. However,
    no employee may have more than 32 CPD hours in a fiscal year.

  6. Excused absence under the CPD program will not be granted for formal
    training provided as a requisite for equipping an employee to perform assigned
    duties at an acceptable level of competence; conferences and training sessions
    attended as CI’s representative in either an instructor or attendee
    mode; annual conferences and training sessions sponsored by recognized employee
    organizations (REO) when the employee is CI’s representative attending
    in an official business status; or any other recreational events.

  7. The employees immediate manager approves all CPD leave requests. The
    manager is responsible for tracking the CPD leave taken by the employee during
    the fiscal year.

  8. The employee request must include the following information:

    1. name of sponsoring organization

    2. type of activity to be attended

    3. why attendance meets the criteria of the CPD Program

  9. Other legally permissible participation, not addressed herein, may be
    referred to the respective Director, Field Operations for consideration on
    a case by case basis. The Director, Human Resources, is authorized to resolve
    any issue concerning the CPD program.

9.2.1.12.1 
(03-31-2004)
Qualifying Organizations

  1. The CPD program covers employee participation in activities, conferences,
    and training sessions sponsored by the following:

    1. Organizations, associations, fellowships, or any chapters thereof, whose
      membership is exclusively or predominantly composed of current IRS employees
      and organizations that represent minority groups, also known as Recognized
      Employee Organizations (REOs). Some of the organizations recognized by the
      IRS as meeting this definition are the Association for the Improvement of
      Minorities (AIM-IRS), Hispanic Internal Revenue Employees (HIRE), Asian Pacific
      Internal Revenue Employees (ASPIRE), and Gay, Lesbian or Bisexual, Transgender
      Employees (GLOBE).

    2. Organizations that are principally composed of law enforcement employees.
      These organizations may represent professional, social, or fraternal interests;
      the interests of minorities, women, or persons with disabilities; or civic,
      consumer, or charitable interests (e.g., Women in Federal Law Enforcement,
      the National Organization of Black Law Enforcement Executives, and the Hispanic
      American Police Command Officers Association).

    3. Organizations that are principally composed of employees classified to
      a specialty occupation that supports law enforcement employees (e.g., Fingerprint
      Analyst, Forensic Specialist, Information Technology Specialist, Physical
      Scientist, etc.). Such organizations may represent professional, social, or
      fraternal interests; the interests of minorities, women, or persons with disabilities;
      or civic, consumer, or charitable interests.

    4. External training/individual development opportunities which include those
      courses required to maintain professional certifications or to enhance one’s
      ability to perform his/her job. Such training typically is obtained from those
      colleges, universities, and professional organizations which provide career
      and personal development to adults.

  2. The opportunity to attend the annual conference/training session sponsored
    by the organizations cited in IRM 9.2.1 will
    be afforded to at least one person from each field office provided:

    1. Funding is available.

    2. The REO sponsored conference/training meets the requirements stated in
      the Chief, Human Resource Officer’s Guidance on Support for REO Conferences
      and Training Events. (Additional information regarding attendance at these
      activities may be obtained from CI’s Human Resources Office and CI’s
      Office of Equal Employment Opportunity and Diversity.)

  3. In order to be covered by the CPD guidelines, an organization must ensure
    that its activities are conducted in a manner that does not undermine the
    efficient and effective operation of the IRS. With respect to any specific
    request for permission to participate, the organization or requesting member
    must also demonstrate that the IRS will derive a benefit from providing support
    to, or permitting employees to participate in, those activities sponsored
    by the organization. In addition, the organization must:

    1. be a lawful, nonprofit organization or an accredited/licensed college,
      university, or technical training facility

    2. be sanctioned by the IRS or the Director, Strategy

    3. not discriminate in terms of membership or treatment because of race,
      color, religion, sex, sexual orientation, national origin, age, or handicapped
      condition; or otherwise support such discrimination

    4. not assist or participate in a strike, work stoppage, or slowdown against
      the government of the United States, or any agency thereof, or impose a duty
      or obligation to conduct, assist, or participate in any such strike, work
      stoppage, or slowdown

    5. not advocate the overthrow of the constitutional form of government of
      the United States

  4. Management should ensure that an employee’s attendance at an activity/event
    would benefit the IRS or CI either directly or indirectly. In determining
    whether CI will derive a benefit in any specific instance, management may
    consider, among other things, the goals, objectives, and overall mission of
    the organization pursuant to CIs mission and programs. When the event is
    a charitable or athletic activity, participation is limited to the approved
    activities set forth in the Health Improvement Program or those that demonstrate
    prowess with a law enforcement tool (e.g., pistol, shotgun, automobile, etc.)

  5. Employees may not be authorized funding, nor be excused from duty, to
    participate in events sponsored by organizations that fail to meet the eligibility
    standards cited above.

9.2.1.12.2 
(03-31-2004)
Employees Attending Conferences and Meetings in an Official Capacity

  1. Employees will be granted official time to attend conferences and meetings
    when they are designated as the IRS or CI representative at these activities.
    Examples of covered persons are:

    1. instructors, speakers, or participants in a panel discussion, delegation,
      or honor detail

    2. students at out-service training approved by management as job related
      and capable of enhancing employee productivity

    3. persons whose program responsibilities justify attendance

  2. Employees attending an activity in an official capacity will not have
    the time charged against their personal development hours and:

    1. are entitled to travel and per diem costs

    2. if authorized, may use a government owned vehicle (GOV) to travel to and
      from the activity

    3. are excused from work without charge to personal leave

  3. Some situations may warrant granting official time only for the periods
    of the activity when the employee is specifically representing CI or the IRS
    rather than granting official time for the entire event. Employees receiving
    official time may request annual leave or leave without pay (LWOP) for periods
    not covered by official time.

  4. Travel and per diem expenses will be paid when the employee is traveling
    on official duty. Employees attending an authorized activity under this provision
    must have out-service training approvals or authorization for program travel.
    Employees who are not on official duty for the entire event/activity are not
    entitled to use a GOV for the trip.

  5. A limited amount of training funds may be allocated to employees attending
    conferences in other than an official capacity that are sponsored by the REOs.
    For a listing of the REOs see IRM 9.2.1.12.1.
     Criminal Investigation may not exceed one-half of one percent (.5
    percent) of its annual training budget allocation in support of these attendees.
    In order for management to approve the expenditure of funds for attendance,
    it must be demonstrated the REO conference will provide training that will
    enhance an employee’s ability to perform his/her official duties or
    prepare him/her for other career opportunities. Attendance at a health improvement
    or athletic event may not be charged to training funds.

  6. Decisions regarding the commitment of other resources, such as personnel
    to work on a committee planning a charitable event (the Law Enforcement Torch
    Run, etc.) or space to hold a meeting for a specialty group (the National
    Organization of Black Law Enforcement Executives, Women in Federal Law Enforcement
    Inc., etc.), may be made by SACs and HQ Directors on a case by case basis.

9.2.1.12.3 
(03-31-2004)
Employees Attending Conferences and Meetings not in an Official
Capacity

  1. Those employees who are not attending a conference or training seminar
    in an official capacity may be granted administrative leave to attend. Approved
    hours should be applied against the 24 hours in the employees’ personal
    development account.

  2. Administrative leave for attendance at a conference, convention, seminar,
    meeting, or athletic event may be authorized only when all of the following
    criteria are met:

    1. attendance will directly benefit the IRS or CI mission

    2. attendance will enhance an employee’s self-development and skills

    3. there is a direct relationship between the purpose for the activity, the
      conference agenda items, or the athletic activity and the employee’s
      job responsibilities

  3. The SACs and HQ Directors are responsible for determining the appropriate
    use of administrative leave to be granted to an employee attending any such
    activity in a non-official capacity. This authority may be redelegated to
    any manager. Managerial approval of administrative leave should be carefully
    weighed in light of workload considerations and the extent to which the agenda/activities
    meet the conditions listed above. The amount of administrative leave to be
    authorized must be justified by the benefits to be obtained by the IRS.

  4. In some instances, it may be permissible to grant administrative leave
    to attend, but only for the portion of the conference/event that is related
    to law enforcement work, activities, skills sets, etc. Employees may request
    annual leave or LWOP to cover attendance at portions of an activity not covered
    by administrative leave.

  5. Travel and per diem expenses will not be paid for employees who are
    not traveling on official duty. Expenses may be covered for certain work-related
    portions of an activity while other non work-related portions may not. Employees
    who attend an event/activity under split coverage (i.e., part of the event/activity
    is covered by official time and the other portion is attended on CPD or personal
    leave) are not entitled to use of a GOV for the trip.

9.2.1.13 
(03-31-2004)
Instructor Assignments

  1. Certified instructors assigned to conduct training outside their normal
    commuting area will receive a retention allowance of six percent of basic
    pay during qualified instruction time, if the duration of the training assignment
    and any related preparation time exceeds two continuous weeks.

  2. The retention allowance includes, but is not limited to, the following
    CI training programs:

    1. Basic Training Cadre Instructors

    2. Temporary FLETC Cadre

    3. Advanced Training Instructors for Basic Instructor/Facilitator Training
      (BIFT), Advance Special Agent Training (ASAT), Tax Fraud Investigative Aide,
      Lead Development Center and Fraud Detection Center courses, Defensive Tactics
      courses, Entry Level and Senior Level Management courses, Electronic Crimes
      courses, and International training

  3. This allowance is not applicable to assignments to task forces rewriting
    training materials, nor does it include training professionals.

  4. A certified instructor is an instructor who has been competitively selected
    and successfully completed instructor training (the BIFT program conducted
    by NCITA) or past attendance at an IRS or FLETC sponsored instructor training
    class.

  5. Training instructors positions are filled using one of two methods in
    a competitive selection process.

    1. The first selection method is initiated by a notification to CIs area
      training coordinators of a training opportunity open to all qualified CI employees.
      Interested and qualified candidates will then submit a standard resume ( see Exhibit 9.2.1-3.) the applicant prepared
      to which the management approval is attached. The resumes are sent to the
      NCITA for evaluation and selection and will be ranked based on the needs of
      the class being taught and equal extension of training opportunities throughout
      each area. The Director, NCITA will be the selection official for all NCITA
      sponsored classes. The Deputy Director, Electronic Crimes will be the selecting
      official for all Electronic Crimes training.

    2. The second selecting method involves a directed assignment of an instructor
      to a particular area (i.e., DT Cadre). The area coordinator will forward this
      request to the field offices. The SACs will forward their nominees to the
      Director, Field Operations for final selection. The area coordinator will
      then notify NCITA of the selection.

9.2.1.14 
(03-31-2004)
Membership in Professional Society or Organization

  1. If the IRS requires an employee to be a member of a professional society
    or organization as a condition of continued employment, the IRS will reimburse
    the employee for the costs of such membership subject to the availability
    of funding.

9.2.1.15 
(03-31-2004)
Out-Service Training

  1. Out-service training is non-IRS training and includes meetings, conferences,
    seminars, and symposia. The training must be designed to improve public service,
    achieve dollar savings, increase employee skills and efficiency, enhance employee
    retention, accomplish uniform administration of training consistent with the
    IRS mission, and ensure fair and equitable treatment of employees.

  2. Out-service training authorization is obtained by completion of SF-182,
    Request Authorization Agreement and Authorization of Training. Whenever possible,
    payment for the training should be made with the Government Purchase Card.

  3. The following approvals are required for Form
    SF-182:

    1. immediate supervisor (Item 26)

    2. secondary supervisor (Item 27)

    3. Supervisory Human Resource Development Specialist at the CI National Training
      Academy (Item 28)

    4. budget analyst (Item 29)

  4. Subsequent to the completion of training the employee must complete
    Section C- Termination and Evaluation Data (Items 21 – 43) and the immediate
    supervisor must complete Section D- Supervisory Comments (Items 44 – 48).

Exhibit 9.2.1-1 

(03-31-2004)
CRIMINAL INVESTIGATION SHOTGUN QUALIFICATION COURSE

Administrative Guidelines
This is
a 12–round course of fire shot on the B21PC target. The course tests
the overall weapon handling ability of the special agent by using multiple
targets and short time sequences at each stage of fire. The course is fired
only with standard duty loads of Rifled Slug and .00 Buck rounds (9 or 12
pellet rounds may be used). The course is fired in three stages at 7, 15,
and 25 yards, and the shooter must engage two targets during each stage.
Special
agents should be instructed to carry their rounds in a pocket or ammunition
carrier and to do all loading from the same. This will be the manner in which
they will carry ammunition in the field and should train for it. The special
agents should also be told that the starting position with the weapon is in
three different conditions from the 25–yards stage using Condition Three
to the 7–yard stage where Condition One is used. (See Exhibit 9.2.2–2).
Scoring:
Maximum score is 100 points
Seven
points for each slug hit on the silhouette. One point for each .00 Buck pellet
hit (9 pellet round). 3/4th of a point for each .00 Buck pellet hit (12 pellet
round).
Passing score is 75 points
Sharpshooter 90 – 94
Expert 95 – 99
Distinguished Expert 100
 

Exhibit 9.2.1-2 

(01-23-2001)
CRIMINAL INVESTIGATION SHOTGUN QUALIFICATION COURSE

Equipment and Supplies:
1. Shotgun:
Remington Model 870 or 11–87
2. Ammunition:
4 rounds rifled slug, 8 rounds .00 buckshot (9 or 12 pellet rounds)
3. Target:
B21PC modified
4 –
Rifled Slug 		Course
of Fire 		25 yards

 Safety
on, gun cocked and locked. Load two rounds in magazine, come to ready position.
On
the command to fire, you have 20 seconds to chamber and fire one round at
each of two targets. Then combat reload two rounds and again fire one round
at each target.
Entire sequence – 20 seconds.
    15 yards

 Safety
off, gun uncocked and unlocked. Load four rounds of .00 buckshot in the magazine,
no round chambered, slide forward, come to the ready position.
On the command
to fire, you have 7 seconds to chamber and fire one shot at the first target,
two shots at the second target, and one shot at the first target.
Entire
sequence – 7 seconds.
    7 yards

 Safety
off, load four rounds of .00 buckshot and chamber. Come to the ready position.
This stage will be fired in two sequences.
On the command, fire one shot
at each of your two targets in 2 seconds.
Repeat this sequence for the
last two rounds.
Unload and leave action open.

Exhibit 9.2.1-3 
(03-31-2004)
CADRE INSTRUCTOR RESUME

Full Name:
 
Series/Grade:
 
/POD:
 
Assignment Requested:
 
Date BIFT Completed
 
Brief Overview of Specialized Skills relative to the requested assignment:
 
Most Recent Instructor Assignment(s):
 
Other Prior Instructor Assignments:
Management Certification:
SSA
ASAC
SAC

Law Offices of Darrin T. Mish, PA

100 S. Edison Ave. Suite A, PO Box 3414, Tampa, FL 33606 (813) 229-7100
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