Special AgentSt. Thomas, U.S. Virgin Islands
Under the direct supervision of the Chief of the Criminal Investigation Division (CID), this employee plans and conducts investigations concerning alleged criminal tax fraud violations and other matters for which CID has investigative responsibility.
He or she must also be able to independently determine the scope, timing, and direction of the investigation.
Duties and Responsibilities
DUTIES (NOT ALL INCLUSIVE)
- Conducts criminal investigations into allegations of fraud and tax evasion by performing research, compiling and analyzing data, and applying indirect methods of proof.
- Obtains information necessary to prove violations of tax, currency and other laws and regulations enforced by the Bureau of Internal Revenue and Internal Revenue Service.
- Establishes and maintain contacts within all federal and local law enforcement agencies, including but not limited to the U. S. Attorney’s Office, Drug Enforcement Agency (DEA), U. S. Customs, FBI, V. I. Department of Justice, and V. I. Police Department.
- Generates periodic reports including but not limited to summary and statistical reports.
- Serves on various federal and local task forces.
- Performs other duties as required or assigned by the Chief of CID which are reasonably within the scope of the duties enumerated above.
Applicants for the position of Special Agent must be United States citizens, must be between 21 and 37 ½ years of age, and must meet the following education requirement:
Completed a four-year course of study in any field that included or was supplemented by at least 15 semester hours (23 quarter hours) of accounting and 9 semester hours (14 quarter hours) from the following closely related fields: finance, economics, business law, tax law, or money and banking.
Candidates for the position of Special Agent must also:
- Pass physical and mental health examinations, to include drug testing.
- Undergo a criminal background investigation.
FACTOR-1-KNOWLEDGE REQUIRED BY THE POSITION
- Knowledge of complex principles and techniques of investigating, including laws and decisions relating to investigative procedures, including undercover investigations; Rules of Evidence, and Criminal Procedures and relevant constitutional and statutory law; functions and jurisdictions of Bureau of Internal Revenue CID, IRS Criminal Investigation and of other federal, state and local agencies, and the relationship between agencies.
- Understanding of the judicial boundaries in order to identify suspected criminal or civil violations of the Internal Revenue Code and Virgin Islands Code as it relates to fraud and tax evasion.
- Skill in maintaining effective, and productive relationships with other agencies; skill in obtaining evidence; ability to conduct interviews; prepare reports; plan, organize and conduct investigations; and testify in judicial and administrative proceedings.
- Knowledge of accounting principles and techniques and the ability to apply them in analyzing voluminous, complex, and often sophisticated books and records to find evidence of highly complex manipulation and/or concealment.
- Knowledge of the Bureau of Internal Revenue, CID’s guidelines relating to the use of firearms. Periodic qualification with firearms is required.
- Knowledge of Microsoft Office software, to include Excel, Word, and Access.
The Chief of CID provides general instructions about objectives, deadlines and priorities for performing the Special Agent’s tasks. The Special Agent requires minimum supervision to perform tasks. The Chief of CID reviews the Special Agent’s caseload, makes recommendations and assists in investigations.
The guidelines and procedures used by the Special Agent are specified in the Internal Revenue Manual – Part IX and other inter-office directives. Sound judgment must be used in interpreting and applying procedures.
Assignments involve conducting criminal investigations, surveillance and participation in undercover operations. This work is highly complex in nature and requires the ability to manage multiple priorities, meet established goals and targets and plan on strategic and tactical initiatives. Ingenuity, resourcefulness, good judgment, and strong leadership are qualities, which will enable the Special Agent to resolve complex tasks as they arise.
FACTOR-5-SCOPE AND EFFECT
The Special Agent enforces the criminal statutes relative to tax administration and related financial crimes, in order to encourage and achieve, directly or indirectly, voluntary compliance with the Internal Revenue laws.
The Special Agent must establish personal contacts at various federal, state, and local governmental agencies.
FACTOR-7-PURPOSE OF CONTACTS
The purpose of the contacts is to facilitate information sharing.
FACTOR-8- PHYSICAL DEMANDS
The Special Agent must be in good physical condition in order to safely participate in various law enforcement operations such as, undercover, surveillance, search and seizure, and the execution of arrest warrants, etc.
The Special Agent must also be able to utilize various defensive techniques and apply the necessary amount of force when required to neutralize a hostile subject.
The Special Agent spends a significant amount of time in the field gathering information, interviewing witnesses and subjects, serving summonses, and conducting various enforcement operations. Investigations take the Special Agent into the differing environments in which the subjects and witnesses live and work; contacts are from all walks of life, so the work environments vary from the best to the worst and are at times, potentially dangerous.
Upon completion of all required Special Agent training, the Agent will be sworn as a Peace Officer and will be authorized to enforce the law in accordance with the Virgin Islands Code.
The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:
- Meet and anticipate their individual needs;
- Assure the GVI’s competitiveness with other employers to attract and retain employees;
- Maximize cost effectiveness; and,
- Assure optimal health and productivity of employees.
To achieve this goal, from time to time, the carrier for the GVI’s insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at GroupHealthInsurance@dop.vi.gov for more information regarding carriers.
Medical and Dental Coverage
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.
Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.
If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of “open enrollment” is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.
Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st
Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Eligible dependents are the employee’s:
- Legal spouse;
- Natural children;
- Adopted children; and
- Step children.
When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:
- Birth certificate;
- Marriage certificate;
- Adoption papers; and/or
- Legal papers of appointment.
Various other documents may be required to determine the eligibility of the dependents.
Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.
Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.
Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee’s separation.
After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.
Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee’s share of their health insurance premium to maintain coverage.
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.
Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.
Upon retirement life insurance benefits may be reduced.
Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.
These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.
This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.
Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.
Time Away from Work
Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same basis that it is granted for other health problems.
Mandatory EAP meetings will be completed using administrative leave.
The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee’s health insurance coverage as well as his/her ability to pay.
When an employee’s job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the human resources officer or designee. If the employee appears to be unable or unwilling to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the GVI may be contingent upon the employee calling the EAP for assistance.
REMINDER: All contact between an employee and the EAP is held strictly confidential. In cases where an employee’s continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment.
Government Employees Retirement System (GERS)
All full-time employees on regular appointments are eligible to participate in the Government Employees Retirement System.
The appropriate enrollment application forms should be completed at the time of orientation and will remain on file in the Departmental Human Resources Office. Contribution will begin on the next available payroll period following enrollment in the retirement program.
Contribution rates to GERS are established and amended according to the Virgin Islands Code.
Members become vested in the retirement system after ten (10) years of credited service.
The Virgin Islands Government Employees Retirement System is a defined benefit retirement program to which both the GVI and the employee contribute. The benefit at time of retirement is based upon the employee’s age, years of service and salary history.
Employees with forty (40) years of service may retire at any age at full annuity. A member who is fifty (50) years old with ten (10) years credited service may retire at a reduced annuity. Members who have thirty (30) years of service may retire at any age.
Final Average Salary
The Final Average Salary is the average of highest annual salary up to a maximum of $65,000 during any consecutive five (5) year period in the last ten (10) years. Total maximum benefit may not exceed 100% of maximum salary which may not exceed $65,000.
Vested participants should contact GERS for detailed retirement benefit information at least one year but no later than six months prior to the retirement date.
Military Service Credit
Qualified members may receive military service credit toward retirement. Vested participants should contact GERS for details.