Supervisory Investigator (Non-LEO)

Clarification from the agency

Open to current permanent Office of Labor-Management Standards (OLMS) employees with competitive service; CTAP eligibles in the local commuting area.

The duties described below are at the full performance level (GS-14). Incumbents hired at the GS-13 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.

• Plans, directs, coordinates and supervises the work of assigned Investigators and Senior Investigators in implementing OLMS program activity under the LMRDA and related statutes within an assigned geographical jurisdiction.
• Assigns, coordinates and supervises work performed by Investigators and support staff within an assigned geographic jurisdiction. Monitors staff work to ensure timely completion of assignments, technical sufficiency of work, and conformance with agency policies and procedures. Provides individual direction and guidance to staff. Evaluates individual staff performance and performs all other customary supervisory functions.
• Serves as project leaders on large or complex investigations and investigative audits.
• Recommends revisions and refinements to OLMS policies, programs, goals and objectives to the District Director and other key agency officials at the Regional and National Office level.
• Serves as the OLMS spokesperson in dealings with Federal and state or local agencies, union officials, interest groups, press and medical representatives, and others.

PHYSICAL REQUIREMENTS: The 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: Assignments 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 potential criminal charges, fearing a loss of their freedom and livelihood, known to commit, attempt, or threaten to commit violence against union members, who may own weapons, or who have alleged 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.

Conditions of employment

• Must 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. See Probationary Period under the Required Documents section for more information.
• Requires a supervisory probationary period if the requirement has not been met.
• Subject to financial disclosure requirements.
• Requires a valid driver's license.

Qualifications

You must meet the Specialized Experience to qualify for Supervisory Investigator (Non-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-13 level: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12 in the Federal Service.

Qualifying specialized experience for the GS-13 level includes all of the following:

• Plans, develops and conducts civil and/or criminal investigations involving labor laws and statutes;
• Plans, develops and conducts enforcement activities;
• Serves as a team member on civil and/or criminal investigations.

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 level includes all of the following:

• Serves as a team lead, directing and/or guiding others in completing civil and criminal investigations and enforcement activities involving labor laws and statutes;
• Plans and conducts training and/or mentoring for Investigators on civil and criminal investigative principles and methods or new and advanced investigative approaches and techniques.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Your evaluation will be based on how well you meet the qualifications outlined in this vacancy announcement, as demonstrated through your resume and supporting documentation.

You may preview application questions for this vacancy here: https://apply.usastaffing.gov/ViewQuestionnaire/12970242

SME Resume Panel Review

Subject Matter Experts (SMEs) will review your resume to assess your technical qualifications based on the competencies listed below. Applicants who meet the required qualifications will advance to the next stage of the hiring process.

For each below competency, SME(s) will provide a rating of 0-Not Applicable, 1-Awareness, 2-Basic, 3-Intermediate, 4-Advanced, or 5-Expert based on the content of your resume.

Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:

• Conduct of Investigations
• Interpersonal Skills (GS-13 only)
• Leadership
• Legal, Government, and Jurisprudence
• Partnering (GS-14 only)
• Planning and Evaluating

Click here for evaluation details.

The information you provide may be verified by a review of your paid, unpaid, and volunteer 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.).

WRITING SAMPLE: Applicants may be required to complete a writing sample during the interview process.

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.

The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date.

ELIGIBILITY REQUIREMENTS: Applicants must meet the eligibility requirements of time-in-grade (52 weeks at the next lower grade), time-after-competitive-appointment (90 days), and minimum qualifications (52 weeks equivalent to the next lower grade in federal service). These requirements must be met within 30 days of 06/24/2026 the announcement closing date.

The following documents are required from all applicants (PLEASE READ CAREFULLY):

• AGENCY EMPLOYEES: Please provide a copy of your last or most recent SF-50, Notification of Personnel Action, which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility.

*WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step, and competitive status. For current DOL employees, an award SF-50 DOES NOT indicate grade and step.

• Resumes are required- provide a resume either by creating one in USAJOBS or uploading one from your profile. To receive full consideration for relevant and specialized experience, please list the month, year, and number of work hours worked for experience listed on your resume. We also suggest that you preview the vacancy questions, and confirm that your resume supports your question responses.
• Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency, but will not disqualify candidates if not submitted. If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. *In most cases, CTAP applicants must submit this document - see the CTAP link below for more details.

The following documents are required (if applicable):

• Displaced Employee Placement Documents: Only required if requesting priority consideration under Career Transition Assistance Plan (CTAP) Eligibility. Click/Review this CTAP link to confirm what must be submitted as proof that the requirement has been met.

Cover Letters are not mandatory and will not be used to verify experience but may be submitted.

Do not upload password-protected documents.

Applicants selected for employment who are not current DOL employees will be required to provide proof of citizenship, and the E-Verify system will be used to confirm the employment eligibility of all new hires.

Probationary Period
As a condition of employment for accepting this position, you may be required to serve a 1-year probationary period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider:

- your performance and conduct;
- the needs and interests of the agency;
- whether your continued employment would advance organizational goals of the agency or the Government; and
- whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your probationary period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

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