**CHAPTER 400 - INVESTIGATIONS**

**(400)-100 [Special Agent Training and Professional
Development]{.underline}**

100.1 [Overview.]{.underline}

The TIGTA-Office of Investigations (OI) recognizes that proper training
of SAs is required in order to meet the need for the broad range of
special knowledge and skills necessary to conduct investigations. OI,
with assistance from the Federal Law Enforcement Training Center
(FLETC), provides a wide range of formal and informal training to
special agents (SAs). OI's training program meets the training
guidelines established by the President's Council on Integrity and
Efficiency (PCIE).

This section describes the following training programs and issues:

-   [Core Training Programs](#CoreTrainingPrograms)

-   [On-the Job Training Program](#OnTheJobTrainingProgram)

-   [Advanced Training](#AdvancedTraining)

-   [Firearms and Defensive Tactics
    Training](#FirearmsAndDefensiveTacticsTraining)

-   [Self-Developmental Activities](#SelfDevelopmentalActivities)

-   [Continuing Professional
    Development](#ContinuingProfessionalEducation)

-   [Management Development Program](#ManagementDevelopmentProgram)

-   [Instructor Details to the Federal Law Enforcement Training
    Center](#InstructorDetailsToFLETC)

-   [Training Requests](#TrainingRequests)

Additional information related to TIGTA training is contained in
[Chapter 600, Section
70](../../../../../../../../I:/chapter600-ms/600-70/chapter600-70.doc)
of the TIGTA Operations Manual.

100.1.1 [Acronym
Table.](../..%5C..%5Cchapter400-inv/acronyms-table/acronyms-table.doc#AcronymsTable)

100.2 []{#CoreTrainingPrograms .anchor}[Core Training
Programs.]{.underline}

OI has identified two training courses that are essential to the
long-term success of every TIGTA SA. Core training includes the Criminal
Investigator Training Program (CITP) and the Special Agent Basic
Training (SABT).

100.2.1 [Criminal Investigator Training Program.]{.underline} The CITP
is an 11 to 13 week formal training program administered through the
FLETC in Glynco, GA. The CITP includes instruction in basic law
enforcement concepts, skills, and techniques. Classroom instruction and
hands-on practical exercises provide a wide range of skills for SAs.

All entry-level SAs must satisfactorily complete the CITP. The CITP is
the first formal training course for entry-level SAs. CITP must be
scheduled as soon as practical and completed before attending the SABT.

100.2.2 [Special Agent Basic Training.]{.underline} SABT is a formal
course of study providing agency-specific basic training for SAs and
enhances the basic law enforcement skills learned during the CITP.
Emphasis is placed on investigating employee misconduct and financial
crimes, law enforcement skills, and communication skills. SAs are
trained in planning, conducting and reporting the specialized types of
investigations performed by OI.

All non-supervisory SAs must satisfactorily complete the SABT. All
supervisory SAs must satisfactorily complete the SABT unless excused
from participating by an Assistant Inspector General for Investigations
(AIGI). For entry-level SAs, SABT must be scheduled as soon as practical
after completing CITP.

3.  []{#OnTheJobTrainingProgram .anchor}[On-the-Job Training
    Program.]{.underline}

SAs receive structured, on-the-job training (OJT) before and after
formal classroom training. The OJT program is intended to provide new
SAs with information, including instruction on investigative and
administrative matters, related to a broad range of duties and
responsibilities.

This program is directed locally and monitored by the Assistant Special
Agent-in-Charge (ASAC), Training Team, Operations Division, working in
concert with the ASAC

Inspection Team, to ensure the program is in place, effectively
implemented, and the program objectives are being met at the Divisional
level. To assist with implementation of the OJT Program, OI utilizes a
manual entitled, "On-The-Job Training and Evaluation Program for Special
Agents" (alternatively referred to as the OJT Manual).

1.  [On-the-Job Training Program Phases.]{.underline} OJT includes
    instruction related to the following:

-   Organization, history, and mission of the IRS and TIGTA-OI;

-   Agency-specific administrative matters;

-   Division-level and group-level procedures; and

-   Investigative techniques.

There are two formalized phases to the OJT program. Phase I consists of
New Employee Orientation and is available on the TIGTA Intranet. The
training provides the new SA with fundamental information related to
TIGTA's organization, roles, and responsibilities; it also provides an
overview of TIGTA-wide policies, procedures, and programs. See [Chapter
600, Section
70](../../../../../../../../I:/chapter600-ms/600-70/chapter600-70.doc)
of the TIGTA Operations Manual for additional information related to new
employee orientation.

The Phase II portion of the program is designed to develop the
appropriate skills for the new SA related to:

-   Ethics;

-   Interviewing;

-   Complaints, Investigations, and PARIS Proficiency;

-   Report Writing and Form Preparation;

-   Investigative Procedures and Techniques; and

-   Officer Safety.

100.3.2 [On-the-Job Training Program Completion.]{.underline} Phase I of
OJT is completed within the first 30 days of the new SA's hiring. The
Phase II portion of OJT is designed to be flexible and allow trainees to
work at their own pace, however, the program should be completed by the
time the trainee reaches their one year enter on duty date anniversary.
Completion of the OJT program is designed to provide reasonable
assurance to managers and staff that each SA has the professionalism and
competence to excel as an investigator.

100.3.3 [On-the-Job Training Program Responsibilities.]{.underline}
There are five members of the OJT team, each having distinct
responsibilities.\
\
100.3.3.1 [Assistant Special Agent-in-Charge, Training
Team.]{.underline} The ASAC, Training Team, provides functional
oversight for the OJT program, ensuring that the program is effectively
implemented and the program objectives are being met at the divisional
level.\
\
100.3.3.2 [Special Agent-in-Charge.]{.underline} The Special
Agent-in-Charge (SAC) monitors the trainee's progress toward completion
of all OJT program objectives, to include any Divisional training
requirements.\
\
100.3.3.3 [Assistant Special Agent-in-Charge.]{.underline} The ASAC
routinely meets with the trainee and coaches to establish training
priorities and to monitor progress toward the completion of program
objectives.\
\
100.3.3.4 [Coach.]{.underline} Each coach [i]{.underline}nstructs,
guides, and mentors the trainee on matters outlined in the OJT Manual,
and provides feedback to both the trainee and ASAC regarding progress
within the program.\
\
100.3.3.5 [Trainee.]{.underline} The trainee must become thoroughly
familiar with the requirements and responsibilities set forth in the OJT
Manual, and remain open to feedback, constructive criticism, and
suggestions for improvement from the ASAC and coaches.

100.4 []{#AdvancedTraining .anchor}[Advanced Training.]{.underline}

SAs participate in numerous training programs that enhance individual
skills and competencies. Advanced training focuses on subject areas such
as interviewing and evidence gathering; investigative techniques;
firearms and defensive tactics; leadership and management; and other
specialized topics.

TIGTA, IRS, the FLETC, and other Federal organizations conduct numerous
advanced training programs. Detailed descriptions and curriculum
outlines for many of these courses are available from the ASAC, Training
Team. Attendance in advanced programs is based on mission needs and
space availability.

100.4.1 [Advanced Investigations Training Program.]{.underline} TIGTA
conducts an Advanced Investigations Training Program (AITP) consisting
of TIGTA-specific training for SAs in areas of advanced investigative
techniques and operations.

100.4.2 [Out-Service Training.]{.underline} Out-Service training is used
to satisfy a training need that cannot be met within the training
programs offered by TIGTA, IRS, or the FLETC. This includes training
offered by other government agencies and private vendors. The criteria
for selecting an Out-Service training vendor are:

-   The training is job-related and enhances the attendee's job
    performance;

-   Comparable training is not available within TIGTA, IRS or the FLETC,
    or is too costly and time-consuming to develop a comparable program;

-   The training meets the needs of the organization;

-   The sole purpose of the training is not for obtaining a degree; and

-   Funding is available.

Information regarding training requests is provided in [Section
100.10](#TrainingRequests).

100.5. []{#FirearmsAndDefensiveTacticsTraining .anchor}[Firearms and
Defensive Tactics Training.]{.underline} Guidance related to firearms
and defensive tactics training is provided in [Section
130](../../../../../../../../I:/chapter400-inv/400-130/chapter400-130.doc)
of the TIGTA Operations Manual. Specialized training related to firearms
or defensive tactics should be arranged in accordance with [Section
100.4](#AdvancedTraining).

100.6 []{#SelfDevelopmentalActivities .anchor}[Self-Developmental
Activities.]{.underline}

Self-developmental activities can improve an employee\'s job skills
and/or provide skills needed for future career goals. Self-developmental
activities include:

-   In-Service or Out-Service training courses

-   Correspondence courses

-   Temporary assignments to other offices, functions or agencies

-   College courses

-   Outside reading of professional books or journals

ASACs and SACs should support and encourage the pursuit of
self-developmental activities and assignments. SAs are encouraged to
utilize an Individual Development Plan (IDP) for directing and charting
self-developmental activities.

100.6.1 [Individual Development Plan.]{.underline} The IDP is a career
plan for acquiring job-related skills and identifying specific skills
needed to advance toward career goals. SAs are encouraged to have
current IDPs on file and to discuss the IDP with their manager; however,
the use of an IDP is not mandatory. Managers should counsel employees as
to whether the goals are realistic, attainable, and compatible with
organizational goals. If appropriate, managers offer suggestions of
additional or alternative approaches to meeting the employees\' goals,
and help develop a plan to enhance areas needing improvement.

100.6.2 [IDP Approval/Update.]{.underline} The IDP is a joint effort
between the employee and their manager, and is approved by the
first-level manager.

The IDP should be reviewed periodically and updated to reflect any work
situation changes. The IDP is useful for the employee in attaining
career goals and for managers in furthering the employee's development.
See [Chapter 600, Section
70](../../../../../../../../I:/chapter600-ms/600-70/chapter600-70.doc)
of the TIGTA Operations Manual for additional information related to
IDPs.

100.7 []{#ContinuingProfessionalEducation .anchor}[Continuing
Professional Education.]{.underline}

OI hosts continuing professional education (CPE) annually throughout the
U.S. The goal of CPE is to provide OI personnel with education and
training that will assist them with their professional careers. As most
field divisions are spread out across the country, bringing together
personnel from several posts of duty (PODs) provides an opportunity to
share knowledge and ideas in an environment free from the distractions
of day-to-day business. The training agenda for each year\'s CPE changes
based upon the needs of the organization.

100.8 []{#ManagementDevelopmentProgram .anchor}[Management Development
Program.]{.underline}

The Management Development Program (MDP) is a voluntary program for
those SAs or ASACs who have an expressed interest in becoming a future
first-line or senior manager within OI. The goal of the program is to
train and equip personnel for future supervisory positions, assist OI in
organization succession planning, allow organizational knowledge and
culture transfer, and aid in staff retention.

100.8.1 [MDP Cadre Levels.]{.underline} The MDP has two cadre levels.
The first is designed to identify working-level agents with a desire to
become first-line managers. The second cadre is for existing first-line
managers who have a desire to become senior-level managers.

100.8.2 [MDP Cadre Member Qualifications and Selection
Process.]{.underline} SAs and ASACs interested in management careers are
encouraged to continually discuss their career goals with their
immediate supervisor. On an annual basis OI will announce if it is
seeking additional candidates for the MDP cadre.\
\
To apply for the program, each applicant will complete an Optional Form
612 and document their Knowledge, Skills and Abilities (KSAs) pertaining
to their career. Candidates also may be asked to indicate which
management positions situated throughout the country he/she would
consider accepting. While mobility is not a requirement to be in the
program, it can be a consideration as it provides senior management with
a tool for succession planning.\
\
The applicant\'s manager will be asked to certify the applicant\'s
readiness to be in the program. Upon concurrence by the applicant\'s
SAC, the application is forwarded to the MDP Oversight Panel, consisting
of SACs selected by the Deputy Inspector General for Investigations
(DIGI).\
\
The Oversight Panel will review the applications and may interview the
candidates before making recommendations to the OI executives. The OI
executives, after consultation with the MDP Chairperson, then announce
the names of the selected applicants.

100.8.3 [Mentoring.]{.underline} Each new cadre member is assigned a
mentor to guide them through the MDP process. The mentor will work with
the cadre member to identify personal career goals and identify training
and development needs. Each cadre member will create a personally
tailored IDP which formally identifies necessary skill and professional
development needs. The IDP functions as a roadmap for training and
experience-based development, and records completion of training
efforts. It is the joint responsibility of the cadre member, their
immediate manager, and their mentor to monitor and adjust the IDP to
achieve the desired outcomes.

100.8.4 [Developmental Opportunities.]{.underline} Cadre members gain
valuable knowledge, exposure and hands-on experience through
participating as a representative on one or more Field Division
Inspections, a 30-day detail to the TIGTA Headquarters Office (or field
division, as appropriate), and "acting" management assignments.
Additionally, cadre members receive priority placement in available
leadership and management training courses.

100.8.5 [MDP Completion.]{.underline} Annually, the Oversight Panel
accepts recommendations from the mentors for cadre members who have
completed the goals identified in their IDPs and are to be considered
for graduation from the program. The Oversight Panel reviews the
completed IDPs and makes recommendations to the OI executives. Upon
approval by the DIGI, a graduation certificate will be issued. The
graduate will be regularly asked to submit an updated mobility statement
for consideration during the organization\'s succession planning.\
\
TIGTA fills all management vacancies through the normal competitive
process, so all interested persons should apply for management vacancies
as they occur. Participation in the MDP does not guarantee selection,
rather it is one of the resources provided by OI for employees to
develop, expand and refine their leadership and managerial skills.

100.9 []{#InstructorDetailsToFLETC .anchor}[Instructor Details to the
Federal Law Enforcement Training Center.]{.underline}

FLETC, Glynco, GA, with satellite training facilities in Artesia, NM,
and Charleston, SC, maintains a staff of permanent instructors and
agency-detailed personnel. TIGTA participates in providing instructional
support to the FLETC, either through funding or through detailing TIGTA
personnel as instructors. Details to FLETC as instructors are for 3-year
periods, with an optional 1-year extension. The FLETC, TIGTA-OI
management, and the detailed SA all must agree to the extension.

100.9.1 [Recruitment of Agents for Instructor Details.]{.underline}
Recruitment is at the GS-13 level. TIGTA-OI management, with the
approval of the Director, FLETC, selects SAs. SAs detailed to the FLETC
remain employed by TIGTA-OI but are under the daily operational
supervision of the FLETC. Individuals selected for this position are
generally the first TIGTA SAs encountered by students of other federal
law enforcement agencies who train at the FLETC. For this reason, the
highest possible standards must be maintained for this position.

100.9.2 [Detail Termination Reassignment Commitment.]{.underline} At the
end of the detail to the FLETC, SAs selected for this detail may be
reassigned, pending availability, to:

-   Their original post of duty at current grade or with pay retention;

-   A Headquarters function at current grade; or

-   Other assignment available upon the mutual agreement of the SA and
    OI management.

100.9.3 [Memorandum of Commitment.]{.underline} SAs selected for this
detail receive a Memorandum of Commitment from their respective AIGI
outlining their reassignment options.

100.10 []{#TrainingRequests .anchor}[Training Requests.]{.underline}

OI utilizes two distinct processes for requesting training. An informal
request process is used for \"in-service\" training while a formal
training request process is used for obtaining \"out-service\" training.

100.10.1 [In-Service Training Requests.]{.underline} Training provided
by TIGTA, IRS, and the FLETC is considered to be \"in-service.\"
Training at these facilities requires the concurrence of the
individual's first-line supervisor with approval from the second-line
supervisor. Once concurrence and approval, either supervisor may contact
the ASAC, Training Team, to schedule the requested training. Requests
for in-service training should be made via e-mail so that there is a
documented record of the training request.

The Training Team, Operations Division, in consultation with the
requestor's Divisional management, decides which OI personnel will
attend a specific in-service training course. The Training Team must be
notified whenever an SA obtains in-service training so that it can
maintain an accurate individual training record for the attendee.\
\
100.10.2 [Out-Service Training Requests.]{.underline} SAs who want to
attend out-service training must complete a \"Request, Authorization,
Agreement and Certification of Training\" ([Standard Form
182](http://intranet.tigta.treas.gov/oi/operations/training/media/Form SF182.doc))
and provide it to his/her first-line and second-line supervisors for
concurrence and approval. The second-line supervisor will then forward
the training request to the ASAC, Training Team, for final processing.\
\
Additional information related to TIGTA training is contained in
[Chapter 600, Section
70](../../../../../../../../I:/chapter600-ms/600-70/chapter600-70.doc)
of the TIGTA Operations Manual.