IRS Agents Can Get Cash Awards for Making Your Life a LIVING HELL

8/14/2019 IRS Agents Can Get Cash Awards for Making Your Life a LIVING HELL

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IRS Agents Can Get Cash Awards for

making your life a LIVING HELL

Have you wondered whether the Government bribes IRS agents for making your life a living

hell? Wonder no more. You see here the proof, in both United States Code Chapters 45

and 54, and the Internal Revenue Manual, that they can. Government executives can even

give cash awards to former employees. Be afraid. Be VERY afraid.

United States Code Title 5

TITLE 5>PART III>Subpart C>CHAPTER 45> SUBCHAPTER I

SUBCHAPTER IAWARDS FOR SUPERIOR ACCOMPLISHMENTS

4501 . Definitions

4502 . General provisions

(a) Except as provided by subsection (b) of this section, a cash award under

this subchapter may not exceed $10,000.

(b) When the head of an agency certifies to the Office of Personnel

Management that the suggestion, invention, superior accomplishment, or

other meritorious effort for which the award is proposed is highly exceptional

and unusually outstanding, a cash award in excess of $10,000 but not inexcess of $25,000 may be granted with the approval of the Office.

(c) A cash award under this subchapter is in addition to the regular pay of

the recipient. Acceptance of a cash award under this subchapter constitutes

an agreement that the use by the Government of an idea, method, or device

for which the award is made does not form the basis of a further claim of any

nature against the Government by the employee, his heirs, or assigns.

(d) A cash award to, and expense for the honorary recognition of, an

employee may be paid from the fund or appropriation available to the activity

primarily benefiting or the various activities benefiting. The head of the

agency concerned determines the amount to be paid by each activity for an

agency award under section4503of this title. The President determines the

amount to be paid by each activity for a Presidential award under

section4504of this title.

(e) The Office of Personnel Management may by regulation permit agencies

to grant employees time off from duty, without loss of pay or charge to leave,

as an award in recognition of superior accomplishment or other personal
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effort that contributes to the quality, efficiency, or economy of Government

operations.

(f) The Secretary of Defense may grant a cash award under subsection (b) of

this section without regard to the requirements for certification and approval

provided in that subsection.

4503 . Agency awards

The head of an agency may pay a cash award to, and incur necessary expense for the

honorary recognition of, an employee who

(1) by his suggestion, invention, superior accomplishment, or other personal effort

contributes to the efficiency, economy, or other improvement of Government

operations or achieves a significant reduction in paperwork; or

(2) performs a special act or service in the public interest in connection with or related

to his official employment.

4504 . Presidential awards

The President may pay a cash award to, and incur necessary expense for the

honorary recognition of, an employee who

(1) by his suggestion, invention, superior accomplishment, or other

personal effort contributes to the efficiency, economy, or other

improvement of Government operations or achieves a significant

reduction in paperwork; or

(2) performs an exceptionally meritorious special act or service in the

public interest in connection with or related to his official employment.

A Presidential award may be in addition to an agency award under


4505 . Awards to former employees

An agency may pay or grant an award under this subchapter notwithstanding

the death or separation from the service of the employee concerned, if the

suggestion, invention, superior accomplishment, other personal effort, or

special act or service in the public interest for which the award is proposed

was made or performed while the employee was in the employ of the

Government.

4505a. Performance-based cash awards

(a)

(1) An employee whose most recent performance rating was at the

fully successful level or higher (or the equivalent thereof) may be paid

a cash award under this section.
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(2) A cash award under this section shall be equal to an amount

determined appropriate by the head of the agency, but may not be

more than 10 percent of the employees annual rate of basic pay.

Notwithstanding the preceding sentence, the agency head may

authorize a cash award equal to an amount exceeding 10 percent of

the employees annual rate of basic pay if the agency head determinesthat exceptional performance by the employee justifies such an award,

but in no case may an award under this section exceed 20 percent of

the employees annual rate of basic pay.

(b)

(1) A cash award under this section shall be paid as a lump sum, and

may not be considered to be part of the basic pay of an employee.

(2) The failure to pay a cash award under this section, or the amount

of such an award, may not be appealed. The preceding sentence shall

not be construed to extinguish or lessen any right or remedy undersubchapter II of chapter 12, chapter 71, or any of the laws referred to

in section2302(d).

(c)The Office of Personnel Management shall prescribe such

regulations as it considers necessary for the administration of

subsections (a) and (b).

(d)The preceding provisions of this section shall be applicable with

respect to any employee to whom subchapter III of chapter 53 applies,

and to any category of employees provided for under subsection (e).

(e) At the request of the head of an Executive agency, the President

may authorize the application of subsections (a) through (c) with

respect to any category of employees within such agency who would

not otherwise be covered by this section.

4506 . Regulations

The Office of Personnel Management shall prescribe regulations and

instructions under which the awards programs set forth by this subchapter

shall be carried out.

4507 . Awarding of ranks in the Senior Executive Service

(a) For the purpose of this section, agency, senior executive, and career

appointee have the meanings set forth in section3132(a)of this title.

(b) Each agency shall submit annually to the Office recommendations of

career appointees in the agency to be awarded the rank of Meritorious

Executive or Distinguished Executive. The recommendations may take into

account the individuals performance over a period of years. The Office shall
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review such recommendations and provide to the President recommendations

as to which of the agency recommended appointees should receive such rank.

(c) During any fiscal year, the President may, subject to subsection (d) of

this section, award to any career appointee recommended by the Office the

rank of

(1) Meritorious Executive, for sustained accomplishment, or

(2) Distinguished Executive, for sustained extraordinary

accomplishment.

A career appointee awarded a rank under paragraph (1) or (2) of this

subsection shall not be entitled to be awarded that rank during the following 4

fiscal years.

(d) During any fiscal year

(1) the number of career appointees awarded the rank of MeritoriousExecutive may not exceed 5 percent of the Senior Executive Service;

and

(2) the number of career appointees awarded the rank of

Distinguished Executive may not exceed 1 percent of the Senior

Executive Service.

(e)

(1) Receipt by a career appointee of the rank of Meritorious Executive

entitles such individual to a lump-sum payment of an amount equal to

20 percent of annual basic pay, which shall be in addition to the basic

pay paid under section5382of this title or any award paid under


(2) Receipt by a career appointee of the rank of Distinguished

Executive entitles the individual to a lump-sum payment of an amount

equal to 35 percent of annual basic pay, which shall be in addition to

the basic pay paid under section5382of this title or any award paid

under section5384of this title.

4507a. Awarding of ranks to other senior career employees

(a) For the purpose of this section, the term senior career employee meansan individual appointed to a position classified above GS15 and paid under

section5376who is not serving

(1) under a time-limited appointment; or

(2) in a position that is excepted from the competitive service because

of its confidential or policy-making character.
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(b) Each agency employing senior career employees shall submit annually to

the Office of Personnel Management recommendations of senior career

employees in the agency to be awarded the rank of Meritorious Senior

Professional or Distinguished Senior Professional, which may be awarded by

the President for sustained accomplishment or sustained extraordinary

accomplishment, respectively.

(c) The recommendations shall be made, reviewed, and awarded under the

same terms and conditions (to the extent determined by the Office of

Personnel Management) that apply to rank awards for members of the Senior

Executive Service under section4507.

4508 . Limitation of awards during a Presidential election year

(a) For purposes of this section, the term

(1) Presidential election period means any period beginning on June

1 in a calendar year in which the popular election of the President

occurs, and ending on January 20 following the date of such election;and

(2) senior politically appointed officer means any officer who during

a Presidential election period serves

(A) in a Senior Executive Service position and is not a career

appointee as defined under section3132(a)(4); or

(B) in a position of a confidential or policy-determining

character under schedule C of subpartCof part 213 of title5of

the Code of Federal Regulations.

(b) No senior politically appointed officer may receive an award under the

provisions of this subchapter during a Presidential election period.

4509 . Prohibition of cash award to Executive Schedule officers

No officer may receive a cash award under the provisions of this subchapter, if such

officer

(1) serves in

(A) an Executive Schedule position under subchapter II of chapter 53; or

(B) a position for which the compensation is set in statute by reference to a

section or level under subchapter II of chapter 53; and

(2) was appointed to such position by the President, by and with the advice and consent

of the Senate.
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CHAPTER 54HUMAN CAPITAL PERFORMANCE FUND

TITLE 5>PART III>Subpart D> CHAPTER 54

5401 . Purpose

The purpose of this chapter is to promote, through the creation of a Human

Capital Performance Fund, greater performance in the Federal Government.Monies from the Fund will be used to reward agencies highest performing and

most valuable employees. This Fund will offer Federal managers a new tool to

recognize employee performance that is critical to the achievement of agency

missions.

5402 . Definitions

For the purpose of this chapter

(1) agency means an Executive agency under section105, but does not

include the Government Accountability Office;

(2) employee includes

(A) an individual paid under a statutory pay system defined in

section5302(1);

(B) a prevailing rate employee, as defined in section5342(a)(2); and

(C) a category of employees included by the Office of Personnel

Management following the review of an agency plan under

section5403(b)(1);

but does not include

(i) an individual paid at an annual rate of basic pay for a

level of the Executive Schedule, under subchapter II of

chapter 53, or at a rate provided for one of those levels

under another provision of law;

(ii)a member of the Senior Executive Service paid under

subchapter VIII of chapter 53, or an equivalent system;

(iii)an administrative law judge paid under section5372;

(iv)a contract appeals board member paid undersection5372a;

(v) an administrative appeals judge paid under

section5372b; and

(vi)an individual in a position which is excepted from the

competitive service because of its confidential, policy-
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determining, policy-making, or policy-advocating

character; and

(3) Office means the Office of Personnel Management.

5403 . Human Capital Performance Fund

(a) There is hereby established the Human Capital Performance Fund, to be

administered by the Office for the purpose of this chapter.

(b)

(1)

(A) An agency shall submit a plan as described in

section5406to be eligible for consideration by the Office for an

allocation under this section. An allocation shall be made only

upon approval by the Office of an agencys plan.

(B)

(i) After the reduction for training required under

section5408, ninety percent of the remaining

amount appropriated to the Fund may be allocated

by the Office to the agencies. Of the amount to be

allocated, an agencys pro rata distribution may not

exceed its pro rata share of Executive branch

payroll.

(ii)If the Office does not allocate an agencys fullpro rata share, the undistributed amount remaining

from that share will become available for

distribution to other agencies, as provided in

subparagraph (C).

(C)

(i) After the reduction for training under

section5408, ten percent of the remaining amount

appropriated to the Fund, as well as the amount of

the pro rata share not distributed because of anagencys failure to submit a satisfactory plan, shall

be allocated among agencies with exceptionally

high-quality plans.

(ii)An agency with an exceptionally high-quality

plan is eligible to receive an additional distribution

in addition to its full pro rata distribution.
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(2) Each agency is required to provide to the Office such payroll

information as the Office specifies necessary to determine the

Executive branch payroll.

5404 . Human capital performance payments

(a)

(1) Notwithstanding any other provision of law, the Office may

authorize an agency to provide human capital performance payments

to individual employees based on exceptional performance contributing

to the achievement of the agency mission.

(2) The number of employees in an agency receiving payments from

the Fund, in any year, shall not be more than the number equal to 15

percent of the agencys average total civilian full- and part-time

permanent employment for the previous fiscal year.

(b)

(1) A human capital performance payment provided to an individual

employee from the Fund, in any year, shall not exceed 10 percent of

the employees rate of basic pay.

(2) The aggregate of an employees rate of basic pay, adjusted by any

locality-based comparability payments, and human capital

performance pay, as defined by regulation, may not exceed the rate of

basic pay for Executive Level IV in any year.

(3) Any human capital performance payment provided to an employee

from the Fund is in addition to any annual pay adjustment (under

section5303or any similar provision of law) and any locality-based

comparability payment that may apply.

(c) No monies from the Human Capital Performance Fund may be used to

pay for a new position, for other performance-related payments, or for

recruitment or retention incentives paid under sections5753and5754.

(d)

(1) An agency may finance initial human capital performance

payments using monies from the Human Capital Performance Fund, as

available.

(2) In subsequent years, continuation of previously awarded human

capital performance payments shall be financed from other agency

funds available for salaries and expenses.
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5405 . Regulations

The Office shall issue such regulations as it determines to be necessary for

the administration of this chapter, including the administration of the Fund.

The Offices regulations shall include criteria governing

(1) an agency plan under section5406;

(2) the allocation of monies from the Fund to agencies;

(3) the nature, extent, duration, and adjustment of, and approval

processes for, payments to individual employees under this chapter;

(4) the relationship to this chapter of agency performance

management systems;

(5) training of supervisors, managers, and other individuals involved

in the process of making performance distinctions; and

(6) the circumstances under which funds may be allocated by theOffice to an agency in amounts below or in excess of the agencys pro

rata share.

5406 . Agency plan

(a) To be eligible for consideration by the Office for an allocation under this

section, an agency shall

(1) develop a plan that incorporates the following elements:

(A) adherence to merit principles set forth in section2301;

(B) a fair, credible, and transparent employee performance

appraisal system;

(C) a link between the pay-for-performance system, the

employee performance appraisal system, and the agencys

strategic plan;

(D) a means for ensuring employee involvement in the design

and implementation of the system;

(E) adequate training and retraining for supervisors, managers,

and employees in the implementation and operation of the pay-

for-performance system;

(F) a process for ensuring ongoing performance feedback and

dialogue between supervisors, managers, and employees

throughout the appraisal period, and setting timetables for

review;
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10

(G) effective safeguards to ensure that the management of the

system is fair and equitable and based on employee

performance; and

(H) a means for ensuring that adequate agency resources are

allocated for the design, implementation, and administration of

the pay-for-performance system;

(2) upon approval, receive an allocation of funding from the Office;

(3) make payments to individual employees in accordance with the

agencys approved plan; and

(4) provide such information to the Office regarding payments made

and use of funds received under this section as the Office may specify.

(b) The Office, in consultation with the Chief Human Capital Officers Council,

shall review and approve an agencys plan before the agency is eligible to

receive an allocation of funding from the Office.

(c) The Chief Human Capital Officers Council shall include in its annual report

to Congress under section 1303(d) of the Homeland Security Act of 2002 an

evaluation of the formulation and implementation of agency performance

management systems.

5407 . Nature of payment

Any payment to an employee under this section shall be part of the

employees basic pay for the purposes of subchapter III of chapter 83, and

chapters 84 and 87, and for such other purposes (other than chapter 75) as

the Office shall determine by regulation.

5408 . Appropriations

There is authorized to be appropriated $500,000,000 for fiscal year 2004,

and, for each subsequent fiscal year, such sums as may be necessary to carry

out the provisions of this chapter. In the first year of implementation, up to

10 percent of the amount appropriated to the Fund shall be available to

participating agencies to train supervisors, managers, and other individuals

involved in the appraisal process on using performance management systems

to make meaningful distinctions in employee performance and on the use of

the Fund.

Internal Revenue Manual

http://www.irs.gov/irm/part1/irm_01-002-045.html

1.2.45.6 (10-16-1992) - Delegation Order 81 (Rev. 17)

1. Delegation of Authority in Various Personnel Matters (Updated (05-31-2000) to reflect additionalnew organizational titles required by IRS Modernization.)
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11

2. The authority vested in the Commissioner of Internal Revenue by Treasury Order 10201 (asrevised); Chapters 451, 540 and 550.6 of the Treasury Human Resources Directorate

Manual; and 5 U.S.C. 3321, 7502 and 7512 to propose, make final decisions, and effect

adverse actions, disciplinary actions and separations or terminations during probationary

period for pre-employment reasons; to make final decisions and effect separations or

terminations during probationary period for post-employment reasons, written reprimands,

admonishments, warning letters, letters of caution, closed without action letters, clearance

letters, grievances and appeals; to approve personnel actions; to approve suitability cases;

to approve within-grade step increases for acceptable level of competence and within-grade

step increases for high quality performance; to approve Performance Management

Recognition System Cash Awards for covered employees; and to classify General Schedule

and Federal Wage System positions is hereby delegated as indicated inExhibit 1.2.452.SeeExhibit 1.2.45-2.

3. The Chief Counsel is also delegated the authorities cited above with authority to redelegate.4. To the extent that the authority previously exercised consistent with this order may require

ratification, it is hereby approved and ratified. This Order supersedes Delegation Order No.

81 (Rev. 16), effective April 3, 1991.

5. Signed: Philip Brand, Chief Financial Officer

How to Find Out Which Slimy Exec Awarded an IRS Employee Cash for

Cleaning out Your WalletNote: see the chargs in the exhibit below for the full delegation order. All kinds of IRS employees can

get awards up to $35,000 for making YOUR LIFE A LIVING HELL.

Now, how shall we determine whether YOUR IRS agent (and any associated IRS or DOJ employees), who

already made your life a living hell, received any CASH or other monetary awards, or a promotion, for

helping in the destruction of your happiness and the confiscation of your liberty and your wallet.

Write a FOIA request to the responsible people in the below chart and ASK that $35,000 question. To

whom did you grant a PMRS or other Cash or other award, why, and specifically for what action in what

case?

Director, Strategic Human Resources

Deputy Commissioner,

Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue

Chief Operations Officer,

Chief Financial Officer and Chief Information Officer

Assistant Commissioners and

Assistants to the Commissioner Division Commissioners,

Deputy Division Commissioners,

Chiefs and equivalents,

Deputy Chiefs,

National Taxpayer Advocate,

Deputy National Taxpayer Advocate,

Directors,

Submission Processing and Customer Service, and


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12

Business Systems Modernization Executive,

Regional Commissioners

Chief Counsel

Director, National Office Resources Management Division

Paul Andrew Mitchellreported in 1996that the one or more of the above authorities gave people in the

Clinton White House and DOJ attorneys cash awards for successfully prosecuting tax protestors. Hepointed out that some of the kickbacks have no associated records because IRS execs paid them in cash.

Yeah, sure. If the President received or receives such kickbacks, it violates CUSA Article II Section 7

which prohibits his receiving other emolument from the United States or any of them. Imagine

getting proof of such emoluments in a FOIA answer!

-----------------------------------------------------------------------------------------

Bob Hurt

2460 Persian Drive #70

Clearwater, FL 33763

+1 (727) 669-5511

Donate to myLaw Scholarship fund

Learn civil litigation withJurisdictionary

Subscribe to Lawmen NewsletterFREE

DownloadFilesFREE from the LawmenArchive

Improve your financial fortunes withGetZooks!

Save Fuel

-----------------------------------------------------------------------------------------

Exhibit 1.2.45-2 (10-02-2000)

Delegation of Personnel-Related Matters [Order Number 81 (Rev. 17)]

Chart 1


Is Delegated Authority To Positions/Actions CoveredBy Delegated Authority

Positions/Actions Not

Covered By The DelegatedAuthority

May Not

RedelegateLower Than

ADVERSE/DISCIPLINARY ANDOTHER ACTIONS

Review any action with regard toadverse and disciplinary cases, takenor approved under authoritydelegated by this Delegation Order,

Actions for the InternalRevenue Service as theappellate official ongrievances for which the

May notredelegate
http://www.supremelaw.org/sls/email/box112/msg11257.htmhttp://www.supremelaw.org/sls/email/box112/msg11257.htmhttp://www.supremelaw.org/sls/email/box112/msg11257.htmhttp://bobhurt.com/http://bobhurt.com/http://bobhurt.com/lawdonation.htmhttp://bobhurt.com/lawdonation.htmhttp://bobhurt.com/lawdonation.htmhttp://www.jurisdictionary.com/index.asp?refercode=HB0002http://www.jurisdictionary.com/index.asp?refercode=HB0002http://www.jurisdictionary.com/index.asp?refercode=HB0002mailto:[email protected]?subject=Subscribemailto:[email protected]?subject=Subscribehttp://groups.google.com/group/lawmen/fileshttp://groups.google.com/group/lawmen/fileshttp://groups.google.com/group/lawmen/fileshttp://groups.google.com/group/lawmenhttp://groups.google.com/group/lawmenhttp://groups.google.com/group/lawmenhttp://www.getzooks.biz/index.php?aff=bobhurthttp://www.getzooks.biz/index.php?aff=bobhurthttp://www.getzooks.biz/index.php?aff=bobhurthttp://www.fuelsaver-mpg.com/affiliates/jrox.php?id=145_1_tlid_8_MailFoothttp://www.fuelsaver-mpg.com/affiliates/jrox.php?id=145_1_tlid_8_MailFoothttp://www.fuelsaver-mpg.com/affiliates/jrox.php?id=145_1_tlid_8_MailFoothttp://www.getzooks.biz/index.php?aff=bobhurthttp://groups.google.com/group/lawmenhttp://groups.google.com/group/lawmen/filesmailto:[email protected]?subject=Subscribehttp://www.jurisdictionary.com/index.asp?refercode=HB0002http://bobhurt.com/lawdonation.htmhttp://bobhurt.com/http://www.supremelaw.org/sls/email/box112/msg11257.htm


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Chart 1


Is Delegated Authority ToPositions/Actions CoveredBy Delegated Authority

Positions/Actions NotCovered By The DelegatedAuthority

May NotRedelegateLower Than

except actions taken or approved bythe Deputy Commissioner or theChief Management and Finance andto take, direct or recommendcorrective action when he/shedetermines it to be necessary.

Regional Commissioners,Chief Operations Officer,Chief Information Officer, theBusiness SystemsModernization Executive,Assistants to theCommissioner, AssistantCommissioners, Chiefs(except the ChiefManagement and Finance),Deputy Chiefs, DivisionCommissioners, DeputyDivision Commissioners,

Directors who are directreports to Chiefs andDivision/Deputy DivisionCommissioners, and theNational Taxpayer Advocatewere deciding officials

APPOINTMENTS

Appoint Experts and Consultants inaccordance with IRM 0250 (priorDepartmental approval required)

Actions for the InternalRevenue Service

May notredelegate

Request a waiver of the dualcompensation act through theDepartment of Treasury to reemployretired military and Federal civilianpersonnel without loss of pay orannuity, as provided by the FederalEmployees Pay Comparability Act of1990.

Recommendations forwaivers submitted byNational Office and fieldofficials.

May notredelegate

AWARDS

Authorize the payment of monetaryawards for approved contributionswhen an appropriately documented

and approved case record is received

Centralized Positions inAppeals; ExecutiveResources Board (ERB)positions; and servicewide orinter-agency contributions for

which written notification ofapproval has been received

AdministrativeAssistant to theExecutive

Resources Board

Comment on recommendations to theDeputy Commissioner for monetaryawards and exceptions to monetaryaward scales exceeding $5,000


May notredelegate

CLASSIFICATION


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Chart 1





Classify Positions

All General Schedule andFederal Wage Systempositions covered by IRM0511All standardized positionscommon to several regionsand described bystandardized positiondescriptions (SPDs). Allpositions where authorizedofficials request Director,Strategic Human Resourcesclassification action.

ERB covered positions

DesignatedPositionClassifiers orPersonnelSpecialistsassigned positionclassificationresponsibilities inthe Office ofDirector, StrategicHuman Resources

Review, take, direct or recommendcorrective action in any personnelmatters when determined to berequired. Including cases involvingclassification actions

All positions classified underauthority delegated by thisDelegation Order


Actions taken or approved bythe Deputy Commissionersand Chief Management andFinance

Director, StrategicHuman Resources

DETAILS

Concur with and forward to OPM,requests to extend employee detailsto unclassified positions beyond 120days

May notredelegate

Determine the need for, and approvethe use of details to higher gradedpositions for up to one year during amajor reorganization

May notredelegate

PAY ADMINISTRATION

Review, take, direct or recommendcorrective action in any personnelmatters when determined to berequired. Including cases involvingretroactive promotion and back pay

Claims submitted by NationalOffice and field officials forhigher level administrativereview and determination


Actions taken or approved bythe Deputy Commissionersand Chief Management andFinance

May notredelegate

PERSONNEL REDEPLOYMENT

Exercise the special personnelauthorities to facilitate redeploymentof personnel, including temporary andterm appointments and waivers ofqualification requirements, granted tothe Service by OPM

May notredelegate


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Chart 1





RECRUITMENT/EXAMINING

Review, take, direct, or recommendnecessary action for IRS whenaccepting delegated examiningagreements from the Office ofPersonnel Management or theDepartment of the Treasury

May notredelegate

RETIREMENT

Administer FERS law enforcementposition coverage provisions for the

Internal Revenue Service with theconcurrence of the appropriateprogram official

All Law Enforcement Officerpositions

May notredelegate

With concurrence of OPM, determinecredibility of CSRS and/or FERSservice

RIF NOTICES

Approve extension of RIF noticebeyond 180 days

All employees of InternalRevenue Service

May notredelegate

SUITABILITY DETERMINATIONS

Review, take, direct, or recommendnecessary action for the IRS insuitability decisions

Cases submitted by NationalOffice and field officials whenhigher level administrativereview is desired on externalapplicants for employment

Actions taken or approved bythe Deputy Commissioners,Chief Operations Officer,Chief Information Officer, theBusiness SystemsModernization Executive,Chiefs (except the ChiefManagement and Finance),Deputy Chiefs, DivisionCommissioners, DeputyDivision Commissioners,Directors reporting directly toChiefs and Division/DeputyDivision Commissioners, andthe National TaxpayerAdvocate

May notredelegate

TRAINING

Approve Servicewide TrainingAgreements


May notredelegate

NOTE: For purposes of this delegation, equivalent level position means a supervisory position with a different titlereporting directly to the same position to which the one cited reports, e.g., Division Director, or equivalent level


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Chart 1





position would be any supervisory position reporting directly to the Assistant Commissioner.

Chart 2

Deputy Commissioner, Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue


Positions/Actions NotCovered By TheDelegated Authority

May Not RedelegateLower Than


Propose adverse actions (removals,reductions in grade or pay,suspensions of more than 14 days,furloughs without pay) and actionsbased on unacceptable performance(removals, reductions in grade)

1. Chief Operations officer,Chief Financial Officer, andChief Information Officer2. All employees within theCommissioner's and DeputyCommissioner's immediateoffices

Positions reporting tothe Commissioner

1. May notredelegate2. May not redelegate

Effect adverse actions and actionsbased on unacceptable performance

1. All ERB covered positions2. All employees within theimmediate offices of the ChiefOperations Officer, Chief

Information Officer, and ChiefManagement and Finance

Chief OperationsOfficer, ChiefInformation Officer andAssistants to theCommissioner

All employees withinthe Commissioner'sand DeputyCommissioner'simmediate offices

1. May notredelegate

2. May not redelegate

Propose and/or effect:Separation or termination duringprobation

Suspensions of 14 days or lessWritten reprimandWarning Letters and Letters ofcaution

Closed without action andClearance letters

Suitability determinations

1. ALL ERB covered positions2. All employees within theDeputy Commissioner'simmediate office

1. Chief OperationsOfficer; ChiefManagement andFinance; ChiefInformation Officer;Chief Counsel forpositions under their

jurisdiction

2. May not redelegateASSIGNMENTS

Deputy Commissioner (Operations) asChairperson, Executive ResourcesBoard, to approve the assignment ofan employee serving under aSchedule A or B appointment to a

Positions centralized to theExecutive Resources Board

May not redelegate


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Chart 2





competitive position

AWARDS

Approve monetary awards andexceptions to monetary award scalesup to and including $10,000 for anyone individual or group, and incurnecessary expenses for therecognition of contributions

Employees in his/herimmediate office, includingfield employees engaged inNational Office projects; andcontributions of employees ofother Government agenciesand armed forces members

Assistant to DeputyCommissionerAssistant DeputyCommissioner

Deputy Commissioner (Operations) as

Chairperson, Executive ResourcesBoard, to review and concur inrecommendations for all awards forexecutives

ERS covered positions May not redelegate

Recommend to Treasury, monetaryawards of $10,001$25,000 ($5,001 ormore for Performance Managementand Recognition System (PMRS)Cash Awards) for any one individual orgroup

May not redelegate

Recommend an additional monetaryaward of $10,000 (total $35,000) to the

President through Treasury.

May not redelegate

DETAILS

Approve details of 30 days or less, toor from positions in the InternalRevenue Service and another Federalagency or Treasury Bureau

ERB covered positions andcentralized positions asdefined in IRM 0250

May not redelegate

Deputy Commissioner (Operations) asChairperson, Executive ResourcesBoard, to approve extension ofemployee details to establishedpositions

to same or lower graded positions inthe Service in 120-day increments forup to one year; and

to higher graded positions in theService for a period not to exceed 240calendar days

ERB covered positions May not redelegate

PAY ADMINISTRATION

Approve exceptions to restrictions forpay for more than one position for

Positions in his/her immediateoffice

May not redelegate


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Chart 2





more than 40 hours a week (Dualemployment)

ERB covered positions andcentralized positions asdefined in IRM 0250

May not redelegate

Waive the reduction of militaryretirement pay for recruitment ofemployees

Positions in his/her immediateofficeERB covered positions andcentralized positions asdefined in IRM 0250

May not redelegate

May not redelegate

PERFORMANCE EVALUATION

Determine that work is or is not of an

acceptable level of competence forwithin-grade step increase

Employees in his/herimmediate office

Those supervisors

who evaluate the workbeing performed

STANDARD FORMS 52 and 50

Approve Request for PersonnelAction:SF52, Part I, Block H

Actions for Employees inhis/her immediate office

Assistant to DeputyCommissionerAssistant DeputyCommissioner

Approve and effect final action for theInternal Revenue Service, forappointments, position changes, andseparations:

1. Request for Personnel Action SF522. Notification of Personnel Action,SF50


Chief OperationsOfficer, ChiefManagement andFinance, Chief

Information OfficerActions requiringTreasury approval, perTreasury Directive10201

1. AdministrativeAssistant to theExecutive ResourcesBoard2. May not redelegate


After obtaining technical assistance ofthe appropriate Personnel function, tomake suitability decisions on externalapplicants for employment

Positions in his/her immediateoffice

Assistant to theDeputy CommissionerAssistant DeputyCommissioner

With prior Treasury approval makesuitability decisions on externalapplicants for employment

Centralized positions asdefined in IRM 0250, and ERBcovered positions

May not redelegate

Chart 3

Chief Operations Officer, Chief Financial Officer and Chief Information Officer

Are Delegated Authority ToPositions/Actions CoveredBy Delegated Authority




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Chart 2






Propose adverse actions (removals,reductions in grade or pay,suspensions of more than 14 days,furloughs without pay) and actionsbased on unacceptable performance(removals, reductions in grade)

1. Regional Commissioner2. Assistant Commissioner3. Deputy AssistantCommissioner4. All employees within theimmediate office of the ChiefOperations Officer, ChiefFinancial Officer, and ChiefInformation Officer

1. May not redelegate2. May not redelegate3. May not redelegate4. May not redelegate

All employees under theirjurisdiction for whom AssistantCommissioners, AssistantChief Information Officers andRegional Commissioners haveproposed actions


Propose and/or effect:separation or termination duringprobation

suspensions of 14 days or lesswritten reprimandadmonishmentswarning letters and letters of cautionclosed without action and clearanceletters

suitability determinations

All employees within theimmediate office of the ChiefOperations Officer, ChiefFinancial Officer, and ChiefInformation Officer


AWARDS

Approve monetary awards andexceptions to monetary award scalesup to $5,000 for any one individual orgroup, and incur necessary expensesfor the recognition of contributions

Employees in their immediateoffice, including fieldemployees engaged inNational Office projects; andcontributions of employees ofother Government agenciesand armed forces members

Centralized positionsas defined in IRM 0250and ERB coveredpositions

May not redelegate

Approve monetary awards andexceptions to monetary award scales

of $5,001$10,000 (excluding PMRSCash Awards) for any one individual orgroup(Recommendations will be forwardedthrough the Director, HumanResources Division, for comment)

May not redelegate


Determine that work is or is not of an Employees in their immediate Centralized positions Those supervisors


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Chart 2





acceptable level of competence forwithin-grade step increase

office as defined in IRM 0250 who evaluate the workbeing performed


Approve Request for PersonnelAction: SF52, Part I, Block H Employees in their immediateoffice May not redelegateSUITABILITY DETERMINATIONS

After obtaining technical assistance ofthe Personnel function, makesuitability decisions of external

applicants for employment

Positions in their immediateoffice

Centralized positionsas defined in IRM 0250and ERB covered

positions

May not redelegate

Chart 4

Assistant Commissioners and Assistants to the Commissioner**


Positions/ActionsNot Covered ByThe DelegatedAuthority

May Not Redelegate LowerThan


Propose adverse actions(removals, reductions in grade orpay, suspensions of more than 14days, furloughs without pay) andactions based on unacceptableperformance (removals,reductions in grade)

1. Division Directors (andequivalent)* and Directors,Detroit Computing Center andMartinsburg Computing Center2. All other employees undertheir jurisdiction3. Deputy Assistant ChiefInformation Officer foremployees in the immediateoffice of the Assistant ChiefInformation Officer

Deputy AssistantCommissioners

1. May not redelegate2. Deputy AssistantCommissioner foremployees in the immediateoffice of the AssistantCommissioner DivisionDirectors (and equivalent)*for Branch or Division Chiefs(and equivalent)* for allemployees under their

jurisdiction Branch orDivision Chiefs (andequivalent)* for allemployees under their

jurisdiction

Effect adverse actions and actionsbased on unacceptableperformance

All employees under theirjurisdiction for whom a DeputyAC; Division Director (orequivalent)*; Director, DetroitComputing Center or Director,Martinsburg Computing Centerhas proposed an action

ERB coveredpositions

Division Directors (andequivalent)* for employeesunder their jurisdiction belowthe level of Branch orDivision Chief (andequivalent)*

Propose and/or effect: 1. Branch Chiefs (and ERB covered 1. Division Directors and


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Chart 4

Assistant Commissioners and Assistants to the Commissioner**


Positions/ActionsNot Covered ByThe Delegated

Authority


Separation or termination duringprobation

Suspensions of 14 days or lessWritten reprimandAdmonishmentsWarning letters and Letters ofcaution

Closed without action andClearance letters

Suitability determinations

equivalent)*2. All other employees undertheir jurisdiction

positions equivalent.2. Branch Chiefs (andequivalent)* Immediatesupervisor for employeesunder their jurisdiction in thecase of admonishments only

AWARDS

Approve monetary awards andexceptions to monetary awardscales up to and including $5,000for any one individual or group,and incur necessary expenses forthe recognition of contributions

1. Employees under theirjurisdiction, including fieldemployees engaged inNational Office projects; andcontributions of employees ofother Government agenciesand armed forces members2. Employees in DetroitComputing Center andMartinsburg Computing Center

Centralized positionsas defined in IRM0250 and ERBcovered positions

1. Deputy AssistantCommissioner; DivisionDirector, or equivalent level,of initiating National Officefunction for awards up toand including $5,000;Branch Chief, or equivalent*level, of initiating Nationaloffice function for awards upto and including $3,0002. Directors (MCC & DCC),for awards up to andincluding $5,000; DivisionChief, or equivalent level, forawards up to and including3,000; Branch Chief, orequivalent level*, for awardsup to and including $1,500

Authorize the payment ofmonetary awards for approvedcontributions when anappropriately documented andapproved case record is received

Employees under theirjurisdiction; employees inDetroit Computing Center andMartinsburg ComputingCenter; contributions ofemployees of otherGovernment agencies andarmed forces members; andservicewide or interagency

contributions for which writtennotification of approval hasbeen received


Servicing personnel officers

Recommend to the ChiefOperations Officer, ChiefManagement and Finance orChief Information Officer asappropriate monetary awards andexceptions to monetary award

1. Employees under theirjurisdiction, including fieldemployees engaged inNational Office projects; andcontributions of employees ofother Government agencies


1. May not redelegate2. May not redelegate


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Chart 5

Chief Inspector

Is Delegated Authority ToPositions/ActionsCovered By DelegatedAuthority



See Note on Chart 1

Chart 6

Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, NationalTaxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer

Service, and Business Systems Modernization Executive, Regional Commissioners

Are Delegated Authority ToPositions/ActionsCovered By DelegatedAuthority



ADVERSE/DISCIPLINARY AND

OTHER ACTIONS

Propose adverse actions(removals, reductions in grade orpay, suspensions of more than 14days, furloughs without pay) andactions based on unacceptableperformance (removals, reductionsin grade)

All employees under theirjurisdiction

Two supervisory levels aboveindividual for whom the actionis proposed except where thesecond level is DeputyCommissioner

Effect adverse actions and actionsbased on unacceptableperformance

All employees under theirjurisdiction for whom asubordinate has proposedan action

ERB covered positionsThree supervisory levelsabove individual for whom theaction is proposed

Propose and/or effect:separation or termination duringprobation

suspensions of 14 days lesswritten reprimandadmonishmentswarning letters and letters ofcaution

closed without action andclearance letters;

suitability determinations

All employees under theirjurisdiction

Centralized positionsas defined by IRM0250

Two supervisory levels aboveindividual for whom the actionis proposed

APPOINTMENTS

Appoint bona fide graduatestudents at accredited colleges oruniversities to scientific, analytic, orprofessional positions not toexceed one year (see 5 CFR213.3102(p), reprinted in FPMChapter 213, Appendix C)

Positions under theirjurisdiction

Chief, Personnel Branch;District Director where thereis no Chief, PersonnelBranch; Chief, RegionalOffice Personnel Section orChief, Servicing Personnelfunction

Appoint National Science Contestfinalists as Summer Interns (See 5

GS2 and belowassistants to scientific,

All positions aboveChief, Personnel Branch;District Director where there


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Chart 6



Are Delegated Authority To

Positions/Actions

Covered By DelegatedAuthority


Covered By TheDelegated Authority


CFR 213.3102(y) and FPMChapter 213, Appendix C)

professional and technicalemployees under their

jurisdiction

GS2 is no Chief, PersonnelBranch; Chief, RegionalOffice Personnel Section orChief, Servicing Personnelfunction

Appoint non-competitively certaindisabled veterans who havecompleted a training programunder Administrator of VeteransAffairs (See 5 CFR, Rule 3.1(a)(2);

5 CFR 315.604(b), and FPMSupplement, Book III, Section315.604(b))


Centralized positionsas defined in IRM0250, and ERB

covered positions

Chief, Personnel Branch;District Director where thereis no Chief, PersonnelBranch; Chief, RegionalOffice Personnel Section or

Chief, Servicing Personnelfunction

Appoint severely handicapped ormentally retarded sons anddaughters for summer or studentemployment (See 5 CFR213.3102(b); FPM Letter 21320,and FPM Supplement 9901, Part213 (See Section 213.3101(b))

Positions listed inSchedule A for summer orstudent employment undertheir jurisdiction


Appoint to Schedule A positions,severely physically handicappedand mentally retarded personswho:

under temporary appointmentshave demonstrated their ability toperform their duties satisfactorily,or

have been certified bycounselors or state vocationalrehabilitation agencies or theVeterans Administration as likely tosucceed in the performance of theduties


Centralized positionsas defined in IRM 0250


1. Approve extension of initial onemonth appointment for special

needs for an additional one-monthperiod2. Approve outside the Registerappointments at GS12 (orequivalent) level and below inincrements not to exceed one yearApprove extension of temporaryappointment for additional one-year periods not to exceed a total

1. Employees under theirjurisdiction2. Employees under their

jurisdiction at the GS12or below level, and allwage grade positions

ERB covered positions,and Centralizedpositions as defined inIRM 0250



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Chart 6




Positions/Actions





of four (4) years

Assign an Excepted employeeserving under Schedule A or Bappointment to a competitiveposition (with prior Departmentalapproval)

Employees under theirjurisdiction

ERB covered positions,and Centralizedpositions as defined inIRM 0250

Chief, Personnel Branch;District Director where thereis no Personnel Branch;Chief, Regional OfficePersonnel Section or Chief,Servicing Personnel function

AWARDS

Approve monetary awards andexceptions to monetary awardscales up to and including $5,000for any one individual or group,and incur necessary expenses forthe recognition of contributions

Employees under theirjurisdiction andcontributions of employeesof other Governmentagencies and armedforces members

Centralized positionsas defined in IRM0250, and ERBcovered positions

Assistant RegionalCommissioner, or equivalent*level; Director, District Office,Service Center, or AustinCompliance Center forawards up to and including$5,000; Branch Chief, orequivalent level, in RegionalOffice for awards up to andincluding $3,000; DivisionChief, or equivalent level, inDistrict Office or ServiceCenter for awards up to andincluding $3,000; BranchChief, or equivalent level, inDistrict Office, ServiceCenter, or Austin ComplianceCenter for awards up to andincluding $1,500. Alsodelegated to second-levelsupervisors for employeesunder their jurisdiction.

Authorize the payment of monetaryawards for approved contributionswhen an appropriately documentedand approved case record isreceived

Employees under theirjurisdiction; contributionsof employees of otherGovernment agencies andarmed forces members;and servicewide or

interagency contributionsfor which writtennotification of approval hasbeen received

Centralized positionsas defined in IRM 0250and ERB covered

positions

Servicing personnel officers

Recommend to the DeputyCommissioner monetary awardsand exceptions to monetary awardscales exceeding $5,000(Recommendations will be

Employees under theirjurisdiction andcontributions of employeesof other Governmentagencies and armed


May not redelegate


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Chart 6




Positions/Actions





forwarded through the Director,Strategic Human ResourcesDivision for comment)

forces members

CLASSIFICATION

Classify positionsAll General Schedule andWage Board positionswithin their Regions

Those Listed in IRM0511 as requiringDirector, HumanResources Divisionclassification actionCentralized positionsas defined in IRM 0250

Designated PositionClassifiers or PersonnelSpecialists assigned positionclassification responsibilities.District Director where there

is no Chief, PersonnelBranch, to implement action,(authorized staff in PrimeDistrict may providepersonnel services)

DETAILS

Approve details of 30 days or lessto or from offices under their

jurisdiction and another FederalAgency or Department of theTreasury Bureau


ERB covered positionsChief, Regional PersonnelBranch or ServicingPersonnel function

Approve extension of employeedetails for established positionsbeyond 120 days:

TO SAME OR LOWER GRADEPositions in 120-day increments forup to one year; and

to higher grade positions for aperiod not to exceed 240 calendardays which are not during majorreorganizations


ERB covered positionsand centralizedpositions as defined inIRM 0250

Chief, Personnel Branch;District Director where thereis no chief, Personnel Branch;Chief, Regional OfficePersonnel Section or Chief,Servicing Personnel function

PAY ADMINISTRATION

Approve exceptions to restrictionsfor pay for more than one position

for more than 40 hours a week(dual employment)

All positions under their

jurisdiction

Chief, Personnel Branch and

Servicing Personnel function

Approve personnel actions forcorrective action includingretroactive promotion and back pay

1. Employees under theirjurisdiction;


1. Chief, Personnel Branch2. Chief, Regional PersonnelBranch or ServicingPersonnel function

Approve personnel actions to GM13/14/15 (PMRS)Senior Technician RegionalOffice


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Chart 6




Positions/Actions





effect PMRS increases employees Personnel Section orServicing Personnel function

Process approved step increases

Employees under theirjurisdictionincluding:Employees under theirjurisdiction who occupypositions centralized to theNational Office

Unit Manager, or equivalent*level, Personnel Branch andservicing Personnel function.


Determine that work is or is not ofan acceptable level of competencefor within-grade step increase


Those supervisors whoevaluate the work beingperformed

RECRUITMENT

Approve recruitment andexamination of applicants,establishment and issuance ofcompetitor inventories, andissuances of certificates of eligiblesby delegated Special Examining

Units:1. When implementing nationwideagreements2. When implementing localagreements


1. Employment Section Chiefin Regional Office; Chief,Personnel Branch in ServiceCenter; Chief, HumanResources Branch in AustinCompliance Center2. Employment SectionChief, Regional PersonnelBranch; For Districts andService Centers/AustinCompliance Center3. Servicing Personneloffices

RETIREMENT

Process Law Enforcementretirements in accordance withIRM 0831.8 and FERS

Law Enforcement Officerpositions under their


Unit Manager or equivalent*level, Personnel Branch orServicing Personnel function


Approve personnel actions for theInternal Revenue Service forappointments, position changes,and separations, or take finalaction for the IRS:1. Request for Personnel Action,SF52:a. Part I, Block Hb. Part II, Block 382. Notification of Personnel Action:

1a. Employees under theirjurisdiction1b. Employees under their

jurisdiction2. Employees under their

jurisdiction

Action involvingcentralized positions asdefined in IRM 0250Actions requiring priorapproval of theDepartment of theTreasury as defined inIRM 0250

1a. Branch Chief, orequivalent* level of requestingfunction for Region andDistrict; first-line supervisor inService Center/AustinCompliance Center. Alsodelegated to first-linesupervisors and thosemanagers and managementofficials designated.


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Chart 6




Positions/Actions





SF50, mass changes, new actioncode sheets, etc.

1b. Senior Technician,Personnel Branch (may beredelegated to primedistrict/service center to alsoprovide such service fordistricts without a PersonnelBranch) Senior Technician,Regional Office PersonnelSection or ServicingPersonnel function2. Unit Manager orequivalent* level, PersonnelBranch (may be redelegatedto prime district/service centerto also provide such servicefor districts without aPersonnel Branch) andservicing Personnel office


After obtaining technicalassistance of the appropriatePersonnel function, to makesuitability decisions on externalapplicants for employment1. from other than SpecialExamining Units2. from Special Examining Unitswith full delegated examining andcertification authority

1. Positions under theirjurisdiction;2. Positions under their

jurisdiction,

Actions involvingcentralized positions asdefined in IRM 0250,and ERB coveredpositions

1. Branch Chief, orequivalent* level, in RegionalOffice; Division Chief forDistrict and ServiceCenter/Austin ComplianceCenter and second-levelsupervisors2. Employment SectionChief, Regional PersonnelBranch; Chief, PersonnelBranch for Districts andService Centers/AustinCompliance Center; ServicingPersonnel function

TRAINING

Approve training plans which donot require modification of

qualification standards for certaindisabled veterans (See 38 USCChapter 31; 5 CFR 315.604(a);FPM Chapter 315, Subchapter 66and Appendix B)



Chief, Personnel Branch;District Director where there

is no Chief, PersonnelBranch; Chief, RegionalOffice Personnel Section orChief, Servicing Personnelfunction

* See Note on Chart 1.

Chart 7


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District/Service Center Director, Austin Compliance Center





OTHER ACTIONS

Propose adverse actions (removals,reductions in grade or pay, suspensionsof more than 14 days, furloughs withoutpay) and actions based on unacceptableperformance (removals, reductions ingrade)

All employees undertheir jurisdiction

Centralized positions asdefined by IRM 0250

Division Chiefs (andequivalent)* for allemployees under their

jurisdiction

Section Chiefs orGroup Managers(when no SectionChief exists) foremployees under their

jurisdiction


All employees undertheir jurisdiction forwhom a subordinatehas proposed an action

1. Centralized positions asdefined by IRM 02502. All positions centralizedto the office of RegionalCommissioner, AssistantCommissioner

May not redelegate.


Suspensions of 14 days or lessWritten reprimandAdmonishmentsWarning letters and letters of cautionClosed without action and Clearance

lettersSuitability determinations

1. For all employeesunder their jurisdiction

Centralized positions asdefined by IRM 0250; andall positions centralized tothe office of RegionalCommissioner, AssistantCommissioner.

1. Division Chiefs (andequivalent)* for allemployees under their

jurisdiction

Immediate supervisorsfor all employeesunder their jurisdiction

only in the case ofadmonishments

* See Note on Chart 1

Chart 8

Directors, Computing Centers





OTHER ACTIONS

Propose adverse actions (removals,reductions in grade or pay, suspensionsof more than 14 days, furloughs withoutpay) and actions based onunacceptable performance (removals,reductions in grade)


Centralized position asdefined by IRM 0250


jurisdiction


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Chart 8

Directors, Computing Centers





All employees undertheir jurisdiction forwhom a subordinatehas proposed an action

May not redelegate


Suspensions of 14 days or lessWritten reprimandAdmonishmentsWarning letters and letters of cautionClosed without action and Clearance

lettersSuitability determinations



jurisdictionImmediate supervisorsfor all employees undertheir jurisdiction only inthe case of

admonishments

Appoint bona fide graduate students ataccredited colleges or universities toscientific, analytic, or professionalpositions not to exceed one year. (See5 CFR 213.3102(p), reprinted in FPMChapter 213, Appendix C)

For positions undertheir jurisdiction

Chief, Personnel Branch

Appoint National Science Contestfinalists as Sumer Interns. (See 5 CFR213.3102(y) and FPM Chapter 213,Appendix C)

GS2 and belowassistants to scientific,professional andtechnical employeesunder their jurisdiction

All positions above GS2 Chief, Personnel Branch

APPOINTMENTS

Appoint noncompetitively certaindisabled veterans who have completeda training program under Administratorof Veterans Affairs (See 5 CFR Rule3.1(a)(2); 5 CFR 315.604(b); and FPMSupplement, Book III, Section315.604(b)

Positions under theirjurisdiction.

ERB covered positions Chief, Personnel Branch

Appoint severely handicapped ormentally retarded sons and daughtersfor summer or student employment.

(See 5 CFR 213.3101(b); FPM Letter21320, and FPM Supplement 9901,Part 213, Section 213.3101(b))

Positions listed inSchedule A for summer

or student employmentunder their jurisdiction

Chief, Personnel Branch

Appoint to Schedule A positions,severely physically handicappedpersons who:

under temporary appointments havedemonstrated their ability to performtheir duties satisfactorily; or


ERB covered positions Chief, Personnel Branch


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Documents

IRS Agents Can Get Cash Awards for Making Your Life a LIVING HELL