IRS Agents Can Get Cash Awards for making your life a LIVING HELL

United States Code Title 5
TITLE 5 > PART III > Subpart C > CHAPTER 45 > SUBCHAPTER I

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.

SUBCHAPTER I—AWARDS 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 in excess 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 section 4503 of this title. The President determines the amount to be paid by each activity for a Presidential award under section 4504 of 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 section 4503 of this title.

• § 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 employee’s 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 employee’s annual rate of basic pay if the agency head determines that exceptional performance by the employee justifies such an award, but in no case may an award under this section exceed 20 percent of the employee’s 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 under subchapter II of chapter 12, chapter 71, or any of the laws referred to in section 2302 (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 section 3132 (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 individual’s 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 Meritorious Executive 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 section5382 of this title or any award paid under section 5384 of this title. (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 section 5382 of this title or any award paid under section 5384 of this title.

· § 4507a. Awarding of ranks to other senior career employees
(a) For the purpose of this section, the term “senior career employee” means an individual appointed to a position classified above GS–15 and paid under section5376 who 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 section 4507.

· § 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 section 3132 (a)(4); or (B) in a position of a confidential or policy-determining character under schedule C of subpart C of part 213 of title 5 of 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 54—HUMAN 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 section 105, but does not include the Government Accountability Office; (2) “employee” includes— (A) an individual paid under a statutory pay system defined in section 5302(1); (B) a prevailing rate employee, as defined in section 5342 (a)(2); and (C) a category of employees included by the Office of Personnel Management following the review of an agency plan under section 5403 (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 section 5372; (iv) a contract appeals board member paid under

section 5372a;
(v) an administrative appeals judge paid under

section 5372b; 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 section 5406 to 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 agency’s plan. (B) (i) After the reduction for training required under

section 5408, 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 agency’s pro rata distribution may not exceed its pro rata share of Executive branch payroll.
(ii) If the Office does not allocate an agency’s full

pro 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

section 5408, ten percent of the remaining amount appropriated to the Fund, as well as the amount of the pro rata share not distributed because of an agency’s 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 agency’s 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 employee’s rate of basic pay. (2) The aggregate of an employee’s 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 section 5303 or 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 sections 5753 and 5754. (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 Office’s regulations shall include criteria governing— (1) an agency plan under section 5406; (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 the Office to an agency in amounts below or in excess of the agency’s 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 section 2301; (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 agency’s 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 payfor-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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(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 agency’s 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 agency’s 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 employee’s 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 additional
new organizational titles required by IRS Modernization.)

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2. The authority vested in the Commissioner of Internal Revenue by Treasury Order 102–01 (as revised); 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 in Exhibit 1.2.45–2. See 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
Exhibit 1.2.45-2.

How to Find Out Which Slimy Exec Awarded an IRS Employee Cash for Cleaning out Your Wallet
Note: 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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• • • •

Business Systems Modernization Executive, Regional Commissioners Chief Counsel Director, National Office Resources Management Division

Paul Andrew Mitchell reported in 1996 that 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. He pointed 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!

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Exhibit 1.2.45-2 (10-02-2000) Delegation of Personnel-Related Matters [Order Number 81 (Rev. 17)]
Chart 1 Director, Strategic Human Resources Positions/Actions Not May Not Positions/Actions Covered Covered By The Delegated Redelegate By Delegated Authority Authority Lower Than

Is Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS Review any action with regard to adverse and disciplinary cases, taken or approved under authority delegated by this Delegation Order, Actions for the Internal Revenue Service as the appellate official on grievances for which the May not redelegate

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Chart 1 Director, Strategic Human Resources Positions/Actions Not May Not Positions/Actions Covered Covered By The Delegated Redelegate By Delegated Authority Authority Lower Than Regional Commissioners, Chief Operations Officer, Chief Information Officer, the Business Systems Modernization Executive, Assistants to the Commissioner, Assistant Commissioners, Chiefs (except the Chief Management and Finance), Deputy Chiefs, Division Commissioners, Deputy Division Commissioners, Directors who are direct reports to Chiefs and Division/Deputy Division Commissioners, and the National Taxpayer Advocate were deciding officials

Is Delegated Authority To

except actions taken or approved by the Deputy Commissioner or the Chief Management and Finance and to take, direct or recommend corrective action when he/she determines it to be necessary.

APPOINTMENTS Appoint Experts and Consultants in accordance with IRM 0250 (prior Departmental approval required) Request a waiver of the dual compensation act through the Department of Treasury to reemploy retired military and Federal civilian personnel without loss of pay or annuity, as provided by the Federal Employees Pay Comparability Act of 1990. AWARDS Centralized Positions in Appeals; Executive Authorize the payment of monetary Resources Board (ERB) awards for approved contributions positions; and servicewide or when an appropriately documented inter-agency contributions for and approved case record is received which written notification of approval has been received Comment on recommendations to the Deputy Commissioner for monetary Actions for the Internal awards and exceptions to monetary Revenue Service award scales exceeding $5,000 CLASSIFICATION Actions for the Internal Revenue Service May not redelegate

Recommendations for waivers submitted by National Office and field officials.

May not redelegate

Administrative Assistant to the Executive Resources Board

May not redelegate

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Chart 1 Director, Strategic Human Resources Positions/Actions Not May Not Positions/Actions Covered Covered By The Delegated Redelegate By Delegated Authority Authority Lower Than All General Schedule and Federal Wage System positions covered by IRM 0511 All standardized positions common to several regions and described by ERB covered positions standardized position descriptions (SPDs). All positions where authorized officials request Director, Strategic Human Resources classification action. ERB covered positions All positions classified under Actions taken or approved by Director, Strategic authority delegated by this the Deputy Commissioners Human Resources Delegation Order and Chief Management and Finance

Is Delegated Authority To

Classify Positions

Designated Position Classifiers or Personnel Specialists assigned position classification responsibilities in the Office of Director, Strategic Human Resources

Review, take, direct or recommend corrective action in any personnel matters when determined to be required. Including cases involving classification actions DETAILS Concur with and forward to OPM, requests to extend employee details to unclassified positions beyond 120 days Determine the need for, and approve the use of details to higher graded positions for up to one year during a major reorganization PAY ADMINISTRATION Review, take, direct or recommend corrective action in any personnel matters when determined to be required. Including cases involving retroactive promotion and back pay PERSONNEL REDEPLOYMENT Exercise the special personnel authorities to facilitate redeployment of personnel, including temporary and term appointments and waivers of qualification requirements, granted to the Service by OPM

May not redelegate

May not redelegate

ERB covered positions Claims submitted by National Office and field officials for Actions taken or approved by May not higher level administrative the Deputy Commissioners redelegate review and determination and Chief Management and Finance

May not redelegate

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Chart 1 Director, Strategic Human Resources Positions/Actions Not May Not Positions/Actions Covered Covered By The Delegated Redelegate By Delegated Authority Authority Lower Than

Is Delegated Authority To

RECRUITMENT/EXAMINING Review, take, direct, or recommend necessary action for IRS when accepting delegated examining agreements from the Office of Personnel Management or the Department of the Treasury RETIREMENT Administer FERS law enforcement position coverage provisions for the Internal Revenue Service with the concurrence of the appropriate program official With concurrence of OPM, determine credibility of CSRS and/or FERS service RIF NOTICES Approve extension of RIF notice beyond 180 days SUITABILITY DETERMINATIONS Actions taken or approved by the Deputy Commissioners, Chief Operations Officer, Chief Information Officer, the Business Systems Modernization Executive, Cases submitted by National Chiefs (except the Chief Office and field officials when Management and Finance), May not higher level administrative Deputy Chiefs, Division redelegate review is desired on external Commissioners, Deputy applicants for employment Division Commissioners, Directors reporting directly to Chiefs and Division/Deputy Division Commissioners, and the National Taxpayer Advocate All employees of Internal Revenue Service May not redelegate

May not redelegate

All Law Enforcement Officer positions

May not redelegate

Review, take, direct, or recommend necessary action for the IRS in suitability decisions

TRAINING Approve Servicewide Training Agreements Actions for the Internal Revenue Service May not redelegate

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

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Chart 1 Director, Strategic Human Resources Positions/Actions Not May Not Positions/Actions Covered Covered By The Delegated Redelegate By Delegated Authority Authority Lower Than

Is Delegated Authority To

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 Covered By Delegated Authority Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority

Is Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS Propose adverse actions (removals, reductions in grade or pay, suspensions of more than 14 days, furloughs without pay) and actions based on unacceptable performance (removals, reductions in grade) 1. Chief Operations officer, Chief Financial Officer, and Chief Information Officer 2. All employees within the Commissioner's and Deputy Commissioner's immediate offices

Positions reporting to the Commissioner

1. May not redelegate 2. May not redelegate

Effect adverse actions and actions based on unacceptable performance

Chief Operations Officer, Chief Information Officer and 1. All ERB covered positions Assistants to the 2. All employees within the Commissioner 1. May not immediate offices of the Chief redelegate Operations Officer, Chief All employees within 2. May not redelegate Information Officer, and Chief the Commissioner's Management and Finance and Deputy Commissioner's immediate offices 1. Chief Operations Officer; Chief Management and Finance; Chief Information Officer; Chief Counsel for positions under their jurisdiction 2. May not redelegate

Propose and/or effect: —Separation or termination during probation —Suspensions of 14 days or less —Written reprimand —Warning Letters and Letters of caution —Closed without action and Clearance letters —Suitability determinations ASSIGNMENTS

1. ALL ERB covered positions 2. All employees within the Deputy Commissioner's immediate office

Deputy Commissioner (Operations) as Chairperson, Executive Resources Positions centralized to the Board, to approve the assignment of Executive Resources Board an employee serving under a Schedule A or B appointment to a

May not redelegate

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Chart 2 Deputy Commissioner, Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority

Is Delegated Authority To

competitive position AWARDS Approve monetary awards and exceptions to monetary award scales up to and including $10,000 for any one individual or group, and incur necessary expenses for the recognition of contributions Employees in his/her immediate office, including field employees engaged in National Office projects; and contributions of employees of other Government agencies and armed forces members

Assistant to Deputy Commissioner Assistant Deputy Commissioner

Deputy Commissioner (Operations) as Chairperson, Executive Resources Board, to review and concur in ERS covered positions recommendations for all awards for executives Recommend to Treasury, monetary awards of $10,001–$25,000 ($5,001 or more for Performance Management and Recognition System (PMRS) Cash Awards) for any one individual or group Recommend an additional monetary award of $10,000 (total $35,000) to the President through Treasury. DETAILS Approve details of 30 days or less, to ERB covered positions and or from positions in the Internal centralized positions as Revenue Service and another Federal defined in IRM 0250 agency or Treasury Bureau Deputy Commissioner (Operations) as Chairperson, Executive Resources Board, to approve extension of employee details to established positions —to same or lower graded positions in ERB covered positions the Service in 120-day increments for up to one year; and —to higher graded positions in the Service for a period not to exceed 240 calendar days PAY ADMINISTRATION Approve exceptions to restrictions for Positions in his/her immediate pay for more than one position for office

May not redelegate

May not redelegate

May not redelegate

May not redelegate

May not redelegate

May not redelegate

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Chart 2 Deputy Commissioner, Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue Positions/Actions Covered By Delegated Authority ERB covered positions and centralized positions as defined in IRM 0250 Positions in his/her immediate office ERB covered positions and centralized positions as defined in IRM 0250 Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority May not redelegate

Is Delegated Authority To

more than 40 hours a week (Dual employment)

Waive the reduction of military retirement pay for recruitment of employees

May not redelegate May not redelegate

PERFORMANCE EVALUATION Determine that work is or is not of an acceptable level of competence for within-grade step increase STANDARD FORMS 52 and 50 Approve Request for Personnel Action: SF–52, Part I, Block H Assistant to Deputy Commissioner Assistant Deputy Commissioner Chief Operations Officer, Chief Management and Finance, Chief Information Officer Actions requiring Treasury approval, per Treasury Directive 102–01 Employees in his/her immediate office Those supervisors who evaluate the work being performed

Actions for Employees in his/her immediate office

Approve and effect final action for the Internal Revenue Service, for appointments, position changes, and separations: ERB covered positions 1. Request for Personnel Action SF– 52 2. Notification of Personnel Action, SF–50 SUITABILITY DETERMINATIONS After obtaining technical assistance of the appropriate Personnel function, to Positions in his/her immediate make suitability decisions on external office applicants for employment With prior Treasury approval make suitability decisions on external applicants for employment Centralized positions as defined in IRM 0250, and ERB covered positions Chart 3

1. Administrative Assistant to the Executive Resources Board 2. May not redelegate

Assistant to the Deputy Commissioner Assistant Deputy Commissioner

May not redelegate

Chief Operations Officer, Chief Financial Officer and Chief Information Officer Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority

Are Delegated Authority To

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Chart 2 Deputy Commissioner, Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority

Is Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS 1. Regional Commissioner 2. Assistant Commissioner 3. Deputy Assistant Commissioner 4. All employees within the immediate office of the Chief Operations Officer, Chief Financial Officer, and Chief Information Officer

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

1. 2. 3. 4.

May not redelegate May not redelegate May not redelegate May not redelegate

All employees under their jurisdiction for whom Assistant Commissioners, Assistant ERB covered positions May not redelegate Chief Information Officers and Regional Commissioners have proposed actions Propose and/or effect: —separation or termination during probation —suspensions of 14 days or less —written reprimand—admonishments —warning letters and letters of caution —closed without action and clearance letters —suitability determinations AWARDS Employees in their immediate office, including field employees engaged in National Office projects; and contributions of employees of other Government agencies and armed forces members

All employees within the immediate office of the Chief Operations Officer, Chief Financial Officer, and Chief Information Officer

ERB covered positions May not redelegate

Approve monetary awards and exceptions to monetary award scales up to $5,000 for any one individual or group, and incur necessary expenses for the recognition of contributions

Centralized positions as defined in IRM 0250 May not redelegate and ERB covered positions

Approve monetary awards and exceptions to monetary award scales of $5,001–$10,000 (excluding PMRS Cash Awards) for any one individual or group (Recommendations will be forwarded through the Director, Human Resources Division, for comment) PERFORMANCE EVALUATION Determine that work is or is not of an Employees in their immediate Centralized positions

May not redelegate

Those supervisors

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Chart 2 Deputy Commissioner, Assistant Deputy Commissioners (Operations) (Modernization) of Internal Revenue Positions/Actions Covered By Delegated Authority office Positions/Actions Not May Not Redelegate Covered By The Lower Than Delegated Authority as defined in IRM 0250 who evaluate the work being performed

Is Delegated Authority To

acceptable level of competence for within-grade step increase STANDARD FORMS 52 and 50 Approve Request for Personnel Action: SF–52, Part I, Block H SUITABILITY DETERMINATIONS

Employees in their immediate office

May not redelegate

After obtaining technical assistance of the Personnel function, make Positions in their immediate suitability decisions of external office applicants for employment Chart 4

Centralized positions as defined in IRM 0250 May not redelegate and ERB covered positions

Assistant Commissioners and Assistants to the Commissioner** Positions/Actions Not Covered By The Delegated Authority

Are Delegated Authority To

Positions/Actions Covered By Delegated Authority

May Not Redelegate Lower Than

ADVERSE/DISCIPLINARY AND OTHER ACTIONS 1. May not redelegate 2. Deputy Assistant Commissioner for employees in the immediate office of the Assistant Commissioner Division Directors (and equivalent)* for Branch or Division Chiefs (and equivalent)* for all employees under their jurisdiction Branch or Division Chiefs (and equivalent)* for all employees under their jurisdiction Division Directors (and equivalent)* for employees under their jurisdiction below the level of Branch or Division Chief (and equivalent)* 1. Division Directors and

1. Division Directors (and equivalent)* and Directors, Detroit Computing Center and Propose adverse actions (removals, reductions in grade or Martinsburg Computing Center pay, suspensions of more than 14 2. All other employees under Deputy Assistant days, furloughs without pay) and their jurisdiction Commissioners 3. Deputy Assistant Chief actions based on unacceptable Information Officer for performance (removals, employees in the immediate reductions in grade) office of the Assistant Chief Information Officer

All employees under their jurisdiction for whom a Deputy Effect adverse actions and actions AC; Division Director (or ERB covered equivalent)*; Director, Detroit based on unacceptable positions Computing Center or Director, performance Martinsburg Computing Center has proposed an action Propose and/or effect: 1. Branch Chiefs (and ERB covered

Page 20

Chart 4 Assistant Commissioners and Assistants to the Commissioner** Positions/Actions Not Covered By The Delegated Authority positions

Are Delegated Authority To

Positions/Actions Covered By Delegated Authority

May Not Redelegate Lower Than

—Separation or termination during equivalent)* probation 2. All other employees under —Suspensions of 14 days or less their jurisdiction —Written reprimand —Admonishments —Warning letters and Letters of caution —Closed without action and Clearance letters —Suitability determinations AWARDS

equivalent. 2. Branch Chiefs (and equivalent)* Immediate supervisor for employees under their jurisdiction in the case of admonishments only

1. Deputy Assistant Commissioner; Division Director, or equivalent level, of initiating National Office function for awards up to 1. Employees under their and including $5,000; jurisdiction, including field Branch Chief, or equivalent* employees engaged in Approve monetary awards and National Office projects; and Centralized positions level, of initiating National exceptions to monetary award office function for awards up scales up to and including $5,000 contributions of employees of as defined in IRM to and including $3,000 other Government agencies 0250 and ERB for any one individual or group, 2. Directors (MCC & DCC), covered positions and incur necessary expenses for and armed forces members for awards up to and 2. Employees in Detroit the recognition of contributions including $5,000; Division Computing Center and Martinsburg Computing Center Chief, or equivalent level, for awards up to and including 3,000; Branch Chief, or equivalent level*, for awards up to and including $1,500 Employees under their jurisdiction; employees in Detroit Computing Center and Martinsburg Computing Authorize the payment of Center; contributions of monetary awards for approved employees of other contributions when an Government agencies and appropriately documented and armed forces members; and approved case record is received servicewide or interagency contributions for which written notification of approval has been received Recommend to the Chief Operations Officer, Chief Management and Finance or Chief Information Officer as appropriate monetary awards and exceptions to monetary award 1. Employees under their jurisdiction, including field employees engaged in National Office projects; and contributions of employees of other Government agencies

Centralized positions as defined in IRM Servicing personnel officers 0250 and ERB covered positions

Centralized positions as defined in IRM 1. May not redelegate 0250 and ERB 2. May not redelegate covered positions

Page 21

Chart 4 Assistant Commissioners and Assistants to the Commissioner** Positions/Actions Not Covered By The Delegated Authority

Are Delegated Authority To

Positions/Actions Covered By Delegated Authority

May Not Redelegate Lower Than

scales exceeding $5,000 (Recommendation will be forwarded through the Director, Human Resources Division for comment) PERFORMANCE EVALUATION

and armed forces members 2. Employees in Detroit and Martinsburg Computing Center

Determine that work is or is not of an acceptable level of National Office employees competence for within-grade step under their jurisdiction increase STANDARD FORMS 52 and 50

Centralized positions Those supervisors who as defined in IRM evaluate the work being 0250, and ERB performed covered positions

Approve Request for Personnel Action: SF–52, Part I, Block H

Employees under their jurisdiction and Detroit Computing Center and ERB covered Martinsburg Computing Center positions positions of Division Chief or equivalent level

Deputy Assistant Commissioner; Branch Chief, or equivalent* level of requesting function

SUITABILITY DETERMINATIONS After obtaining technical assistance of the appropriate Personnel function, to make suitability decisions on external applicants for employment * See Note on Chart 1 ** Assistants to the Commissioner may not redelegate Chart 5 Chief Inspector Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than Deputy Assistant Commissioner; Division Director, or equivalent* level, of function involved; Director, Detroit Computing Center

Centralized positions National Office positions under as defined in IRM their jurisdiction 0250, and ERB covered positions

Is Delegated Authority To

NOTE: The information on this chart has been removed due to the transfer of the Inspection Service from IRS to the Department of Treasury, Treasury Inspector General for Tax Administration (TIGTA).

Page 22

Chart 5 Chief Inspector Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Is Delegated Authority To

See Note on Chart 1 Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority

Are Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS Propose adverse actions (removals, reductions in grade or pay, suspensions of more than 14 All employees under their days, furloughs without pay) and jurisdiction actions based on unacceptable performance (removals, reductions in grade)

Two supervisory levels above individual for whom the action is proposed except where the second level is Deputy Commissioner

All employees under their Effect adverse actions and actions Three supervisory levels jurisdiction for whom a based on unacceptable ERB covered positions above individual for whom the subordinate has proposed performance action is proposed an action Propose and/or effect: —separation or termination during probation —suspensions of 14 days less Centralized positions —written reprimand All employees under their as defined by IRM —admonishments jurisdiction 0250 —warning letters and letters of caution —closed without action and clearance letters; —suitability determinations APPOINTMENTS Appoint bona fide graduate students at accredited colleges or universities to scientific, analytic, or Positions under their professional positions not to jurisdiction exceed one year (see 5 CFR 213.3102(p), reprinted in FPM Chapter 213, Appendix C) Appoint National Science Contest GS–2 and below finalists as Summer Interns (See 5 assistants to scientific, All positions above Chief, Personnel Branch; District Director where there is no Chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function Chief, Personnel Branch; District Director where there

Two supervisory levels above individual for whom the action is proposed

Page 23

Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority is no Chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function Chief, Personnel Branch; District Director where there is no Chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function Chief, Personnel Branch; District Director where there is no Chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function

Are Delegated Authority To

CFR 213.3102(y) and FPM Chapter 213, Appendix C)

professional and technical GS–2 employees under their jurisdiction

Appoint non-competitively certain disabled veterans who have completed a training program under Administrator of Veterans Positions under their Affairs (See 5 CFR, Rule 3.1(a)(2); jurisdiction 5 CFR 315.604(b), and FPM Supplement, Book III, Section 315.604(b)) Appoint severely handicapped or mentally retarded sons and daughters for summer or student employment (See 5 CFR 213.3102(b); FPM Letter 213–20, and FPM Supplement 990–1, Part 213 (See Section 213.3101(b))

Centralized positions as defined in IRM 0250, and ERB covered positions

Positions listed in Schedule A for summer or student employment under their jurisdiction

Appoint to Schedule A positions, severely physically handicapped and mentally retarded persons who: —under temporary appointments have demonstrated their ability to perform their duties satisfactorily, Positions under their or jurisdiction —have been certified by counselors or state vocational rehabilitation agencies or the Veterans Administration as likely to succeed in the performance of the duties 1. Approve extension of initial one month appointment for special needs for an additional one-month period 2. Approve outside the Register appointments at GS–12 (or equivalent) level and below in increments not to exceed one year Approve extension of temporary appointment for additional oneyear periods not to exceed a total

Chief, Personnel Branch; District Director where there is no Chief, Personnel Centralized positions Branch; Chief, Regional as defined in IRM 0250 Office Personnel Section or Chief, Servicing Personnel function

1. Employees under their jurisdiction 2. Employees under their jurisdiction at the GS–12 or below level, and all wage grade positions

Chief, Personnel Branch; District Director where there ERB covered positions, is no Chief, Personnel and Centralized Branch; Chief, Regional positions as defined in Office Personnel Section or IRM 0250 Chief, Servicing Personnel function

Page 24

Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority

Are Delegated Authority To

of four (4) years Assign an Excepted employee serving under Schedule A or B appointment to a competitive position (with prior Departmental approval) AWARDS Assistant Regional Commissioner, or equivalent* level; Director, District Office, Service Center, or Austin Compliance Center for awards up to and including $5,000; Branch Chief, or equivalent level, in Regional Office for awards up to and including $3,000; Division Chief, or equivalent level, in District Office or Service Center for awards up to and including $3,000; Branch Chief, or equivalent level, in District Office, Service Center, or Austin Compliance Center for awards up to and including $1,500. Also delegated to second-level supervisors for employees under their jurisdiction. Chief, Personnel Branch; ERB covered positions, District Director where there is no Personnel Branch; and Centralized positions as defined in Chief, Regional Office Personnel Section or Chief, IRM 0250 Servicing Personnel function

Employees under their jurisdiction

Approve monetary awards and exceptions to monetary award scales up to and including $5,000 for any one individual or group, and incur necessary expenses for the recognition of contributions

Employees under their jurisdiction and Centralized positions contributions of employees as defined in IRM 0250, and ERB of other Government covered positions agencies and armed forces members

Employees under their jurisdiction; contributions of employees of other Authorize the payment of monetary Government agencies and Centralized positions awards for approved contributions armed forces members; as defined in IRM 0250 when an appropriately documented Servicing personnel officers and servicewide or and ERB covered and approved case record is interagency contributions positions received for which written notification of approval has been received Recommend to the Deputy Commissioner monetary awards and exceptions to monetary award scales exceeding $5,000 (Recommendations will be Employees under their Centralized positions jurisdiction and as defined in IRM contributions of employees 0250, and ERB of other Government covered positions agencies and armed

May not redelegate

Page 25

Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority forces members Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority

Are Delegated Authority To

forwarded through the Director, Strategic Human Resources Division for comment) CLASSIFICATION

Classify positions

Designated Position Classifiers or Personnel Those Listed in IRM Specialists assigned position 0511 as requiring classification responsibilities. All General Schedule and Director, Human District Director where there Resources Division Wage Board positions is no Chief, Personnel classification action within their Regions Branch, to implement action, Centralized positions (authorized staff in Prime as defined in IRM 0250 District may provide personnel services)

DETAILS Approve details of 30 days or less to or from offices under their Employees under their jurisdiction and another Federal jurisdiction Agency or Department of the Treasury Bureau Approve extension of employee details for established positions beyond 120 days: — TO SAME OR LOWER GRADE Positions in 120-day increments for Positions under their up to one year; and jurisdiction —to higher grade positions for a period not to exceed 240 calendar days which are not during major reorganizations PAY ADMINISTRATION Approve exceptions to restrictions for pay for more than one position All positions under their for more than 40 hours a week jurisdiction (dual employment)

Chief, Regional Personnel ERB covered positions Branch or Servicing Personnel function

ERB covered positions and centralized positions as defined in IRM 0250

Chief, Personnel Branch; District Director where there is no chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function

Chief, Personnel Branch and Servicing Personnel function

1. Chief, Personnel Branch Approve personnel actions for 1. Employees under their Centralized positions 2. Chief, Regional Personnel corrective action including jurisdiction; as defined in IRM 0250 Branch or Servicing retroactive promotion and back pay Personnel function Approve personnel actions to GM–13/14/15 (PMRS) Senior Technician Regional Office

Page 26

Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority employees Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority Personnel Section or Servicing Personnel function

Are Delegated Authority To

effect PMRS increases

Process approved step increases

Employees under their jurisdiction—including: —Employees under their jurisdiction who occupy positions centralized to the National Office

Unit Manager, or equivalent* level, Personnel Branch and servicing Personnel function.

PERFORMANCE EVALUATION Determine that work is or is not of Employees under their an acceptable level of competence jurisdiction for within-grade step increase RECRUITMENT 1. Employment Section Chief in Regional Office; Chief, Personnel Branch in Service Center; Chief, Human Resources Branch in Austin Compliance Center 2. Employment Section Chief, Regional Personnel Branch; For Districts and Service Centers/Austin Compliance Center 3. Servicing Personnel offices Those supervisors who evaluate the work being performed

Approve recruitment and examination of applicants, establishment and issuance of competitor inventories, and issuances of certificates of eligibles Positions under their by delegated Special Examining jurisdiction Units: 1. When implementing nationwide agreements 2. When implementing local agreements

RETIREMENT Process Law Enforcement retirements in accordance with IRM 0831.8 and FERS STANDARD FORMS 52 and 50 Approve personnel actions for the 1a. Branch Chief, or Action involving Internal Revenue Service for equivalent* level of requesting 1a. Employees under their centralized positions as appointments, position changes, function for Region and jurisdiction defined in IRM 0250 and separations, or take final District; first-line supervisor in 1b. Employees under their Actions requiring prior action for the IRS: Service Center/Austin approval of the jurisdiction 1. Request for Personnel Action, Compliance Center. Also 2. Employees under their Department of the SF–52: delegated to first-line Treasury as defined in jurisdiction a. Part I, Block H supervisors and those IRM 0250 b. Part II, Block 38 managers and management 2. Notification of Personnel Action: officials designated. Law Enforcement Officer positions under their Unit Manager or equivalent* Centralized positions level, Personnel Branch or as defined in IRM 0250 Servicing Personnel function

Page 27

Chart 6 Division Commissioners, Deputy Division Commissioners, Chiefs and equivalents, Deputy Chiefs, National Taxpayer Advocate, Deputy National Taxpayer Advocate, Directors, Submission Processing and Customer Service, and Business Systems Modernization Executive, Regional Commissioners Positions/Actions Covered By Delegated Authority Positions/Actions Not May Not Redelegate Lower Covered By The Than Delegated Authority 1b. Senior Technician, Personnel Branch (may be redelegated to prime district/service center to also provide such service for districts without a Personnel Branch) Senior Technician, Regional Office Personnel Section or Servicing Personnel function 2. Unit Manager or equivalent* level, Personnel Branch (may be redelegated to prime district/service center to also provide such service for districts without a Personnel Branch) and servicing Personnel office

Are Delegated Authority To

SF–50, mass changes, new action code sheets, etc.

SUITABILITY DETERMINATIONS 1. Branch Chief, or equivalent* level, in Regional Office; Division Chief for District and Service Center/Austin Compliance Actions involving Center and second-level centralized positions as supervisors defined in IRM 0250, 2. Employment Section and ERB covered Chief, Regional Personnel positions Branch; Chief, Personnel Branch for Districts and Service Centers/Austin Compliance Center; Servicing Personnel function

After obtaining technical assistance of the appropriate Personnel function, to make suitability decisions on external applicants for employment— 1. from other than Special Examining Units 2. from Special Examining Units with full delegated examining and certification authority

1. Positions under their jurisdiction; 2. Positions under their jurisdiction,

TRAINING Approve training plans which do not require modification of qualification standards for certain Positions under their disabled veterans (See 38 USC jurisdiction Chapter 31; 5 CFR 315.604(a); FPM Chapter 315, Subchapter 6–6 and Appendix B) * See Note on Chart 1. Chart 7 Chief, Personnel Branch; District Director where there is no Chief, Personnel Branch; Chief, Regional Office Personnel Section or Chief, Servicing Personnel function

Centralized positions as defined in IRM 0250, and ERB covered positions

Page 28

District/Service Center Director, Austin Compliance Center Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Are Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS Division Chiefs (and equivalent)* for all employees under their jurisdiction Centralized positions as defined by IRM 0250 Section Chiefs or Group Managers (when no Section Chief exists) for employees under their jurisdiction

Propose adverse actions (removals, reductions in grade or pay, suspensions of more than 14 days, furloughs without All employees under pay) and actions based on unacceptable their jurisdiction performance (removals, reductions in grade)

Effect adverse actions and actions based on unacceptable performance

All employees under their jurisdiction for whom a subordinate has proposed an action

1. Centralized positions as defined by IRM 0250 2. All positions centralized May not redelegate. to the office of Regional Commissioner, Assistant Commissioner 1. Division Chiefs (and equivalent)* for all employees under their jurisdiction Immediate supervisors for all employees under their jurisdiction only in the case of admonishments

Propose and/or effect: —Separation or termination during probation —Suspensions of 14 days or less 1. For all employees —Written reprimand under their jurisdiction —Admonishments —Warning letters and letters of caution —Closed without action and Clearance letters —Suitability determinations * See Note on Chart 1 Chart 8

Centralized positions as defined by IRM 0250; and all positions centralized to the office of Regional Commissioner, Assistant Commissioner.

Directors, Computing Centers Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Are Delegated Authority To

ADVERSE/DISCIPLINARY AND OTHER ACTIONS Propose adverse actions (removals, reductions in grade or pay, suspensions of more than 14 days, furloughs without All employees under their jurisdiction pay) and actions based on unacceptable performance (removals, reductions in grade)

Centralized position as defined by IRM 0250

Division Chiefs (and equivalent)* for all employees under their jurisdiction

Page 29

Chart 8 Directors, Computing Centers Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority All employees under their jurisdiction for whom a subordinate has proposed an action May Not Redelegate Lower Than

Are Delegated Authority To

Effect adverse actions and actions based on unacceptable performance

May not redelegate

Propose and/or effect: —Separation or termination during probation —Suspensions of 14 days or less All employees under —Written reprimand their jurisdiction —Admonishments —Warning letters and letters of caution —Closed without action and Clearance letters —Suitability determinations Appoint bona fide graduate students at accredited colleges or universities to For positions under scientific, analytic, or professional positions not to exceed one year. (See their jurisdiction 5 CFR 213.3102(p), reprinted in FPM Chapter 213, Appendix C)

Division Chiefs (and equivalent)* for all employees under their jurisdiction Immediate supervisors for all employees under their jurisdiction only in the case of admonishments

Chief, Personnel Branch

GS–2 and below Appoint National Science Contest assistants to scientific, finalists as Sumer Interns. (See 5 CFR professional and All positions above GS–2 Chief, Personnel Branch 213.3102(y) and FPM Chapter 213, technical employees Appendix C) under their jurisdiction APPOINTMENTS Appoint noncompetitively certain disabled veterans who have completed a training program under Administrator Positions under their of Veterans Affairs (See 5 CFR Rule jurisdiction. 3.1(a)(2); 5 CFR 315.604(b); and FPM Supplement, Book III, Section 315.604(b) Appoint severely handicapped or mentally retarded sons and daughters for summer or student employment. (See 5 CFR 213.3101(b); FPM Letter 213–20, and FPM Supplement 990–1, Part 213, Section 213.3101(b))

ERB covered positions

Chief, Personnel Branch

Positions listed in Schedule A for summer or student employment under their jurisdiction

Chief, Personnel Branch

Appoint to Schedule A positions, severely physically handicapped Positions under their persons who: jurisdiction —under temporary appointments have demonstrated their ability to perform their duties satisfactorily; or

ERB covered positions

Chief, Personnel Branch

Page 30

Chart 8 Directors, Computing Centers Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Are Delegated Authority To

—have been certified by counselors or state vocational rehabilitation agencies or the Veterans Administration as likely to succeed in the performance of the duties 1. 1. Approve extension of initial one month appointment for special needs for an additional one month period 2. Approve outside the Register appointments at GS–12 or equivalent level and below for increments not to exceed one year 3. Approve extension of initial outside the Register Appointment for additional one year periods for up to four (4) ears Assign an employee serving under a Schedule A or B appointment to a competitive position CLASSIFICATION All General Schedule and Wage Board positions under their jurisdiction Designated Position Those positions listed as Classifiers, or Personnel requiring National Office Specialists assigned Classification in IRM 0511 position classification responsibilities

1. Employees under their jurisdiction 2. Employees under their jurisdiction at the GS–12 or below level and all wage grade positions

ERB covered positions

Chief, Personnel Branch

Employees under their ERB covered positions jurisdiction

Chief, Personnel Branch

Classify positions

DETAILS Approve details of 30 days or less to or from positions in the Data Center, Employees under their ERB covered positions National Computer Center, and another jurisdiction Federal Agency or Department of the Treasury Bureau Approve extension of employee details for established positions beyond 120 days: —to same or lower-graded positions in Employees under their their respective organizations in 120 ERB covered positions jurisdiction day increments for up to one year; and —to higher grade positions in their respective organizations for a period not to exceed 240 calendar days PAY ADMINISTRATION Approve personnel actions for corrective action involving retroactive Employees under their ERB covered positions jurisdiction Chief, Personnel Branch

May not redelegate

Chief, Personnel Branch

Page 31

Chart 8 Directors, Computing Centers Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Are Delegated Authority To

promotion and back pay RECRUITMENT/EXAMINING Approve recruitment and examination of applicants, establishment and issuance Positions under their of competitor inventories and issuance jurisdiction of certificates of eligibles by delegated special Examining Units STANDARD FORMS 52 and 50 Actions involving centralized positions and personnel actions requiring prior approval of 1a. Division Chief of the Department of the requesting function Treasury as defined in IRM 1b. Senior Personnel Technician 0250, and ERB covered 2. Designated positions Personnel Technician, 1a. Detroit Computing Personnel Branch Center and Martinsburg Computing Center positions of Division Chief or equivalent level

ERB covered positions

Chief, Personnel Branch

Approve personnel actions for the Internal Revenue Service for appointments, position changes, and separations, or take final action for the IRS: Employees under their 1. Request for Personnel Action, SF– jurisdiction 52: a. Part I, Block H b. Part II, Block 38 2. Notification of Personnel Action, SF– 50

SUITABILITY DETERMINATIONS After obtaining technical assistance of the Personnel function, to make suitability decisions: —on external applicants for employment and all applicants certified Positions under their for employment by Special Examining jurisdiction Units —for all applicants to IRS Special Examining Units for placement on appropriate registers TRAINING Approve training plans which do not require modification of qualification standards for certain disabled veterans. Positions under their (See 38 USC Chapter 31; 5 CFR jurisdiction 315.604(a); FPM Chapter 315, Subchapter 6–6 and Appendix B) Chart 9 Chief Counsel

ERB covered positions

Chief, Personnel Branch

ERB covered positions

Chief, Personnel Branch

Page 32

Is Delegated Authority To

Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority

May Not Redelegate Lower Than

ADVERSE/DISCIPLINARY AND OTHER ACTIONS 1. May not redelegate 2. Division Director for N.O. Branch Chiefs; Branch Chiefs for all other N.O. employees 3. Regional Director for Ass't Regional Director; Ass't Regional Director for Branch Chiefs; Branch Chiefs for all other employees

1. Centralized positions Propose adverse actions (removals, in Appeals as defined in reductions in grade or pay, suspensions IRM 0250; and Division of more than 14 days, furloughs without and Regional Directors 2. All other National pay) and actions based on unacceptable performance (removals, Office employees 3. All other Regional reductions in grade) Appeals employees

Effect adverse actions and actions based on unacceptable performance

1. N.O. Branch Chiefs 2. All other N.O. employees 3. Assistant Regional Director 4. Regional Branch Chiefs 5. All other Regional Appeals employees

Centralized positions in Appeals as defined in IRM 0250 Division Director Regional Director

1. May not redelegate 2. Division Director 3. May not redelegate 4. Regional Director 5. Ass't Regional Director

1. Division Director 2. Branch Chiefs (N.O.); and supervisors for 1. Branch Chiefs (N.O.) Propose and/or effect: employees under their 2. All other National —separation or termination during jurisdiction for Office employees in probation admonishments only Appeals —suspensions of 14 days less 3. Regional Director 3. Assistant Regional —written reprimand ERB positions in Appeals 4. Ass't Regional Director —admonishments Director —warning letters and letters of caution 4. Branch Chief 5. Branch Chiefs —closed without action and clearance (Regional) (Regional); and 5. All other Regional letters supervisors for Appeals employees —suitability determinations employees under their jurisdiction for admonishments only AWARDS 1. Division Director of initiating National Office function for awards up to and including $5,000, Branch Chief of initiating National Office function for awards up to and including $3,000 2. Regional Director for awards up to and including $5,000 1. May not redelegate

1. Employees in the National Office Approve monetary awards and functions of Appeals, exceptions to monetary award scales including field Centralized positions in up to and including $5,000 for any one employees engaged in Appeals as defined in IRM individual or group, and incur necessary National Office projects 0250 expenses for the recognition of 2. Employees in contributions Regional Appeals offices

Recommend to the Deputy

1. Employees in the

Centralized positions in

Page 33

Chart 8 Directors, Computing Centers Positions/Actions Positions/Actions Not Covered By Delegated Covered By The Authority Delegated Authority May Not Redelegate Lower Than

Are Delegated Authority To

Commissioner monetary awards and exceptions to monetary awards scales exceeding $5,000 (Recommendations will be forwarded through the Director, Human Resources Division for comment)

National Office Appeals as defined in IRM 2. May not redelegate functions of Appeals, 0250 including field employees engaged in National Office projects 2. Employees in regional Appeals offices

PERFORMANCE EVALUATION Determine that work is or is not of an acceptable level of competence for within-grade step increase STANDARD FORMS 52 and 50 1. Employees in National Office functions of Appeals, Centralized positions in Approve Request for Personnel Action: including field Appeals as defined in IRM employees engaged in SF–52, Part I, Block H 0250 National Office projects 2. Employees in regional Appeals offices SUITABILITY DETERMINATIONS 1. Employees in National Office After obtaining technical assistance of functions of Appeals, Centralized positions in the appropriate Personnel function, to including field Appeals as defined in IRM make suitability decisions on applicants employees engaged in 0250 National Office projects for employment 2. Employees in regional Appeals offices Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority May Not Redelegate Lower Than IRS employees under the Chief Counsel's jurisdiction Centralized positions in Those supervisors who Appeals as defined in IRM evaluate the work being 0250, performed

1. National Director of Appeals 2. Regional Director of Appeals

1. National Director of Appeals 2. Regional Director of Appeals

Is Delegated Authority To

APPOINTMENTS Appoint bona fide graduate students at accredited colleges or universities to Positions in the National scientific, analytic, or professional Office positions not to exceed one year (See 5 CFR 213.3102(p), reprinted in FPM ERB covered positions. Positions under the Assistant Commissioner (International) Chief, National Office Human Resources Branch

Page 34

Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority May Not Redelegate Lower Than

Is Delegated Authority To

Chapter 213, Appendix C) Appoint National Science Contest finalists as Summer Interns (See 5 CFR 213.3102 (y) and FPM Chapter 213, Appendix C) GS–2 and below assistants to scientific, professional and technical National Office employees All positions above GS–2 Positions under the Assistant Commissioner (International) Chief, National Office Human Resources Branch

Appoint noncompetitively certain disabled veterans who have completed a training program under Administrator Positions in the National of Veterans Affairs (See 5 CFR, Rule Office 3.1(a)(2); 5 CFR 315.604(b), and FPM Supplement, Book III, Section 315.604(b)) Appoint severely handicapped or mentally retarded sons and daughters for summer or student employment (See 5 CFR 213.3101(b); FPM Letter 213–20, and FPM Supplement 990–1, Part 213, (Section 213.3101(b))

ERB covered positions. Positions under the Assistant Commissioner (International)

Chief, National Office Human Resources Branch

Positions Listed in Schedule Positions under the A for summer or student Assistant Commissioner employment in the National (International) Office

Chief, National Office Human Resources Branch

Appoint to Schedule A positions, severely physically handicapped persons who: —under temporary appointments have demonstrated their ability to perform Positions in the National their duties satisfactorily, or Office —have been certified by counselors or state vocational rehabilitation agencies or the Veterans Administration as likely to succeed in the performance of the duties 1. Approve extension of initial one month appointment for special needs for an additional one-month period 2. Approve outside the Register appointments at GS–12 or equivalent level and below in increments not to exceed one year Approve extension of initial outside the Register appointment for additional one-year periods not to exceed a total of four (4) years

ERB covered positions; and positions under the Chief, National Office jurisdiction of the Assistant Human Resources Branch Commissioner (International)

1. Positions in the National Office 2. GS–12 and below positions in the National Office and all wage grade positions

ERB covered positions; Chief, National Office and employees under the Human Resources Assistant Commissioner Branch (International)

Assign an excepted employee serving under Schedule A or B appointment to Positions in the National a competitive position (with prior Office Departmental approval)

ERB covered positions; Chief, National Office and employees under the Human Resources Assistant Commissioner Branch (International)

Page 35

Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority May Not Redelegate Lower Than

Is Delegated Authority To

AWARDS National Office employees and field employees serviced by the National Authorize the payment of monetary Office Human Resources awards for approved contributions Branch; and servicewide or when an appropriately documented inter-agency contributions and approved case record is received for which written notification of approval has been received

Employees under the Assistant Commissioner (International); and ERB covered positions

Appropriate Section Chief, National Office Human Resources Branch

CLASSIFICATION ERB covered positions; those positions listed in IRM 0511 as requiring All General Schedule Director, Human positions thru GS–15 and Resources Division, all Wage Board positions of classification action; National Office employees employees under the Assistant Commissioner (International) Designated Position Classifiers, or Personnel Specialists assigned position classification responsibilities in the National Office Human Resources Branch

Classify positions

DETAILS Approve details of 30 days or less, to or from the Internal Revenue Service and another Federal Agency or Treasury Bureau Approve extension of employee details for established positions beyond 120 days: —to same or lower-graded positions National Office employees within the National Office in 120-day increments for up to one year; and —to higher-graded positions within the National Office for a period not to exceed 240 calendar days which are not during major reorganization PAY ADMINISTRATION Approve personnel actions for corrective action involving retroactive promotion with back pay ERB covered positions; Chief, National Office and Employees under the Human Resources Assistant Commissioner Branch (International) Employees under the Assistant Commissioner (International) and ERB Appropriate Section Chief, National Office Human Resources

ERB covered positions; and positions under the Chief, National Office jurisdiction of the Assistant Human Resources Branch Commissioner (International)

National Office employees

Process approved step increase

National Office employees

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Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority covered Positions RECRUITMENT/EXAMINING Approve recruitment and examination of applicants, establishment and Positions in the National issuance of competitor inventories, and Office issuance of certificates of eligibles by delegated Special Examining Units RETIREMENT Process retirement applications provided employees meet requirements for eligibility, including requirement of at least 20 years of service previously determined to be creditable under these provisions STANDARD FORMS 52 and 50 1. Senior Personnel Staffing Specialist, All other centralized Staffing & positions as defined in IRM Classification 0250 and National Office Section, National ERB covered positions; Office Human and employees under the Resources Branch Assistant Commissioner 2. Appropriate Unit (International) Chief, National Office Human Resources Branch Personnel Staffing Specialist, Staffing & Classification Section, National Office Human Resources Branch ERB covered positions; Positions under the jurisdiction of the Assistant Commissioner (International) Appropriate Section Chief, National Office Human Resources Branch May Not Redelegate Lower Than Branch

Is Delegated Authority To

Law Enforcement Officer positions in the National Office

Employees under the Assistant Commissioner (International) and ERB covered positions

Approve personnel actions for the Internal Revenue Service for appointments, position changes, and separations; or take final action: 1. Request for Personnel Action, SF–52: Part II, Block 382. Notification of Personnel Action, SF–50

1. National Office employees 2. National Office employees

SUITABILITY DETERMINATIONS After obtaining technical assistance of the Personnel Branch, make suitability decisions 1. on external applicants for employment and all applicants certified Positions in the National for employment by Special Examining Office Units 2. for all applicants to IRS Special Examining Units for placement on appropriate registers TRAINING Approve training plans which do not Positions in the National require modification of qualification Office standards for certain disabled veterans (See 38 USC, Chapter 31; 5 CFR ERB covered positions; and positions under the Assistant Commissioner Chief, National Office Human Resources Branch

Centralized positions as defined in IRM 0250 and ERB covered positions; and positions under the jurisdiction of the Assistant Commissioner (International)

1. Branch Chief, or equivalent, of the requesting function 2. Appropriate Section Chief, National Office Human Resources Branch

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Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority (International) May Not Redelegate Lower Than

Is Delegated Authority To

351.604(a); FPM Chapter 315, Subchapter 6–6 and Appendix B) Chart 11

Director, Office of Support and Management, A/C (International) Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Delegated Authority May Not Redelegate Lower Than

Is Delegated Authority To

APPOINTMENTS Appoint bona fide graduate students at accredited colleges or universities to ERB covered positions scientific, analytic, or professional Positions in the Jurisdiction and centralized positions positions not to exceed one year. (See of the A/C (International) as defined in IRM 0250 5 CFR 213.3102(p), reprinted in FPM Chapter 213, Appendix C) GS–2 and below assistants to scientific, professional and technical National All positions above GS–2 Office employees under the jurisdiction of the A/C (International)

Personnel Officer

Appoint National Science Contest finalists as Summer Interns (See 5 CFR 213.3102(y) and FPM Chapter 213, Appendix C)

Personnel Officer

Appoint noncompetitively certain disabled veterans who have completed a training program under Administrator Positions under the of Veterans Affairs (See 5 CFR Rule jurisdiction of the A/C 3.1(a)(2), 5 CFR 315.604(b), FPM (International) Supplement, Book III, Section 315.604(b) Appoint severely handicapped or mentally retarded sons and daughters for summer or student employment (See 5 CFR 273.3101(b); FPM Letter 213–20, and FPM Supplement 990–1, Part 213, Section 213.3101(b)) Positions listed in Schedule A for summer or student employment in the National Office under the jurisdiction of the A/C (International)

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

Personnel Officer

Appoint to Schedule A positions, severely physically handicapped persons who: —under temporary appointments have Positions under the demonstrated their ability to perform jurisdiction of the A/C their duties satisfactorily; or (International) —have been certified by counselors or state vocational rehabilitation agencies or the Veterans Administration as likely to succeed in the performance of the

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

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Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority Positions/Actions Not Covered By The Authority May Not Redelegate Lower Than

Is Delegated Authority To

duties 1. Approve extension of initial one month appointment for special needs for an additional one month period 2. Approve outside the Register appointments at GS–12 or equivalent level and below in increments not to exceed one year

1. Positions under the jurisdiction of the A/C (International) 2. GS–12 and below positions and all wage Approve extension of initial outside the grade positions Register appointment for additional one year periods not to exceed a total of four (4) years Assign an excepted employee serving Positions under the under a Schedule A or B appointment jurisdiction of the A/C to a competitive position (with prior (International) Departmental approval) CLASSIFICATION All General Schedule positions thru GS–15 and all Wage Board positions of employees under the jurisdiction of the A/C (International)

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

Classify positions

ERB covered positions, and those positions listed in IRM 0511 as requiring Senior Classification Director, Human Specialist Resources Division, classification action

DETAILS Approve details of 30 days or less, to or from the Internal Revenue Service and another Federal Agency or Treasury Bureau Employees under the jurisdiction of the A/C (International)

ERB covered positions

Personnel Officer

Approve extension of employee details for established positions beyond 120 days: —to same or lower-graded positions, in Positions under the 120-day increments for up to one year; jurisdiction of the A/C and (International) —to higher-graded positions for a period not to exceed 240 calendar days which are not during major reorganization PAY ADMINISTRATION Approve personnel actions for corrective action involving retroactive Employees under the jurisdiction of the A/C

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

ERB covered positions, and centralized positions

Personnel Officer

Page 39

Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority (International) Employees under the jurisdiction of the A/C (International) Positions/Actions Not Covered By The Authority as defined in IRM 0250 May Not Redelegate Lower Than

Is Delegated Authority To

promotion with back pay

Process approved step increase

Personnel Officer

RECRUITMENT/EXAMINING Approve recruitment and examination of applicants, establishment and Positions under the issuance of competitor inventories, and jurisdiction of the A/C issuance of certificates of eligibles by (International) delegated Special Examining Units RETIREMENT Process retirement applications provided employees meet requirements for eligibility, including requirement of at least 20 years of service previously determined to be creditable under these provisions STANDARD FORM 52 and 50 Approve personnel actions for the Internal Revenue Service for appointments, position changes, and Employees under the separations; or take final action jurisdiction of the A/C 1. Request for Personnel Action, SF– (International) 52; Part II, Block 38 2. Notification of Personnel Action, SF–50 SUITABILITY DETERMINATIONS After obtaining technical assistance of the Personnel Office, make suitability decisions 1. on non-IRS applicants for Positions under the employment and all applicants certified jurisdiction of the A/C for employment by Special Examining (International) Units 2. for all applicants to IRS Special Examining Units for placement on appropriate registers TRAINING Approve training plans which do not Positions under the require modification of qualification jurisdiction of the A/C standards for certain disabled veterans ERB covered positions, and centralized positions Personnel Officer

ERB covered positions, and centralized positions as defined in IRM 0250

Personnel Officer

Law Enforcement Officer positions

ERB covered positions

Senior Staffing Specialist

ERB covered positions, and centralized positions as defined in IRM 0250

1. Senior Staffing Specialist 2. Processing Supervisor

ERB covered positions, and centralized positions as defined in IRM 0250

1. Branch Chief, or equivalent, of the requesting function 2. Personnel Officer

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Chart 10 Director, National Office Resources Management Division Positions/Actions Covered By Delegated Authority (International) Positions/Actions Not Covered By The Authority as defined in IRM 0250 May Not Redelegate Lower Than

Is Delegated Authority To

(See 38 USC, Chapter 31; 5 CFR 315.604(a); FPM Chapter 315, Subchapter 6–6 and Appendix B)

Chart 12 Assistant Commissioner (Human Resources Management and Support) Positions/Actions Positions/Actions Not May Not Covered by Covered by The Redelegate Delegated Authority Delegated Authority Lower Than

Is Delegated Authority To

RETIREMENT Administer Civil Service Retirement system law enforcement coverage provisions for the Internal Revenue Service All law enforcement positions Chart 13 Second Level Manager Positions/Actions Positions/Actions Not May Not Covered by Covered by The Redelegate Delegated Authority Delegated Authority Lower Than May not redelegate

Is Delegated Authority To

Approve cash payments for a Manager's Award of no less than $50 nor more than $250 for award recommendations initiated by a first level supervisor or All employees under manager for immediate recognition of an employee's his or her jurisdiction. job related special contributions or personal efforts which are of limited scope and do not meet the criteria for more substantial award recognition.

May not redelegate

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