I. General Information

II. Work Tools

Electronic Mail
Databases and Records

III. USNCB Staff

Staffing and Recruitment
Hours of Duty
Training
Volunteer Intern Program

IV. Personnel Management

Equal Employment Opportunity
Ethics
Performance and Discipline
Grievances
Awards Program

I. General Information

The United States National Central Bureau (USNCB) of the International Criminal Police Organization (INTERPOL) is a law enforcement organization, administratively located in the U.S. Department of Justice. The USNCB operates in accordance with 28 CFR §0.34 and a Memorandum of Understanding between the U.S. Department of Justice and the U.S. Department of Homeland Security.

Heading the USNCB is a Director designated by the U.S. Department of Justice. The second in command is the Deputy Director, designated by the U.S. Department of Homeland Security. The Director and Deputy Director positions periodically rotate between the two Departments so that each Department manages the USNCB in turn. At the head of each of the Divisions is a Senior Special Agent (SA) from one of the participating Federal law enforcement agencies. Also, a retired State Trooper manages the State Liaison Program. In this way, the USNCB fully represents US Federal and State law enforcement organizations to the Interpol international law enforcement community. A criminal attorney from the U.S. Department of Justice's Criminal Division is on site to assist the USNCB with its legal obligations and programs, fugitive and extradition procedures, and litigation, should it arise. The USNCB is staffed by varying numbers of SAs and permanent staff of Interpol Analysts who perform investigative tasks, and support personnel who coordinate mail, fiscal resources, space, security, clerical service, etc.

USNCB workstations are equipped with personal computers (PCs) installed with the necessary software to run a variety of programs. The PCs have desktop outgoing facsimile capabilities, desktop access to USNCB and various Federal law enforcement databases, access to the DOJ Internet, and where needed, specially designed or installed computer programs such as those to record and transmit time and attendance information.

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II. Work Tools

Electronic Mail

Email is one of the most important communication tools. Email allows users to quickly send messages and documents to one or more international users, to some DOJ organizations, and to other USNCB staff. International communications are also accomplished by facsimile, mail, and telephone.

Incoming email concerning investigative work is forwarded to the USNCB division having responsibility for that type of criminal activity. Through special programmed routines, at the same time a case-related email is generated, the incoming or outgoing information is forwarded to the electronic case where it is stored for later retrieval. The USNCB is moving away from paper cases and has set a goal to be paperless. E-mail, along with the specially programmed routines, is the vehicle, which allow the USNCB to become a totally electronic office.

USNCB email is a powerful tool for international communications. By "clicking" on Interpol Regions in the address book, a diffusion message can be sent to multiple countries in a short period of time.

The USNCB plans to further expand its communications capability and database access to outside law enforcement individuals including the State Liaison Interpol Officers in each of the states.

Databases and Records

USNCB staff is provided the required access to databases containing information needed to perform investigative work. The owning agency issues the passwords and maintains the data.

As the USNCB needs for information grow, so do the variety of databases available to USNCB staff. Specific databases are added when it becomes necessary to offer an additional avenue for case query.

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III. USNCB Staff

USNCB Agent staff is governed by the rules and regulations covering law enforcement personnel of their parent law enforcement agency for such things as pay, retirement, overtime work, etc.

The permanent staff is covered by the rules and regulations of the U.S. Department of Justice, Office, Boards, and Divisions.

Staffing and Recruitment

USNCB permanent staff is generally titled Interpol Analysts at grades 5/7/9/ll, Supervisory or Senior Level Interpol Analysts at grades 12/13, or various administrative and support titles and grades. Special Agents and other staff on tour of duty at the USNCB are at grades and titles issued by their parent agency.

Recruitment may be undertaken by the USNCB to fill vacant permanent positions to form a new work unit, or increase the number of individuals in an existing unit, or to meet USNCB goals and objectives. Slots and Full-time Equivalent (FTE) money is allocated by the DOJ annually to the USNCB in its budget. All USNCB vacancies are advertised so that each USNCB staff member has an equal opportunity for placement and so that priority placement candidates (Federal employees who are or will be subject to a reduction-in-force) are given full consideration as is required by the DOJ. Selection for a vacancy in this manner is called a competitive action.

Hours of Duty

The USNCB Dispatch and Communications Unit is open 24 hours a day, 7 days a week to receive and respond to inquiries. The remaining USNCB staff work Monday through Friday. USNCB core hours are 10:00 a.m. to 2:00 p.m.

Training

The DOJ Training Office announces training and development opportunities that are published and made available throughout the USNCB. Various components within the USNCB and participating law enforcement agencies conduct training concerning the specialized knowledge and skills required for the full performance of USNCB work. Training may be provided only to perform current work and may not be provided to prepare for a different line of work, or to meet criteria for degree requirements. Training is authorized to assist employees in obtaining the knowledge and skills necessary to help them perform their jobs as effectively as possible.

Volunteer Intern Program

The USNCB offers a volunteer intern program for college students who wish to gain work experience in international law enforcement. Volunteers work in one of the Divisions, or in the Office of the General Counsel or Office of Public Affairs. Volunteers are sought throughout the year and may be appointed during any of the college year (e.g., freshman, sophomore, junior, senior). However, when an intern graduates, the intern is no longer eligible for the USNCB intern program. Interns must pass background checks, drug testing, and fingerprint checks in order to work at the USNCB on a voluntary basis.

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IV. Personnel Management

The USNCB maintains copies of all DOJ publications on personnel management issues in the Administrative Services Division (ASD). These issuances are available to any USNCB staff member who wishes to review the material. Additionally, for some material, distribution is made to all USNCB staff. Copies are placed on USNCB bulletin board and in the employee lunch area.

Equal Employment Opportunity in the USNCB

The USNCB is committed with providing equal employment opportunity to all staff members and applicants, and with ensuring that all programs and activities are free of discrimination and harassment. All USNCB practices and policies have been conducted, and will continue to be conducted, without regard to race, color, sex, national origin, age, religion, disability, sexual orientation, or any other non-employment factor.

The USNCB commits itself to furthering the goals of the Attorney General. The AG stated that since the Department represents the interests of all our citizens, it is only proper that it reflects the diversity that has been the strength behind this country's success.

The USNCB encourages all USNCB staff to

-Foster an atmosphere in which cultural diversity is valued and understood.
-Continue to support a work environment that is free of discrimination and harassment.

Ethics

USNCB staff must comply with the Standards of Ethical Conduct. These standards place strict limitations on giving and receiving gifts; conflict of interest; accepting travel; meals; or other honoraria from non-Government parties; and, establish the requirements for filing financial disclosure forms.

Generally speaking, it is unethical conduct for Federal employees to be neglectful in the performance of their official duties; to discriminate; allow or participate in discriminatory activities; to engage in or allow workplace activities of sexual harassment; to conduct themselves in a manner which is unfavorable on or off the job; to avoid just financial obligations; to misuse or abuse government property, official information or their position; to possess or use controlled substances except as prescribed by a licensed
physician; to report for work impaired from alcohol; to engage in outside employment, which interferes, conflicts, or gives the appearance of interfering or conflicting with their Federal position; or, to be involved in situations which may give rise to a question of conflict of interest. Federal employees are expected to meet high standards of performance conduct and behavior both on and off the job.

USNCB staff must comply with the Hatch Act, which limits a Federal employee's participation in partisan political activities such as fund raising, canvassing and soliciting votes, and similar types of activity.

USNCB staff must comply with Federal financial disclosure regulations, which require persons occupying certain types of fiduciary positions to document their personal financial matters so as to avoid a conflict or potential conflict with their Federal employment.

USNCB encourages its staff to participate in volunteer activities sponsored by the Department and to participate in community volunteer activities. While most activities would pose no conflict with USNCB work, if there were any questions on the activity or extent or type of participation, Administrative Service Division can answer specific questions.

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Performance and Discipline

Agents on tour of duty at the USNCB are covered by the performance and disciplinary procedures published by their parent agency, while USNCB permanent staff is covered by the Department of Justice performance and disciplinary procedures. Both Agents and permanent staff are subject to Federal-wide performance, conduct, and behavior rules which, when ignored or violated, may subject a staff member to negative or unfavorable circumstances.

Grievances

The Department of Justice grievance procedures allow grievances to be filed by permanent staff regarding any matter of concern or dissatisfaction related to the employment of the employee, where the relief sought is personal to the employee and subject to the control of management officials within the Department. Agents and Analysts on tour of duty at the USNCB must contact their parent agency for information on filing grievances. Generally, where a matter is covered by a separate regulation or where the adjudication rests with an outside agency, the matter is not covered by the DOJ grievance procedures.

Awards Program

The Department of Justice Awards Program is designed to provide a means of recognizing particularly outstanding performance or exceptional contributions toward mission accomplishment, special achievements in a particular area or aspect of work, realizing a special or unique service(s), or an activity, which provides extraordinary value to the Department and to the USNCB. Awards may be honorary, in the form of a Certificate, Plaque, or other item or may be monetary by providing a lump sum of cash to the recipient.

The USNCB has established a productivity recognition program for the permanent staff. This quarterly recognition of one Employee of the Quarter rewards excellence, improved productivity and increased morale. The award provides monetary recognition in the amount of $250. In addition, the employee's name is permanently etched on a USNCB plaque that is publicly displayed in the work premises.

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Last updated: 05/17/03
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