ICE, Handbook: HSI 08-03 Special Agent On-the-Job Training and Evaluation Handbook Feb. 8, 2008

Department of Homeland Security Office of Investigations Special Agent On-the-Job Training and Evaluation Handbook OI HB 08-03 February 8, 2008 OFFICIAL USE ONLY SPECIAL AGENT ON-THE-JOB TRAINING AND EVALUATION HANDBOOK Table of Contents Chapter 1 GENERAL................................................................................................................1 • 1.1 Purpose .........................................................................................................1 • 1.2 Background ..................................................................................................2 • 1.3 Scope ............................................................................................................2 Chapter 2 INTRODUCTION ...................................................................................................2 • 2.1 Implementation.............................................................................................2 Chapter 3 RESPONSIBILITIES..............................................................................................3 • 3.1 Special Agent in Charge...............................................................................3 • 3.2 Field Training Program Manager .................................................................4 • 3.3 Group Supervisor/RAC ................................................................................4 • 3.4 Field Training Officer ..................................................................................5 • 3.5 Special Agent Trainee ..................................................................................7 • 3.6 Investigations Training Division ..................................................................8 Chapter 4 GENERAL GUIDELINES .....................................................................................8 • 4.1 Conduct and Efficiency Report ....................................................................9 • 4.2 Assessing Demonstrated Ability to Perform at a Higher Grade Level ........9 • 4.3 Training Maintenance Schedule .................................................................10 • 4.4 On-the-Job Training and Evaluation Objectives and Tasks .......................10 OBJECTIVES Position Orientation...........................................................................................11 Objective 1 Firearms Use and Safety....................................................................................14 Objective 2 Familiarization with Surveillance Equipment ...................................................16 Objective 3 Source Development and Control .....................................................................19 Objective 4 Enforcement Support Familiarization ...............................................................21 Objective 5 Equipment and Supplies Familiarization ..........................................................23 Objective 6 Intelligence Gathering and Development..........................................................24 Objective 7 Investigative Report Writing .............................................................................26 Objective 8 Objective 9 Surveillance .......................................................................................................27 Objective 10 Search, Arrest, and Detention............................................................................28 Objective 11 Seizing and Handling Evidence and Forfeitable Property ................................30 ____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 i Objective 12 Prosecution Activities........................................................................................32 Objective 13 General Investigations .......................................................................................34 Objective 14 Processing an Alien for Removal ......................................................................39 Objective 15 Child Pornography Investigative Case ..............................................................42 Objective 16 Commercial Fraud Investigative Case ..............................................................44 Objective 17 Arms and Strategic Technology Investigative Case..........................................49 Objective 18 Financial Investigative Case..............................................................................51 Objective 19 Money Laundering Investigative Case..............................................................53 Objective 20 Narcotics Smuggling Investigative Case...........................................................56 Objective 21 Marine Operations.............................................................................................58 Objective 22 Air Operations ...................................................................................................59 Objective 23 Human Smuggling Investigative Case ..............................................................60 Objective 24 Sworn Statements in Immigration Proceedings ................................................62 Objective 25 Victims of Trafficking and Violence Protection Act Enforcement...................64 Objective 26 Worksite Enforcement.......................................................................................67 Objective 27 Immigration Benefit Fraud Investigative Case .................................................69 Objective 28 Street Gang Investigations.................................................................................76 Objective 29 Compliance Enforcement Investigations...........................................................78 APPENDICES Appendix A Blank “On-The-Job Training and Evaluation Objectives and Tasks” Sheet .... A-i Appendix B Conduct and Efficiency Report for OJT&E Program S/A Trainees................. B-i Appendix C Assessment of Demonstrated Ability to Perform at a Higher Grade Level...... C-i Appendix D OJT&E Training Maintenance Schedule ..........................................................

D-i Appendix E Acronyms...........................................................................................................E-i ____________________________________________________________________________________________________________ Special Agent On-the-Job Training and Evaluation Handbook OFFICIAL USE ONLY February 8, 2008 ii SPECIAL AGENT ON-THE-JOB TRAINING AND EVALUATION HANDBOOK Chapter 1. GENERAL 1.1 Purpose The U.S. Immigration and Customs Enforcement (ICE) Office of Investigations (OI) Special Agent (SA) On-The-Job-Training and Evaluation (OJT&E) Handbook provides new SAs with an overview of the policies and procedures to be administered during the OJT&E Program. This Handbook also provides guidance to Field Training Officers (FTOs) and Group Supervisors regarding these policies and procedures. To ensure compliance with the Training Program and the timely completion of various responsibilities defined in this Handbook, it is imperative that SA trainees review this Handbook as soon as possible after reporting to their first post of duty.

Those SA trainees who report to the ICE Academy prior to reporting to their first post of duty will receive a copy of this Handbook by the Investigations Training Division (ITD), OI. The OJT&E Program for an OI SA trainee begins on the Enter on Duty (EOD) date at the SA trainee’s first post of duty and continues throughout the first 2 calendar years of his or her career with OI. If the SA trainee reports to the ICE Academy prior to reporting to the first post of duty, the OJT&E Program begins on the day of Pre-Basic Orientation. The successful completion of formalized training at the ICE Academy and the Federal Law Enforcement Training Center (FLETC) is mandatory.

The Phase 1 Training of the SA OJT&E Program (Training Objectives 1-14 and those Training Objectives which relate to the investigative disciplines to which the SA trainee is assigned) should be successfully completed to ensure the SA trainee’s continued employment as an OI SA. The SA OJT&E Program: A. B. C. D. provides the SA trainee with orientation, standardized training, and related requirements; ensures that the SA trainee is exposed to a wide range of occupation-related activities; ensures that the SA trainee receives training in all aspects of the ICE investigative mission; provides management with a formalized appraisal system that will objectively evaluate the SA trainee’s performance during the SA OJT&E Program, and ensures that the work and activities of the trainee are observed, evaluated, and documented; E. ensures the selection of the most qualified FTOs for the SA OJT&E Program; _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 1 F. G. H. I. readily identifies the progress and potential of the SA trainee and allows for real- time responses to his or her professional needs to better ensure career development; identifies SA trainees who are not suited for ICE law enforcement activities; provides training that will develop SA trainees who are professional and effective representatives of ICE; provides oversight to ensure that the SA trainee supports and adheres to the SA OJT&E Program requirements; and J. supplements formal basic training provided by FLETC and the ICE Academy. 1.2 Background The OJT&E Program was implemented by the former U.S. Customs Service (USCS) on July 1, 1990 for OI, which at that time was organized under USCS. Amendments to the Program have been made to reflect changes that resulted, in part, from the 1995 reorganization of USCS, the 1999 creation of the USCS Office of Training and Development, and the 2003 creation of ICE.

1.3 Scope The provisions of this Handbook are applicable to all Series 1811 managers, supervisors, Field Training Program Managers (FTPMs), FTOs, and SA trainees employed by ICE OI. Chapter 2.

INTRODUCTION

The cornerstone of the SA trainee’s job and work satisfaction is effective training. In fact, the SA trainee will find throughout his or her career that training never ceases. Changes in the mission of ICE, new technology, different assignments, and a host of other factors necessitate continuous training, even beyond the structured OI SA OJT&E Program. The overall objective of the OI SA OJT&E Program is to produce self-sustaining, competent, and professional SAs.

Successful attainment of this objective is directly related to the efforts put forth by the SA trainees, FTOs, and Group Supervisors, and the support provided by upper-level management. 2.1 Implementation ITD has oversight responsibility over the SA OJT&E Program. ITD and the OI Special Agents in Charge (SACs) share responsibility for ensuring that trainees complete the mandatory training. Whenever possible, SA trainees will begin formalized training at the ICE Academy within 60 days after their EOD date, unless specifically exempted. _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 2 After the SA trainee has successfully completed the ICE Special Agent Training (ICESAT) and arrived at the first post of duty, his or her first line supervisor, FTPM, and FTO will review with the SA trainee the Student Evaluation Report completed by the ICE Academy.

Based on the information provided by this report, the FTPM and the FTO should incorporate the SA trainee’s strengths and areas needing improvement into the OJT&E Program. This will allow the FTPM to customize the Training Objectives to address the SA trainee’s performance needs. SACs have the option of coordinating with any Department of Homeland Security (DHS) agency including, but not limited to U.S. Customs and Border Protection (CBP), specifically the Office of Field Operations (OFO) and the Office of Border Patrol (OBP), and U.S. Citizenship and Immigration Services (USCIS), and detailing SA trainees to those agencies to ensure familiarization of the SA trainees with operations that may impact investigations. The SA trainee must successfully complete basic formalized training during the first 2 years of his or her career with OI.

Phase 1 Training of the mandatory OJT&E Program should begin immediately upon reporting for duty, whether at the first post of duty or at the ICE Academy, and will continue for 2 calendar years from the EOD date, in compliance with federal personnel policies. Phase 2 Training will begin immediately upon satisfactory completion of Phase 1 Training and will continue throughout the SA’s career. Phase 2 Training will include SA OJT&E discipline-specific and professional development courses, as well as other specialized training, as needed. Chapter 3.

RESPONSIBILITIES 3.1 Special Agent in Charge The SAC is responsible for all training within his or her area of responsibility (AOR), including the implementation and management of the OJT&E Program. Within the parameters of the Program, the SAC may delegate those tasks as appropriate. To that end, the SAC shall appoint an FTPM who will be responsible for the coordination of all training, including the OJT&E Program, within the SAC’s AOR. (The responsibilities of the FTPM are discussed in detail in Section 3.2 below.) The SAC establishes the order in which Training Objectives 15 through 28 are to be accomplished to ensure that the Objectives are consistent with the office’s operational needs.

The SAC also determines which, if any, local use instruction tasks are to be added to each Objective. These additional tasks will be recorded in the “Local Use” section. The SAC has the authority to exclude certain tasks if the logistical or operational needs of the office prohibit the performance of the task. The SAC shall issue a memorandum to be included in the SA trainee’s file justifying the exclusion of the task or the training that was substituted.

The SAC certifies that the SA trainee has completed Phase 1 Training of the OJT&E. This is accomplished via a memorandum to the Unit Chief, ITD, ICE Academy (with copy to the _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 3 OJT&E Coordinator), certifying that the SA trainee has completed all the tasks in Phase 1 Training. This will be recorded in the by the ITD. 3.2 Field Training Program Manager Each SAC will have a full-time FTPM within his or her AOR. The FTPM reports directly to the SAC and is responsible for all training within that SAC’s AOR, including conducting local training sessions.

The FTPM is responsible for the oversight and coordination of the SA trainee training, including the SA OJT&E Program. The FTPM will also ensure that the duties of the SAC-designated FTOs are properly discharged and that the Training Program is standardized throughout the SAC’s AOR. Using the On-the-Job Program Training Maintenance Schedule (Appendix D), the FTPM monitors the SA trainee’s progress with the Resident Agent in Charge (RAC) (if applicable), Group Supervisor, and FTO throughout the training. The FTPM meets with the Group Supervisor/RAC and FTO on a monthly basis to ensure compliance with the SA OJT&E Program and provides support to the SA trainee, Group Supervisor/RAC, and FTO.

The FTPM maintains thorough records of all training for each applicable trainee and ensures compliance with the OJT&E Program. The FTPM maintains a completed file on each SA trainee, updating information as the various aspects of the Program are completed. The SA OJT&E Task List will be retained in the FTPM files with other training records, in compliance with DHS Management Directive 0550.1 entitled, “Records Management,” and the DHS “Records Management Handbook,” v.2, dated January 2005. The FTPM briefs the SAC on a quarterly basis as to the progress of the SA trainee.

3.3 Group Supervisor/RAC The Group Supervisor (or RAC if no Group Supervisor is assigned to the trainee’s post of duty) will select the FTO to work with the FTPM as a collateral duty. At a minimum, the FTO should be a journeyman Senior Special Agent. Each FTO will be assigned only one SA trainee at a time, if at all possible. The Group Supervisor/RAC will ensure that the SA trainee has the SA OJT&E Handbook that he or she received during ICESAT.

It is the Group Supervisor’s responsibility to provide a copy of the SA’s OJT&E Handbook to the SA trainee when the latter reports to his or her first duty station. In the event that the Handbook was lost or stolen, an additional copy may be obtained by contacting the OJT Coordinator at the ICE Academy. The Group Supervisor shall rotate FTOs as necessary to provide adequate guidance to the SA trainee and to ensure that each FTO maintains a reasonable caseload. The Group Supervisor/RAC will meet with the FTPM, FTO, and the SA trainee on a monthly basis throughout the SA trainee’s participation in the 2-year OJT&E Program to review his or her progress.

The Group Supervisor is responsible for completing the ICE Conduct and Efficiency (C&E) Reports and for ensuring that the SA’s OJT&E Handbook and On-the-Job Program Training Maintenance Schedule (Appendix D) are properly maintained. A copy of the _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 4 ICE C&E Report and updated Training Maintenance Schedule will be given to the FTPM for inclusion in each SA trainee’s local SAC training file. The Group Supervisor/RAC formulates plans with the FTPM and FTO for further instruction to be given to the SA trainee to correct deficiencies and weaknesses; maintains, if necessary, frequent contact with the FTO to determine if the SA OJT&E Program is progressing according to schedule; and obtains verbal feedback on the progress of the SA trainees. The first 14 objectives, which apply to all investigative disciplines, as well as those objectives for the SA trainees who are assigned primary investigative duties (based on group assignment), should be completed during the first 2 years of employment within OI.

The Group Supervisor/RAC documents the successful or unsuccessful completion of Phase 1 Training. That documentation will be given to the FTPM for inclusion in each SA trainee’s training file and Official Personnel File. The Group Supervisor should ensure that the SA trainee receives guidance from the most experienced FTO in a given area of instruction. When possible, it is recommended that the SA trainee be exposed to several investigative groups during the OJT&E period.

The objectives that reflect the group or groups to which the SA trainee is assigned are also mandatory. The Group Supervisor/RAC should meet with the SA trainee to review the trainee’s experience and the SA OJT&E Program upon the trainee’s arrival at his or her first post of duty so that the OJT Program can be tailored to the experience level of each SA trainee. The importance of selecting FTOs who are technically competent, possess effective communication skills, and will serve as professional role models and mentors for the SA trainee cannot be emphasized strongly enough. The Group Supervisor and FTO must understand that priority attention is to be directed toward training and developing the new SA trainee.

Monitoring and evaluating the SA trainee’s performance are responsibilities that must be carefully and consistently coordinated with each FTO and the SA trainee. Initially, the Group Supervisor must communicate to the SA trainee job duties, responsibilities, and performance expectations. At a minimum, this discussion will focus on the SA trainee’s position description and performance evaluation, and on the SA OJT&E Handbook requirements. The Group Supervisor must maintain frequent and open lines of communication with the SA trainee so that the SA trainee clearly understands his or her standing in relation to the Training Program.

The Group Supervisor shall retain the original copy of the SA OJT&E Handbook for each SA trainee under his or her supervision and shall be responsible for forwarding it to the trainee’s new supervisor when the trainee transfers to another group or office within OI. 3.4 Field Training Officer The FTO should be a good communicator and a professional role model for the SA trainee and have the requisite technical skills. The FTO has been presented with an opportunity to greatly influence the future of ICE, which can be one of the most personally satisfying and rewarding challenges for him or her. _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 5 The FTO has the primary responsibility of instructing and training the SA trainee to perform the tasks listed in the Job Task List. Throughout the SA trainee’s training, the FTO should provide evaluation and counseling to ensure that effective instruction is taking place.

As an instructor, the FTO must always be mindful that each person is a unique individual. The FTO will therefore have to be prepared to use different approaches and techniques to teach various aspects of the job. Nonetheless, the following training axiom applies: “Tell me and I’ll forget; show me and I’ll remember; involve me and I’ll understand.” As an evaluator, the FTO must evaluate each SA trainee’s performance against established standards and not against the performance of other SA trainees. Conversely, FTOs will do ICE, themselves, and particularly the SA trainee a great injustice to accept anything less than the minimum performance standards for any given task.

Counseling and evaluation responsibilities go hand in hand. However, the documented evaluation can govern the future of the SA trainee’s career. The SA trainee will look to the FTO for guidance and direction. The FTO should view counseling sessions as teaching and learning opportunities and ensure that a positive, constructive, and objective attitude is displayed throughout the session.

The FTO must be prepared for the counseling sessions and keep the SA trainee’s Group Supervisor informed of scheduled sessions with the trainee and ensure that the Group Supervisor is present at the counseling sessions, as needed. The FTO should encourage the trainee to offer feedback at the counseling sessions. The FTO should ensure that the Group Supervisor is present, as needed. The FTO should become thoroughly familiar with the requirements and contents of the OJT&E Handbook and is responsible for documenting the completion of tasks and objectives contained therein as well as completing the On-the-Job Program Training Maintenance Schedule (Appendix D).

The FTO must fulfill the responsibilities delineated in the Handbook in a thorough, fair, and timely manner and must be adequately prepared to provide the required training and instructional assistance. The FTO should maintain frequent personal contact and communication with the SA trainee and Group Supervisor to ensure fair, accurate, and timely evaluation in accordance with the OJT&E standards listed herein. The FTO will observe and evaluate the SA trainee’s performance of each planned OJT&E Task, and will apprise each trainee of his or her strengths and weaknesses. The FTO should regularly advise the FTPM and Group Supervisor of the SA trainee’s progress and accomplishments.

The FTO should assist the Group Supervisor in completing the ICE C&E Report and the Maintenance Schedule for the SA OJT&E Program. The FTO will meet with the FTPMs, Group Supervisors, and assigned Training Officer on a monthly basis to review each SA trainee’s monthly ICE C&E Report and discuss the trainee’s progress. While this Program is intended to be a learning experience, it is the responsibility of the FTO to evaluate each SA trainee against the SA OJT&E Task Standards and not against the performance of other SA trainees. The FTO should keep in mind that some SA trainees will progress faster than others.

Time frames for a given task will depend on many factors, and the FTO and the _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 6 Group Supervisor should set a specific time frame based on the local operational conditions and needs of their specific office. Most SA trainees join ICE with the expectation of making a career of their service. ICE, in turn, desires that the trainees have the most rewarding career possible. Consequently, ICE must prepare the SA trainees for a successful career.

If the trainees are properly taught how to do their job, their potential contributions to the organization and potential for a rewarding career are greatly enhanced. If the SA trainees do not receive adequate guidance from their Field Training Officer or Group Supervisor, they may learn on their own and, in so doing, may develop habits, techniques, or procedures undesirable or detrimental to the mission of DHS and ICE, as well as to their own career. Therefore, the FTO should be certain to teach each SA trainee the most thorough and professional way to perform the job. 3.5 Special Agent Trainee The SA OJT&E Program is one of the most important components of the SA trainee’s entire basic training program.

It provides the SA trainee with the first complete opportunity to apply the knowledge and skills acquired in the Criminal Investigator Training Program (CITP) and in the ICESAT. Also, it gives each SA trainee’s immediate Group Supervisor the first opportunity to observe and evaluate the trainee’s performance of meaningful on-the-job activities. Under the guidance and supervision of the Group Supervisor and the FTO, the SA trainee should be assigned case work which requires the SA trainee to plan and conduct simple investigations, evaluate and disseminate information, prepare collateral requests and replies, operate ICE computer systems, and perform other tasks and duties as necessary. SA trainees must adhere to ICE policy and procedures at all times.

This Program provides each SA trainee’s Group Supervisor with wide latitude to determine the methodology to evaluate the trainee’s proficiency in performing a specific task acceptably. During the SA OJT&E Program, the SA trainee should maintain close contact with his or her Group Supervisor and FTO. For the SA trainee to become a productive and consequently respected SA, he or she should apply himself or herself aggressively to the Program. The SA trainee should become thoroughly familiar with the requirements and responsibilities delineated in this Handbook.

The SA trainee should follow the instructions of the FTPM, Group Supervisor, and FTO and ask for clarification of any directions not fully understood. The SA trainee should correctly apply the knowledge gained in formal training to on-the-job situations. The SA trainee should apply himself or herself to the fullest extent possible during the training period in order to derive maximum benefits from the training provided. He or she should willingly accept constructive criticism and suggestions for improvement from the Group Supervisor and FTO.

The SA trainee should strive to complete the training program successfully and develop into an independent SA as quickly as possible. The SA trainee should understand that performance criteria are based on what he or she is able to accomplish during the year. These criteria may vary from office to office and from trainee to trainee. The number of objectives completed (apart from the first 14 mandatory objectives) is not as important as the _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 7 degree of expertise gained from the instruction.

The SA trainee must comply with the guidance received from his or her FTO, Group Supervisor, and FTPM. 3.6 Investigations Training Division ITD has oversight responsibility for the SA OJT&E Program. To ensure compliance with this mandatory Program, ITD will maintain a training file for each SA trainee. ITD will open the file when the SA trainee reports directly to the ICE Academy and FLETC for training, and will maintain each SA trainee’s file throughout the formal phase of training.

This formal phase of basic training is comprised of the CITP and the ICESAT. When the formal phase of training has been completed, a copy of each SA trainee’s official transcript will be sent to the appropriate SAC. If all the mandatory Training Objectives are completed during the first 2 years of the trainee’s career within OI, ITD will enter the completion of Phase 1 Training into the mandatory objectives of the SA OJT&E Program are not completed within the first 2 years, ITD will notify the OI Mission Support Division and the SA trainee’s SAC to determine if personnel action is required. In those cases where the OJT&E program is not successfully completed, the SAC shall furnish documentation in memorandum format that delineates the reasons the trainee did not complete the required objectives. .

If all Chapter 4. GENERAL GUIDELINES SA trainees have different backgrounds, experiences, and abilities. Therefore, flexibility and initiative are key to quality on-the-job training, which must be tailored to the needs of each SA trainee in an effort to develop his or her full professional level of performance. In order to determine when an SA trainee has met the requirements of the SA OJT&E Program, the Group Supervisor and FTO must ensure that the trainee has met certain performance standards contained in the Appendices.

This chapter defines the objectives and tasks that an SA trainee is expected to perform during the first 2 years of employment with OI. It is also used to evaluate and record the SA trainee’s performance during the OJT&E Program. Failure to successfully complete all the Objectives and the Tasks in each Objective of Phase 1 Training of the SA OJT&E Program may constitute grounds for dismissal of the SA Trainee. There are many acceptable methods to certify that SA trainees have successfully performed a specific job task under an objective.

For example, the SA trainee may have transferred to OI after having served many years with another federal law enforcement agency where he or she wrote numerous affidavits for search warrants. In such a case, the task “write an affidavit for a search warrant” could be certified as completed if the Group Supervisor and FTO are satisfied with the SA trainee’s competence in this area. In some situations, an SA trainee may not have had the opportunity to perform a specific task in an active investigation within the allotted time frame. In such a case, because flexibility and initiative are key to successful OJT, the FTO could present the SA trainee with one or more investigative practical exercises and have the trainee _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 8 write an affidavit from the facts presented.

The results of the practical exercises could then be evaluated and used for certification of this task. Some offices may not have the varied day-to-day investigative activity that others have. Thus, it may be impossible for a given SA trainee to perform some tasks either directly or indirectly. In such cases, management may exclude one or more tasks by attaching a memorandum to the training log delineating the excluded task(s) and the justification for the exclusion.

In order to maintain the integrity of the SA OJT&E Program and ultimately the effectiveness of OI, the number of excluded tasks should be kept to an absolute minimum. In order to address local enforcement needs and priorities, a Group Supervisor/RAC and/or FTPM may create a new task and objective for the SA trainee, as needed, using the blank “On- The-Job Training and Evaluation Objectives and Tasks” Sheet (Appendix A). Though the SA OJT&E Program is intended for all SA trainees, various segments of the Program may be utilized for group or office training session guides as the need arises. Many tasks are duplicated under various Training Objectives.

This was done to afford the SA trainee as much useful training and guidance as possible in the investigative area of priority to which he or she may be assigned, and to provide a broad range of instruction in other areas. For example, a “Local Use” section has been included at the end of each training objective so that managers may require completion of specific tasks that may not have been included within a specific objective, but are relevant and necessary within the local office. Latitude is given to each SAC to establish the order of specific Training Objectives 15 through 29 so that these objectives are consistent with an office’s particular type of operation. However, training objectives related to each SA trainee’s current assignment program must be covered as part of Phase 1 Training (e.g., if the SA trainee is assigned to the Commercial Fraud Group, then Objective 16 would be part of Phase 1 and must be completed in the first 2 calendar years of the SA trainee’s career within OI.

4.1 Conduct and Efficiency Report As part of the OJT&E Program, the assigned FTO must periodically evaluate the SA trainee’s performance. This evaluation should cover not only how well he or she is progressing on assigned tasks, but also how well the trainee is adjusting to his or her new position. The C&E Report (see Appendix B) will be completed for each SA trainee on a monthly basis by the assigned FTO. The Group Supervisor will then review, approve, and maintain the C&E report.

The C&E Report will serve as written documentation of the trainee’s progress in the SA OJT&E Program, and of performance on the job in general. The C&E Report will not replace the performance evaluation system mandated by DHS but can be used by the supervisor when assigning a performance rating thereunder. The C&E Report will be completed on a monthly basis during the first year of the OJT&E Program and on a quarterly basis thereafter. 4.2 Assessing Demonstrated Ability to Perform at a Higher Grade Level The “Assessment of Demonstrated Ability to Perform at a Higher Grade Level” (Appendix C) should be used to document the progress assessments for all SA trainees at the GS-5, 7, 9, 11, _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 9 and 12 levels.

(Note: SA trainees may be hired at any of the aforementioned pay grades.) This assessment should be completed for each SA trainee on an annual basis. In addition, the OJT&E Program may be utilized to assist management personnel in assessing personal performance and may serve as a training guide for professional development where needed. However, it will not replace the DHS-mandated performance evaluations. 4.3 Training Maintenance Schedule The On-the Job Program Training Maintenance Schedule (Appendix D) should also be updated on a monthly basis and a copy given to the FTPM to monitor the progress of each SA trainee as any given section is completed.

4.4 On-the-Job Training Evaluation Objectives and Tasks The 29 objectives which follow are to be completed by each SA trainee. The SA trainee and the FTO each must initial and date in the appropriate blocks next to each task of a given objective. When all tasks within an objective have been completed, the FTO and the SA trainee’s Group Supervisor must sign and date in the appropriate places to certify that the objective has been met. _____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 10 Appendix A ON-THE-JOB TRAINING AND EVALUATION OBJECTIVES AND TASKS (Blank sheet) Management may recognize additional "Objectives and Tasks" pertaining to particular work assignments of a given office that are not included in the OJT&E Handbook. The blank “On- the-Job Training and Evaluation Objectives and Tasks” sheet on the next page is intended to be reproduced as needed to provide documentation of additional training as deemed appropriate by management and training personnel. ____________________________________________________________________________________________________________ Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 OFFICIAL USE ONLY A-i ON-THE-JOB TRAINING AND EVALUATION OBJECTIVES AND TASKS OBJECTIVE:____________________________________________________________ TASKS SA Trainee’s Initials Date FTO’s Initial s COMMENTS: DATE OBJECTIVE SATISFIED:__________________________________________ NAME OF SA TRAINEE:________________________________________________ SIGNATURE OF FTO:___________________________________________________ SIGNATURE OF SUPERVISOR:___________________________________________ ____________________________________________________________________________________________________________ Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 OFFICIAL USE ONLY A-ii Appendix B Office of Investigations CONDUCT AND EFFICIENCY REPORT FOR OJT&E PROGRAM S/A TRAINEES Appendix B should be completed on a monthly basis during the first 2 years of employment by the SA trainee’s immediate supervisor with the assistance of the FTO.

This form should be forwarded to the SAC for review and filing in the employee’s personnel folder. Participant's Name: Objective Rated: Post of Duty: Period Covered by this Report: From: To: Prepared by: Title: Circle the description in each item that, from your perspective, most clearly depicts the participant. Make comments in the last section for any ratings of Outstanding or Unsatisfactory. 1.

KNOWLEDGE OF RELEVANT LAWS (CUSTOMS, IMMIGRATION, NATIONALITY, etc.) OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Exceptional knowledge and mastery of all provisions of relevant laws. Thorough knowledge of practically all provisions of relevant laws. 2.

KNOWLEDGE OF THE JOB OUTSTANDING EXCELLENT

Exceptional mastery of all phases of work. Thorough knowledge of practically all phases of work. Adequate knowledge of provisions of relevant laws. Weak in knowledge of provisions of relevant laws.

Inadequate comprehension of provisions of relevant laws.

FULLY SUCCESSFUL

Adequate knowledge of all phases of work.

MARGINAL UNSATISFACTORY

Weak in knowledge of some phases of work. Inadequate comprehension of job requirements. ___________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-he-Job Training and Evaluation Handbook February 8, 2008 B-i 3. JUDGMENT: Exercise of good judgment to arrive at sound conclusions and decisions based on available facts. OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Uses good judgment at all times.

Reaches conclusions logically and rapidly. Generally grasps situations and draws correct conclusions. Uses good common sense. Usually reaches correct conclusions based on concrete facts.

Learns from experience. Makes immature decisions. Often jumps to conclusions. Seriously lacking in good judgment.

Has no sense of proportion. 4. ACCEPTANCE OF RESPONSIBILITY: A willingness to assume duties.

OUTSTANDING EXCELLENT

Demonstrates an extreme sense of responsibility. Willing to accept responsibility.

FULLY SUCCESSFUL

Accepts, but does not seek out, responsibility.

MARGINAL UNSATISFACTORY

Does assigned tasks reluctantly. Irresponsible. 5. COOPERATION: Appreciation of collective actions for mutual benefit.

OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Greatest possible cooperation. Very cooperative. Displays wholesome attitude. Cooperative.

Follows suggestions faithfully. Occasionally uncooperative. Reluctant to help others. Difficult to handle.

Cooperates only when he or she has to. 6. INITIATIVE: Desire and ability to introduce a new course of action. OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Seeks and initiates additional tasks for himself or herself.

Often originates actions which contribute to the satisfactory completion of the job. Progressive. Has the necessary drive. Rarely suggests.

Follows precedent. Needs detailed instructions. ___________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-he-Job Training and Evaluation Handbook February 8, 2008 B-ii 7. INTEREST ON THE JOB: Relates to attitudes towards ICE.

OUTSTANDING EXCELLENT

Demonstrates a professional attitude and displays positive interest. Exhibits above- average interest in the performance of the mission and duties of the agency.

FULLY SUCCESSFUL

Positive attitude toward the mission and duties of the agency.

MARGINAL UNSATISFACTORY

Has no interest in performing the mission and duties of the agency. Demonstrates little interest in the mission of the agency and displays indifference to assignments. 8. ADAPTABILITY: Quickness to adjust to new situations encountered on the job.

OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Exceptionally fast to adjust to changing conditions. Rather quick to absorb new material and adjust to changes. Grasps, and adjusts to, changes fast enough to perform satisfactory work. Rather slow to adjust to changes or new duties.

Very slow to adjust to changes or to learn new duties; becomes easily confused. 9. DEPENDABILITY: Responsiveness to tasks and willingness to assist others. OUTSTANDING EXCELLENT FULLY SUCCESSFUL MARGINAL UNSATISFACTORY Can always be depended upon.

Very dependable. Usually can be depended upon. Occasionally undependable. Cannot be depended upon.

DATE THIS REPORT WAS PREPARED: COMMENTS: REVIEWED BY: TITLE: DATE: ___________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-he-Job Training and Evaluation Handbook February 8, 2008 B-iii ASSESSMENT OF DEMONSTRATED ABILITY TO PERFORM AT A HIGHER GRADE LEVEL A. Employee’s Name:______________________ B. Position:_______________________________ D. E. Organization:____________________ Proposed Effective Date:____________________ Appendix C Yes No Supervisor's Comments (Mandatory) C. Higher Grade:____________________________ Supervisor's Assessment of Ability to Perform at the Target Grade 1. Level of difficulty involved in resolving conflicting facts of evidence. 2. Difficulty and complexity imposed by the subject of the investigation.

3. Nature of separate investigative matters that grow out of the original assignment. 4. Skills required to establish facts and evidence in assigned case.

5. Sensitivity of assignment. 6. Jurisdictional problems involved in case assignment.

7. Level of responsibility. Is the Employee Recommended for Promotion? Reviewer's Comments Supervisor:________________ Date:________ Yes__ No__ Reviewer:_________________ Date:________ Yes__ No__ _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 C-i ELEMENT 1: The levels of difficulty involved in resolving conflicting facts or evidence.

COMPLEXITY OF ASSIGNMENT GS - 07 LEVEL GS - 09 LEVEL GS - 11 LEVEL GS - 12 LEVEL Ability to observe various phases of investigations and participate as required. Ability to study assigned case material and recommend adequate/ appropriate alternatives. The interrelationship of facts is readily apparent, e.g., subject has always used the same name, worked at the same occupation, etc. Investigator is required to work with fragmentary or cold evidence. Suspicious relationships between principals are aroused more by circumstantial evidence than by directly verifiable evidence.

Substantial difficulty exists in resolving conflicts in facts; or Cases typically involve conflicting testimony or evidence, e.g., some witnesses and records depict the behavior of the individual as normal and legal, others as unsuitable or illegal. Conflicting evidence must be resolved through fact- finding to support a legal/ administrative decision. OTHER: _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 C-ii COMPLEXITY OF ASSIGNMENT (cont’d) ELEMENT 2: The difficulty in complexity imposed by the subjects of the investigation. GS - 07 LEVEL GS - 09 LEVEL GS - 11 LEVEL GS - 12 LEVEL Not Applicable Information is readily available on the subjects.

Degree of complexity is illustrated by: Subjects are individuals whose careers or normal activities are not likely to be adversely impacted. Subjects are persons whose activities have raised no particular issues, e.g., applicants for employment or contracts with the government. A suspect who operates independently or on the fringes of organized crime. A partnership with a record- keeping system that facilitates concealing the diversion of goods, such as by performing its own manufacturing, distribution, and transportation.

OTHER: An applicant for Federal benefits, license, or employment with a questionable background. A principal or financial backer in an organization consisting of separate manufacturers, distributors, and transporters of illegal goods. A figure with financial interests overlapping several activities, both legal and illegal. The head of an organization involved in a legitimate business used to carry out illegal activities with assistance from several accomplices. _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 C-iii COMPLEXITY OF ASSIGNMENT (cont’d) ELEMENT 3: The nature of separate investigative matters that develop from the original assignments.

GS - 07 LEVEL GS - 09 LEVEL GS - 11 LEVEL GS - 12 LEVEL Not Applicable Few or no controversial issues or separate investigative matters develop from the original assignment. Assignment begins and ends with that subject; investigator closes case. OTHER: Several separate investigative matters normally grow from the assignment. A substantial number of separate investigative matters develop from the original assignment.

Develops evidence with the objective of reaching a larger (but still secondary) seller, distributor, or other indirectly related participant(s). Develops evidence of conflicting data which must be resolved before the case is closed. The investigation begins with the first-line pusher/criminal, proceeds through fact-finding to the intermediate distributor, and eventually involves the manufacturer, backer, and organizer. OTHER: OTHER: _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 C-iv ELEMENT 4: Skill required to establish facts and evidence in assigned cases.

COMPLEXITY OF ASSIGNMENT (cont’d) GS - 07 LEVEL GS - 09 LEVEL GS - 11 LEVEL GS - 12 LEVEL Skill in interviewing persons for the purpose of verifying facts and obtaining specific pieces of information. Securing signed statements, affidavits, and documentary evidence to be included in reports or case records. Interviewing witnesses informally and at formal proceedings. OTHER: Facts are relatively easy to find.

Development or resolution of facts in the face of denials. Facts may be found through readily accessible records, such as bank accounts or other documents, such as birth and marriage certificates. OTHER: Uncovering fact that bills are paid for by suspects though drawn on a separate account. Subtle reactions of suspects lead to the development of evidence of unsuitability, though no obvious inconsistencies were initially noted.

OTHER: High degree of skill required to establish the interrelationship of fact and evidence. A suspect of major and complex criminal activities is separated from the overt violation by a middleman. Prominence of subject/case requires careful judgment with extreme care. OTHER: _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 C-v Appendix D Office of Investigations ON-THE-JOB PROGRAM TRAINING MAINTENANCE SCHEDULE It is the responsibility of the employee’s immediate supervisor and Field Training Officer (FTO) to annotate this form as each objective is accomplished.

This form will be retained by the Field Training Program Manager with a copy of the completed form forwarded to the U.S. Immigration and Customs Enforcement Academy, Investigations Training Division, and the Special Agent in Charge, for review and filing. SA Trainee’s Name: Duty Location: Grade: Date Entered into the Program: OJT&E OBJECTIVES TITLE DATE COMPLETED FTO’s NAME SUPERVISOR’S NAME/SIGNATURE 1. 2. 3.

4. 5. 6. 7.

8. 9. Position Orientation Firearms Use and Safety Familiarization with Surveillance Equipment Source Development and Control Enforcement Support Familiarization Equipment and Supplies Familiarization Intelligence Gathering and Development Investigative Report Writing Surveillance 10. Search, Arrest, and Detention _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 D-i TITLE DATE COMPLETED FTO’s NAME SUPERVISOR’S NAME/SIGNATURE 11.

12. 13. 14. 15.

16. 17. Seizing and Handling Evidence and Forfeitable Property Prosecution Activities General Investigations Processing an Alien for Removal Child Pornography Investigative Case Commercial Fraud Investigative Case Arms and Strategic Technology Investigative Case 18. Financial Investigative Case 19.

Money Laundering Investigative Case 20. Narcotics Smuggling Investigative Case 21. Marine Operations 22. 23.

24. 25. Air Operations Human Smuggling Investigative Case Sworn Statements in Immigration Proceedings Victims of Trafficking and Violence Protection Act Enforcement 26. Worksite Enforcement 27.

Immigration Benefit Fraud Investigative Case _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 D-ii TITLE DATE COMPLETED FTO’s NAME SUPERVISOR’S NAME/SIGNATURE 28. 29 Street Gang Investigations Compliance Enforcement Investigations _________________________________________________________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 D-iii I ICE ICESAT U.S. Immigration and Customs Enforcement ICE Special Agent Training Investigations Training Division ITD J JTTF Joint Terrorism Task Force K - L M MOU MSD N Memorandum of Understanding Mission Support Division NAFTA NCIC NLECC North American Free Trade Agreement National Crime Information Center National Law Enforcement Communications Center O OFO OI OJT&E P POE POI Q R RAC ROI S SA SAC Office of Field Operations Office of Investigations On-the-Job Training and Evaluation Purchase of Evidence Purchase of Information Resident Agent in Charge Report of Investigation Special Agent Special Agent in Charge ____________________________________________________________________________________________________________________ OFFICIAL USE ONLY Special Agent On-the-Job Training and Evaluation Handbook February 8, 2008 E-ii (b) (7)(E)(b) (7)(E)