Investigator

Overview

The Investigations Division is responsible for reviewing and investigating allegations of misconduct, retaliation, or poor performance involving VA's senior leaders and whistleblower retaliation allegations against all VA supervisors. The Investigations Division makes recommendations for disciplinary, non-disciplinary, and corrective actions to leadership.

Major Duties

The incumbent provides comprehensive expert advice to senior leadership on matters under investigation and develops legally sufficient evidence and analysis to support disciplinary, non-disciplinary, and adverse action recommendations. When appropriate, recommends corrective action for the Complainant in substantiated whistleblower retaliation and other cases when appropriate. Independently investigates complex, highly visible, sensitive matters that may have the direct interest of the Secretary, members of Congress, non-government organizations, and/or media. Receives, evaluates, and independently investigates allegations of senior leader misconduct, poor performance, and allegations of whistleblower retaliation by senior leaders or supervisors. Researches applicable laws, regulations, and VA policies during the formation of investigative plans. Takes sworn recorded testimony and collects documentary evidence. Analyzes evidence for creditability, relevance, and sufficiency, makes findings of fact and draws conclusions based on requirements of law, rule, regulation, and policy. Ensures case files are complete, organized and include documents sufficient to complete the full scope of the investigation and make recommendations. Prepares and executes requests for information to obtain evidence from various forms of electronic communications, personnel records, and other documents necessary to conduct the investigation. Conducts sworn recorded interviews with complainants, witnesses, and respondents and analyzes transcripts. These individuals may be, but are not limited to, officials at the highest levels of VA, senior leaders, and individuals external to VA. The investigations conducted may be of significant complexity. Responsible for analyzing the veracity and relevance of witness testimony regarding allegations related to senior leader misconduct, poor performance, and whistleblower retaliation and when confronted with inconsistencies within the evidence, uses appropriate investigative techniques to resolve inconsistencies and credibility issues. Plans and manages major investigations involving the VA's most senior executives and complex, sensitive senior leader accountability cases central to the VA's expressed objectives of achieving a VA-wide sustainable and credible senior leader accountability program. Determines efficient investigatory methods, determines the scope of complex investigations, develops investigative plans, maintains comprehensive evidentiary records, makes ultimate findings, analyzes key policy questions resulting in recommendations, and provides technical advice to senior management on matters investigated. Reviews investigative reports and findings from administrative investigation boards, VA fact-findings, OIG, OSC, MSPB, Government Accountability Office (GAO), OMI, EEOC, FLRA, and others to determine if further OAWP action is required. Drafts and prepares detailed reports of investigations that clearly, concisely, and logically present relevant facts, analysis, conclusion, and recommendations for action. Makes recommendations to OAWP senior executive leadership in convoluted and complicated investigations requiring extreme discretion. OAWP investigations may involve significant unresolved legal, regulatory, or policy issues; intense and widespread public, media, or Congressional interest; patterns of regulatory non-compliance; sophisticated organizational structures; and technical and complex issues. Demonstrates expert application of, statutes, relevant precedents, regulations, rules, and investigative practices and theories. Provides comprehensive, authoritative advice, sound judgment, and significant participation in strategic decisions, contributing to the effectiveness of the OAWP mission. Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level. Work Schedule: Required to work Monday through Friday with various tours available pending supervisory approval. May be subjected to change based on operational needs. Compressed/Flexible: May be authorized by supervisor. Remote: Yes Position Description/PD#: PD20002A and PD20003A Full Performance Level: GS-14 Relocation/Recruitment Incentives: Not authorized Financial Disclosure Report: Not required

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 05/26/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade, GS-12, in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: initiates and conducts formal administrative investigations related to misconduct and whistleblower retaliation under tight timeframes; independently plans and manages standard as well as high visibility investigations; determines most efficient investigatory methods; determines the scope and complexity of the investigation; develops thorough preliminary case assessments, investigative plans, and complete/comprehensive evidentiary records; drafts and prepares well written, logical, and grammatically correct reports; maintains strict confidentiality; briefs supervisor and senior leaders regarding critical aspects of cases; establishes and maintains productive and professional relationships with internal/external stakeholders; prepares written material of an analytical nature; and composes written correspondence that is informative and logical in its organization. Evidence of this specialized experience must be supported by detailed documentation of like duties performed in positions held on your resume. You will also need to provide work experience information such as hours per week, salary, and starting/ending dates of employment (month and year format) to establish you have one (1) full year of specialized experience at the required grade level. A writing sample will be required, if determined to be best qualified. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Note: Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list series and grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements: Work is primarily sedentary, although some slight physical effort may be required. Travel may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced Federal/VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be found well qualified, applicants must meet the following qualifications: Extensive background of experience investigating high visibility administrative cases, including whistleblower retaliation, under tight timelines. Their cornerstone of knowledge comes from years of investigative and report writing experience, as well as researching and application of complex case law, regulations, and agency policies. Must be able to prioritize deadlines through exceptional time management skills and utilize tracking mechanisms and meet or exceed milestones on consistent basis. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.

Education

There is no educational substitution at this grade level.

Benefits

Receiving Service Credit or Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee's credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed.

You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 You may be required to serve a probationary period Subject to background/security investigation Selected applicants will be required to complete an online onboarding process Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. As a condition of employment for accepting this position, you may be required to serve a one year probationary period or two year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period one year probationary period or two year trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.