Class Description and Minimum Qualifications for A2A—Criminal Investigators

Class Description

Valid as of: July 1, 2024

This class series describes positions which investigate criminal violations of state law, but whose authority may be limited. Work involves gathering facts and evidence by locating and interviewing witnesses, informants and suspects; examining documents and conditions to verify facts; and evaluating and presenting findings to support any recommended prosecution. These positions may be involved in the regulation of an industry, however also have the authority to enforce laws and physically detain and/or arrest others. Typically, the principal focus of the assignment is on law enforcement activities.

CRIMINAL INVESTIGATOR I A2A2TX

Concept of Class

Criminal Investigator I describes the entry level. Entry level positions perform tasks that are structured and designed to provide training and experience. Tasks are performed under direct supervision and detailed instruction and guidance is received. Employees in this class learn to apply theories and principles of the field. Positions used for training purposes do not remain at this level indefinitely.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Defined. There is a choice in selecting alternatives that affect the manner and speed of a decision, but there is typically only one correct way to carry out the operation.

Complexity --Prescribed. Applies established, standard processes which cover work situations and alternatives. Chooses the correct action from specific guidelines that permit little deviation or change as tasks are repeated.

Line/Staff Authority --Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

CRIMINAL INVESTIGATOR II A2A3XX

Concept of Class

Criminal Investigator II describes the intermediate level. Intermediate positions operate independently in performing assignments that are limited to phases of a fully operational assignment or which may be designed to provide continued training and experience. Work requires determining solutions to practical problems using specified standards and established criteria. Judgment is used to select and apply existing guidelines to solve problems and accomplish the assignment.

This class differs from Criminal Investigator I by the Decision Making and Complexity factors.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Operational. In carrying out the process, there is a choice as to what and how operations will be completed. Although limits are set by the specific process, work requires reasoning to produce practical courses of action that are within the guidelines of the process. Decisions are made without prior approval however the focus is still on practical solutions.

Complexity --Patterned. Studies and utilizes information to determine its meaning and identify practical solutions. Although guidelines exist for most situations, this level typically involves multiple choice situations where the guidelines are not as clear.

Line/Staff Authority --Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

CRIMINAL INVESTIGATOR III A2A4XX

Concept of Class

Criminal Investigator III describes the fully operational level. Fully operational positions operate independently in performing the full range of tasks. Work requires the use of discretion within the limits of theory and principles of the profession, management’s objectives, laws and regulations, and general systems and guidelines.

This class differs from Criminal Investigator II by the Decision Making, Complexity, and Line/Staff Authority factors.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Process. There is a choice in determining the process to accomplish the work. This choice includes designing the set of operations. Limits are set by professional standards, program objectives, and policies established by higher management. Process level decisions are more theoretical in the sense that positions must evaluate and apply theories and models as part of the assignment.

Complexity --Patterned. Studies and utilizes information to determine its meaning and identify practical solutions. Although guidelines exist for most situations, this level typically involves multiple choice situations where the guidelines are not as clear.

OR;

Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

Line/Staff Authority --Individual Contributor. The direct field of influence the work of a position has on the organization is as an individual contributor. Positions may explain work processes and train others, serve as a resource or guide by advising others on how to use processes within a system, or serve as a member of a collaborative problem-solving team.

CRIMINAL INVESTIGATOR IV A2A5XX

Concept of Class

Criminal Investigator IV describes Staff Authority or Work Leader. These class concepts are described below under the Line/Staff authority.

This class differs from Criminal Investigator III by the Decision Making, Complexity, and Line/Staff authority factors.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Interpretive. There is a choice in determining the tactical plans to achieve the objectives established by a higher management level. This degree of decision making establishes what is to be done in similar circumstances in the future which includes inventing and changing systems or designing processes, policies and guidelines.

Complexity --Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

Line/Staff Authority --Staff Authority. Staff Authorities are experts on the application of a program or system in a state agency or to its clients. Positions possess a unique level of knowledge and expertise in a field that is critical to the success of an agency’s objectives.

OR;

Work Leader. Partially accountable for the work product of at least two subordinate FTEs. This includes assigning tasks, monitoring workflow, and scheduling work. Work Leaders provide input into supervisory decisions but do not have direct authority for hiring, terminations, or performance management.

CRIMINAL INVESTIGATOR V A2A6XX

Concept of Class

Criminal Investigator V describes the Senior Authority or Unit Supervisor. These class concepts are described below under Line/Staff authority.

This class differs from Criminal Investigator IV by the Complexity and Line/Staff Authority factors.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making --Interpretive. There is a choice in determining the tactical plans to achieve the objectives established by a higher management level. This degree of decision making establishes what is to be done in similar circumstances in the future which includes inventing and changing systems or designing processes, policies and guidelines.

Complexity --Formulative. Evaluates the relevance and importance of theories, concepts and principles, and tailors them to develop a different approach or tactical plan to fit specific circumstances. Guidelines typically exist but are inadequate. Judgment and resourcefulness are needed because guidelines are relevant only through approximations or analogies to fit particular circumstances.

OR;

Strategic. Develops guidelines to implement programs that achieve the agency’s mission. Guidelines do not exist in many or most situations. Judgment and resourcefulness are needed to interpret circumstances in a variety of situations and establish guidelines that direct how agency programs will be implemented.

Line/Staff Authority --Senior Authority. Senior authorities possess a unique level of knowledge and expertise in a field that is critical to the agency’s overall mission. Agency management routinely relies on the essential consultation of the authority before deciding broad, critical program and policy direction.

OR;

Unit Supervisor. Positions are accountable, including signature authority, for actions and decisions impacting the pay, status, and tenure of at least three subordinate FTEs. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

CRIMINAL INVESTIGATOR VI A2A7XX

Concept of Class

Criminal Investigator VI describes the Manager or Senior Manager. These class concepts are described below under Line/Staff Authority.

This class differs from Criminal Investigator V by the Decision Making, Complexity, and Line/Staff Authority factors.

Factors

Allocation must be based on meeting all of the three factors as described below.
Decision Making --Programmatic. In determining strategic plans, overall purpose, and staffing, there are choices in formulating or adjusting programs, specifying program objectives, and allocating human and fiscal resources among constituent programs. The degree of decision making involves proposals for long-term policy and integration with other programs and overall strategy.

Complexity --Strategic. Develops guidelines to implement programs that achieve the agency’s mission. Guidelines do not exist in many or most situations. Judgment and resourcefulness are needed to interpret circumstances in a variety of situations and establish guidelines that direct how agency programs will be implemented.
Line/Staff Authority --Manager. Accountable for multiple units through the direct supervision of at least two subordinate Unit Supervisors. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

OR;

Senior Manager. Accountable for multiple units through the direct supervision of at least two subordinate Managers. Positions must include providing documentation to support corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions at this level start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

Entrance Requirements

Minimum entry requirements and general knowledge, skills, and abilities for classes in this series are contained in the class minimum qualifications document.

For purposes of the Americans with Disabilities Act Amendments Act (ADAAA), the essential functions of specific positions are identified in the position description questionnaires and job analyses.

History of Changes Made to Class Description

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​class description.

July 1, 2024

Effective 7/1/24: Class codes, job evaluation factors, and levels updated as a result of the Criminal Investigator system maintenance study.

Summary of Factor Ratings

Minimum Qualifications

Valid as of: July 1, 2024

This​ ​document​ ​includes​ ​the​ ​following​ ​levels:
 

CRIMINAL INVESTIGATOR I (A2A2TX)

Experience Only:

Four (4) years of relevant experience in an occupation related to the work assigned to this position.
Any required certifications as needed for the position.

OR

Education and Experience:

A combination of related education, formalized apprenticeship program, certification, and/or relevant experience in an occupation related to the work assigned equal to four (4) years.

Any required certifications as needed for the position
 

CRIMINAL INVESTIGATOR II (A2A3XX)

Experience Only:

Five (5) years of relevant experience in an occupation related to the work assigned to this position.

Any required certifications as needed for the position.

OR

Education and Experience:

A combination of related education, formalized apprenticeship program, certification, and/or relevant experience in an occupation related to the work assigned equal to five (5) years.

Any required certifications as needed for the position
 

CRIMINAL INVESTIGATOR III (A2A4XX)

Experience Only:

Six (6) years of relevant experience in an occupation related to the work assigned to this position.

Any required certifications as needed for the position.

OR

Education and Experience:

A combination of related education, formalized apprenticeship program, certification, and/or relevant experience in an occupation related to the work assigned equal to six (6) years.

Any required certifications as needed for the position. 

CRIMINAL INVESTIGATOR IV (A2A5XX)

Experience Only:

Eight (8) years of relevant experience in an occupation related to the work assigned to this position.

Any required certifications as needed for the position.

OR

Education and Experience:

A combination of related education, formalized apprenticeship program, certification, and/or relevant experience in an occupation related to the work assigned equal to eight (8) years.

Any required certifications as needed for the position.
 

CRIMINAL INVESTIGATOR V (A2A6XX)

Experience Only:

Ten (10) years of relevant experience in an occupation related to the work assigned to this position, one (1) of which must have been at the level of a work leader, staff authority, unit supervisor, or equivalent.

Any required certifications needed for the position.

OR

Education and Experience:

A combination of related education and/or relevant experience in an occupation related to the work assigned equal to ten (10) years, one (1) of which must have been at the level of a work leader, staff authority, unit supervisor, or equivalent.

Any required certifications needed for the position.
 

CRIMINAL INVESTIGATOR VI (A2A7XX)

Experience Only:

Eleven (11) years of relevant experience in an occupation related to the work assigned to this position, two (2) of which must have been at the level of a work leader, staff authority, unit supervisor, or equivalent.

Any required certifications needed for the position.

OR

Education and Experience:

A combination of related education and/or relevant experience in an occupation related to the work assigned equal to eleven (11) years, two (2) of which must have been at the level of a work leader, staff authority, unit supervisor, or equivalent.

Any required certifications needed for the position.
 

May 1, 2017 (Whole Document)

• Part of the 2017 MQ Project
• New format
• Conditions of employment (COEs) have been removed from the minimum qualifications statement. COEs are position specific, and should be documented in the position description (PD) and job analysis. Further, all COEs should be placed in the Conditions of Employment section of the job announcement
• Language was made consistent with a year-for-year approach to substitutions for education
   

May 1, 2017 (A2A4XX)

Removed special requirements/qualifications. Language referring to, “for some positions,” was removed. Special requirements or qualifications can appear as a special qualification in the job posting, if justified in the position description and job analysis. 

Nov 1, 2017 (Whole Document)

Made grammatical changes

July 1, 2024 (Whole Document)

• New format (updating to adhere to accessibility and skills-based hiring standards)
• Added levels per a system maintenance study in 2023-24