Class Description and Minimum Qualifications for A2B - Special Agents

Class Description

Valid as of: July 1, 2024

This series describes positions whose primary function is and majority of responsibilities are to investigate crimes at the felony level including but not limited to homicide, sexual assault, public corruption, drug-related crimes, fraud, human trafficking, critical incidents, officer involved use of force, arson, and organized crime. These positions have authority to assist any law enforcement agency with investigations and enforcement of laws related to all crimes originating in any jurisdiction within the state of Colorado. Positions conduct full-service investigations of criminal matters and critical incidents, including responses to crime scenes and all aspects of a criminal investigation.

SPECIAL AGENT I A2B1XX

Concept of Class

Special Agent 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.

SPECIAL AGENT II A2B2XX

Concept of Class

Special Agent 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 Special Agent 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.

SPECIAL AGENT III A2B3XX

Concept of Class

Special Agent 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 Special Agent 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.

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.

SPECIAL AGENT IV A2B4XX

Concept of Class

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

This class differs from Special Agent 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.

SPECIAL AGENT V A2B5XX

Concept of Class

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

This class differs from Special Agent 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.

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.

SPECIAL AGENT VI A2B6XX

Concept of Class

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

This class differs from Special Agent 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

Class Level	Decision Making	Complexity	Line/Staff Authority
Special Agent I	Defined	Prescribed	Individual Contributor
Special Agent II	Operational	Patterned	Individual Contributor
Special Agent III	Process	Patterned or Formulative	Individual Contributor
Special Agent IV	Interpretive	Formulative	Work Leader or Staff Authority
Special Agent V	Interpretive	Formulative or Strategic	Unit Supervisor or Senior Authority
Special Agent VI	Programmatic	Strategic	Manager or Senior Manager

Minimum Qualifications

Valid as of: July 1, 2024

This document includes the following levels:

Class Title	Class Code
Special Agent I	A2B1XX
Special Agent II	A2B2XX
Special Agent III	A2B3XX
Special Agent IV	A2B4XX
Special Agent V	A2B5XX
Special Agent VI	A2B6XX

SPECIAL AGENT I (A2B1XX)

Experience Only:

Four (4) years of relevant experience in an occupation related to the work assigned to this position.