Irs Revenue Officer Jobs (NOW HIRING)

Salary: $41,634.76 Annually
Location : St. Thomas/ St. John, VI
Job Type: Classified
Job Number: 201905171
Department: |Bureau of Internal Revenue- STT|
Opening Date: 03/09/2026
Description
Under the immediate supervision of the Chief or Assistant Chief of the Delinquent Account and Returns (DAR) Branch, resolves examination and collection concerns of taxpayers by providing customer assistance, investigating compliance issues such as filing and payment delinquencies, talking enforcement actions and working tax accounts. Performs analysis on basic accounting issues working with taxpayers, practitioners and other Bureau of Internal Revenue (BIR) employees.
Work is carefully selected for its training value in preparing the incumbent for more responsible and independent tasks. The employee is required to take on campus courses sponsored by the Internal Revenue Service (IRS) in preparation for more complex work assignments.
Duties and Responsibilities
DUTIES (NOT ALL INCLUSIVE):

• Computes interests' arid penalties on delinquent taxes. Assists taxpayers in the preparation of tax returns.
• Recommends closing delinquent accounts that are deemed non-collectible if taxpayers cannot make payments due to indebtedness.
• Enforces collection action by serving levies against taxpayer's salary, bank accounts or accounts receivable when the taxpayer does not fulfill payment.
• Compiles and prepares monthly and summary reports on cases.
• Performs other duties as required or assigned which are reasonably within the scope of the duties enumerated above.

Minimum Qualifications
Bachelors' degree in accounting, business administration, management or other related field with eighteen (18) or more credits in accounting.
SPECIAL REQUIREMENTS:
Contingent upon the availability of space within the first year of hire, the incumbent must attend and satisfactorily pass Level I and Level II IRS training for Revenue Officers. If trainee fails to successfully complete Level I and Level II IRS training they will be subject to termination within 30 days of the final test date.
Upon the successfully completion of Level I and Level II training for Revenue Officers and having spent a minimum of one year from the date of hire as a Revenue Officer Trainee, the incumbent will be automatically promoted to a Revenue Officer.
Position Factors
FACTOR 1- KNOWLEDGE REQUIRED BY THE POSITION:

• Knowledge of current Virgin Islands and Federal Tax laws, rules and regulations as it applies to collections.
• Knowledge of customer service guidelines and procedures.
• Knowledge of files, procedural manuals and other related materials utilized in the research and analysis of tax returns and supporting documentation.
• Ability to interpret laws, rules and regulations of the IRS to delinquent cases.

FACTOR 2 - SUPERVISORY CONTROLS:
The Chief or Assistant Chief of the DAR Branch provides instructions about objectives, deadlines and priorities for performing the tasks of the Revenue Officer Trainee. The incumbent is expected to perform with considerable customer focus and exercise a high degree of initiative and creativity.
FACTOR 3 - GUIDELINES:
The guidelines used by the Revenue Officer Trainee include the Internal Revenue Code, Federal Tax regulations, and other local tax regulations. Other guidelines consist of pre-determined on the-job procedures and manuals. Judgment must be used in interpreting and applying guidelines. Ingenuity, resourcefulness, good judgment and strong leadership are required to resolve some of the issues that will arise.
FACTOR 4 - COMPLEXITY:
The Revenue Officer Trainee must meet established goals and targets as well as on a strategic or tactical level. This position requires the ability to work with taxpayers, attorneys, and tax practitioners.
FACTOR 5 - SCOPE AND EFFECT:
The scope of the work affects the entire BIR. The Revenue Officer Trainee is responsible for his/her caseloads.
FACTOR 6 - PERSONAL CONTACTS:
The Revenue Officer Trainee interacts with the DAR Branch personnel, taxpayers, banks and other financial institutions, and periodically, meets with the public to provide taxpayer assistance.
FACTOR 7 - PURPOSE OF CONTACTS:
Contacts are made in person, through phone calls with revenue staff, the taxpayers, other senior BIR staff and the public. The Revenue Officer Trainee is also in contact with the IRS to exchange data and liaison with officials on a range of technical issues.
FACTOR 8- PHYSICAL DEMANDS
There are no physical demands. The job is primarily sedentary in nature.
FACTOR 9 - WORK ENVIRONMENT:
The work environment is within an office setting and periodically in the field. There are no risks or discomforts associated with this position.
The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:

• Meet and anticipate their individual needs;
• Assure the GVI's competitiveness with other employers to attract and retain employees;
• Maximize cost effectiveness; and,
• Assure optimal health and productivity of employees.

To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at for more information regarding carriers.
Medical and Dental Coverage
Enrollment
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.
Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.
If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of "open enrollment" is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.
Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Example:
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st
Dependent Coverage
Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Eligible dependents are the employee's:

1. Legal spouse;
2. Natural children;
3. Adopted children; and
4. Step children.

When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:

1. Birth certificate;
2. Marriage certificate;
3. Adoption papers; and/or
4. Legal papers of appointment.

Various other documents may be required to determine the eligibility of the dependents.
Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.
Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.
Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.
After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.
Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.
Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage.
Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.
Life Insurance
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.
Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.
Upon retirement life insurance benefits may be reduced.
Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
Supplemental Insurance
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.
These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.
This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.
Application
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.
Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.
Time Away from Work
Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. If illness is involved, compensatory, sick, and/or annual leave may be used for treatment or rehabilitation on the same basis that it is granted for other health problems.
Mandatory EAP meetings will be completed using administrative leave.
The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.
Mandatory EAP
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