OFFICE OF SURFACE MINING RECLAMATION AND ENFORCEMENT
Division of Financial Management (DFM)
To provide excellent financial management services,
Office of Surface Mining
Division of Financial Management
Post Office Box 25065, Room 1501
Denver Federal Center, Building 25
Denver, CO 80225-0065
DFM Direct Telephone Number: (303) 236-0330
At DFM, we promote professional development with individualized development plans and mentoring to help propel employees to success. Breadth and depth of experience can be gained by cross-training and job rotations. Employees have opportunities to work collaboratively with other teams, branches, or bureaus outside of OSM and develop relationships at all levels of the organization. We respect and welcome employee feedback and recommendations. We encourage employees to step up to tasks that may not necessarily be in their job description, but are in line with their interests and bring value to the organization. We allow employees to maintain a work-life balance by offering flexible work arrangements. We help build friendships and a team atmosphere through participation in Planning Events for People (PE) activities.
The Division of Financial Management (DFM) is responsible for the financial operations of the Office of Surface Mining (OSM), which includes everything from the collection of fees from coal operators to the disbursement of grants for abandoned mine reclamation work and just about everything in between. DFM has been recognized for our financial management best practices. We are proud to hold the best record in the Department of Interior for “clean audit” opinions.
Fee, Accounting and Collections Branch (FACB)
The Fee Accounting and Collection Branch (FACB) manages the collection of coal reclamation fees from the mining industry. This enables OSM to achieve one of its mission objectives of reclaiming abandoned mine lands. The bureau also collects civil penalties related to mining activities. FACB maintains and reviews mining permit information, coal production reports and interfaces with violators of mining regulations. For fiscal year 2012, FACB collected $250 million in fees with a collection rate of 99.9% on quarterly AML fees. Over 98% of fees were collected electronically and the majority of the reports filed by coal producers were also filed electronically. This is a credit to OSM’s user friendly e-file system and the level of service FACB provides coal mine operators, making it easy for them to report and pay for their production.
The Payment Branch makes all payments to vendors, intra-governmental agencies, and all non-payroll payments to employees. The Payments branch is responsible for:
Accounting and Financial Information Branch (AFIB)
The Accounting and Financial Information Branch (AFIB) prepares regulatory reports, management reports, and audited Financial Statements for OSM. From 1990 to 2006, AFIB published OSM’s own Audited Financial Statements. OSM received 16 consecutive “clean” audit opinions. This is the best record in the Department of the Interior. Beginning with fiscal year 2007, AFIB prepares OSM financial statements that are published by the Department of the Interior as part of the Department’s Consolidated Financial Statements. AFIB is also responsible for:
Financial and Administrative Systems Branch (FASB)
The Financial and Administrative Systems Branch (FASB) Provides system operations, maintenance, and support services for computer systems that are classified as mission critical for OSM. This includes, the Coal Fee Collection Management System (CFCMS). CFCMS is in the final phases of development and testing. It handles accounting and collection of accounts receivables related to quarterly coal reclamation fees paid by coal companies, audits of coal company reporting, and civil penalties issued by OSM inspectors and Division of Compliance Management auditors.
FASB provides production lead responsibilities for the Financial and Business Management System (FBMS). FBMS is the cornerstone to the Department of the Interior’s (DOI) future. FBMS is a key to the department’s financial management modernization strategy and meeting future business needs. DFM plays a key role in the phased implementation and support of FBMS.
DFM routinely offers paid internships that often turn into long-term careers at OSM. A paid internship with DFM allows you to gain valuable experience, connect the lessons you’ve learned in school with real-world situations, and develop a network of professionals in the Federal Government. DFM gains from the fresh ideas, experience, and knowledge you bring. Depending upon our need at the time, DFM has a variety of internship formats available to recruit and attract exceptional individuals.
Qualified candidates range from having just a few accounting courses under their belt to having several years’ professional experience. The time commitment might be just a few months over the summer, a full-time or flexible part-time schedule for possibly two to three years until graduation, or a two-year professional career internship for college graduates. The internship might involve a specific assignment within one of our branches or a rotation of duties with each of the branches. The possibilities and variety at DFM are almost endless.
Interns receive all the great benefits offered to every new Federal Employee. Please see www.opm.gov for more information on:
Depending upon education and experience, interns typically start as a GS-4 or GS-5, but may also start at a GS-7 or GS-9 pay grade. See the “STEP 1” column, which is first year pay, for each of the pay grades at links below.
Due to budgetary constraints OSM is not hiring interns at this time.
Student Temporary Employment Program (STEP)
EMPLOYMENT PROGRAM TAKES STUDENTS FROM THE CLASSROOM TO THE WORK ROOM
The Student Educational Employment Program is open to students pursuing a diploma, academic or vocational certificate, or degree. It replaces familiar student employment programs such as the Stay-in-School and summer employment programs and consolidates 13 student hiring authorities into one streamlined authority consisting of two components.
The Student Temporary Employment Program (STEP), introduces students to the work environment and teaches basic workplace skills. The Student Career Experience Program (SCEP), provides experience that is related to the academic and career goals of the student. Students earn a salary for their work with the Student Educational Employment Program.
"The employment of students by the federal government is an investment in the future success of services and programs that must be delivered to our nation's citizens," said Jim King. "Quality student programs will help groom our next generation of employees. I encourage federal agencies and students at the high school or college level to take advantage of these developmental opportunities."
The Student Temporary Employment Program and the Student Career Experience Program connect the learning place to the workplace, helping students apply learned lessons to the actual work experience.
Students in the Career Experience Program may qualify for conversion to a career or career-conditional appointment. Conversion may be with the employing agency or other federal agency. Eligibility for conversion requires that students graduate from an accredited school, complete at least 640 hours of career-related work in the Career Experience Program, and be hired into a position related to their academic training and career work experience. No competition is required.
Appointments to jobs under the Student Temporary Employment Program can last up to one year; extensions in one-year increments are possible. Employing agencies, at their discretion, may establish academic and job performance standards that students must meet to continue in the program. There is no conversion element under the Temporary Employment Program.
Student Career Experience Program (SCEP)
(Formerly, Co-operative Education Program (Co-op))
What it provides: SCEP allows appointment of students to positions that are related to their academic field of study. Employment as a student is in the excepted service and public notice is not required. Participants who meet all the requirements of the program may be noncompetitively converted to term, career, or career-conditional appointments.
When to use it: SCEP can be a good tool to "grow your own" workforce by hiring students into developmental positions to address future agency needs.
Who is eligible: Eligibility requirements for SCEP include:
Benefits to the hiring manager: Hiring under SCEP is an effective way for a manager to:
Federal Career Intern Program (FCIP)
What it provides: The Federal Career Intern Program is designed to help agencies recruit exceptional individuals into a variety of occupations at the GS-5, 7, and 9 grade levels. Created under Executive Order 13162, this program allows individuals to be appointed to a 2-year internship that provides formal training and developmental assignments as established by the agency. Upon successful completion of the program, the interns may be eligible for non-competitive permanent placement within the agency.
Who is eligible: Those who have diverse professional experiences, academic backgrounds, and/or relevant skills are eligible for the program. The program is not restricted to students. Career intern appointments may be made at any time during the year.