A career as a Special Audits examiner normally begins at the position of Financial Examiner I. A Financial Examiner advances through the Financial Examiner series, I-VII, as specialized training occurs, experience, knowledge base and tenure are gained. As professional growth is attained, promotions to Financial Examiner II-VII are possible. The majority of the work as a Special Audits examiner is done individually; therefore, the examiner must be independent, organized and self-motivated. Special Audits examiners conduct examinations of the Money Service Businesses and Death Care industries.
Money Service Businesses (MSB) include entities that engage in currency exchange, money transmission and the sale of payment instruments. MSB examiners also review regulatory standards imposed at the Federal level to help prevent and combat money laundering and financing of terrorist activity.
Death Care industries regulation involves the oversight of Prepaid Funeral Contracts (PFC) and Perpetual Care Cemeteries (PCC). Examiners have the opportunity to examine entities in different locations in and out of the State of Texas to ensure compliance with State statues.
Overnight travel in and out of the State is extensive and occurs on a frequent basis.
Financial Examiners attend a series of schools and seminars presented by the state and federal regulatory agencies. This training is supplemented by intensive on-the-job training during the first several years of employment. Advanced and on-going training is available to examiners as they progress in their careers with the Department including attendance at the annual Department of Banking Conference.
Work Locations and Travel
Examiners may be assigned to one of the Department’s four regional offices in the following cities: San Antonio, Houston, Arlington, and Lubbock. Reimbursement for approved travel expenses is authorized for travel, lodging and meals to work locations which exceed normal commuting distances from an employee’s designated headquarters. As an examiner gains experience and as the Department’s needs change, opportunities may exist for relocation to other regions in the State or to the Headquarter's office in Austin.
Employees are evaluated at least annually under the Department’s Performance Management System. Merit salary increases may be granted to recognize, reward and reinforce quality performance and are based on the performance appraisal.
The Department’s staffing plan provides substantial opportunities for promotions, varying work assignments, and different work locations. Employees are encouraged to strive toward higher professional levels. Examiners are eligible for promotion based on their merits of achievement and skill levels. The final two examiner levels are competitive and based on an internal staffing plan that is periodically revised to meet the agency’s regulatory responsibilities.