Employment (General)

Other reference(s):  5 U.S.C. § 2301; 5 U.S.C. Ž 2302; 5 C.F.R. § 300

Personnel. The authority to take final action in all matters pertaining to the employment, separation and general administration of:

Non-attorney personnel (not including law students) in United States Attorneys’ offices (USAOs) and the Executive Office for United States Attorneys (EOUSA) has been delegated to the Director, EOUSA (see 28 C.F.R. § 0.138); and the Executive Office may, and has, delegated authority beyond that described in this chapter to individual USAOs.

With respect to Assistant United States Attorneys authority has been delegated to the Deputy Attorney General (see 28 C.F.R. § 0.15), with certain authorities redelegated to the Director, EOUSA. The Director’s authority may not be redelegated. The authority to appoint Assistant United States Attorneys has been delegated to the Director, OARM.

The Executive Office may delegate authority beyond that described in this chapter to individual United States Attorneys’ offices.

All recruitment will be conducted with an affirmative effort to achieve the goal of providing an equal opportunity for employment to as many interested, qualified applicants as possible.

Appointments in EOUSA and USAOs are restricted to United States citizens or those who owe permanent allegiance to the United States (currently, natives of American Samoa, Swains Island, and certain inhabitants of the Commonwealth of the Northern Mariana Islands are the only group that owe permanent allegiance to the United States).

Hiring Manager Training.  Prior to being involved in the hiring process, selecting officials, interview panel members, those who screen applications for further consideration and others involved in the hiring process must complete appropriate training on the Merit System Principles, Prohibited Personnel Practices, Interviewing and Hiring Strategies (including special hiring authorities for Persons with Disabilities), and Veteran Preference and Employment Programs.

Employee Orientation

als, interview panel members, those who screen applications for further consideration and others involved in the hiring process must complete appropriate training on the Merit System Principles, Prohibited Personnel Practices, Interviewing and Hiring Strategies (including special hiring authorities for Persons with Disabilities), and Veteran Preference and Employment Programs.

Employee Orientation. The EOUSA and USAOs will provide for a well-planned, organized, and systematic program which will orient new employees to the mission of their office and to their individual jobs within 60 days of hire.

Filling Confidential Positions to United States Attorneys. One position requiring, as a primary assignment, an unusually high level of mutual trust with the United States Attorney, e.g., the Secretary to the United States Attorney, must be filled on a non-permanent basis, e.g.:

Time-limited appointment (e.g., Schedule C political appointment if authorized);

Time-limited promotion; or

Time-limited reassignment

Recruitment and selection of candidates to fill the following positions is subject to prior approval by the individual or office indicated:

Position Being Filled

Approval Authority

Administrative Officer

Director, EOUSA

Any position covered by special retirement coverage under 5 USC 8336(c) or 5 USC 8412(d), e.g., Criminal Investigators

Director, EOUSA

Intelligence Specialist

Deputy Director, EOUSA

System Manager, and all IT Specialist positions in the 2210 Occupational Series at or above GS-11

Chief Information Officer, EOUSA

Human Resources Officer or Human Resources Specialist who functions as Human Resources Officer

Chief Human Resources Officer, EOUSA

Budget Officer or Budget Analyst who functions as the Budget Officer

Chief Financial Officer, EOUSA

Executive Office for United States Attorneys' staff will participate with the United States Attorneys' offices in the interview process as subject matter experts when filling these vacant positions.

[updated February 2018]