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  • #31
    IRS just posted CI GS 7/9. Good luck to those interested!

    Comment


    • cmor5150
      cmor5150 commented
      Editing a comment
      Sucks you need to have college courses in accounting to qualify. I’ve worked multiple money laundering cases and have a strong knowledge in crypto and still don’t qualify..

    • ETX1811Hopeful
      ETX1811Hopeful commented
      Editing a comment
      cmor5150 go read the large thread on Federalsoup (IRS: "Special Agent Hiring 2020 12 Month Roster"). There were some who qualified without the accounting if I am not mistaken.

    • Winter_Patriot
      Winter_Patriot commented
      Editing a comment
      I'm not sure how you can actually qualify without the accounting credits. I spent three years investigating and prosecuting fraud cases, which included a lot of accounting and financial statement review. I made it partway into the last hiring process and was told I didn't qualify based on my experience.

  • #32
    Over the years, I have applied for many 1811 jobs. I have turned down offers, withdrew from the process, and even still today I remain in the hiring pool with an agency (USPIS). Ultimately, I moved form local to federal law enforcement as a USPO a few years ago because of the location, schedule, and flexibility.

    After riding a beat for 10 years, I enjoy getting to the office when I want, or teleworking if I decide I want to say home one day. I can spend as little or as much time in the field each week as I desire. I never get turned down for leave when I want it. I have stayed in my hometown and will never have a forced relocation outside of the judicial district.

    Could the pay be better? Yes! We would especially love LEAP.
    Are there more "law enforcement" oriented jobs out there? Also yes.
    But this job gives me a good work-life balance, I can largely schedule my days as I see fit (between office/court/field duties), and there are far worse places I could also be.

    I'd say a good breakdown of my duties is something like this:
    35% Report-Writing (violation reports, petitions for warrant)
    20% Administrative (case planning, risk assessments)
    15% Investigations/Interviewing
    10% Fieldwork
    10% Court
    5% Training
    5% Collateral Duties

    Comment


    • Exbpa340
      Exbpa340 commented
      Editing a comment
      A bit more research.. looks like FPL is CL 28 which is essentially a GS 12. Looks like a 6 week academy at Charleston, SC. So it’s a decently compensated federal LE position with the covered 6C/12D retirement but it does not receive a premium pay. Could be better but also could be worse (financially). Definitely a viable option for many.

    • Balco42
      Balco42 commented
      Editing a comment
      Most of your full-performance line officers are CL-28. To echo Winter_Patriot, Senior USPOs or USPO Specialists (firearms/safety specialist, sex offender specialist, mental health specialist, drug and alcohol treatment specialist, etc.) are usually CL-29, Supervisors are CL-30.

      The 6 week academy at FLETC Charleston is fantastic. And being a covered position is a major advantage.

    • Exbpa340
      Exbpa340 commented
      Editing a comment
      Quite a few Federal LE positions will have SME/Senior positions but those are usually low in numbers and require many years of experience in the Agency. My agency has non supervisory SME positions called DDOs that are GS 13 and GS 14 (grade depends on the position). I believe the USMS has Inspectors (or at least did) that are a grade above FPL.

    • IndexBoss
      IndexBoss commented
      Editing a comment
      Exbpa340 The USMS used to have Senior Inspectors which were specialty jobs like training division, sex offender investigations, judicial security inspectors, and a few others that were GS13. Now All deputies top out at GS13 and the investigations are supposed to be spread out.

  • #33
    Here’s a breakdown of the best paid positions (some) in Federal LE in order of most to least compensated.


    ICE/HSI TEO 1801 = GS 13 with AUO/FLSA
    CI 1811 = GS 13 with LEAP
    CBP Air Interdiction Agent 1881 = GS 13
    ICE/ERO DO 1801 = GS 12 with AUO/FLSA
    BPA 1896 = GS 12 with BPAPRA
    CBP AEA = GS 12 with LEAP
    CBP MIA 1891 = GS 12 with LEAP
    CI 1811 = GS 12 with LEAP (some 1811 positions top out at GS 12)
    CBPO 1895 = GS 12 with COPRA
    FAM 1801 = I band (GS 11 step 6 equivalent) with LEAP
    BLM Ranger 1801 = GS 11 with AUO/FLSA
    USPO = CL 28 (GS 12 equivalent)
    Ranger positions 1801/0025 = GL 9
    BIA police 0083 = GL 8
    BOP CO = GL 7 (Senior position is a GL 8)
    DOE Nuclear Materials Courier = NV-1 (Band pay claims GL 8-10 equivalent but in reality it’s more like a GL 7)

    I am sure I left quite a few off this hastily put together list. I intentionally left off the US Park Police and USSS UD due proprietary pay scales.

    “Right now I'm having amnesia and déjà vu at the same time. I think I've forgotten this before.” - Steven Wright

    US Army MP (95B) 1992-1997
    DOJ Agent/ DHS Officer 1997 to Present

    Comment


    • DiverB72
      DiverB72 commented
      Editing a comment
      Air Interdiction Agents receive LEAP plus their GS-13 is under the SSR (special salary rate) due to being pilots. It’s about 10% more than regular GS-13 pay

    • Exbpa340
      Exbpa340 commented
      Editing a comment
      Wasn’t aware of the special pay (was aware of the LEAP just forgot to put it down)… and it’s really a specialty position with the required training/certifications that very few qualify for.

    • passwordistaco
      passwordistaco commented
      Editing a comment
      I believe FDIC 1811s have a separate 401k with matched contributions by the agency in addition to FERS and the TSP.

  • #34
    Originally posted by Exbpa340 View Post
    Here’s a breakdown of the best paid positions (some) in Federal LE in order of most to least compensated.


    ICE/HSI TEO 1801 = GS 13 with AUO/FLSA
    CI 1811 = GS 13 with LEAP
    CBP Air Interdiction Agent 1881 = GS 13
    ICE/ERO DO 1801 = GS 12 with AUO/FLSA
    BPA 1896 = GS 12 with BPAPRA
    CBP AEA = GS 12 with LEAP
    CBP MIA 1891 = GS 12 with LEAP
    CI 1811 = GS 12 with LEAP (some 1811 positions top out at GS 12)
    CBPO 1895 = GS 12 with COPRA
    FAM 1801 = I band (GS 11 step 6 equivalent) with LEAP
    BLM Ranger 1801 = GS 11 with AUO/FLSA
    USPO = CL 28 (GS 12 equivalent)
    Ranger positions 1801/0025 = GL 9
    BIA police 0083 = GL 8
    BOP CO = GL 7 (Senior position is a GL 8)
    DOE Nuclear Materials Courier = NV-1 (Band pay claims GL 8-10 equivalent but in reality it’s more like a GL 7)

    I am sure I left quite a few off this hastily put together list. I intentionally left off the US Park Police and USSS UD due proprietary pay scales.
    Other things to think about…

    Location

    Telework policy

    Butt in chair policy

    Ability to attend trainings/professional development

    Advancement/promotional opportunities

    Amount of TDY

    Call outs/Duty

    Work/Life balance

    Type of case work/enforcement

    Management/Office

    Comment


    • Exbpa340
      Exbpa340 commented
      Editing a comment
      Definitely more to life and happiness than just the pay..

  • #35
    Originally posted by hawaiitexas View Post
    U.S.Ranger with BLM is hard to beat. The amount of freedom to patrol does not exist anywhere else.
    BLM Rangers are somewhat equivalent to a Forest Service LEO position. BLM mostly top out at GL-11 where FS top out at GL-9, but FS has FAR better locations. Both offer AUO (BLM you generally get a choice to do regular OT over AUO) to add another 25%. Both offer a tremendous amount of freedom that you will not find anywhere else. That freedom is an amazing part of the job. In the BLM, you will also get a chance to do a lot of details to jack up your pay with scheduled OT...ESF, wildfires, Burning Man, Imperial Sand Dunes, etc. FS allows their folks to do some details, but not a lot.

    Comment


    • Shadowtrain
      Shadowtrain commented
      Editing a comment
      Coworker was a former BLM Ranger and he ABSOLUTELY LOVED IT. He spoke highly of the freedom of work but decided to cross over to the 1811 side of things for a location that worked better for the family.

  • #36
    IMO the best gigs are the ones that require professional experience and certifications. For example, CBP Air and Marine jobs like Maritime Interdiction Agent and Pilots.

    For low/no specialized experience, such as no LEO and no degree, I think Border Patrol is the best entry level gig in Federal LE.

    For 1811s, it is a close call between ATF and HSI, but HSI is a job that swings very wildly depending on politics. I was HSI and talking with all my friends still there, big yikes right now. Plus DOJ has better money, moves, etc.

    There are a lot of obscure and cool jobs, but those are my picks for big, "normal" agencies.
    UNITED STATES BORDER PATROL
    "90 years of tradition unhindered by progress!"


    honor first

    Comment


    • #37
      Has the Secret Service 1811 gig improved from what it was said to be 2 years ago?

      I know they have been hiring a lot and I wanted to know if big FOs like NYC still get ordered for protective assignments a lot, and what are the chances of landing a smaller FO over say the FBI?

      Comment


      • battlewagon
        battlewagon commented
        Editing a comment
        No, not particularly. On the Agent or uniform side.

      • ASecretSquirrel
        ASecretSquirrel commented
        Editing a comment
        Throughout the hiring process every agent makes sure to tell you how much it sucks for family life. If you’re single and/or straight out of college, perfect entry level gig.

      • OCN_1
        OCN_1 commented
        Editing a comment
        Speaking from experience, don’t do it.

      • CJ_from_the_way
        CJ_from_the_way commented
        Editing a comment
        Also speaking from experience, if your all about the money or trying to get your foot in the door to get a clearance then do what you have to do. Carrying a gun for SS comes with a price, that price is time. My opinion, don’t do it.

    • #38
      Originally posted by wildstar82 View Post

      BLM Rangers are somewhat equivalent to a Forest Service LEO position. BLM mostly top out at GL-11 where FS top out at GL-9, but FS has FAR better locations. Both offer AUO (BLM you generally get a choice to do regular OT over AUO) to add another 25%. Both offer a tremendous amount of freedom that you will not find anywhere else. That freedom is an amazing part of the job. In the BLM, you will also get a chance to do a lot of details to jack up your pay with scheduled OT...ESF, wildfires, Burning Man, Imperial Sand Dunes, etc. FS allows their folks to do some details, but not a lot.
      Couple of points…

      GL schedule ends at GS/GL 10 (Grades 3-10). So above GL 10 everything reverts back to normal GS.

      As someone that has been on AUO since the mid 90s I can say there are regulations on how to claim AUO vs OT (45 Act). It doesn’t mean that some places don’t bend the rules but basically the work week is considered Sunday to Saturday. Anything that occurs/comes up during the work week that requires an LEO under AUO to remain on duty is to be claimed as AUO. Anything that is scheduled (or should have been scheduled) the work week in advance (meaning by Saturday night at midnight) should be compensated with 45 Act.

      AUO - AUO (at 25%) is better financially than LEAP. There are advantages that LEAP has over AUO but financially AUO has the advantage. AUO positions are considered FLSA non-exempt (they get FLSA) while almost all LEAP positions are FLSA exempt (no FLSA). FLSA compensation kicks in for every hour worked above 85.5 hours in a pay period. So if you work 20 hours of AUO (or 45 Act) you would also get 14.5 hours of FLSA. For 14.5 hours of FLSA I earn approximately an additional $370 per check. This can add up to be an extra 8-11K earning over the year.

      45 Act - occupying a FLSA non-exempt position is also important when it comes to 45 Act (OT). The OT hourly rate is capped at time and a half of GS/GL 10 step 1 or your hourly rate (whichever is higher). Once you hit GS 12 you are essentially working for straight time (at 12/7 your hourly is higher than the OT hourly CAP). If you are in a FLSA non-exempt position then you would also be compensated with FLSA. This would bring these OT hours much closer to time and a half. FLSA exempt positions would only be compensated at time and a half of GS/GL 10 step 1 or their hourly rate.

      This is not to say that overall AUO is better than LEAP. There are other factors but looking strictly at the $$$ AUO is the winner.
      “Right now I'm having amnesia and déjà vu at the same time. I think I've forgotten this before.” - Steven Wright

      US Army MP (95B) 1992-1997
      DOJ Agent/ DHS Officer 1997 to Present

      Comment


      • #39
        Originally posted by Exbpa340 View Post

        Couple of points…

        GL schedule ends at GS/GL 10 (Grades 3-10). So above GL 10 everything reverts back to normal GS.

        As someone that has been on AUO since the mid 90s I can say there are regulations on how to claim AUO vs OT (45 Act). It doesn’t mean that some places don’t bend the rules but basically the work week is considered Sunday to Saturday. Anything that occurs/comes up during the work week that requires an LEO under AUO to remain on duty is to be claimed as AUO. Anything that is scheduled (or should have been scheduled) the work week in advance (meaning by Saturday night at midnight) should be compensated with 45 Act.

        AUO - AUO (at 25%) is better financially than LEAP. There are advantages that LEAP has over AUO but financially AUO has the advantage. AUO positions are considered FLSA non-exempt (they get FLSA) while almost all LEAP positions are FLSA exempt (no FLSA). FLSA compensation kicks in for every hour worked above 85.5 hours in a pay period. So if you work 20 hours of AUO (or 45 Act) you would also get 14.5 hours of FLSA. For 14.5 hours of FLSA I earn approximately an additional $370 per check. This can add up to be an extra 8-11K earning over the year.

        45 Act - occupying a FLSA non-exempt position is also important when it comes to 45 Act (OT). The OT hourly rate is capped at time and a half of GS/GL 10 step 1 or your hourly rate (whichever is higher). Once you hit GS 12 you are essentially working for straight time (at 12/7 your hourly is higher than the OT hourly CAP). If you are in a FLSA non-exempt position then you would also be compensated with FLSA. This would bring these OT hours much closer to time and a half. FLSA exempt positions would only be compensated at time and a half of GS/GL 10 step 1 or their hourly rate.

        This is not to say that overall AUO is better than LEAP. There are other factors but looking strictly at the $$$ AUO is the winner.
        I'm very familiar with the AUO vs OT debate, positive and negative of each, etc. A person could take 8hrs of training on AUO+FLSA and still come out scratching their head. It's a complicated mess. Agency policy also heavily factors into it. I've worked for two different agencies on AUO and both do things differently. I prefer AUO to regular OT because AUO counts toward high-three, TSP, and OWCP disability in the event of a work related injury where regular OT does not.

        Generally, when a person only works 9-10hrs a week over 40hrs, both AUO and OT pays balance out at that 1.5x rate. It's when an employee works a lot of AUO (like me in my career) that they would have done better financially on their paycheck had they been on regular OT. With that being said, I still prefer AUO due to the benefits listed above.

        The best situation to be in is on AUO (25% + FLSA) and the ability to work additional scheduled OT. The BLM provides many opportunities for that and the FS limits those opportunities.

        Comment


        • #40
          Originally posted by wildstar82 View Post

          I'm very familiar with the AUO vs OT debate, positive and negative of each, etc. A person could take 8hrs of training on AUO+FLSA and still come out scratching their head. It's a complicated mess. Agency policy also heavily factors into it. I've worked for two different agencies on AUO and both do things differently. I prefer AUO to regular OT because AUO counts toward high-three, TSP, and OWCP disability in the event of a work related injury where regular OT does not.

          Generally, when a person only works 9-10hrs a week over 40hrs, both AUO and OT pays balance out at that 1.5x rate. It's when an employee works a lot of AUO (like me in my career) that they would have done better financially on their paycheck had they been on regular OT. With that being said, I still prefer AUO due to the benefits listed above.

          The best situation to be in is on AUO (25% + FLSA) and the ability to work additional scheduled OT. The BLM provides many opportunities for that and the FS limits those opportunities.
          The mystical FLSA calculations that decrease (hourly rate) slightly as one works more hours under FLSA (over 85.5 in a pay period). Well said but the rate never reaches 1.5 for AUO (at lower grades like GL 7 or 9 OT will be at that 1.5 rate but not once you hit GS 11)… my experience is that AUO compensation is much closer to 1.35 (remember the first 5.5 hours are FLSA free).

          Do you still have excludable days (for AUO) for AL, SL and holidays?
          Last edited by Exbpa340; 07-11-2021, 07:34 PM.
          “Right now I'm having amnesia and déjà vu at the same time. I think I've forgotten this before.” - Steven Wright

          US Army MP (95B) 1992-1997
          DOJ Agent/ DHS Officer 1997 to Present

          Comment


          • #41
            Originally posted by Exbpa340 View Post

            The mythical FLSA calculations that decrease (hourly rate) slightly as one works more hours under FLSA (over 85.5 in a pay period). Well said but the rate never reaches 1.5 for AUO (at lower grades like GL 7 or 9 OT will be at that 1.5 rate but not once you hit GS 11)… my experience is that AUO compensation is much closer to 1.35 (remember the first 5.5 hours are FLSA free).

            Do you still have excludable days (for AUO) for AL, SL and holidays?
            It is funny that you use the calculation of 1.35 because that is what I tell folks to use who are trying to figure out what their yearly salary will be with auo. I have found that calculation to be pretty accurate so you are spot-on.

            Both agencies I have been with still use excludable days but they look at them differently. Annual leave, sick leave, and holidays not worked are still excludable. One of the agencies allows employees who work any scheduled overtime to also exclude those days for auo purposes, where the other agency does not.

            Comment


            • Exbpa340
              Exbpa340 commented
              Editing a comment
              Consider yourself lucky because my agency re-interpreted AUO back when Obama was President and decided that the only days to be excluded from AUO calculations are training days. An SES later told me that it was a punishment for the agency not being on board with his policies.

          • #42
            Regarding AUO and excludable days for AL, SL, etc. Some agencies are still permitting it, however according to OPM and the Federal Labor Relations Authority AL/SL/etc is NOT excludable. USFWS changed their AUO policy last year to fall in line with OPM and FLRA guidance, my guess is BLM, USFS, etc. will eventually do the same.

            [Decision Number] | FLRA

            Comment


            • Exbpa340
              Exbpa340 commented
              Editing a comment
              Been living this since around 2014 ish and very well aware of how things went down. Go out on military leave or FMLA and the agency (at least mine) won’t touch your AUO.

              AUO excludable days were re-evaluated after decades and decades of past practice for what appear to be political purposes. The administration (at the time) wanted to target a certain agency.

          • #43
            First 200 applications: GO!

            https://www.usajobs.gov/GetJob/ViewDetails/607348600

            Comment


            • Forester87
              Forester87 commented
              Editing a comment
              RG31 I was thinking of the OS&LE 1811s. I've seen so many of those postings that I missed that the announcement was actually an OIG position.

            • Winter_Patriot
              Winter_Patriot commented
              Editing a comment
              I appreciate the heads up on that, I did apply. Hoping they relax the accounting requirement. I don't know how they'll fill that many positions if they're as strict on it as they have been. Other investigative or law experience has counted in the past, it's hit or miss.

            • ETX1811Hopeful
              ETX1811Hopeful commented
              Editing a comment
              I have a BBA with 8 hours of accounting, I am hoping that will be good enough for an interview for the IRS opening.

            • Forester87
              Forester87 commented
              Editing a comment
              Winter_Patriot I haven't applied to it yet, mainly because my experience isn't in accounting, business or finance. I have many years of experience in other areas of investigation, so it might be worth applying. I wonder how often the need people in the field for the IRS.

          • #44
            Deleted. Double Post.
            Last edited by ETX1811Hopeful; 07-15-2021, 10:16 AM. Reason: Double Post

            Comment


            • #45
              Another Day, another 1811 posting. This one is for EPA and will close on 7/26. Good luck to all!

              https://www.usajobs.gov/GetJob/ViewDetails/607310100#

              Comment


              • Winter_Patriot
                Winter_Patriot commented
                Editing a comment
                Thanks for sharing.

              • lunatico86
                lunatico86 commented
                Editing a comment
                Thank you. Does anyone know if this position is covered under AUP and/or LEAP? The posting does not specify.

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