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Hi all,

I’ve been lucky enough to be offered an AUSA gig but don’t know the specifics of stuff like pay and I’m now trying to figure out the opaque AD pay scale. I know my starting grade, obviously, but there’s a big range within grades. Seems like new hires can come in at anything between “minimum” and “Q-4” and trying to figure out my chances of being hired at Q-4. Finances would be nearly impossible otherwise.

Thanks!

It can depend on the office and how they choose to distribute their money, but I haven’t know anyone to start at Q-4. I was hired at Q-2. TBF, I didn’t come from biglaw so I don’t know if that would make any difference (since I think there’s an acknowledgement of “recruiting” as a factor), and my office was known to pay on the lower side. Keep in mind that the AD-scale doesn’t include the locality pay so is lower than what you will actually be paid. (15-25% additional depending on your location.)

But really you should just ask HR or the FAUSA or whoever your hiring contact is - you should be told what your salary will be.

Congratulations on the offer! Do you mind sharing what region/broad location?

I’m not an ausa, but I have friends who are, and they resent the AD schedule. Basically the DOJ got their attorneys off the GS scale with the idea that they could get paid more if they were top performers, but in practice everyone makes less than if they were GS. The AD scale is basically only relevant when you’re 1st hired as a ballpark, and then again if you receive a high yearly review they have to pay you at the 25th percentile. Other than that, they can pay you almost anything

andythefir wrote:I’m not an ausa, but I have friends who are, and they resent the AD schedule. Basically the DOJ got their attorneys off the GS scale with the idea that they could get paid more if they were top performers, but in practice everyone makes less than if they were GS. The AD scale is basically only relevant when you’re 1st hired as a ballpark, and then again if you receive a high yearly review they have to pay you at the 25th percentile. Other than that, they can pay you almost anything

I’m an AUSA. Yeah, it would be nice to be on the GS (or even better, the SEC scale), but no one’s forced to take this job. They can pay you anything within your grade, but I don’t know anyone paid under the 25th percentile. If you get an outstanding rating, you have to be paid at least the 25th percentile. If you get a successful rating, they can’t pay you more than the 75th percentile. My understanding is that most people are between those two (in earlier years, at least). Also keep in mind that you do move up grades over time so to that extent the AD scale is in fact relevant.

Again, different offices approach this differently, so OP, you’ll really have to talk to your office.

Anonymous User wrote:Congratulations on the offer! Do you mind sharing what region/broad location?

I’d be happy to via PM, but not publicly.

Anonymous User wrote:It can depend on the office and how they choose to distribute their money, but I haven’t know anyone to start at Q-4. I was hired at Q-2. TBF, I didn’t come from biglaw so I don’t know if that would make any difference (since I think there’s an acknowledgement of “recruiting” as a factor), and my office was known to pay on the lower side. Keep in mind that the AD-scale doesn’t include the locality pay so is lower than what you will actually be paid. (15-25% additional depending on your location.)

But really you should just ask HR or the FAUSA or whoever your hiring contact is - you should be told what your salary will be.

Yeah will do. Thanks. Just trying to figure this all out before my HR/logistics call.

OP, pm me, thanks!

Another random question: does prior federal work (e.g. clerkships) count towards the three years of federal service for purposes of leave accrual, or does it have to be three years of uninterrupted service before you get to 20 days of annual leave?

Anonymous User wrote:Another random question: does prior federal work (e.g. clerkships) count towards the three years of federal service for purposes of leave accrual, or does it have to be three years of uninterrupted service before you get to 20 days of annual leave?

It counts. Service does not need to be uninterrupted.

lapolicia wrote:

Anonymous User wrote:Another random question: does prior federal work (e.g. clerkships) count towards the three years of federal service for purposes of leave accrual, or does it have to be three years of uninterrupted service before you get to 20 days of annual leave?

It counts. Service does not need to be uninterrupted.

Awesome, thanks. (I know I could have asked HR, but the folks there aren’t the most responsive.)

If you're hired at, say, the 25th percentile and then move up the AD scale the next year, do offices usually try to keep you at the same percentage, or is it less rigid than that? I'm just trying to get an idea of what salary progression is usually like, if that's even possible to know.

howell wrote:If you're hired at, say, the 25th percentile and then move up the AD scale the next year, do offices usually try to keep you at the same percentage, or is it less rigid than that? I'm just trying to get an idea of what salary progression is usually like, if that's even possible to know.

My experience in two offices has been that they keep you at the same percentage when you move up a grade on the AD-scale. However, some of those increases were during very lean times for raises. It’s certainly possible to go up in percentage at the same time you go up a grade, although I think this will be an office specific thing.

Does anyone have any insight into what percentile the DC USAO places new hires at, specifically in the Superior Court (local crimes) division? Assuming they hire at the minimum or Q-1 but interested in recent data points.

You can always ask the assistant for information about the pay, per the first/second round FAQ sheet.

Based on the AD-21 scale, and a low end starting range of $68k per the latest job announcement (which includes the ~29% locality boost), that means that in theory people with 0-2 years of experience could start off at the Q-1 minimum and not the 25th percentile. Whether that happens in practice or not, I don't know. Would like some data points too. DC is an expensive place to live, even if you're coming in at the 25th percentile with more than a couple years of experience.

Almost ten years ago, people started at $60k in that office, including the locality pay. I don't know what the AD scale was back then.