Attorney Advisor (Trademark Examining Attorney) for USPTO Forum

[Anonymous User]

I talked to an employee there who told me that probationary attorneys have been "stealth-removed", and that new attorneys like us are back-fill positions for the attorneys that are leaving/left. I talked to one person who is a current employee there but I trust her and we go back a long way. I don't have any other contacts (except this Board!). As a new mom I want a career that has work-life balance if I'm moving across the country. Anyone else out there hear anything about the new Agreement (PIP?) causing attorneys to find the job unbearable or undoable? I was told production and how attorneys are graded has changed a lot. That's why people are leaving. Anyone out there who has this job and loves it?

I’m coming up on my two years there and can say I like my job. Adjusting to production requirements in general has not been easy and the work can get repetitive and mundane from time to time, but I like my bosses and the independent nature of the job.

As many others have posted, the new performance plan (the PAP) increased production requirements, and has resulted in a lot more micromanaging with a new biweekly workflow requirement. I heard management was trying to weed out slackers, mainly those that were leaving the majority of their work til the end of the quarter and doing shoddy work. I like the new way your production goals are adjusted based on any time you take off. Take off a day of work and your production goal is reduced by (almost) that same amount of time - makes sense. With all the holidays and time off I took last quarter, my production goal ended up being even less than it was under the former PAP. However I think that’s difficult for the newer people because you build up leave as you go (4hrs/biweek).

There was a lot of talk about people that have been there longer leaving because of the new production requirements. It was a huge change and blow to morale because if you were used to getting 5’s (“outstanding“ rating, getting bonuses), the new requirements mean that same amount of work (and sometimes more) is now barely a 3 (“fully successful” rating). Working overtime increases your production goals so that’s harder to do also. To be considered for promotion to management, details, or working in other non-production T.M. roles you basically need to be rated at 5’s. At the end of the day the numbers speak for you.

[Anonymous User]

Does anyone think there would be more calls coming this week?

[Sarah123456]

I interviewed in January 14th. I got a call on the 27th stating that they would be calling my references and asking me to confirm that I could start in March. Now I’m just anxiously waiting to hear back. Good luck everyone!

[Anonymous User]

I was called on 1/27 to check references and confirm I could start in March. Now I am just waiting to hear back.

[Anonymous User]

To those currently working at USPTO, is there any option for partial telework before the initial 2.5 period is up? Is this determined by a performance score? And on that note, is the ultimate option to telework after 2.5 years determined by a performance score or guaranteed?

Thank you, everyone, for the feedback and detailed comments. You help save my sanity.

[Anonymous User]

You can telework part-time once you are a GS12 and have reached one year at the agency. Initially, you are capped at 24 hrs/biweek. However, be forewarned as others have mentioned, even though you are eligible after 1 year, management only bothers to schedule one training a quarter (despite the training being short and straightforward), so more often then not, you’ll be waiting longer despite being eligible.

Eventually, you can move to a half and half telework option (but you have to share an office if you do) or can telework full time.

Yes, it is tied to performance in that you must be rated at Fully-Successful (3) to work from home. Technically, there are other standards you have to comply with (minimum internet speeds, etc), but that is the important one.

[Anonymous User]

I was officially offered a position in the March class!

[Anonymous User]

I guess it's looking like calls are going to wrap up this week (if not already). I think I might be out of luck this round...

[Anonymous User]

A previous poster said the interviewers said to expect a response in feb...so there’s still a little bit of hope. Sometimes calls are made out over the course of two weeks...trying to stay optimistic

[Anonymous User]

I was officially offered a position in the March class!

Congrats!! You are the first one!! That must feel like such a relief. Do you mind sharing when was your reference call? (And maybe interview date?) Just so we can have an idea of the turnover time between reference call and formal offer. Congratulations!!

And I think there’s no reason to give up up for those that haven’t gotten a call yet. Every year someone writes they think they are giving up and then they get a call a week later ecstatic. Stay positive!!

[Anonymous User]

I was officially offered a position in the March class!

Pump the brakes. Were you just called saying they wanted you for the March class and would be calling references or had they already done that and you received a written offer and HR background check packet?

Either way, congrats.

[Anonymous User]

I was interviewed on 1/14 and I got a call about checking references on 1/27. On 1/29 I was called and was asked if I would accept their offer verbally. They told me that I would be receiving a written offer by email today or tomorrow.

[Anonymous User]

Seems like people who interviewed on 1/14 are getting reference calls/offers. Anyone else who interviewed on other days are getting calls?

[Anonymous User]

I was interviewed on 1/14 and I got a call about checking references on 1/27. On 1/29 I was called and was asked if I would accept their offer verbally. They told me that I would be receiving a written offer by email today or tomorrow.

Very nice, but also very terrifying. I also got the reference call on Monday but haven't heard back. Time to go scream at my three picks and find out what they said.

[Anonymous User]

Congratulations to all those who interviewed, had reference calls and formal offers! I am still hoping to be among you soon.

Does anyone mind sharing some insight on how you answered the KSA questions? Or tips to make the responses better?

[Anonymous User]

The 10:36 PM post of January 27 is generally correct. Morale has plunged with the implementation of the new performance appraisal plan (PAP). The things that made this job appealing several years ago have been cut back, cut out, or otherwise muted, and what has been boosted is an obsession with production driven wholly by management and not the public. Also impacting us are changes to how we are judged qualitatively that border on the malicious. There are now many more ways to fail at this job than there used to be, and management has many more tools for getting rid of people it does not like than it had under the old PAP.

Concerning that last point, firings appear to be very sudden. One day someone is here, thinking all is well (or at least not terminal), and the next they are gone. We never learn why.

If you are unemployed and you receive an offer, probably you should accept it, especially if you are local and have no other. But if you are employed and would have to move your family cross-country to work here, you may wish to reconsider working here. This isn't the job it was two or three years ago.

[Anonymous User]

For those who currently work as examiners and aren't happy with it, are you looking for work elsewhere? If not, why not? If yes, do you think you've gained good transferable experience?

[Colonials]

The 10:36 PM post of January 27 is generally correct. Morale has plunged with the implementation of the new performance appraisal plan (PAP). The things that made this job appealing several years ago have been cut back, cut out, or otherwise muted, and what has been boosted is an obsession with production driven wholly by management and not the public. Also impacting us are changes to how we are judged qualitatively that border on the malicious. There are now many more ways to fail at this job than there used to be, and management has many more tools for getting rid of people it does not like than it had under the old PAP.

Concerning that last point, firings appear to be very sudden. One day someone is here, thinking all is well (or at least not terminal), and the next they are gone. We never learn why.

If you are unemployed and you receive an offer, probably you should accept it, especially if you are local and have no other. But if you are employed and would have to move your family cross-country to work here, you may wish to reconsider working here. This isn't the job it was two or three years ago.

Holy shit. Are there like talks/assessments to let you know what you’re doing wrong so that you can improve or is it just generally the chopping block? And also previously someone said that your happiness may really come down to the supervisor/ department you have. Do you find that to be generally true? Is it the supervising attorney or the managing attorney who can make or break your experience? Or now under the new PAP, it is like a mysterious chopping block for everyone. In other words, coming into it, is it possible to succeed/ or have enough notice to improve, or you just gotta pray that you make the numbers?

[Anonymous User]

I just spoke to Melissa McGrath. She stated she is unable to provide updates for hiring decisions and that the selection process is still underway. Fingers crossed!

[Anonymous User]

Thank you for making that call. Do you think she means that not all reference calls have been made out yet?

[S.P.F. 30]

I just spoke to Melissa McGrath. She stated she is unable to provide updates for hiring decisions and that the selection process is still underway. Fingers crossed!

In years past, "the selection process is still underway" is the company line that will be repeated ad nauseam until all spots are filled. They won't provide individual updates. The only way you will find out that you didn't get selected will be when they finally update the entire USAJobs listing itself sometime in February. You will get an email update notification from USAJobs regarding your status being changed. Once you log in, it will show as "Not Selected." This applies to even the ones who never got an interview invite or post-interview reference check call.

[xmgr]

Just to be clear, they would be picking both the March and May classes now, correct? There wouldn't be further interviews in March for the May selections...

[Anonymous User]

The 10:36 PM post of January 27 is generally correct. Morale has plunged with the implementation of the new performance appraisal plan (PAP). The things that made this job appealing several years ago have been cut back, cut out, or otherwise muted, and what has been boosted is an obsession with production driven wholly by management and not the public. Also impacting us are changes to how we are judged qualitatively that border on the malicious. There are now many more ways to fail at this job than there used to be, and management has many more tools for getting rid of people it does not like than it had under the old PAP.

Concerning that last point, firings appear to be very sudden. One day someone is here, thinking all is well (or at least not terminal), and the next they are gone. We never learn why.

If you are unemployed and you receive an offer, probably you should accept it, especially if you are local and have no other. But if you are employed and would have to move your family cross-country to work here, you may wish to reconsider working here. This isn't the job it was two or three years ago.

I completely disagree with this person. I've been here a year now, and it is fantastic. I only know one person who was let go-- I asked them why and I found out that the quality of their work was very sub-par. They were unable to improve within the year. They just didn't understand how to apply trademark law.

[Anonymous User]

Above poster for the 5 reasons. To answer the cheating question, it is too hard to explain to people outside of the PTO. There are ways to cheat within the system of assignments. Unfortunately, more experienced attorneys have told others to cheat this way in order to meet numbers and not get fired. It’s passed down.

To answer the question on management specific experiences, I’m beyond the probationary period and can say that my direct bosses have been supportive. Management is fine. It is the senior management that decided to completely change this job, plummeting morale and sense of satisfaction.

If you love trademark prosecution, you will be fine here. Senior management will not invest in you for long term growth and satisfaction, though, like other agencies. Lathaming is real here.

[Anonymous User]

Above poster for the 5 reasons. To answer the cheating question, it is too hard to explain to people outside of the PTO. There are ways to cheat within the system of assignments. Unfortunately, more experienced attorneys have told others to cheat this way in order to meet numbers and not get fired. It’s passed down.

To answer the question on management specific experiences, I’m beyond the probationary period and can say that my direct bosses have been supportive. Management is fine. It is the senior management that decided to completely change this job, plummeting morale and sense of satisfaction.

If you love trademark prosecution, you will be fine here. Senior management will not invest in you for long term growth and satisfaction, though, like other agencies. Lathaming is real here.

Lathaming in the halls were Lanhaming is supposed to be taking place? I'm shocked, I say.