getting hired at a higher step in a GS grade

[Anonymous]

Anonymous wrote:Is this just a posting you found on USA jobs or do you know the office? (Also do you have veteran's preference?) Just want to keep your expectations realistic...

Just found on USA jobs. I know the office well (work with the attorneys often). I don't have a veteran's preference. I do know these jobs are extremely difficult to get, so definitely keeping my expectations low.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:When they promote you from 12 to 13, you won't start back at step 1. Look up the two-step promotion rule. A 12-10 promoted would be a 13-6 I think.

I saw that rule but I think because 13-1 makes so much more than 12-1 that if you got promoted from 12-1 to 13 you would still start at 13-1. Neither 12-1 nor 13-1 would really work for me unfortunately. If I'm going to make it work I need to get in at least halfway up the 12 scale.

Right. Was assuming they brought you in at 12 step 10.

Oh I see. Yes, that would be awesome. That would really deal with all of my concerns really.

[Anonymous]

Does the position have promotion potential to 13 or more? If not they may not be able to.

What I have heard is some agencies hire you at a step that somewhat matches your previous salary.

[Anonymous]

Anonymous wrote:Does the position have promotion potential to 13 or more? If not they may not be able to.

What I have heard is some agencies hire you at a step that somewhat matches your previous salary.

Yes there is promotion potential - at least to 14

[Anonymous]

Still could use advice on when to raise the issue of a higher step - thanks OP.

[Anonymous]

I did this with my current position. I had to provide my prior pay stubs. I had almost all of the qualifications they were looking for so I had bargaining power. I was also able to negotiate a higher annual leave accrual rate.

[Anonymous]

Anonymous wrote:I did this with my current position. I had to provide my prior pay stubs. I had almost all of the qualifications they were looking for so I had bargaining power. I was also able to negotiate a higher annual leave accrual rate.

That's great to hear. Did you negotiate with HR after you received an offer? Or did you raise it with someone else?

[Anonymous]

Anonymous wrote:If anything, I would take the interview, network like crazy and blow them away. If they really love you, they will create a GS 14 job for you. But right now you're a little overqualified for this job. We hire at a GS11 for lawyers right out of law school.

If they really, really love you, they'll create a 15 for you, or clear the decks for you to get one.

[Anonymous]

This happens quit often. You have a better chance of getting higher steps or matching current pay when you come from outside the government.

At HHS, we've had several people (3 to be exact) come in at a 14 step 10.

[Anonymous]

On the OPM website, it says that "A new GS employee is usually hired at step one of the applicable GS grade. However, in special circumstances, agencies may authorize a higher step rate for a newly-appointed Federal employee based on a special need of the agency or superior qualifications of the prospective employee."

Anyone have any insight on the possibility of getting something like this? At what stage of the interview process should I raise this issue, and with whom? Any other advice anyone has?

We had this exact situation last month at my agency. The announcement clearly said that non-Feds would start at step 1. The applicant thought they could get the waiver above. But it was impossible. First of all, when they mean "superior qualifications" they don't mean a GS 11 program analyst, they mean a real national expert. For "special need of the Agency" they don't mean GS 12 budget analyst, they mean some person like an academic who fills a niche need. Our Agency let an excellent candidate go for a generalist GS 12 position because they would not budge on the step 1. However, we basically assured the candidate that we would promote to the next grade at the year's end as long as the candidate performed well. With all the Federal benefits (transit subsidy alone is $3000 untaxed dollars) they would more than make up for the one year of lower salary. They did not accept the offer.

I would not raise this issue until the offer is made. At that point you work with an HR specialist and start any negotiating process.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If anything, I would take the interview, network like crazy and blow them away. If they really love you, they will create a GS 14 job for you. But right now you're a little overqualified for this job. We hire at a GS11 for lawyers right out of law school.

If they really, really love you, they'll create a 15 for you, or clear the decks for you to get one.

Op here. I just don't see this. I chatted with someone in a similar position at the office who was hired 6 years ago and is still at GS 13, and she had similar experience to me when hired in.

[Anonymous]

Anonymous wrote:

On the OPM website, it says that "A new GS employee is usually hired at step one of the applicable GS grade. However, in special circumstances, agencies may authorize a higher step rate for a newly-appointed Federal employee based on a special need of the agency or superior qualifications of the prospective employee."

Anyone have any insight on the possibility of getting something like this? At what stage of the interview process should I raise this issue, and with whom? Any other advice anyone has?

We had this exact situation last month at my agency. The announcement clearly said that non-Feds would start at step 1. The applicant thought they could get the waiver above. But it was impossible. First of all, when they mean "superior qualifications" they don't mean a GS 11 program analyst, they mean a real national expert. For "special need of the Agency" they don't mean GS 12 budget analyst, they mean some person like an academic who fills a niche need. Our Agency let an excellent candidate go for a generalist GS 12 position because they would not budge on the step 1. However, we basically assured the candidate that we would promote to the next grade at the year's end as long as the candidate performed well. With all the Federal benefits (transit subsidy alone is $3000 untaxed dollars) they would more than make up for the one year of lower salary. They did not accept the offer.

I would not raise this issue until the offer is made. At that point you work with an HR specialist and start any negotiating process.

Thanks for the timing advice. It sounds like this is a little different than your situation as the posting actually includes a range of salaries up to 12-10.... So it doesn't say non-Feds will start at step 1. I am definitely at the level of a national expert in this area of law and from my first interview it sounds like I do really fill needs in their office as far as expertise. But we will see. Going to be frustrating if I can't figure this job because of money. I'm excited about the job but like most people at this stage in life I just don't have the financial freedom I did when I was just out of law school in my 20s. Kids in preschool, mortgage, etc are a real pain sometimes!!

[Anonymous]

Anonymous wrote:Still could use advice on when to raise the issue of a higher step - thanks OP.

The only place you HAVE to do it is when HR calls. But if you feel like the interview is going well, you can raise it towards the end, or in a follow up. They may even open the door with a "we know the salary isn't much..." or by discussing workplace flexibilities like telework. Just a matter of feeling them out. You don't want to be presumptuous, but if the opening is there, take it. When I interviewed, I ended up asking about it in a follow up call, because I felt confident enough at that point that I was in.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I did this with my current position. I had to provide my prior pay stubs. I had almost all of the qualifications they were looking for so I had bargaining power. I was also able to negotiate a higher annual leave accrual rate.

That's great to hear. Did you negotiate with HR after you received an offer? Or did you raise it with someone else?

NP here. When HR called to offer me the position I mentioned I would like to negotiate because Step 1 was lower than my current salary. The HR rep tried to dissuade me since I was creating more work for him. But he is not in a position to actually negotiate. He took my concerns back to the hiring manager (the guy would be my future boss). I believe my request had to go up to the SES level where the SES had to write a memo to HR outlining why I should be brought in at a higher step. I was asked to submit two recent pay stubs. It delayed my on boarding by over a month but all worked out in the end. Good luck to you!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

On the OPM website, it says that "A new GS employee is usually hired at step one of the applicable GS grade. However, in special circumstances, agencies may authorize a higher step rate for a newly-appointed Federal employee based on a special need of the agency or superior qualifications of the prospective employee."

Anyone have any insight on the possibility of getting something like this? At what stage of the interview process should I raise this issue, and with whom? Any other advice anyone has?

We had this exact situation last month at my agency. The announcement clearly said that non-Feds would start at step 1. The applicant thought they could get the waiver above. But it was impossible. First of all, when they mean "superior qualifications" they don't mean a GS 11 program analyst, they mean a real national expert. For "special need of the Agency" they don't mean GS 12 budget analyst, they mean some person like an academic who fills a niche need. Our Agency let an excellent candidate go for a generalist GS 12 position because they would not budge on the step 1. However, we basically assured the candidate that we would promote to the next grade at the year's end as long as the candidate performed well. With all the Federal benefits (transit subsidy alone is $3000 untaxed dollars) they would more than make up for the one year of lower salary. They did not accept the offer.

I would not raise this issue until the offer is made. At that point you work with an HR specialist and start any negotiating process.

Thanks for the timing advice. It sounds like this is a little different than your situation as the posting actually includes a range of salaries up to 12-10.... So it doesn't say non-Feds will start at step 1. I am definitely at the level of a national expert in this area of law and from my first interview it sounds like I do really fill needs in their office as far as expertise. But we will see. Going to be frustrating if I can't figure this job because of money. I'm excited about the job but like most people at this stage in life I just don't have the financial freedom I did when I was just out of law school in my 20s. Kids in preschool, mortgage, etc are a real pain sometimes!!

All fed ads includes the range of salaries up to step 10 of the highest grade they are hiring. That doesn't mean they are actually willing to hire at step 10. My old office usually refused to hire people above a step 1, even with outside experience at higher pay, because they got so many applicants. Not a lawyer though.