Attorney General's Honors Program Hiring Process


The procedures that the Civil Rights Division (the Division) will follow for the 2009 Attorney General’s Honors Program (HP) hiring process are summarized in this General Policy Statement. This year's process has been developed by career attorneys in the Division and has included input from those involved in last year's process, as well as the Division's Attorney Hiring Working Group and experts from the Office of Attorney Recruitment and Management (OARM). The Division is fully committed to ensuring that the HP hiring process is fair, transparent, merit-based, and completely compliant with all applicable laws, Departmental procedures and applicable government and statutory rules.

The following process is used to hire entry-level attorneys for career positions in the Division through the HP:

  • All entry-level attorneys considered for hire through the HP will be reviewed and approved by OARM.

  • Applications for the Honors Program must be submitted via AVUE, the on-line application system used by the Department. Detailed information about the HP, including eligibility requirements, the application process, application deadlines and answers to frequently asked questions may be found on OARM’s web page. See

  • OARM reviews all applications for eligibility and provides the application materials of eligible applicants to the specific components within the Department identified by the applicant, including the Division, for further consideration.

  • The Division’s HP Hiring Committee (the Committee) is comprised of career attorney representatives from all of the Division’s enforcement sections. The Committee is co-chaired by two senior career Division attorneys. Committee members must have received OARM interview training and certify that they will comply with OARM review standards and merit selection principles.

  • The Committee members review the applications from OARM and select which applicants will be offered an interview. A status change is made on the on-line application system (“selected by component for interview”).

  • OARM assembles a list of all applicants selected for interviews by the Division, as well as by other components. Following a review by a department-wide working group of career attorneys chaired by OARM to ensure that interview selections comply with Department of Justice standards, approved applicants selected for interviews will be notified electronically via the AVUE system. Applicants will be advised of any additional information that must be submitted prior to the interview. The Division requires all applicants selected for interviews to submit a writing sample and a transcript. Specific instructions regarding that and other requirements may be found at

  • Interviews are centrally scheduled by OARM electronically via the AVUE system. Additional information about interview scheduling may be found at

  • Each applicant selected for an interview will be interviewed by a panel consisting of three members of the Committee. After the conclusion of all interviews, the Committee meets to determine which applicants will receive offers.

  • The names of these applicants are submitted to OARM for review and final approval. Once cleared, informal offers are extended to the selected applicants, and, if accepted, OARM issues a formal written offer of employment.

  • Employment of all Division attorneys, including entry-level attorneys hired through the HP, is conditioned on completion of a background investigation and suitability review, security clearance and drug testing.

  • The Civil Rights Division is an equal opportunity/reasonable accommodation employer. All hiring is based on merit; consistent with applicable federal law and Department of Justice policies, discrimination based on race, color, national origin, gender, age, political affiliation (including using ideological affiliation as a proxy for determining political affiliation), disability, marital status, sexual orientation, status as a parent, membership or non-membership in an employee organization, or personal favoritism is strictly prohibited. For additional information about the Division's merit system principles and/or equal employment hiring policies, see 5 U.S.C. §§ 2301(b), 2302(b) on the Division’s web site.

Revised August 31, 2009. This policy statement supercedes prior statements, if any, on the same topic.

Updated August 6, 2015

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