Summer Law Intern Program Hiring Process


The procedures that the Civil Rights Division (the Division) will follow for the  Attorney General’s Summer Law Intern Program (SLIP) hiring process are summarized in this General Policy Statement. This 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 SLIP 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 law students for SLIP positions in the Division:

  • All paid summer law interns are hired through the SLIP, which is centrally managed by OARM.

  • Applications for the SLIP must be submitted via AVUE, the on-line application system used by the Department. Detailed information about the SLIP, 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 SLIP Hiring Committee (the Committee) is comprised of career attorney representatives from 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 for consideration for employment”) to reflect this determination.

  • Applicants selected for interviews 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 scheduled and coordinated by the Human Resources Office (HRO) within the Division’s Administrative Management Section.

  • Each applicant selected for an interview will be interviewed by telephone by one or more members of the Committee. After the conclusion of all interviews, the Committee determines the final list of applicants to whom offers will be made.

  • The names of these applicants are submitted to OARM for review and final approval. Once cleared, offers are then extended to the selected applicants.

  • Employment of all SLIP hires is conditioned on completion of a 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 merit system principles and/or equal employment hiring policies, see 5 U.S.C. §§ 2301(b), 2302(b); and Memorandum by Loretta King, Acting Assistant Attorney General, April 28, 2009, entitled Guidance on Personnel Matters on the Division’s intranet or internet web sites.

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


Updated March 3, 2017

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