In order to recruit and retain highly qualified candidates, selectee (s) may be eligible for a 25% of basic pay recruitment incentive. As part of receiving this incentive, selectee will be required to sign a service agreement upon arrival of new position.
Overview of the Senior Leader Leadership Selection Process
The SL LSP standardizes the requirements and application process for all candidates, improves transparency and feedback about the selection process. The program is based on the FBI Leadership Competency Model.
SL Leadership Skills Assessment (LSA)
The LSA is a standardized assessment which evaluates and measure leadership behavioral abilities and skills, ensuring leaders in all job categories meet the FBI's standards of proficiency in management and leadership. The LSA takes place via the telephone and simulates a "day-in-the-life" of a front-line leader or senior leader, with a candidate assuming a management role during the evaluation. Candidates will be presented with scenarios that require them, as the manager, to make crucial leadership decisions. Candidate will be scored on how they handle these situations and embody the FBI's Leadership Competencies. A passing LSA score allows you to continue towards becoming ready to apply to leadership positions in the FBI.
There are no specific study guides for the LSA and the behaviors assessed are not something that one can memorize. The LSA scenarios were designed to account for the various background of candidates while assessing the management or leadership competencies within a familiar environment. In the SL LSA, candidates are assessed based on how they demonstrated the 12 FBI Leadership Competencies during all of the scenarios. The best approach to take the SL LSA is to use study time wisely, relax, and be oneself during the interactions.
As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.
Memorandum for Record: Work performed outside assigned duties (that would not normally be documented on an SF-50, i. e., back-up duties), has to be documented in detail by an immediate supervisor in order to receive full credit for amount of time worked in that position. If no documentation is furnished no credit will be given for time worked in that position. The following notations must be specified in the documentation (Memorandum for Record):
a. Percent of time worked in the particular position (cannot conflict with main duties)
b. The month/year work began
c. Frequency worked (i.e., daily, monthly, etc.)
d. Specific duties performed