You took a Border Patrol Agent job offer. Now you are staring at the pay. The grade says GL-9. But there is a step number next to it, and that step decides your real paycheck. A step 1 and a step 5 at the same grade are thousands of dollars apart. Your military years can move that number. Most new agents never ask.

This article is about one thing. How your service time turns into money once you are hired by Customs and Border Protection. Not the raw pay table. We cover that in the GL-1896-5 pay scale guide, and you can see the full GL-1896-7 pay table by step for the next grade up. Here we stay on the part most veterans miss. Step placement at hire, leave you earn from day one, and the retirement buyback that can add years to your federal pension.

I am a Navy Diver. When I moved into federal jobs after the Navy, my service time carried over in ways nobody explained to me up front. I had to learn it the hard way. You do not have to. Let me walk you through it.

What Is a GL Step and Why Does It Matter for Pay?

Border Patrol Agents are paid on the GL scale. GL is a law enforcement version of the GS scale. It pays a bit more at the bottom grades. Each grade has 10 steps. Step 1 is the floor. Step 10 is the top.

Within one grade, the gap between step 1 and step 10 is real money. It can run several thousand dollars a year. That gap follows you for your whole career. It also raises your retirement, because your pension is based on your high pay years.

So the step you start on is not a small detail. It is one of the biggest pay levers you control as a new hire. And your military service is one of the few things that can push it up.

Does Military Service Automatically Bump Your GL Step?

Here is the honest answer. Not automatically. There is no rule that says "you served, so you start higher." But there are two paths where your military time can raise your step. You have to know they exist and ask for them.

The rules for setting pay on appointment live in 5 CFR part 531, subpart B. That is the part of the regulation that governs your rate of basic pay when you are hired. Two tools inside it can help a veteran.

The Superior Qualifications Path

An agency can set your starting step above step 1. They do this for superior qualifications or a special agency need. Your military experience can be the reason. If your service gave you skills the job values, the agency has the authority to start you higher.

This is not a right. It is a tool the hiring office can use. So you have to raise it. Bring it up before you sign. Show how your service maps to the work. Ask if a higher step is on the table.

One thing to know up front. The agency cannot set your pay off your old military salary or off a competing job offer. Federal pay rules do not allow that. The case you make is about your skills and experience, not about what you used to earn. Keep the conversation on what you can do for the job.

The Maximum Payable Rate Path

The second path is the maximum payable rate rule. This one is narrow. It helps only if you held a federal civilian job before, at a GS or GL grade. It lets an agency match a step to a higher rate you already earned as a federal employee. It does not apply to your military pay.

So this path is for prior federal workers. If you were a GS or GL employee earlier in your career and left, then came back to CBP, this rule may lift your step. Both paths sit in the same regulation. Both need you to ask. The HR specialist will not chase you to take more money. That part is on you.

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— Bradley, E-8, Army

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How Does Military Time Affect Your Annual Leave?

This is the part that pays off every single year, and almost nobody tells new hires about it. Your military service can raise how fast you earn vacation time.

Federal annual leave is set by years of service. The law is 5 USC 6303. It has three tiers:

• Under 3 years of service: 4 hours per pay period, about 13 days a year
• 3 to 15 years of service: 6 hours per pay period, about 20 days a year
• 15 or more years of service: 8 hours per pay period, about 26 days a year

Now the good part. Honorable active duty counts toward that years-of-service number for leave. OPM lays this out in its creditable service fact sheet. So if you served 4 years, you may start on day one already earning leave at the 6-hour rate, not the 4-hour rate.

That is two extra hours of leave every pay period. Over a year it adds up to roughly a full week of extra vacation. From your first day on the job.

The Retiree Catch You Need to Know

There is one big limit. Most military retirees do not get this leave credit. The law restricts it. A retiree only gets leave credit for active duty in a few cases. Those include a combat-related disability retirement, or service during a war or campaign for which a campaign badge was authorized.

There is also a discretionary path under 5 CFR 630.205. An agency head can credit a retiree's military service when those specific skills are essential to the new role and needed for an important agency mission. So a 4-year veteran who served and got out cleanly usually gets full leave credit. A 20-year retiree usually does not, unless they meet one of those narrow conditions or the agency uses that discretionary path. If you retired from the military, ask HR to check your record against the rule. Do not assume either way.

What Is the FERS Military Buyback and Should You Do It?

This is the big one for retirement. It is called a military deposit, or a buyback. It can add your military years to your federal pension.

Border Patrol Agents fall under FERS, the Federal Employees Retirement System. Your pension is based on your years of creditable service. Your active duty time does not count toward that pension on its own. To make it count, you pay a deposit.

The deposit is small. Under 5 CFR 842.307, the FERS deposit is 3 percent of the military basic pay you earned during your service. Not your allowances. Not flight pay or combat pay. Just basic pay. OPM confirms the same 3 percent figure on its FERS service credit page.

Run the math. If your military basic pay over your service added up to, say, $120,000, the deposit is around $3,600. In return, those years get added to your federal pension calculation. For a career federal employee, that can be worth far more than the deposit over a lifetime of pension checks.

Why Timing Matters on the Buyback

Two timing rules can cost you money. Both are in the regulation.

First, interest. Your deposit is interest-free for a grace period. Interest starts to build on the second anniversary of your FERS coverage start date. You can avoid interest entirely by completing the deposit before the end of the following year. That gives you roughly three years from your first day of federal coverage to pay with no interest. Pay early and you pay the lowest amount.

Second, the hard deadline. You must finish the deposit before you separate to retire. There is no buying back after you walk out the door. So start the paperwork early in your CBP career, not the year before you plan to retire.

The Military Retiree Buyback Trade-Off

If you are a military retiree, the buyback gets complicated. To count your military years toward your FERS pension, you usually have to waive your military retired pay. That is a real trade. For some retirees it makes sense. For others it does not.

This is a money decision, not a guess. We break the retiree side down in our guide on federal jobs after military retirement and dual compensation rules. If you retired from service, read that before you file a deposit.

What Hiring Authorities Help Veterans Get Hired at CBP?

Before any of this pay math matters, you have to get the job. A few hiring tools tilt the field toward veterans. They are worth knowing.

Veterans preference adds points to your score on many federal jobs. You may qualify for 5 points or 10 points, based on your service and any disability rating. We cover the breakdown in our article on veterans preference points. Bring your DD-214 to verify it. That is the document that proves your service for preference.

There is also the Veterans Recruitment Appointment, or VRA. It is a hiring authority that lets agencies appoint eligible veterans without going through the full competitive process, up to the GS-11 level. For some Border Patrol and CBP paths, this can be a faster door in. Our VRA guide walks through who qualifies.

For the broader path into the agency, including the academy and the application steps, start with our military to Border Patrol career guide and the CBP Officer requirements guide.

How Do You Put All This Together Before You Sign?

Let me make this simple. Your military service touches your CBP offer in four places. Step at hire. Leave accrual. Pension buyback. Hiring preference. Each one needs you to act. None of them happen on their own.

Here is your checklist for the offer stage.

Your federal application has to make this case for you. The right keywords, the right service dates, the right framing of your experience. That is what gets you to the offer where this pay math kicks in. BMR's Federal Resume Builder handles the military-to-federal translation so your service reads clearly to a CBP hiring panel. Built by veterans who have been through the federal process.

Your military years are worth real money inside a Border Patrol career. Step placement, leave, and the buyback can add up to a higher paycheck now and a bigger pension later. The catch is that you have to know they exist and ask for each one. Do that, and your service keeps paying you long after you take off the uniform.