Veterans

Veterans’ Preference: A Tangible Expression Of Appreciation And Support

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When I think about the many ways our country shows gratitude to our veterans, the most tangible is found in ‘veterans’ preference.’

The roots of veterans’ preference can be traced back to the aftermath of World War I. As soldiers returned home from the grueling battles abroad, the nation recognized the need to reintegrate these brave men and women into civilian life. Beyond parades and memorials, there was a genuine understanding that these individuals deserved opportunities to build their post-war lives. Hence, the preference policy was born, giving military veterans a leg up when seeking government employment.

‍Veterans’ Preference Evolution Through Time

Congress continued to update and provide veterans’ preference to those who served beyond World War I. On March 3, 1865, just prior to the end of the American Civil War, Congress updated veterans’ preference to ensure those who served in the Army and Navy were given preference in civil appointments.

“Resolved by the Senate and House of Representatives of the United States of America, in Congress assembled, [t]hat persons honorably discharged from the military or naval service by reason of disability resulting from wounds or sickness incurred in the line of duty, should be preferred for appointments to civil offices, provided they shall be found to possess the business capacity necessary for the proper discharge of the duties of such offices” (Veteran Hiring in the Civil Service: Practices and Perceptions, August 2014).

Today, under the current the veterans’ preference policy, eligible veterans who apply for federal jobs are given preference over non-veterans. This means that if a veteran and a non-veteran have the same qualifications for a position, the veteran will be given preference and awarded the job. In some cases, veterans may even receive additional points on their application scores.  

The policy has been expanded over time to include not only those who served during wartime but also those who served during peacetime. In addition, the policy applies to not just federal jobs but also some state and local government jobs.

‍The Importance of Veterans’ Preference

One of the main reasons for implementing veterans’ preference was to provide opportunities to veterans who may have been disadvantaged due to their time serving in the military. Many veterans face challenges when transitioning back to civilian life, including finding employment. Veterans’ preference helps to level the playing field and provide veterans with an advantage in the job market.

Another benefit of veterans’ preference is that it helps to ensure that the government has a diverse workforce. Veterans come from all walks of life and have a variety of skills and experiences. By giving them preference in employment, the government is able to tap into a diverse pool of talent.

There are some who argue that veterans’ preference can be unfair to non-veterans who are equally qualified for a job. However, supporters of the policy argue that veterans have made sacrifices for their country and deserve to be given preference in employment opportunities.

While veterans’ preference is an important policy, it is not a guarantee of employment for veterans. Veterans still need to meet the qualifications for the job they are applying for and compete with other candidates. However, veterans’ preference can give them an advantage and help them to better compete in the job market.

In conclusion, veterans’ preference is an important policy that recognizes the sacrifices made by veterans and provides them with opportunities for employment. While some may argue that it is unfair to non-veterans, supporters argue that it helps to ensure that the government has a diverse workforce and provides opportunities to those who may have been disadvantaged due to their time serving in the military.

Learn more about Veterans’ Preference:

‍‍This post was written by Nancy Segal in collaboration with Federal Career Connection, Inc., an independently organized educational nonprofit organization who are grounded in community service and commitment to helping individuals in career transition. Learn more about the partnership by clicking here!

7 Things You May Not Know About Veterans Preference

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As many of you know, veterans receive hiring priority for many federal (and state) government positions. Like most things in the federal government (and elsewhere), it can be complicated.

Here are 7 things you may not have known.

  1. Veterans’ preference does not expire. If your military service dates back to the Viet Nam war—or even earlier, your veterans’ preference is still usable.
  2. You may use your veterans’ preference more than once (there’s actually no limit to how many times you may use it).
  3. Veterans’ preference does not count for all federal hiring. If you are applying for a position that is open to status applicants or those already in the federal government, veterans preference does not count [even if you’re a vet or applying under the Veterans Employment Opportunity Act (VEOA)]; likewise, veterans’ preference is not always used in excepted service hiring or for positions filled under direct hire. Veterans’ preference is used for what is called delegated examining, competitive service hiring—basically hiring for people who have not worked for the government before. Please note this is an oversimplification; I’m just trying to make the point that veterans’ preference doesn’t always count.
  4. You may have multiple veterans’ hiring eligibilities. Depending on your personal situation, you may be eligible for several kinds of veterans’ eligibility and preference. Check out www.fedshirevets.gov to learn more about the various eligibilities available to veterans (and spouses). If you’re still not sure, look at the Department of Labor’s decision tree: https://webapps.dol.gov/elaws/vets/vetpref/mservice.htm. When you apply, be sure to use all eligibilities you can.
  5. Just because you’re a veteran, doesn’t mean that you must be hired. Agencies have multiple ways to hire people. Even if you’re applying for a competitive service position under delegated examining, you are likely not the only veteran who is applying—and agencies can hire any similarly situated veteran. Or they can hire from a list of status applicants. Or they can hire a candidate who is eligible under another direct hire or excepted service. Being a veteran—even with a service connected disability—does not guarantee you a job.
  6. Noting that you’re a veteran but failing to include the required documentation (DD-214 and / or SF-15) will mean that your veterans’ eligibility will likely not be counted. Upload your documents to USAJOBS and make sure your documents are readable.
  7. Military spouses have preference too! If you’re a military spouse, you’re likely eligible for noncompetitive hiring. Again, agencies do not have to use this authority but they can. Check this out for additional information: https://www.fedshirevets.gov/job-seekers/spouses-of-active-duty-military-members/#content.

Veterans’ Appointment Authorities; Beyond Preference and Points

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While you may be familiar with veterans’ preference and points, there are other hiring eligibilities for which you may be eligible. In order to be considered for some of these hiring authorities, be sure to check-off your eligibility in your USAJOBS Profile, mark the eligibility(ies) under which you wish be considered when you apply, and include your eligibility(ies) on your resume. While you are not entitled to be hired under these authorities, you can let your network know that you are eligible. Here are some of the more common veterans’ hiring authorities:

• Veterans Recruitment Appointment (VRA). VRA is a non-competitive appointment authority; this means you can be appointed without competition if you qualified. Qualifications include: serving during a war or being in receipt of a campaign badge; OR are a disabled veteran; OR are in receipt of an Armed Forces Service Medal for participation in a military operation; OR have separated within the past 3 years; AND separated under honorable conditions. VRA can be used for appointments of GS-11 or below.

• 30% or More Compensably Disabled Veteran: this is also a non-competitive appointment authority. To be eligible, you must have a service-connected disability rating of at least 30% from the Department of Veterans Affairs; OR be retired from active military service with a 30% or more disability rating. You do not get “extra credit” for having more than a 30% disability rating. There is no grade level restriction for appointments made under this authority.

• Veterans Employment Opportunity Act (VEOA). VEOA applies only when the agency is filling a permanent, competitive service position and has decided to solicit candidates from outside its own workforce. It allows eligible veterans and preference eligibles to apply to announcements that would otherwise be open to so called “status” candidates, i.e., “current competitive service employees and certain prior employees who have earned competitive status.” To qualify, your latest discharge must be under honorable conditions AND you must be a preference eligible OR a veteran who has completed 3 or more years of active duty. You receive no points when you apply under VEOA, nor does VEOA entitle you to be selected ahead of non-preference eligible applicants. Again, there is no grade restriction to this appointment authority.

• Disabled Veterans Enrolled in a VA Training Program. Disabled veterans eligible for training under the VA vocational rehabilitation program may enroll for training or work experience at an agency under the terms of an agreement between the agency and VA. While enrolled in the VA program, the veteran is not a Federal employee for most purposes but is a beneficiary of the VA.

The above is not intended to be a complete discussion of these authorities. In all cases, final determinations of eligibility for these and other appointment authorities is the responsibility of the agency Human Resources (HR) office. Applicants should be sure to include readable copies of their DD-214 and SF-15 (if applicable) when applying for federal positions.

When Veterans’ Preference Doesn’t Apply

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I’m a Veteran, So Why Don’t I Get “Points?” Veterans’ preference, as most of your know, is used in federal hiring. However, not all veterans receive “points” and points to do not apply in all federal hiring situations. Let’s look a couple of situations where veterans’ preference does not count:

  • Veterans’ preference is not applicable for internal promotions, reassignments, and other personnel actions regarding existing federal employees. Veterans preference points apply only in announcements that are open to all citizens / all sources / delegated examining. If you are applying for positions open to status applicants or are being reassigned from one position to another, there is no consideration of veterans’ preference.
  • If you are applying for a position using your Veterans Employment Opportunity Act (VEOA) eligibility, there is no consideration of veterans’ preference points. When you apply under VEOA, you are applying as a “status” applicant, and as noted above, veterans’ preference points are not considered for status postings.
  • You are not eligible for veterans’ preference points. Former military members at O-4 and above do not receive “points” unless they have been given a disability rating by the Department of Veterans Affairs.
  • You received a dishonorable discharge. Only veterans discharged or released from active duty in the armed forces under honorable conditions are eligible for veterans’ preference. This means you must have an honorable or general discharge.
  • You are a “retired member of the armed forces.” Unless you have a disability rating OR you retired below the rank of major or its equivalent, you are not eligible for points.
  • You are applying for a position in the excepted, rather than the competitive service. Not all positions in the excepted service apply veterans’ preference points (although many do). If you are applying for a position in the excepted service that is exempt from 5 CFR 302, veterans preference does not apply.
  • You did not service during certain designated periods. If you do NOT meet the following, you are eligible for points (unless you have a service connected disability or received a Purple Heart):
    – For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on August 31, 2010, the last day of Operation Iraqi Freedom, OR
    – During the Gulf War, between August 2, 1990 and January 2, 1992, OR
    – For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955 and before October 15, 1976, OR
    – Between April 28, 1952 and July 1, 1955 OR
    – In a war, campaign or expedition for which a campaign medal or badge has been authorized.
  • You have 0 Point Preference. If you were released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of being the only surviving child in a family in which the father or mother or one or more siblings:
    1. Served in the armed forces, and
    2. Was killed, died as a result of wounds, accident, or disease, is in a captured or missing in action status, or is permanently 100 percent disabled or hospitalized on a continuing basis (and is not employed gainfully because of the disability or hospitalization), where;
    3. The death, status, or disability did not result from the intentional misconduct or willful neglect of the parent or sibling and was not incurred during a period of unauthorized absence.

Still not sure? Use the Department of Labor’s Veteran’s Preference Advisor which can be found at: http://webapps.dol.gov/elaws/vets/vetpref/mservice.htm.

Understanding Veterans’ Preference, Part 3/3

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Our third and final article about veterans’ preference is about “points” and how they work in federal hiring. As discussed in earlier articles, veterans’ preference is applicable in hiring, not for internal promotions, reassignments, and other personnel actions regarding existing federal employees. Veterans preference points apply only in announcements that are open to all citizens / all sources / delegated examining. Veterans’ preference points do not count for postings that are open to status applicants, even if the applicant is applying under VEOA.

Veterans’ preference can be confusing. Veterans’ preference eligibility is based on dates of active duty service, receipt of a campaign badge, Purple Heart, or a service-connected disability. Please know that not all active duty service may qualify for veterans’ preference.

Only veterans discharged or released from active duty in the armed forces under honorable conditions are eligible for veterans’ preference. This means you must have been discharged under an honorable or general discharge.

If you are a “retired member of the armed forces” you are not included in the definition of preference eligible unless you are a disabled veteran OR you retired below the rank of major or its equivalent.

There are basically three types of preference eligibles, disabled (10-point preference eligible), non-disabled (5-point preference eligible) and sole survivorship preference (0 point preference eligible).

You are a 0-point Preference eligible – no points are added to the passing score or rating of a veteran who is the only surviving child in a family in which the father or mother or one or more siblings:
1. Served in the armed forces, and
2. Was killed, died as a result of wounds, accident, or disease, is in a captured or missing in action status, or is permanently 100 percent disabled or hospitalized on a continuing basis (and is not employed gainfully because of the disability or hospitalization), where
3. The death, status, or disability did not result from the intentional misconduct or willful neglect of the parent or sibling and was not incurred during a period of unauthorized absence.

You are a 5-point preference eligible if your active duty service meets any of the following:
1. For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on August 31, 2010, the last day of Operation Iraqi Freedom, OR
2. Between August 2, 1990 and January 2, 1992, OR
3. For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955 and before October 15, 1976.
4. In a war, campaign or expedition for which a campaign badge has been authorized or between April 28, 1952 and July 1, 1955.

You are a 10-point preference eligible if you served at any time, and you:
1. have a service connected disability, OR
2. received a Purple Heart.

Most agencies use what is called Category Rating for all citizens’ announcements; in essence, this means that applicants are assigned to one of (typically) three categories: best qualified, well qualified, and qualified. Another way to think about the categories is gold, silver, bronze. In category rating, points are not added to an applicant’s score; instead veterans who meet basic qualifications for a given job posting are assigned to a category.

Preference eligibles are divided into five basic groups as follows:

  • CPS – Disability rating of 30% or more (10 points)
  • CP – Disability rating of at least 10% but less than 30% (10 points)
  • XP – Disability rating less than 10% (10 points)
  • TP – Preference eligibles with no disability rating (5 points)
  • SSP – Preference eligibles with no disability rating (0 points)

Disabled veterans receive 10 points regardless of their disability rating. There is no “extra credit” for a disability rating in excess of 30%.

Preference eligibles who have a compensable service-connected disability of 10% or more (CPS, CP) are placed at the top of the highest category on the referral list (except for scientific or professional positions at the GS-9 level or higher). XP, TP, and SSP preference eligibles are placed above non-preference eligibles within their assigned category. For positions at the grade 9 and above which require education, veterans appear at the top of the category for which they are rated. For example, for a position in the Accounting job series which requires 24 hours of accounting, a 30% compensably rated applicant could be placed in the gold, silver, or bronze category, depending upon their qualifications; in a job series which does not require education, that same applicant would automatically be assigned to the gold category (assuming that they meet basic qualifications).

Veterans’ preference is complicated and more nuanced than I have been able to present in these 3 articles. There are some veterans who do not get points, and others who can use veterans’ preference in multiple ways. A good source of information about veterans’ hiring in the federal government is Feds Hire Vets, which bills itself as the One Stop Resource for Federal Veteran Employment Information. https://www.fedshirevets.gov/.

And, if you are still not sure of your preference eligibility, the Department of Labor has a useful decision tree which can be found: http://webapps.dol.gov/elaws/vets/vetpref/mservice.htm.

Understanding Veterans’ Preference, Part 2/3

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This is the second part of our three-part article on veterans’ preference. In this article, we will discuss the various appointment authorities that federal HR offices may use to hire transitioning military members.

These special authorities represent a few of many appointing authorities that agencies can use entirely at their discretion. Veterans are not entitled to appointment under any of these authorities.

Veterans’ Recruitment Appointment (VRA)
VRA is an excepted authority that allows agencies to appoint eligible veterans without competition, if the applicant is:

  • in receipt of a campaign badge for service during a war or in a campaign or expedition; OR
  • a disabled veteran, OR
  • in receipt of an Armed Forces Service Medal for participation in a military operation, OR
  • a recently separated veteran (within the last 3 years), AND
  • separated under honorable conditions (this means an honorable or general discharge), you are VRA eligible.

Veterans can be appointed under this authority at any grade level up to and including a GS-11 or equivalent. This is an excepted service appointment. After successfully completing 2 years, the veteran will be converted to the competitive service. Veterans’ preference applies when using the VRA authority.

Agencies can also use VRA to fill temporary (not to exceed 1 year) or term (more than 1 year but not to exceed 4 years) positions. If a veteran is employed in a temporary or term position under VRA, he/she will not be converted to the competitive service after 2 years.

There is no limit to the number of times an applicant can apply under VRA.

Applicants must provide acceptable documentation of their preference or appointment eligibility. The member 4 copy of the DD214, “Certificate of Release or Discharge from Active Duty,” is preferable. If claiming 10-point preference, the veteran will need to submit a Standard Form 15, “Application for 10-point Veterans’ Preference.”

Veterans Employment Opportunity Act of 1998, as amended (VEOA)
VEOA is a competitive service appointing authority that can only be used when filling permanent, competitive service positions. It cannot be used to fill excepted service positions. It allows veterans to apply to announcements that are only open to so called “status” candidates, which means “current competitive service employees.”

To be eligible for a VEOA appointment, the applicant’s latest discharge must be issued under honorable conditions (this means an honorable or general discharge), AND the applicant must be either:

  • a preference eligible (defined in title 5 U.S.C. 2108(3)), OR
  • a veteran who substantially completed 3 or more years of active service.

When agencies recruit from outside their own workforce under merit promotion (internal) procedures, announcements must state VEOA is applicable. VEOA eligibles are not subject to geographic area of consideration limitations. When applying under VEOA, the applicant must rate and rank among the best qualified when compared to current employee applicants in order to be considered for appointment. Veterans’ preference does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

Current or former Federal employees meeting VEOA eligibility can apply. However, current employees applying under VEOA are subject to time-in- grade restrictions like any other General Schedule employee.

“Active Service” under VEOA means active duty in a uniformed service and includes full-time training duty, annual training duty, full-time National Guard duty, and attendance, while in the active service, at a school designated as a service school by law or by the Secretary of Defense.

“Preference eligible” under VEOA includes those family members entitled to derived preference.

Applicants must provide acceptable documentation of their preference or appointment eligibility. The member 4 copy of the DD214, “Certificate of Release or Discharge from Active Duty,” is preferable. If claiming 10-point preference, applicants will need to submit a Standard Form 15, “Application for 10-point Veterans’ Preference.”

30% or More Disabled Veteran

30% or More Disabled Veteran allows any veteran with a 30% or more service-connected disability to be non-competitively appointed.

Veterans are eligible if they are:

  • retired from active military service with a service-connected disability rating of 30% or more; OR
  • have a rating by the Department of Veterans Affairs showing a compensable service-connected disability of 30% or more.

This authority can be used to make permanent, temporary (not to exceed 1 year) or term (more than 1 year, but not more than 4 years) appointments in the competitive service. There is no grade level restriction.

When using this authority to appoint on a permanent basis, the candidate is first placed on a time limited appointment of at least 60 days and then converted to a permanent appointment at management’s discretion. When the authority is used for temporary or term appointments, the applicant will not be converted to a permanent appointment.

A copy of the applicant’s DD-214 and SF-15 must be supplied.

Disabled Veterans Enrolled in a VA Training Program
Disabled veterans eligible for training under the VA vocational rehabilitation program may enroll for training or work experience at an agency under the terms of an agreement between the agency and VA. While enrolled in the VA program, the veteran is not a Federal employee for most purposes but is a beneficiary of the VA.

Training is tailored to the individual’s needs and goals, so there is no set length. If the training is intended to prepare the individual for eventual appointment in the agency rather than just provide work experience, the agency must ensure that the training will enable the veteran to meet the qualification requirements for the position.

Upon successful completion, the host agency and VA give the veteran a Certificate of Training showing the occupational series and grade level of the position for which trained. The Certificate of Training allows any agency to appoint the veteran noncompetitively under a status quo appointment which may be converted to career or career-conditional at any time.