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Veterans' preference is a long-standing federal hiring program that provides competitive advantages to veterans applying for federal civilian positions. The preference comes in several forms with different eligibility criteria and benefit levels. Understanding how to claim and leverage these preferences can significantly improve chances of federal employment.
The legal basis for veterans' preference is found in 5 USC 2108 and related provisions. The Office of Personnel Management (OPM) administers the preference system, and individual agencies apply it in their hiring processes. Preference applies in competitive examination-based hiring, which covers most federal civilian jobs outside the Senior Executive Service and certain excepted service positions.
Five-point preference (TP) applies to veterans who served on active duty during specific qualifying periods and were discharged under honorable conditions. Qualifying periods include any war period as defined by law, including service between August 2, 1990, and January 2, 1992 (Gulf War period), service between April 28, 1952, and July 1, 1955, and various other defined war periods. Service of 180 consecutive days between January 31, 1955, and October 15, 1976, can also qualify.
Post-9/11 veterans qualify for five-point preference if they served for more than 180 consecutive days during a war period, on a campaign or expedition for which a campaign badge was authorized, or during the Gulf War period as extended. This includes most service in Iraq, Afghanistan, and related operations.
Ten-point preference (XP or CP) applies to veterans with service-connected disabilities. Sub-categories include 10-point 10 percent compensable disability (CP) for veterans with service-connected ratings of 10 percent or more; 10-point 30 percent or more compensable disability (CPS) for veterans with ratings of 30 percent or more; and 10-point sole survivorship (XP) for certain other categories.
Additional 10-point preference categories (XP) apply to unmarried spouses of deceased veterans, spouses of certain totally disabled veterans, and mothers of certain deceased or disabled veterans. These derivative preferences have specific eligibility requirements that must be documented.
How preference points are applied varies by the assessment method used in the hiring action. In rated examinations, preference points are added to the passing score. A veteran with a 90 score and 5-point preference ends up at 95. In category rating systems, veterans are placed into quality categories and given preference within their category. In resume-based assessments, preference is considered in the final selection.
Veterans Recruitment Appointment (VRA) is a separate authority that allows agencies to hire eligible veterans without going through the competitive examination process. Eligible veterans include disabled veterans with any service-connected rating, veterans who participated in a campaign or expedition for which a campaign badge was authorized, veterans who served on active duty in the Armed Forces during a war declared by Congress, and recently separated veterans (within three years of separation).
VRA appointments are initially made for up to two years. After two years of satisfactory service, the appointment can be converted to career or career-conditional appointment. VRA is a powerful tool for veterans seeking federal employment and is separate from traditional competitive hiring.
The 30 Percent or More Disabled Veteran authority allows agencies to non-competitively appoint veterans with service-connected disabilities rated 30 percent or more. This authority can be used for permanent or temporary appointments and is separate from VRA. Veterans with higher ratings have this valuable non-competitive hiring pathway.
Claiming preference in federal applications is typically done by indicating preference category on the application and submitting supporting documentation. Five-point preference requires DD-214 or equivalent showing honorable discharge and qualifying service. Ten-point preference requires DD-214 plus VA rating documentation (for CP and CPS) or other supporting documents for derivative categories.
SF-15, Application for 10-Point Veterans' Preference, is the form used for 10-point preference claims. It is submitted with the federal application and supporting documentation. SF-15 is not required for 5-point preference but is specifically for 10-point categories.
Reduction-in-force (RIF) protections extend veterans' preference benefits to federal employees facing layoffs. Preference-eligible employees are generally retained over non-preference employees in the same competitive level during RIFs. This retention preference is separate from hiring preference.
Common pitfalls include not claiming preference when eligible, submitting incomplete documentation, applying to positions that are exempt from veterans' preference (certain excepted service positions), and not leveraging VRA authority when eligible. Reviewing preference rules before applying and using appropriate claim procedures helps you make the most of your benefits.
Resources for veterans seeking federal employment include the USAJOBS website at www.usajobs.gov, which has specific resources for veterans; the VA's Veteran Employment Services Office; the Department of Labor's Veterans' Employment and Training Service (VETS); and agency-specific Veterans Employment Programs.
Priority hiring programs like the Non-Paid Work Experience Program through VR&E and the Veterans Affairs Vocational Rehabilitation Program can also facilitate federal employment for eligible veterans. These programs provide work experience and may lead to permanent positions.
The ClaimRecon platform does not process federal employment applications but provides information on veterans' benefits and programs. For federal employment specifically, USAJOBS and your VA Vocational Rehabilitation counselor are the primary resources.
Disclaimer: This article is for educational and informational purposes only. It does not constitute legal or employment advice. Veterans' preference rules are subject to change. Always verify current rules at OPM.gov or consult with a VR&E counselor for current information.
Written by ClaimRecon Editorial