Veterans Preference Points: What They Are & Why They Matter When Applying for Federal Jobs
Under the most normal circumstances, finding a job can be tough.
The time that it takes to sort through countless job listings and narrow them down to the openings that best fit the candidate’s skillset. Then, the application process needs to be completed, and that can include listing each previous job and references to each job, even though a resume is attached to the completed job application.
Then, there may be a skills test, and this is all before someone from the company contacts the candidate to begin preliminary screenings.
Impressing a potential employer is a challenging feat, but when that employer is the federal government, candidates face a more difficult path through the interview process and onto employment.
Veterans can face those same struggles when applying for positions in the federal government. However, the veterans’ preference points system helps them during the application process, offering the potential of preferential treatment over similarly qualified candidates.
What is Veterans Preference?
The United States Office of Personnel Management (OPM) administers entitlement to veterans’ preference in employment under title 5, United States Code and oversees other statutory employment requirements in titles 5 and 38 (Title 38 also handles veterans’ entitlements to benefits administered by the Department of Veteran Affairs).
This means that by law, veterans who are disabled or who have served on active duty during specific time periods or in military campaigns, are entitled to preferences over nonveterans both in hiring from competitive lists and in retention during reductions in force.
It is not about placing veterans in every open federal job, but instead, it outlines a uniformed method, by which qualified candidates, who happen to be veterans, are able to receive special consideration for federal employment.
It is measured within a point system that features different types of preference that allow potential employers within the federal government to measure the veteran’s criteria for preference.
What are the Qualifications to Receive Preference?
To receive preference, the veteran in question must have been discharged or released from active duty in the armed forces under honorable conditions (such as with an honorable or general discharge).
In addition to their Certificate of Release or Discharge From Active Duty (DD-214, which must be submitted when applying for veterans’ preference), the veteran also needs to be eligible after examining the following stipulations:
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Retired military members at the ranks of major, lieutenant commander, or higher are not eligible for preference in appointments, unless they are disabled veterans (This does not apply to Reservists, who will not begin drawing military retired pay until age 60).
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For non-disabled individuals, active duty for training by National Guard or Reserve soldiers does not qualify as “active duty” for preference.
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For disabled veterans, active duty also includes training service in the Reserves or National Guard.
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For the purposes of this codified initiative, “war” means only those armed conflicts declared by Congress as war and includes World War II.
What are the Types of Veterans Preference?
Those pursuing veterans’ preference should understand the uniformed point system, designed to assist in navigating the level of preference that eligible and qualified candidates may receive.
Each section of points has the following stipulations:
0-Point Preference (SSP)
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This level of preference is for those given no points and is for those who were discharged or released from active duty due to sole survivorship.
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They must have been discharged or released after August 29, 2008.
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The veteran must be the only surviving child in a family, where a parent or sibling served in the armed forces and died, and the death must not have been caused by the intentional misconduct or willful neglect of the parent or sibling.
5-Point Preference
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This level of preference is for veterans given five points to their passing examination score or rating.
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They must have served during a war and for more than 180 consecutive days, other than for training, and any time on or after September 11, 2001.
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They must have served in a campaign or expedition, for which a campaign medal has been authorized. Any of the armed forces Expeditionary Medal or campaign badge, including Afghanistan (Operations Enduring Freedom (OEF), Iraqi Freedom (OIF)), Bosnia (Operations Joint Endeavor, Joint Guard, and Joint Forge), Global War on Terrorism, Persian Gulf War, and others may qualify for preference.
10-Point Preference
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This level of preference is for those who have served at any time and who have a present service-connected disability or is receiving compensation, disability retirement benefits, or pension from the military or the VA.
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Those who have received Purple Hearts qualify as disabled veterans.
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This level of preference also applies toward the score of an unmarried spouse of certain deceased veterans, a spouse of a veteran unable to work because of a service-connected disability, and a parent of a veteran, who died in service, or who is permanently disabled.
When applying for Federal positions, eligible veterans should claim preference on both their job application and resume, and those claiming a 10-point veterans’ preference are required to complete Standard Form (SF) 15, “Application for a 10-Point Veteran Preference.”
When that form is completed, it should be submitted as requested documentation. This also applies to the 10-point veterans’ preference for a spouse.
When Does Veterans’ Preference Apply?
Understanding elements like how 10-point veterans’ preference applies for a spouse or for what campaigns or expeditions a 5-point of preference veteran can apply to, adding to the complication. It can be equally complicated understanding when preferences in hiring apply within the Federal government.
These areas of preference apply to permanent and temporary positions in the competitive and excepted service of the executive brand, according to the National Labor Relations Board. Veterans’ points do not apply in openings in the Senior Executive Service or to execute branch positions, for which Senate confirmation is required.
The OPM and agencies under delegated examination authority conduct the civil service examination that preference hiring applies to, as well as excepted service jobs including Veterans Recruiting Appointment (VRA) and in instances when agencies make temporary, term, and overseas limited appointments.
Veterans’ points of preference do not apply to promotion, reassignment, change to a lower grade or position, transfer, reinstatement, or direct hire announcements.
Why Does Veterans’ Preference Matter in Hiring?
Understanding the stipulations associated with veterans’ preference is vital to utilizing it effectively. It does not guarantee employment, but it does create a pathway for veterans to receive the necessary support that they are seeking after their service has ended.
These Federal positions allow veterans to utilize the skills that they learned in the service and apply them to the betterment of their employer and those that their employer may affect. Many veterans look to be of service in their civilian life through the Federal government and honoring their service means supporting them through the hiring process through this uniformed system.
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