Career Intern Program-How to Apply - Questions and Answers

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How to Apply - Questions and Answers

Q: What is the Career Intern Program?

The Federal Career Intern Program is designed to help agencies recruit and attract exceptional individuals into a variety of occupations. It was created under Executive Order 13162, and is intended for positions at grade levels GS-5, 7, and 9 or other trainee positions. Individuals are appointed to a 2-year internship. Upon successful completion of the internships, the interns will be eligible for permanent placement within an agency. 

Individuals interested in USDA's Career Intern opportunities may apply following the instructions for the Career Intern generic and current positions that are listed at http://www.usda.gov/da/employ/CareerInternPositions.htm. Individuals may also contact the USDA Career Intern Program Coordinators who are posted on the Internet at http://www.usda.gov/da/employ/intern.htm.

Q: Who is eligible?

A: Students who complete a Bachelor's or Graduate degree from an accredited college or university or who will complete all of their requirements within six months, or who possess exceptional work experience may apply for the Career Intern Program.

Q: How do I apply?

A: Information on opportunities will be available from USDA Recruiters who are at events such as college or university career fairs, and job fairs. Information on opportunities will also be available from USDA's Mission Area/Agency Career Intern Program Coordinators who are posted on the Internet at http://www.usda.gov/da/employ/intern.htm Applicants will submit the USDA Career Intern Application with a copy of their resume. The Career Intern Application is available from USDA recruiters and program coordinators. Also, the Career Intern Application may be downloaded from the Internet year round. 

Q: When is the deadline for applying?

A: You may apply for Career Intern positions year-round.
 

Q: Do I have to have a certain grade point average?

A: Yes. If applying based on education, you must have an overall college GPA of 3.0 or better. 

Q: Do I have to have a certain type of degree?

A: Yes. However, USDA's Career Intern Program accepts applicants from a wide variety of academic backgrounds and disciplines in the Sciences Intern Program and the Administrative/Professional Intern Program. For the Sciences Intern Program, individuals need education or experience that would prepare them for positions such as those related to the following disciplines or careers: 


 

For the Administrative/Professional Intern Program, individuals need education or experience that would prepare them for positions such as those related to the following disciplines or careers: 

 

Q: Do I have to submit any other documents with the application?

 

A: Yes. In addition to the application, applicants must submit a typed résumé, on white paper with black ink, which must not exceed two pages. You will also need to submit official records that document credible service as a United States veteran. 

Q: Is preference given to honorably discharged veterans?

A: Yes. If you served on active duty in the U.S. military you may be eligible for veterans' preference. If your service began after October 15,1976, to receive preference you must have a Campaign Badge, Expeditionary Medal, or a service-connected disability.

Q: Does the program accept individuals with disabilities?

A: Yes. The Federal government is an equal opportunity employer. Hiring and advancement are based on qualifications and performance, regardless of your race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status.

Q: When do I find out if I am selected as a Career Intern Candidate?

A: USDA officials should notify you within 30 days of your status.

Q: If selected as a Career Intern Candidate, am I guaranteed a federal job?

A: No. Being selected as a Career Intern Candidate makes you eligible for a Career Intern appointment at USDA, but it does not guarantee you a position.

Q: How long does the internship last?

A: Career Interns receive an initial two-year appointment to an excepted service position in USDA. At the end of their successful internship, Career Interns may be converted to a permanent Federal position. The decision to convert a Career Intern to a permanent position is made by USDA.

Q: Is the internship paid?

A: Yes. Career Interns are hired at the GS-5, 7, or 9 grade levels.  Nationwide pay charts are available on the Internet at www.opm.gov. 

Q: Can I be hired above the Career Intern entry level pay rates if I have special skills, experience or education?

A: Yes. The Career Intern entry level is established by the Federal Career Intern Program regulation. However, a higher pay within the GS-5, 7, or 9 grade level pay range is authorized for hard to fill career areas that are paid at "special salary rates" which are above the normal entry level pay. For example, special salary rates are authorized for information technology specialist, computer specialist, computer science specialist, and computer engineer positions. 

Q: What benefits do Career Interns receive?

A: Career Interns earn annual leave and sick leave for each two week period they work and Career Interns are paid for Federal holidays. Career Interns are automatically covered under the Federal Employees Retirement System (FERS). Career Interns may elect life insurance, health insurance and thrift savings plan options. USDA Career Interns also enjoy the benefits of eligibility for promotion, flexible work hours, Family Leave, and Family Friendly Programs.

Q: Does the internship provide any special training opportunities?

A: Yes. The Career Intern Program places strong emphasis on career development. During the two-year internship, Career Interns experience a myriad of challenging career opportunities that begin with the development of an Individual Development Plan. Career Interns will participate in two years of a formal training program that includes classroom/on-line training, structured on-the-job training, and rotational assignments to provide the skills needed for USDA's careers in the sciences and in administration/professions. 

Q: May agencies fill any entry level job at the GS-5, 7, and 9 (or equivalent) using the Career Intern Program? 

A: Yes. An agency may use the Career Intern Program for any occupation within the two program areas as long as the agency has determined that the occupation lends itself to a formal training and development component.
 

Q: Is public notice required when filling positions under the Career Intern Program?
 

A: No. Public notice is a statutory requirement under 5 U.S.C. 3327 and 3330 only when filling positions through the competitive examining process. However, agencies must follow merit principles when filling vacancies under the Career Intern Program.
 

Q. How does the Career Intern Program differ from the Presidential Management Fellows (PMF) Program? 
 

A: The Career Intern program differs from the PMF program is different in several ways: 

Q: May agencies make initial Career Intern appointments at grade levels other than GS-5, 7, or 9? 
 

A: Yes. Agencies may make initial appointments at any grade level as long as the agency has an established 2-year training program at the grade level to which the Career Intern is to be appointed. Agencies must request OPM approval when filling Career Intern positions at other grade levels appropriate for the program. 
 

Q: May agencies develop internship programs that will last more than 2 years?
 

A: Yes. Agencies must have the Office of Personnel Management's approval to develop or extend internships beyond 2 years. In these cases, internships may extend for up to 1 additional year. Agencies must submit their requests to: Director, Staffing Policy Division, Employment Service, 1900 E Street NW, Room 6500, Washington, DC 20415. 
 

Q: Are candidates subject to a new 2-year internship period if they move from one Career Intern position to another intern position?
 

A: No. Agencies are responsible for ensuring every intern is provided with at least 2 years of formal training. In a case of an intern transferring from one agency to another, time previously spent under a Career Intern Program counts toward the completion of the 2 year period if the intern is reappointed without a break in service. Agencies, at their discretion, may require additional training of Career Interns who move from one position to another to make sure the interns meet the new agency's requirements. Any extension of the training program beyond 2 years must be approved by the Office of Personnel Management. 


Q: Does "veterans" preference apply in the selection of Career Interns? 
 

A: Yes. Veterans'' preference applies to the selection of Career Interns. Since Career Interns are appointed to positions in the excepted service, agencies must follow the procedures described in 5 CFR 302. USDA has selected one of the methods suggested by the Office of Personnel Management with respect to applying veterans preference; namely, according to preference categories (i.e., 10-Point Compensable/30 percent,10-Point Other, 10-Point Compensable (CP),10-Point Disability Preference (XP), 5-Point Preference (TP), and non-preference.

Q: Are the Career Intern regulations exempt from 5 CFR 302 procedures? 
 

A: The Office of Personnel Management has determined that the executive order establishing the Career Intern Program does not exempt agencies from the Veterans Preference Act of 1944, as amended, or from applying part 302 procedures. Consequently, there is no legal basis for exempting these appointments from the procedures of 5 CFR 302. Therefore, USDA has established rules for accepting, rating, and ranking applications in accordance with 5 CFR 302. 
 

Q: Will Career Interns be subject to a probationary period after they are converted to the competitive service? 
 

A: No. Career Interns will not be required to serve a probationary period following their conversion to the competitive service. The 2 years the employees spend on the excepted appointment will serve as the probationary (trial) period. 
 

Q: If an agency selects one of its current career or career conditional employees as a Career Intern, does the agency have to return the employee to his or her former position if the employee does not successfully complete the internship?
 

A: Yes. If the employee fails to complete the program for reasons unrelated to misconduct or suitability, the agency is obligated to place the employee back in a position of equivalent status, tenure, and pay as the position the employee left. USDA has made the decision that the gaining agency must place the individual.
 

Q: When filling positions covered under the Luevano consent decree, are agencies required to use the Administrative Careers with America (ACWA) approved assessments? 
 

A: Yes. Agencies must use the appropriate ACWA assessment or rating schedule when filling positions covered under the Luevano consent decree through the Career Intern Program.


Q: If the Career Intern Program is an excepted service program, why must we use Luevano approved rating schedules and assessments? Doesn't the use of these instruments defeat the purpose of an excepted appointing authority?
 

A: The Office of Personnel Management has determined the Luevano consent decree specifies that the alternate examining procedures be used when filling any position covered by the decree. USDA Agencies must use the ACWA tools (ACWA Written Examination or ACWA Rating Schedule) to fill the GS-5 or GS-7 ACWA positions. Mission Areas/Agencies may use their existing OPM ACWA examining authority, partner with another USDA Mission Area/Agency, or contract with OPM. (Information on the Luevano V. Devine decree can be found on the Internet at http://www.opm.gov/employ/luevano.htm. The covered occupations are listed at http://www.opm.gov/employ/luevano-fields.htm.) 


Q: Can all agencies directly administer the ACWA approved assessments to evaluate applicants for Career Intern positions covered under the Luevano consent decree?
 

A: Yes. but only if the agency has signed a delegated examining agreement for Luevano positions, and has been trained and certified by the Office of Personnel Management to use the ACWA approved assessments.
 

Q: Will any agency official be able to administer the assessments itself?
 

A: The assessments must be given to the agency’s certified test security officer. 
 

Q: When filling positions covered under the Luevano consent decree, are agencies required to submit race and national origin (RNO) reports to the Office of Personnel Management?
 

A: Yes. Agencies must report RNO data on all individuals who apply for Career Intern positions covered under the Luevano consent decree. 
 

Q: Can agencies use the Outstanding Scholar authority to fill Career Intern positions in the excepted service?
 

A: No. According to the Office of Personnel Management, if an agency is using the Career Intern Program to fill positions in the excepted service that are otherwise covered by the Luevano consent decree, it may not use the Outstanding Scholar authority as a supplement. Agencies may use the Outstanding Scholar authority only as a supplement to competitive examining for Luevano covered positions. 


Q: In applying 5 CFR 302, employment in the excepted service, to positions covered by the Luevano consent decree, may an agency develop its own method for applying "veterans'' preference? 
 

A: No. Because the Luevano rating schedule produces a numeric score, agencies must consider applicants according to the applicants ''veterans'' preference and numerical ranking as defined in 5 CFR 302.

 

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