U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Implementation Guidelines

Veterans appointing authorities can bring qualified veterans to the fore and speed the selection process. This section presents guidelines for:

• Veterans' Recruitment Appointment (VRA)
• 30 Percent or More Disabled Veterans
• Veterans Employment Opportunities Act of 1998 (VEOA)

Veterans' Recruitment Appointment (VRA)

To hire a VRA eligible veteran:

• Step 1: For positions up to a GS-11 (the promotion potential of the position is not a factor), determine if the candidate is eligible under this authority.

  The following individuals are eligible for a VRA appointment:

  • Disabled veterans;
  • Veterans who served on active duty in the Armed Forces during a war declared by Congress, or in a campaign or expedition for which a campaign badge has been authorized;
  • Veterans who, while serving on active duty in the Armed Forces, participated in a military operation for which the Armed Forces Service Medal was awarded; and
  • Veterans separated from active duty within the past 3 years.

  There is no minimum service requirement, but the individual must have served on active duty, not active duty for training. (NOTE: For veterans who have less than 15 years of education, there is a training or education requirement.)

• Step 2: Subject to veterans' preference, appoint any VRA eligible who meets the qualifications requirements for the position. No announcement is required.
• Applying Veterans' Preferences: If an agency has two or more VRA candidates and one or more is a preference-eligible veteran, the agency must apply the veterans' preference procedures in 5 CFR part 302.

  Click this link to learn more about veterans' preference.

30 Percent or More Disabled Veterans

To hire a 30 percent or more disabled veteran:

• Step 1: Determine if the candidate is eligible under this authority. A current VA letter or military discharge papers substantiating the disability is required.
• Step 2: Appoint an eligible, disabled veteran who meets the qualifications for the position to a temporary appointment of more than 60 days or to a term appointment. You may convert the appointment, without a break in service, to career or career-conditional at any time during the temporary or term appointment. Veterans' preference does not apply and no announcement is required.

Veterans Employment Opportunities Act of 1998 (VEOA)

Agencies must allow eligible veterans to apply for positions announced under merit promotion procedures when the agency is recruiting from outside its own workforce. Veterans may be hired through the competitive process using the steps summarized below.

• Step 1: Consider the strategic benefit in filling the position using transitioning veterans.
• Step 2: Determine recruiting strategy. Consider posting announcement at Veterans Transition Centers or with veterans organizations.
• Step 3: Announce the vacancy on USAJOBS.
• Step 4: Consider VEOA applicants with other status candidates.
• Step 5: Determine the most qualified candidates. Determine which applicants are qualified, rate them based on their qualifications, and issue a selection certificate in accordance with the agency merit promotion plan.
• Step 6: Select a candidate. If a VEOA eligible is selected, he/she is given a career-conditional or career (as appropriate) appointment.

Select the Next button to continue.