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Before You Begin
Make sure you have:
- Information on your current workforce.
- Higher level strategic human capital plans.
- Reviewed your Workforce Plan.
- Updated your Operational Staffing Plan.
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Hiring Options and Recruitment Strategies
Hiring Options, or hiring authorities, are regulatory requirements under which certain individuals are eligible to be hired. Keep in mind your choice of recruitment source will affect how quickly you fill your vacancy. Consider sources ranging from internal Component employees, DoD or current Federal employees, to students from colleges/universities, wounded warriors, veterans, people with disabilities, military/civilian spouses or family members, or individuals from OPM's standing registers.
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Hiring Options and Incentives Matrix (PDF, 1.2 MB)
This document provides a table of the most common hiring options and incentives for you to discuss with your HR Professional. |
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Hiring Options Guide (PDF, 10.6 MB)
This comprehensive guide provides a brief description for each of the ways that can be used to fill a vacant position within your organization. There may be additional requirements for some positions subject to local bargaining agreements. Consult your HR Professional to identify which options are available to you. |
Veterans
The Veterans Employment Opportunities Act (VEOA) of 1998 requires that agencies must allow eligible veterans to apply for positions announced under merit promotion procedures when the agency is recruiting from outside its own workforce. A VEOA eligible candidate who competes under merit promotion procedures and is selected will be given a career or career-conditional appointment. Agencies also have the authority to appoint veterans in the excepted service under the Veterans Recruitment Appointment. This is a special authority under which agencies can appoint an eligible veteran up through the GS-11 or equivalent grade level wtihout competition. The candidate must meet specific eligibility requirements along with the applicable qualification requirements. The agency must convert the appointment to career or career-conditional after 2 years of satisfactory service.
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Guide to Hiring Veterans (PDF, 4.9 MB)
This guide provides general information and resources to hire talented veterans and will provide you with a better understanding of the options available to you to discuss with your HR Professional. |
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DoD Veterans Site (link)
This website provides valuable information and links to connecting with Veterans' Initiatives. |
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OPM's Hiring Veterans Guidance for Hiring Managers (link)
This link provides extensive information on hiring veterans, including an explanation on veteran's preference, special provisions pertaining only to veterans, and special appointing authorities available in hiring veterans. |
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Hiring Veterans Memoranda (link)
President Obama issued a memorandum highlighting the abilities and importance of hiring veterans. |
Persons with Disabilities
People with disabilities can be a good source of qualified applicants for managers and supervisors to hire quickly.
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Computer/Electronic Accommodations Program (CAP) (link)
Provides assistive technology and services to people with disabilities, Federal managers, supervisors, and IT professionals. CAP increases access to information and works to remove barriers to employment opportunities by eliminating the costs of assistive technology and accommodation solutions. |
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Job Accommodation Network (JAN) (link)
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.
JAN provides free consulting services for federal employers, including one-on-one consultation about all aspects of job accommodations, compliance assistance with section 501 of the Rehabilitation Act, information about federal initiatives and hiring programs, and referral to federal resources. JAN services are provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). Its development has been achieved through the collaborative efforts of ODEP, West Virginia University, and private industry throughout North America.
Of particular benefit to HR Professionals and Hiring Managers:
- If you have a question, free confidential help is available via a variety of methods to meet your needs: http://askjan.org/links/contact.htm
- JAN's Searchable Online Accommodation Resource (SOAR) system is designed to let users explore various accommodation options for people with disabilities in work and educational settings. These accommodation ideas are not all inclusive. If you do not find answers to your questions, please contact JAN directly. The staff of experienced consultants is happy to discuss specific accommodation needs in a confidential manner. (http://askjan.org/soar/index.htm)
- For a comprehensive list of JAN publications, including the JAN's Accommodation and Compliance Series and JAN's Fact Sheet Series, visit http://askjan.org/pubsandres/list.htm.
- For guidance on medical questions employers can ask during the hiring process, visit http://askjan.org/media/preofferfact.doc. For additional information about pre-employment medical questions, see Pre-Employment Disability-Related Inquiries and Medical Exams at www.eeoc.gov/policy/docs/preemp.html.
- There are a variety of resources for information about disability etiquette. JAN provides a list of some of the available resources on its website at http://askjan.org/topics/disetiq.htm.
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Office of Disability Employment Policy, U.S. Department of Labor (link)
The Office of Disability Employment Policy (ODEP) provides national leadership on disability employment policy by developing and influencing the use of evidence-based disability employment policies and practices, building collaborative partnerships, and delivering authoritative and credible data on employment of people with disabilities.
Effective Interaction: Communicating With and About People with Disabilities in the Workplace: www.dol.gov/odep/pubs/fact/effectiveinteraction.htm
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OPM's Hiring Persons with Disabilities Guidance for Hiring Managers (link)
This website provides information on filling jobs, jobs filled noncompetitively, and appointment authorities for hiring people with disabilities. |
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Perspectives on Employment of People with Disabilities Conference (link)
This annual training conference, which is co-sponsored by the Department of Defense in partnership with six other federal agencies, brings together federal HR professionals and EEO officials who deal with issues that affect the employment of individuals with disabilities within the federal government. The annual 3-day conference is held in Bethesda, Maryland every December. |
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State Vocational Rehabilitation Agencies (link)
Partner with State Vocational Rehabilitation agencies and State Disability Service agencies to recruit potential applicants with disabilities. State Vocational Rehabilitation Agencies (SVRAs) provide counseling, evaluation, training and other services to individuals with disabilities. These agencies can assist with information regarding accommodations, effective retention strategies, legal compliance, and training for the agency's organizations. SVRAs' are one of several sources that candidates may use to obtain proof of disability and certification of job readiness required under the Schedule A appointing authority for people with disabilities. In addition, State Disability Service Agencies, such as State mental health agencies, frequently have employment training programs and can be a good recruitment resource. |
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U.S. Access Board (link)
The Access Board is an independent Federal agency devoted to accessibility for people with disabilities. Created in 1973 to ensure access to federally funded facilities, the Board is now a leading source of information on accessible design. The Board develops and maintains design criteria for the built environment, transit vehicles, telecommunications equipment, and for electronic and information technology. It also provides technical assistance and training on these requirements and on accessible design and continues to enforce accessibility standards that cover federally funded facilities. |
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U.S. Equal Employment Opportunity Commission (EEOC) (link)
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
LEAD (Leadership for the Employment of Americans with Disabilities) is the Equal Employment Opportunity Commission's initiative to address the declining number of employees with targeted disabilities in the federal workforce. The goal for this initiative is to significantly increase the population of individuals with severe disabilities employed by the federal government. For additional information on LEAD, visit: http://www.eeoc.gov/eeoc/initiatives/lead/index.cfm
Using the Schedule A appointing authority, found at 5 CFR ยง 213.3102(u), qualified candidates who meet the Office of Personnel Management's (OPM) guidelines can be hired non-competitively and meet the goals of the LEAD initiative.
For Schedule A information:
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Workforce Emergency Preparedness (link)
Preparing for an emergency in which employees must be sheltered or evacuated is an increasing necessity in light of recent natural and man-made disasters. Too often, however, the needs of people with disabilities are not considered in this planning. The Interagency Coordinating Council on Emergency Preparedness and Individuals with Disabilities has developed a set of resources to help individuals, organizations, and employers develop plans for emergencies that include people with disabilities. Find these resources, including Preparing the Workplace for Everyone: Accounting for the Needs of People with Disabilities (link), a publication that provides practical guidelines for including people with disabilities in workplace emergency preparation. |
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Workforce Recruitment Program (link)
The Workforce Recruitment Program for College Students with Disabilities (WRP) is a source of candidates for Federal employment jointly managed by the Office of Disability Employment Policy and the Office of Diversity Management and Equal Opportunity (ODMEO), U.S. Department of Defense. The program helps connect Federal agencies nationwide with highly motivated post-secondary students and recent graduates with disabilities.
The WRP seeks:
- to provide college students with disabilities the opportunity to obtain summer employment that may lead to permanent employment in the Federal or private sector; and
- to break down attitudinal barriers held by employers and co-workers by demonstrating that people with disabilities can work successfully in a variety of jobs.
Agencies can employ summer interns through the WRP and also use WRP as a source of candidates for both temporary and permanent positions. Information on using the WRP as a recruitment resource can be found at www.dol.gov/odep/programs/workforc.htm. Agencies can also send job announcements via mass e-mails to students with disabilities who are listed in the WRP database. |
Military Spouses
Legislation over the past several years has provided the authority needed to effectively hire spouses of military and DoD civilian employees. Consult with your HR Professional to determine your options.
Students
The Student Education Employment Program (SEEP) serves as a tool to assist in building a diverse workforce.
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Student Career Experience Program (link)
College students that meet specific eligibility requirements are hired to work in their academic fields. Hiring a student in SCEP is an effective way to bring students into the agency in targeted positions for Workforce Planning. |
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Student Temporary Employment Program (link)
This program provides flexibility to appoint students in a temporary basis that may or may not be related to their academic field. |
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