Hiring Officials

Veteran Initiatives

Vet Guide

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 governs Veterans' entitlement to benefits administered by the Department of Veterans Affairs.)  View the complete Vet Guide.

Vets-to-Feds (V2F) Program

The Vets to Feds (V2F) Career Development Program sponsored by the Interagency Council on Veterans Employment. This program is designed to recruit and support the development of our nation’s veterans for careers with the Federal Government. The Vets2Feds Career Development Program will provide you with an opportunity to train and develop new professionals in the Federal government. Occupations and occupation groupings included are:

• Contract Specialists – FY 2011
• Information Technology – FY 2012
• Contract Specialists – FY 2014
• STEM – FY 2015
• STEM and HR – FY 2016
• Agency Mission Critical Occupations – FY 2017
• Information Technology – Cyber Security – FY 2018

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Reintegration of Guard and Reserve Members

The Government-wide Reintegration Framework outlines a systematic approach to reintegrating Federal employees who are Guard and Reserve Members and who may be activated for military service, by employing strategies and creating a culture of support as they deploy and return to the Federal workplace. This framework is intended to be a tool to help Federal agencies develop effective workforce planning processes to improve reintegration, while reducing substantiated USERRA violations and claims.

Successful reintegration of veterans from deployment back into the Federal workplace is fostered by taking a systemic approach to workforce management and veteran employees in particular. This approach allows Federal agencies to view the reintegration of veteran employees in terms of a lifecycle of stages. These stages are pre-deployment, deployment, and post-deployment and each stage will require open communication, planning, data analysis, and resources.

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Veterans and Military Intern Programs

Department of Veterans Affairs Programs

Non-Paid Work Experience (NPWE): Provides eligible veterans with the opportunity to obtain training and practical job experience by working in a Federal, State, or Local government agency. (38 CFR 21.123)

• Placement can be at any government facility that will provide the veteran with a work experience consistent with his or her vocational rehabilitation goals
• There is no cost to the employer; the veteran receives a subsistence allowance from the VA

Benefits to employers:

• Potentially high quality worker at no expense
• Easy access for the government agency to participate in the NPWE program
• No “red tape” to hire or fire
• Minimal paperwork required by the participating government agency
• Allows agency to assess veteran’s fit for noncompetitive appointment into a permanent position

Additional information:

• Placement of veteran cannot result in the displacement of currently employed workers (38CFR 21.299(d))
• Veterans in a NPWE are not Federal employees except for purposes of compensation for work injuries. They don’t receive leave or other employee benefits
• A Veteran may pursue a NPWE in a Federal, State or local government agency at the full time rate (38 CFR 21.4270, footnote 5)

On-the Job Training (OJT) Program: Provides eligible veterans an opportunity to obtain training and practical hands-on experience. Veterans are hired by participating employers at the onset of an OJT program, employment is expected to continue following successful completion of the OJT program. The EC and/or VRC facilitate the process by identifying suitable placements.

Benefits to the Federal Agency:

• Hire qualified veterans trained to the Federal Agency’s specifications
• Hire a trainee at an apprenticeship wage
• VA provides the necessary tools, equipment, uniforms and other supplies
• Appropriate accommodations are made based on individual needs
• Minimal paperwork is required of the Federal Agency
• The Federal Agency has VA support during training and placement follow-up phase to assist with work or training related needs

Department of Defense Operation Warfighter

The Operation Warfighter (OWF) is an internship program sponsored by the Department of Defense. OWF is designed to provide recuperating service members with meaningful activity outside the hospital environment that assists in their wellness and offers a formal means of transition back to the military or civilian workforce.

Operation Warfighter is not just about employment. For many service members, the program represents their first post-injury work experience. Placing these service members in supportive work settings that positively impact the recuperation process is the underlying purpose of the Operation Warfighter program.

Contact your agency’s Veterans Employment Program Office for additional information on how you can utilize these programs in support of employing our nation's veterans.

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Training

Annual Mandatory Veteran Employment Training: This training meets your mandatory annual training requirements under Executive Order 13518.

Uniformed Services Employment and Reemployment Rights Act (USERRA): All Federal executive agency human resources personnel (USERRA defines "human resources personnel" as any agency personnel "who are authorized to recommend, take, or approve any personnel action") must take training. USERRA covers virtually all managers. See 38 U.S.C. § 4335(d).

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Disabled Veterans Affirmative Action Program

Most departments and agencies in the Federal Government are required to have an affirmative action program for the recruitment, employment, and advancement of disabled veterans. The law requires agencies to develop annual Disabled Veterans Affirmative Action Program (DVAAP) Plans.

Each year, agencies must submit DVAAP accomplishment reports to OPM. The accomplishment reports must describe agency efforts to promote the maximum employment and job advancement opportunities for disabled veterans as well as certain veterans of the Vietnam era and of the post-Vietnam era who are qualified for such employment and advancement. As part of their submission package, each agency must include a signed statement certifying that the agency has an up-to-date DVAAP plan.

OPM provides guidance and assistance to Federal agencies in developing DVAAP plans. Agency and OPM responsibilities are covered in title 5 of the Code of Federal Regulations, part 720, subpart C, and also 38 United States Code, section 4214. OPM reviews each submission to determine whether it is consistent with the applicable law and regulations. OPM submits an Annual Report to Congress on the employment of veterans in the Federal Government.

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