HOW DO I APPLY FOR A FEDERAL JOB?

Do you have federal employment status?

WHAT ABOUT VETERANS' READJUSTMENT APPOINTMENTS (VRA)?

You are eligible if you served for a period of more than 180 days active duty which occurred after 8/4/64 and have other than a dishonorable discharge. You are eligible for 10 years after your last separation from active duty or until 12/31/99.

VRA is not a mandatory program. VRA eligibles are not guaranteed an appointment.

Disabled veterans are given preference consideration.

WHAT ABOUT SEASONAL EMPLOYMENT?

Seasonal employment is defined as annually recurring periods of work of at least six months, but less than 12 months, during a calendar year. Recurring work that lasts less than six months is considered temporary employment. The agency determines the length of the season, subject to the condition that it be clearly tied to the nature of the work. Seasonal employees received the full range of benefits, consistent with the career-conditional or career appointment.

ABOUT THE WELFARE-TO-WORK INITIATIVE

The Worker-Trainee Program is a special hiring authority established in 1968, originally known as the Worker-Trainee Opportunity Program.

The Program was developed to give promising entry-level individuals an opportunity to learn not only a marketable skill, but also good work habits, e.g., punctuality, attention to duties, ability to follow directions, dependability -- attributes that are important at higher grades. Candidates are primarily selected based on their interest in and willingness to learn and do simple, routine work.

Worker-Trainee Program vacancies are announced by federal agencies via state and local government job service offices as well as the Office of Personnel Management employment information systems. Veterans Preference does apply in making selections to these appointments.

WHAT BENEFITS ARE AVAILABLE UNDER FEDERAL EMPLOYMENT?

PRIORITY CONSIDERATION AND PLACEMENT PROGRAM

Sequences of priorities must be observed in processing a request to fill a vacant position. The priorities are a listing of different types of candidates that can (or must) be considered when filling the job, and the order in which they should be considered. Some priorities mandate selection or placement of an available candidate. Others only provide for a priority consideration, with selection optional to the selecting official.

In most cases, priority referral/consideration does not mean that the individual must be selected for the job. Usually a selecting official is only required to consider the priority candidate before considering others. Sometimes this means record review or interview. Even when a selection is mandatory, there are occasionally provisions for requesting the waiver of such placement, with final approval resting with the senior manager with appointing authority. There are some situations, however, where waiver of mandatory placement is not possible.

Employees become entitled to priority consideration based upon something having happened to them (employment wise), some time in the past. Although not all inclusive, the following samples of situations entitle an employee to priority consideration:

• A finding that an employee, or candidate, was discriminated against, and accordingly did not receive full and fair consideration for a position.
  
  
• Placement into a lower graded position through no fault of the employee's (not at their own request or not because of poor performance). Such employees usually go on grade or pay retention and receive priority consideration while in this status.
  
  
• Being affected by a reduction-in-force (RIF), that requires placement into another position.
  
  
• Receiving improper consideration for a position (bad qualification determination, administrative error, etc.).
  
  

  DOI CAREER TRANSITION ASSISTANCE PLAN

  The policy of the DOI is to promote stability of employment for employees affected by changing work force requirements and to provide maximum opportunity for placement in other federal positions. Consistent with this policy, a strong placement assistance program is maintained to reduce the adverse effects on employees caused by actions required for the effective management of the DOI such as reductions-in-force, downsizing, consolidations, contracting out, position classification decisions, and transfers of functions. The DOI Career Transition Assistance Plan (CTAP) provides placement assistance to individuals who have been or are likely to be separated by reduction-in-force and priority consideration of those on grade and pay retention.

  RESTORATION OF DUTY

  Department employees who are absent because of compensable injury or service with the Armed Forces are entitled to assistance in obtaining the full rights and benefits to which they are entitled in connection with their Federal employment.

  VETERANS PREFERENCE

  Veterans preference is provided to separated military members under the following conditions:

  • Five-point veterans preference is granted to veterans who separated with an honorable discharge (or under honorable conditions) from the Armed Forces after more than 180 days of active duty, any part of which occurred after 31 January 1955, and before 15 October 1976, or after service during a war or in a campaign for which a campaign badge has been authorized (including those who served on active duty during the Gulf War).
    
    
  • Ten-point veterans preference is granted to disabled veterans and veterans awarded the Purple Heart.
    
    
  • Non-disabled veterans who retire at or above the rank of major are not eligible for veterans preference.

  When referral is made from external recruitment sources (such as certificates issued by a Bureau Delegated Examining Unit, Office of Personnel Management certificates, Veterans Readjustment Appointments or outside the register authority for temporary appointments) candidates are ranked and referred in veterans preference order. Veterans preference eligibles appear ahead of nonpreference eligibles on a referral list within the same score and must be selected prior to nonpreference eligibles.

  Veterans preference provides for hiring preference on initial appointment only. Employees with veterans preference compete equally with all other candidates for subsequent inservice placements. In addition to preference in hiring, employees with veterans preference have higher retention standing than others for reduction-in-force purposes.

EXTERNAL RECRUITMENT SOURCES

REINSTATEMENT

Reinstatement is the reemployment of former Federal employees with personal competitive status. Individuals with reinstatement eligibility can be noncompetitively placed in positions at grades equal to or lower than previously held. Reinstatement eligibles can also compete along with merit promotion candidates for positions at higher grades than they previously held as long as they meet the same qualification requirements outlined in the job analysis and Crediting Plan that was used for ranking and referring inservice placement candidates.

REEMPLOYMENT ANNUITANTS

An annuitant under either the Civil Service Retirement System (CSRS) or Federal Employees Retirement System (FERS) may be employed in any position for which he/she meets job, age, and physical requirements. Reemployed annuitants may be hired on a temporary or permanent basis. A nondisability annuity will usually continue during reemployment, but the amount of annuity normally will be deducted from the individual's pay.

TRANSFERS FROM OTHER FEDERAL AGENCIES

The Personnel Office may recruit for and accept applications from current employees of other Bureaus or other Federal agencies.

Status candidates from other agencies may be considered for noncompetitive transfers (i.e., reassignments and changes to lower grade), as well as competitive promotions or to positions with known promotion potential under the Merit Promotion Program. Transfer candidates for competitive promotions must meet the same requirements as others referred under the Merit Promotion Program.

OPM CERTIFICATES

The Office of Personnel Management (OPM) maintains standing registers of candidates for commonly required occupations and grade levels. Standing registers allow a regional OPM to accept applications for particular skills on a continuous basis to effectively meet the recurring recruitment needs of Federal agencies in that region.

There may be times when a hard-to-fill position requires a wide dissemination of the vacancy announcement to attract a large number of quality applicants. In these instances, the Personnel Office requests assistance from OPM to "case examine." OPM announces the vacancy within the region or nationwide, accepts and evaluates applications, and rates and refers candidates. The case examining process may require an extensive amount of time.

Candidates referred on OPM certificates are ranked by score and veterans preference. Normally, at least three candidates are referred, with additional candidates if more than one vacancy is being filled. Selection must be made from the top three candidates on the certificate, keeping in mind that you cannot bypass a candidate with veterans preference to select a candidate with no preference, unless the supervisor can adequately justify doing so on security or suitability grounds. Most candidates on an OPM certificate do not have prior Federal service/experience.

PEOPLE WITH DISABILITIES EMPLOYMENT PROGRAM

People with disabilities can be hired through the traditional competitive hiring process or, if they qualify, noncompetitively through the use of excepted service appointing authorities. Excepted service appointing authorities for hiring people with disabilities were developed to provide an opportunity to for disabled individuals to show that they can do the job and to circumvent the attitudinal barriers of managers and supervisors.

It is emphasized that candidates must be fully qualified in accordance with OPM Operating Manual for Qualification Standards and be able to perform the essential functions of the position with or without reasonable accommodation.

There are two ways to hire people with disabilities noncompetitively:

1. People with disabilities can be certified as eligible by the State vocational rehabilitation agency or Department of Veterans Affairs. Employees may be converted to competitive status after two successful years of job performance.
   
   
2. People who are severely disabled can also be hired noncompetitively after completion of a 700-hour appointment. This trial appointment allows people with disabilities to demonstrate their ability to do the job. If successful, employees may convert to a continuing Schedule A appointment without certification.



VETERANS READJUSTMENT AUTHORITY

The Veterans Readjustment Authority (VRA) Program reflects the nation's continuing interest in enhancing employment opportunities for Vietnam-era and post-Vietnam-era veterans. The VRA program is intended to meet the unique needs of veterans in the labor market and to enable Federal agencies to hire needed talent quickly. The VRA program helps military personnel, who served during the Vietnam conflict, including those now affected by military cutbacks, by providing an opportunity for noncompetitive consideration for civilian jobs.

VRA appointees are hired for a two-year period in the excepted service. During the two-year period, VRAs continue to be eligible for noncompetitive consideration under the installation's Merit Promotion Program; if selected they are given another noncompetitive VRA appointment.

The VRA employee serves a one-year trial period where performance and conduct are closely monitored. Upon successful completion of the two-year excepted service period, and upon the supervisor's recommendation, the employee is converted to the competitive service. An additional year of service is then required before the employee makes career tenure.

A formal VRA training plan is required for employees with less than 15 years of formal education.

THIRTY PERCENT OR MORE COMPENSABLE VETERAN

Thirty percent or more compensable disabled veterans, if qualified, may be noncompetitively appointed to positions without going through the Office of Personnel Management (OPM). A current Veterans Administration letter or military discharge papers substantiating the disability is required for applying under this program. Compensable veterans also have priority consideration for hiring from competitive recruitment sources such as OPM certificates, delegated examining or direct-hire authorities.

Thirty percent disabled veterans are initially given a temporary appointment; duration may vary depending on type of disability and position requirements. This provides supervisors with a period of time to evaluate whether the disability impairs the performance of the full range of duties of a position. Once a supervisor certifies that the disabled veteran is successful in the position, he/she is converted to a career-conditional appointment.

OUTSTANDING SCHOLAR PROGRAM

This is a special hiring authority to be used as a supplement to competitive examining for filling specific professional and administrative occupations at GS-5 and GS-7 levels. Supervisors may (after observing requirements of the DOI CTAP), hire Outstanding Scholar eligibles directly, without regard to lists of eligibles established through competitive examining procedures. Eligibles must be college graduates with a grade point average of 3.45 or higher on a 4.0 scale, or have graduated in the upper 10 percent of their graduating class, or of the undergraduate graduating class of a major university subdivision. Eligibles must also meet qualification requirements for the position.

WHAT EMPLOYMENT OPPORTUNITIES ARE AVAILABLE TO STUDENTS?

The Student Educational Employment Program provides Federal employment opportunities to degree-seeking students who are enrolled or accepted for enrollment at accredited high schools, technical and vocational schools, two or four-year colleges and universities, and professional schools.
The Student Educational Employment Program, established December 16, 1994, replaces the old Federal Student Employment Program by consolidating four programs:

• Cooperative Education Program,
• Federal Junior Fellowship Program,
• Stay-In-School Program, and
• Harry S. Truman Scholarship Program.

The new, streamlined program is comprised of two components: the Student Temporary Employment Program (STEP) and the Student Career Experience Program (SCEP).

• The STEP provides maximum flexibility to both students and managers because the nature of the work need not be related to a student's academic or career goals.
• The SCEP, however, provides work experience that is directly related to the student's academic program and career goals. Students in the SCEP may be noncompetitively converted to term, career, or career-conditional appointments following completion of their academic and work experience requirements.

TEMPORARY EMPLOYMENT

Positions that do not require someone on a permanent basis, may be filled temporarily.

TERM EMPLOYMENT

A term appointment is a nonstatus appointment to a position in the competitive service for a specified period exceeding one year and lasting not more than four years. Term appointments are used to fill positions which are expected to last longer than one year but which are clearly not of a continuing nature and will terminate upon completion of work. Examples of appropriate uses of term employees include, but are not limited to:

• Carrying out special project work
  
  
• Staffing new or existing programs of limited duration
  
  
• Filling positions in activities undergoing a commercial activity review or which are in the process of being closed
  
  
• Replacing permanent employees who have been temporarily assigned to another position or are on extended leave



Term appointments may be made from competitive registers maintained by OPM or by the Personnel Office when authorized to use local direct-hire or delegated examining authorities. When selection is made from a competitive source the "rule of three" and veterans preference must be applied to determine which candidates are within reach for selection. Noncompetitive term appointments may be made for applicants who are eligible under such authorities as Veterans Readjustment Authority, 30 percent or more Compensable Veteran, reinstatement eligibles, or former overseas employees.

Term employees are required to serve a one-year trial period and are eligible for within-grade increases, retirement and insurance benefits. As a type of temporary appointment, term employees are in Tenure Group III for reduction-in-force procedures.

OTHER THAN FULL-TIME EMPLOYMENT

Employees may work a variety of work schedules other than the normal eight hours per day, five days per week.

PART-TIME

The Federal Employees Part-Time Career Employment Act of 1978 established a continuing program for promoting and expanding part-time employment. It defined part-time career employment as regularly scheduled work from 16 to 32 hours per week for employees who became part-time on or after April 8, 1979.

Permanent part-time employees are generally eligible for retirement, life insurance and health benefits.

SEASONAL

Seasonal employment is defined as annually recurring periods of work of at least six months, but less than 12 months, during a calendar year. Recurring work that lasts less than 6 months is considered as temporary employment. The agency determines the length of the season, subject to the condition that it be clearly tied to the nature of the work.

Seasonal employees are permanent employees who are placed in nonduty/nonpay status and recalled to duty in accordance with pre-established conditions of employment. Seasonal employees received the full range of benefits, consistent with the career-conditional or career appointment.

INTERMITTENT

Intermittent employment is defined as employment without a regularly scheduled tour of duty. It is appropriate when the nature of the work is sporadic and unpredictable so that a tour of duty cannot be regularly scheduled in advance.

Intermittent employees do not earn leave and are ineligible for life insurance and health benefits.

QUALIFICATION AND CANDIDATE EVALUATION

It is critical that employees possess the appropriate knowledge, skills and abilities to perform the duties of their job. To ensure candidates for federal positions meet minimum requirements, the Office of Personnel Management (OPM) has established a set of qualification standards. If a supervisor can accept someone into a vacancy who does not possess all of the qualifications required for the full performance level of the position, the supervisor can restructure the job to reduce the qualification requirements. OPM will also allow some standards to be modified for specific types of actions.

When filling a job, particularly through Merit Promotion, candidates should be rated and ranked using differentiating criteria to ensure the best-qualified candidates are referred. Development of differentiating criteria is normally done by a team of personnelists and supervisors who develop a crediting plan using a job analysis process. When developing a job analysis the supervisor must ensure that the criteria is job related in accordance with the Uniform Guidelines on Employee Selection Procedures.

QUALIFICATION STANDARDS

Qualification standards outline the necessary basic eligibility qualification requirements for a particular occupation or a group of occupations. It specifies the minimum quality level and amount of experience required and, often allows education to substitute for lack of experience. Qualification requirements for basic eligibility may include, but is not limited to any or a combination of the following:

• General and/or specialized experience
  
  
• High school education
  
  
• Vocational/technical training
  
  
• College/university education (e.g., formal degrees)
  
  
• Specific major fields or courses of study
  
  
• Specific registrations, licensure, or certifications
  
  
• Other selective placement factors

The standards are used by personnel management specialists to evaluate internal and external candidates' qualifications for positions. It is important to understand that minimum qualification standards are used to eliminate those persons who are not eligible for further consideration because they fail to meet the "basic" requirements for the occupation. The qualification standard does not, in and of itself, identify the criteria for determining the "best qualified" candidate.

CANDIDATE REFERRAL AND SELECTION

Once candidates have been rated and ranked for a vacant position, they can be referred for consideration.

After a supervisor receives a list of properly referred candidates, he/she may decide an interview is required before a selection can be made. Because interviews are part of the screening and selection process they must also meet the Uniformed Guidelines on Employee Selection Procedures.