Guide

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Vet Guide for HR Professionals

U.S. OFFICE OF PERSONNEL MANAGEMENT

VETERANS SERVICES VET GUIDE

On June 26, 2013, the Supreme Court ruled that Section 3 of the Defense of Marriage Act (DOMA) is
unconstitutional. As a result of the Supreme Court’s decision, the United States Office of Personnel
Management (OPM) will now be able to extend certain benefits to Federal employees and annuitants who have
legally married a spouse of the same sex, regardless of the employee’s or annuitant’s state of residency. OPM is
currently in the process of updating and revising the website to reflect this change, and will be updating this
information as soon as possible. Please check back in the coming weeks for updates.

Introduction
The Office of Personnel Management (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 (VA).)
Both title 5 and title 38 use many of the same terms, but in different ways. For example, service during a "war"
is used to determine entitlement to Veterans' preference and service credit under title 5. OPM has always
interpreted this to mean a war declared by Congress. But title 38 defines "period of war" to include many
non-declared wars, including Korea, Vietnam, and the Persian Gulf. Such conflicts entitle a veteran to VA
benefits under title 38, but not necessarily to preference or service credit under title 5. Thus it is critically
important to use the correct definitions in determining eligibility for specific rights and benefits in employment.
For additional information, including the complete text of the laws and regulations on Veterans' rights, consult
the references cited.

Veterans' Preference in Appointments
Why Preference is Given
Since the time of the Civil War, veterans of the Armed Forces have been given some degree of preference in
appointments to Federal jobs. Recognizing their sacrifice, Congress enacted laws to prevent veterans seeking
Federal employment from being penalized for their time in military service. Veterans' preference recognizes the
economic loss suffered by citizens who have served their country in uniform, restores veterans to a favorable
competitive position for Government employment, and acknowledges the larger obligation owed to disabled
veterans.
Veterans' preference in its present form comes from the Veterans' Preference Act of 1944, as amended, and is
now codified in various provisions of title 5, United States Code. By law, veterans who are disabled or who
served on active duty in the Armed Forces during certain specified time periods or in military campaigns are
entitled to preference over others in hiring from competitive lists of eligibles and also in retention during
reductions in force.
In addition to receiving preference in competitive appointments, veterans may be considered for special
noncompetitive appointments for which only they are eligible. See Chapter 4.
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When Preference Applies
Preference in hiring applies to permanent and temporary positions in the competitive and excepted services of
the executive branch. Preference does not apply to positions in the Senior Executive Service or to executive
branch positions for which Senate confirmation is required. The legislative and judicial branches of the Federal
Government also are exempt from the Veterans' Preference Act unless the positions are in the competitive
service (Government Printing Office, for example) or have been made subject to the Act by another law.
Preference applies in hiring from civil service examinations conducted by the Office of Personnel Management
(OPM) and agencies under delegated examining authority, for most excepted service jobs including Veterans
Recruitment Appointments (VRA), and when agencies make temporary, term, and overseas limited
appointments. Veterans' preference does not apply to promotion, reassignment, change to lower grade, transfer
or reinstatement.
Veterans' preference does not require an agency to use any particular appointment process. Agencies have
broad authority under law to hire from any appropriate source of eligibles including special appointing
authorities. An agency may consider candidates already in the civil service from an agency-developed merit
promotion list or it may reassign a current employee, transfer an employee from another agency, or reinstate a
former Federal employee. In addition, agencies are required to give priority to displaced employees before using
civil service examinations and similar hiring methods.
Civil service examination: 5 U.S.C. 3304-3330, 5 CFR Part 332, OPM Delegation Agreements
with individual agencies, OPM Examining Handbook, OPM Delegated Examining Operations
Handbook; Excepted service appointments, including VRA's: 5 U.S.C. 3320; 5 CFR Part 302;
Temporary and term employment: 5 CFR Parts 316 and 333; Overseas limited employment: 5
CFR Part 301; Career Transition Program: 5 CFR Part 330, Subparts F and G.

Types of Preference
To receive preference, a veteran must have been discharged or released from active duty in the Armed Forces
under honorable conditions (i.e., with an honorable or general discharge). As defined in 5 U.S.C. 2101(2),
"Armed Forces" means the Army, Navy, Air Force, Marine Corps and Coast Guard. The veteran must also be
eligible under one of the preference categories below (also shown on the Standard Form (SF) 50, Notification of
Personnel Action).
Military retirees at the rank of major, lieutenant commander, or higher are not eligible for preference in
appointment unless they are disabled veterans. (This does not apply to Reservists who will not begin drawing
military retired pay until age 60.)
For non-disabled users, active duty for training by National Guard or Reserve soldiers does not qualify as
"active duty" for preference.
For disabled veterans, active duty includes training service in the Reserves or National Guard, per the Merit
Systems Protection Board decision in Hesse v. Department of the Army, 104 M.S.P.R.647(2007).
For purposes of this chapter and 5 U.S.C. 2108, "war" means only those armed conflicts declared by Congress as
war and includes World War II, which covers the period from December 7, 1941, to April 28, 1952.
When applying for Federal jobs, eligible veterans should claim preference on their application or resume.
Applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point
Veteran Preference, and submit the requested documentation.
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The following preference categories and points are based on 5 U.S.C. 2108 and 3309 as modified by a length of
service requirement in 38 U.S.C. 5303A(d). (The letters following each category, e.g., "TP," are a shorthand
reference used by OPM in competitive examinations.) ##

0-point Preference (SSP)
On August 29, 2008, the Hubbard Act was enacted as Public Law 110-317. The Hubbard Act amended the
eligibility categories for veterans’ preference purposes by adding subparagraph (H) to 5 U.S.C. 2108(3).
Subparagraph (H) establishes a new veterans’ preference eligibility category for veterans released or discharged
from a period of active duty from the armed forces, after August 29, 2008, by reason of a “sole survivorship
discharge.”
Under the sole survivorship preference, the individual (1) does not receive veterans’ preference points as
other preference eligibles do when the “rule of 3” is applied; (2) is entitled to be listed ahead of non-preference
eligibles with the same score on an examination, or listed ahead of non-preference eligibles in the same quality
category when agencies are using category rating; (3) is entitled to receive the same pass over rights as other
preference eligibles; and (4) is entitled to credit experience in the armed forces to meet the qualification
requirements for Federal jobs.
No points are added to the passing score or rating of a veteran who is the only surviving child in a family in
which the father or mother or one or more siblings:
served in the armed forces, and
was killed, died as a result of wounds, accident, or disease, is in a captured or missing in action status, or
is permanently 100 percent disabled or hospitalized on a continuing basis (and is not employed gainfully
because of the disability or hospitalization), where
the death, status, or disability did not result from the intentional misconduct or willful neglect of the
parent or sibling and was not incurred during a period of unauthorized absence.

5-Point Preference (TP)
Five points are added to the passing examination score or rating of a veteran who served:
During a war; or
During the period April 28, 1952 through July 1, 1955; or
For more than 180 consecutive days, other than for training, any part of which occurred after January 31,
1955, and before October 15, 1976; or
During the Gulf War from August 2, 1990, through January 2, 1992; or
For more than 180 consecutive days, other than for training, any part of which occurred during the period
beginning September 11, 2001, and ending on August 31, 2010, the last day of Operation Iraqi
Freedom; or
In a campaign or expedition for which a campaign medal has been authorized. Any Armed Forces
Expeditionary medal or campaign badge, including El Salvador, Lebanon, Grenada, Panama, Southwest
Asia, Somalia, and Haiti, qualifies for preference.
A campaign medal holder or Gulf War veteran who originally enlisted after September 7, 1980, (or began active
duty on or after October 14, 1982, and has not previously completed 24 months of continuous active duty) must
have served continuously for 24 months or the full period called or ordered to active duty. The 24-month service
requirement does not apply to 10-point preference eligibles separated for disability incurred or aggravated in
the line of duty, or to veterans separated for hardship or other reasons under 10 U.S.C. 1171 or 1173.
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A word about Gulf War Preference
The Defense Authorization Act of Fiscal Year 1998 (Public Law 105-85) of November 18, 1997, contains a
provision (section 1102 of Title XI) which accords Veterans' preference to everyone who served on active duty
during the period beginning August 2, 1990, and ending January 2, 1992, provided, of course, the veteran is
otherwise eligible.
This means that anyone who served on active duty during the Gulf War, regardless of where or for how long, is
entitled to preference if otherwise eligible (i.e., have been separated under honorable conditions and served
continuously for a minimum of 24 months or the full period for which called or ordered to active duty). This
applies not only to candidates seeking employment, but to Federal employees who may be affected by reduction
in force, as well.

Questions and Answers about Gulf War Preference
Public Law 105-85 of November 18, 1997, contains a provision (section 1102 of Title XI)
which accords Veterans' preference to anyone who served on active duty, anywhere in the
world, for any length of time between August 2, 1990, and January 2, 1992, provided the
person is "otherwise eligible." What does "otherwise eligible" mean, here?
It means the person must have been separated from the service under honorable conditions and have
served continuously for a minimum of 24 months or the full period for which called or ordered to active
duty. For example, someone who enlisted in the Army and was serving on active duty when the Gulf War
broke out on Aug 2, 1990, would have to complete a minimum of 24 months service to be eligible for
preference. On the other hand a Reservist who was called to active duty for a month and spent all his time
at the Pentagon before being released would also be eligible. What the law did was to add an additional
paragraph (C) covering Gulf War veterans to 5 U.S.C. 2108(1) (on who is eligible for preference). But,
significantly, the law made no other changes to existing law. In particular, it did not change paragraph (4)
of section 2108 (the Dual Compensation Act of 1973), which severely restricts preference entitlement for
retired officers at the rank of Major and above. When the Dual Compensation Act was under
consideration, there was extensive debate in Congress as to who should be entitled to preference.
Congress basically compromised by giving preference in appointment to most retired military members
(except for "high-ranking officers" who were not considered to need it), but severely limiting preference
in RIF for all retired military because they had already served one career and should not have preference
in the event of layoffs.
So, "otherwise eligible" means that the individual must be eligible under existing law.
Which provision of the new law contains the 24 month service requirement for regular
military service members on active duty as opposed to reservists who are called or ordered
to active duty?
The 24 month service requirement provision is found in Section 5303A of title 38, United States Code
which defines the minimum active-duty service requirement for those who initially enter active duty after
September 7, 1980.
Can an applicant claim preference based on Gulf War service after January 2, 1992?
The law specifies that only those on active duty during the period beginning August 2, 1990, and ending
January 2, 1992, are eligible for preference. Applicants who served on active duty exclusively after these
dates would have to be in receipt of a campaign badge or expeditionary medal.
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Are there any plans to extend Veterans' preference to any other groups of individuals who
served on active duty during times of conflict that may not have served in specific theaters
of operation?
We are not aware of any plans to extend Veterans' preference to any other group of individuals.
An applicant is claiming preference based on service in Bosnia, but he/she has no DD
Form 214 to support his claim. Can we give him/her preference?
A service member whose record appears to show service qualifying for Veterans' preference (for example,
there is an indication that the person served in Bosnia in 1996), may be accorded 5 points tentative
preference on that basis alone. However, before the person can be appointed, he or she must submit proof
of entitlement to preference. That proof may be an amended DD Form 214 showing the award of the
Armed Forces Expeditionary Medal (AFEM) for Bosnia in the case of service members who served there
and were released prior to enactment of the recent Veterans' preference amendments, or it may be other
official documentation showing award of the Armed Forces Expeditionary Medal.
How are we to know that a Reservist was, in fact, a) called to active duty, and b) served the
full period for which called? Don't some Reservists just receive a letter telling them they
are being placed on active duty?
A Reservist will always have orders placing him (or her) on active duty -- (it is the only way the Reservist
can be paid). While the individual may also have a letter saying that he or she is being called up, there will
always be orders backing this up. Similarly, when the Reservist is released from active duty, he or she will
always have separation or demobilization orders.
Several employees have come to the agency personnel office claiming they should have
preference under the new law, but they have no proof of service during the specified
period. We are getting ready to issue Reduction In Force (RIF) notices. Should we take the
employees' word for it or wait until they have proof?
The employees cannot be given Veterans' preference without required documentation. The agency should
work with the employee and the appropriate military service record organizations to obtain this
documentation as soon as possible to avoid having to "rerun" the Reduction In Force at the last minute.
If our agency has "frozen" personnel actions and issued Reduction In Force notices but the
Reduction In Force effective date has not yet arrived, how can we account for any changes
in Veterans' preference status?
Regardless of where you are in the process of carrying out the Reduction In Force, you must correct the
Veterans' preference of employees who will now be eligible as a result of the statute. Veterans' preference
cannot be "frozen" like qualifications or performance appraisals--it must be corrected right up until the
day of the Reduction In Force. If a change in preference results in a different outcome for one or more
employees, amended Reduction In Force notices must be issued. If such a change results in a worse offer,
the affected employee must be given a full 60/120 day notice period required by regulation. This may
require the agency to use a temporary exception to keep one or more employees on the rolls past the
Reduction In Force effective date in order to meet this obligation.
Our agency already completed a Reduction In Force effective November 28, 1997. There is
at least one separated employee who would now have Veterans' preference and would not
have been separated if we had known about the change in statute. What do we do now?
If an agency finds that an eligible employee reached for Reduction In Force separation or downgrading
effective on or after November 18, 1997, was not provided retention preference consistent with P.L. 10585, The Office of Personnel Management recommends that the agency take appropriate corrective action.
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An employee not provided appropriate retention preference may appeal the Reduction In Force action to
the Merit Systems Protection Board (MSPB). MSPB normally requires the appeal to be filed within 30
days of the Reduction In Force effective date, but Merit Systems Protection Board may, at its option,
accept later appeals filed within 30 days of the employee becoming aware of the change.
If an employee was separated or downgraded by Reduction In Force, the agency should determine
whether or not the employee would have been affected differently based on the change in Veterans'
preference. If the employee would still be separated or downgraded, the agency should correct the
employee's notice. If the employee was separated, the agency should also correct the Reemployment
Priority List (RPL) registration (if any) to accurately reflect their Veterans' preference.
If the corrective action results in a surplus of employees in one or more competitive levels, the agency
may have to run a new Reduction In Force. However, the agency cannot retroactively adjust the results of
the prior Reduction In Force.
What if an employee would have been registered as a I-A on the agency's Reemployment
Priority List due to the new law, but has been listed as a I-B? What is the agency's
obligation to make up for any lost consideration as a result?
The employee's registration status on the Reemployment Priority List should be corrected immediately so
that the employee will be considered as a I-A for the remainder of their time on the Reemployment
Priority List. If the agency finds that a lower standing person was selected over the employee, the agency
must notify the employee of the selection and their right to appeal to Merit Systems Protection Board. If
the employee files a Reemployment Priority List appeal, Merit Systems Protection Board may order a
retroactive remedy which could include extending the employee's time period for consideration under the
Reemployment Priority List.
Back to Top

A Word about Man-Day Tours
On June 26, 2013, the Supreme Court ruled that Section 3 of the Defense of Marriage Act (DOMA) is
unconstitutional. As a result of the Supreme Court’s decision, the United States Office of Personnel
Management (OPM) will now be able to extend certain benefits to Federal employees and annuitants who have
legally married a spouse of the same sex, regardless of the employee’s or annuitant’s state of residency. OPM is
currently in the process of updating and revising the website to reflect this change, and will be updating this
information as soon as possible. Please check back in the coming weeks for updates.
We have received several inquiries concerning the status of "man-day tours." Specifically, agency personnel
offices have asked, "Are man-day tours considered regular active duty -- and thus qualifying for Veterans'
preference -- or are they really active duty for training and thereby not qualifying?"
The questions arose because many Air Force Reservists were placed on these so-called man-day tours -- also
known as, active duty in support (ADS) -- for only a few days during the Gulf War and Operation Provide
Comfort (in support of the Kurds) during which they would fly a quick mission to the Gulf, get the Southwest
Asia Service Medal (SWASM) and come home, then be released. Although they had orders, they received no DD
Form 214.
Some agency personnel offices were according these Reservists preference; while other offices were not. Some
Reservists were awarded preference, then had it withdrawn on the basis that they were only performing active
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duty for training.
Based on discussions with the Department of Defense, Office of Reserve Affairs and Air Force Instruction 362619 of 7/22/94, which discusses man-day tours, man-day tours are apparently regular active duty tours.
Therefore, these man-day tours are qualifying for preference if the individual was awarded the SWASM or
served during the period 8/2/90 to 1/2/92.
This service is also referred to as MPA man-days because it is funded out of the military appropriation account
(MPA), an active duty account. Man-days support short-term needs of the active force by authorizing no more
than 139 days annually to airmen and officers who are typically placed on active duty under 10 U.S.C. 12301(d)
(ordered to active duty with the individual's consent). This authority should appear on the orders. Man-day
tours are supposed to accommodate a temporary need for personnel with unique skills that cannot be
economically met through the active force.
Based on the above, we have determined that Federal agencies should treat man-day tours as regular active duty
unless there is some clear indication on the orders that it is active duty for training. Also, please note that the
SWASM (or any campaign or expeditionary medal) is awarded only for active service in hostile areas; a
Reservist performing active duty for training would not be eligible for one of these medals.

10-Point Compensable Disability Preference (CP)
Ten points are added to the passing examination score or rating of:
A veteran who served at any time and who has a compensable service-connected disability rating of at
least 10 percent but less than 30 percent.

10-Point 30 Percent Compensable Disability Preference (CPS)
Ten points are added to the passing examination score or rating of a veteran who served at any time and who
has a compensable service-connected disability rating of 30 percent or more.

10-Point Disability Preference (XP)
Ten points are added to the passing examination score or rating of:
A veteran who served at any time and has a present service-connected disability or is receiving
compensation, disability retirement benefits, or pension from the military or the Department of Veterans
Affairs but does not qualify as a CP or CPS; or
A veteran who received a Purple Heart.

10-Point Derived Preference (XP)
Ten points are added to the passing examination score or rating of spouses, widows, widowers, or mothers of
veterans as described below. This type of preference is usually referred to as "derived preference" because it is
based on service of a veteran who is not able to use the preference.
Both a mother and a spouse (including widow or widower) may be entitled to preference on the basis of the
same veteran's service if they both meet the requirements. However, neither may receive preference if the
veteran is living and is qualified for Federal employment.

Spouse

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Ten points are added to the passing examination score or rating of the spouse of a disabled veteran who is
disqualified for a Federal position along the general lines of his or her usual occupation because of a serviceconnected disability. Such a disqualification may be presumed when the veteran is unemployed and
is rated by appropriate military or Department of Veterans Affairs authorities to be 100 percent disabled
and/or unemployable; or
has retired, been separated, or resigned from a civil service position on the basis of a disability that is
service-connected in origin; or
has attempted to obtain a civil service position or other position along the lines of his or her usual
occupation and has failed to qualify because of a service-connected disability.
Preference may be allowed in other circumstances but anything less than the above warrants a more careful
analysis.

NOTE:
Veterans' preference for spouses is different than the preference the Department of Defense is required by law
to extend to spouses of active duty members in filling its civilian positions. For more information on that
program, contact the Department of Defense.

Widow/Widower
Ten points are added to the passing examination score or rating of the widow or widower of a veteran who was
not divorced from the veteran, has not remarried, or the remarriage was annulled, and the veteran either:
served during a war or during the period April 28, 1952, through July 1, 1955, or in a campaign or
expedition for which a campaign medal has been authorized; or
died while on active duty that included service described immediately above under conditions that would
not have been the basis for other than an honorable or general discharge.

Mother of a deceased veteran
Ten points are added to the passing examination score or rating of the mother of a veteran who died under
honorable conditions while on active duty during a war or during the period April 28, 1952, through July 1,
1955, or in a campaign or expedition for which a campaign medal has been authorized; and
she is or was married to the father of the veteran; and
she lives with her totally and permanently disabled husband (either the veteran's father or her husband
through remarriage); or
she is widowed, divorced, or separated from the veteran's father and has not remarried; or
she remarried but is widowed, divorced, or legally separated from her husband when she claims
preference.

Mother of a disabled veteran
Ten points are added to the passing examination score or rating of a mother of a living disabled veteran if the
veteran was separated with an honorable or general discharge from active duty, including training service in the
Reserves or National Guard, performed at any time and is permanently and totally disabled from a serviceconnected injury or illness; and the mother:
is or was married to the father of the veteran; and
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lives with her totally and permanently disabled husband (either the veteran's father or her husband
through remarriage); or
is widowed, divorced, or separated from the veteran's father and has not remarried; or
remarried but is widowed, divorced, or legally separated from her husband when she claims preference.
Note: Preference is not given to widows or mothers of deceased veterans who qualify for preference under 5
U.S.C. 2108 (1) (B), (C) or (2). Thus, the widow or mother of a deceased disabled veteran who served after 1955,
but did not serve in a war, campaign, or expedition, would not be entitled to preference. 5 U.S.C. 2108, 3309;
38 U.S.C. 5303A
A word about the VOW (Veterans Opportunity to Work) Act
On November 21, 2011, the President signed the VOW (Veterans Opportunity to Work) to Hire Heroes Act of
2011 (Public Law 112-56). The VOW Act amends chapter 21 of title 5, United States Code (U.S.C.) by adding
section 2108a, “Treatment of certain individuals as veterans, disabled veterans, and preference eligibles.” This
new section requires Federal agencies to treat certain active duty service members as preference eligibles for
purposes of an appointment in the competitive or excepted service, even though the service members have not
been discharged or released from active duty.
Because many service members begin their civilian job search prior to being discharged or released from active
duty service, they may not have a DD form 214, Certificate of Release or Discharge from Active Duty, when
applying for Federal jobs. The VOW Act was enacted to ensure these individuals do not lose the opportunity to
be considered for Federal service (and awarded their veterans’ preference entitlements if applicable) despite not
having a DD form 214 to submit along with their résumés.
Agencies are required to accept, process, and grant tentative veterans’ preference to those active duty service
members who submit a certification (in lieu of a DD-form 214) along with their job application materials.
Agencies must verify the individual meets the definition of ‘preference eligible’ under 5 U.S.C. 2108 prior to
appointment.
A “certification” is any written document from the armed forces that certifies the service member is expected to
be discharged or released from active duty service in the armed forces under honorable conditions within 120
days after the certification is submitted by the applicant. The certification letter should be on letterhead of the
appropriate military branch of the service and contain (1) the military service dates including the expected
discharge or release date; and (2) the character of service.
If the certification has expired; an agency must request other documentation (e.g., a copy of the DD form 214)
that demonstrates the service member is a preference eligible per 5 U.S.C. 2108, before veterans’ preference can
be awarded.

Adjudication of Veterans' Preference Claims
Agencies are responsible for adjudicating all preference claims except claims for preference based on commonlaw marriage, which should be sent to the Office of Personnel Management (OPM), Office of the General
Counsel, 1900 E. St. NW, Washington, DC 20415.
5 U.S.C. 3309, 3313 and 5 CFR 332.401, 337.101

Crediting Experience of Preference Eligibles
In evaluating experience, an examining office must credit a preference eligible's Armed Forces service as an
extension of the work performed immediately prior to the service, or on the basis of the actual duties performed
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in the service, or as a combination of both, whichever would most benefit the preference eligible.
The examining office must also give all applicants credit for job-related experience, paid and unpaid, including
experience in religious, civic, welfare, service and organizational activities.
5 U.S.C. 3311, 5 CFR 337.101

Physical Qualifications
In determining qualifications, agencies must waive a medical standard or physical requirement when there is
sufficient evidence that the employee or applicant, with or without reasonable accommodation, can perform the
essential duties of the position without endangering the health and safety of the individual or others.
Special provisions apply to the proposed disqualification of a preference eligible with a 30 percent or more
compensable disability. See Disqualification of 30 Percent or more Disabled Veterans below. 5 U.S.C. 3312, 5
CFR Part 339.204

Age Qualifications
On July 2, 2008, the Merit Systems Protection Board (Board) issued a final decision in Robert P. Isabella v.
Department of State and Office of Personnel Management, 2008 M.S.P.B. 146, that affects preference eligibles
who apply for federal positions having a maximum entry-age restriction. The Board decided that the agency's
failure to waive the maximum entry-age requirements for Mr. Isabella, a preference eligible veteran, violated his
rights under the Veteran Employment Opportunities Act of 1998 (VEOA) because there was no demonstration
that a maximum entry-age was essential to the performance of the position.
Based on the Board's decision in Isabella, qualified preference eligibles may now apply and be considered for
vacancies regardless of whether they meet the maximum age requirements identified at 5 U.S.C. 3307. In order
to determine whether it must waive a maximum entry-age requirement, an agency must first analyze the
affected position to determine whether age is essential to the performance of the position. If the agency decides
age is not essential to the position, then it must waive the maximum entry-age requirement for veterans'
preference eligible applicants. In instances where the maximum entry-age is waived, the corresponding
mandatory retirement age for these individuals will also be higher because it will be reached after 20 years of
Law Enforcement Officer (LEO) service for the entitlement to an immediate enhanced annuity.
The same principles set forth above would apply to appointments to other types of positions for which the
setting of maximum entry ages are authorized under 5 U.S.C. § 3307. These types of positions are: (1)
firefighters, (2) air traffic controllers, (3) United States Park police, (4) nuclear materials couriers, and (5)
customs and border patrol officers (subject to the Federal Employees Retirement System, 5 U.S.C. § 8401 et seq.
only).

Preference in Competitive Examinations
Preference in the competitive examining process is applied consistent with the provisions for using Category
Rating, or the numerical ranking process. Category rating is described below in the sub-section, “Filling a
Position Through the Competitive Examining Process.”
When using the numerical ranking process (sometimes called the ‘Rule of Three’ method) certain preference
eligibles who are qualified for a position and achieved a passing score have 5 or 10 extra points added to their
numerical ratings, depending on which of the previously described categories of preference they meet. This
means the highest possible rating is 110 (a disabled veteran who earns a score of 100 has 10 extra points added).
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Names of eligible applicants are placed on lists, or registers of eligibles, in the order of their ratings. Competitor
inventories are established from which selections will be made over a period of time and for case examining in
which a register is used to fill a single position or a group of positions and is closed after the needed selection(s)
is made.
For scientific and professional positions in grade General Schedule (GS) - 9 or higher, names of
all qualified applicants are listed on competitor inventories in order of their ratings, augmented by veteran
preference, if any.
For all other positions, the names of 10-point preference eligibles who have a compensable, serviceconnected disability of 10 percent or more (CP and CPS) are listed at the top of the register in the order of their
ratings ahead of the names of all other eligibles. The names of other 10-point preference eligibles, 5-point
preference eligibles, and other applicants are listed in order of their numerical ratings.
A preference eligible is listed ahead of a nonpreference eligible having the same final rating.
5 U.S.C. 3309, 3313 and 5 CFR 332.401 and 337.101
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Filling a Position Through the Competitive Examining Process
Announcing the Vacancy
To fill a vacancy by selection through the competitive examining process, the selecting official requests a list of
eligibles from the examining office. The examining office must announce the competitive examining process
through USAJOBS. OPM will notify the State employment service where the job is being filled. Subsequently,
the examining office determines which applicants are qualified, rates and ranks them based on their
qualifications, and issues a certificate of eligibles, which is a list of eligibles with the highest scores from the top
of the appropriate register. A certificate of eligibles may be used for permanent, term, or temporary
appointment.

Category Rating
Category rating is an alternative ranking and selection procedure authorized under the Chief Human Capital
Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and codified at 5 U.S.C. § 3319. Category
rating is part of the competitive examining process. Under category rating, applicants who meet basic minimum
qualification requirements established for the position and whose job-related competencies or knowledge, skills
and abilities (KSAs) have been assessed are ranked by being placed in one of two or more predefined quality
categories instead of being ranked in numeric score order. Preference eligibles are listed ahead of nonpreference eligibles within each quality category. Veterans' preference is absolute within each quality category.
For more detailed information on Category Rating please visit Chapter 5 of the Delegated Examining
Operations Handbook.

The "Rule of Three" and Veteran pass overs
Selection must be made from the highest three eligibles on the certificate who are available for the job--the "rule
of three." However, an agency may not pass over a preference eligible to select a lower ranking nonpreference
eligible or nonpreference eligible with the same or lower score.
Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS) and the second and third
persons are 5-point preference eligibles, the appointing authority may choose any of the three.
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Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS), the second person is not
a preference eligible, and the third person is a 5-point preference eligible, the appointing authority may choose
either of the preference eligibles. The appointing authority may not pass over the 10-point disabled veteran to
select the nonpreference eligible unless an objection has been sustained.

Category Rating
Category rating is an alternative ranking and selection procedure authorized under the Chief Human Capital
Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and codified at 5 U.S.C. § 3319. Category
rating is part of the competitive examining process. Under category rating, applicants who meet basic minimum
qualification requirements established for the position and whose job-related competencies or knowledge, skills
and abilities (KSAs) have been assessed are ranked by being placed in one of two or more predefined quality
categories instead of being ranked in numeric score order. Preference eligibles are listed ahead of nonpreference eligibles within each quality category. Veterans' preference is absolute within each quality category.
For more detailed information on Category Rating please visit Chapter 5 of the Delegated Examining
Operations Handbook.

Disqualifications of Preference Eligibles
A preference eligible can be eliminated from consideration only if the examining office sustains the agency's
objection to the preference eligible for adequate reason. These reasons, which must be recorded, include
medical disqualification under 5 CFR Part 339, suitability disqualification under 5 CFR Part 731, or other
reasons considered by the Office of Personnel Management (OPM) or an agency under delegated examining
authority to be disqualifying .
OPM must approve the sufficiency of an agency reason to medically disqualify or pass over a preference
eligible on a certificate based on medical reasons to select a nonpreference eligible. Special provisions apply
to the proposed disqualification or pass over for any reason of a preference eligible with a 30
percent or more compensable disability. See Disqualification of 30 Percent or more Disabled
Veterans below.
Agencies have delegated authority for determining suitability in accordance with 5 CFR Part 731.
The preference eligible (or his or her representative) is entitled on request to a copy of the agency's reasons for
the proposed pass over and the examining office's response.
An appointing official is not required to consider a person who has three times been passed over with
appropriate approval or who has already been considered for three separate appointments from the same or
different certificates for the same position. But in each of these considerations, the person must have been
within reach under the rule of three and a selection must have been made from that group of three. Further, the
preference eligible is entitled to advance notice of discontinuance of certification.
5 U.S.C. 3317, 3318 and 5 CFR 332.402, 332.404, 332.405, 332.406, and Parts 339 and 731

Disqualification of 30 Percent or More Disabled Veterans
The following special provisions apply to disabled veterans with a compensable service-connected disability of
30 percent or more:
If an agency proposes to pass over a disabled veteran on a certificate to select a person who is not a
preference eligible, or to disqualify a disabled veteran based on the physical requirements of the position,
it must at the same time notify both the Office of Personnel Management (OPM) and the disabled veteran
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of the reasons for the determination and of the veteran's right to respond to OPM within 15 days of the
date of the notification.
The agency must provide evidence to OPM that the notice was timely sent to the disabled veteran's last
known address.
OPM must make a determination on the disabled veteran's physical ability to perform the duties of the
position, taking into account any additional information provided by the veteran.
OPM will notify the agency and the disabled veteran of its decision, with which the agency must comply.
If OPM agrees that the veteran cannot fulfill the physical requirements of the position, the agency may
select another person from the certificate of eligibles. If OPM finds the veteran able to perform the job,
the agency may not pass over the veteran.
OPM is prohibited by law from delegating this function to any agency.
5 U.S.C. 3312, 3318

Preference Eligibles and the Nepotism Provision
A public official may not advocate a relative for appointment, employment, promotion, or advancement, or
appoint, employ, promote, or advance a relative, to a position in an agency in which the public official is
employed or over which he or she exercises jurisdiction or control.
This restriction does not, however, prohibit the appointment of a preference eligible whose name is within reach
for selection on an appropriate certificate of eligibles when an alternative selection cannot be made from the
certificate without passing over the preference eligible and selecting an individual who is not a preference
eligible.
5 U.S.C. 3110(e) and 5 CFR Part 310, Subpart A

Filing Late Applications
A veteran may file a late application under the following circumstances by contacting the employing agency.
Agencies are responsible for accepting, retaining, and considering their applications as required by law and
regulation regardless of whether the agency uses case examining or maintains a continuing register of eligibles.
Applications from 10-point preference eligibles must be accepted, as described below, for future vacancies that
may arise after a case examining register or continuing register is closed. Agencies must accept applications
from other individuals who are eligible to file on a delayed basis only as long as a case examining register exists.
A 10-point preference eligible may file a job application with an agency at any time. If the applicant is
qualified for positions filled from a register, the agency must add the candidate to the register, even if the
register is closed to other applicants. If the applicant is qualified for positions filled through case
examining, the agency will ensure that the applicant is referred on a certificate as soon as possible. If
there is no immediate opening, the agency must retain the application in a special file for referral on
certificates for future vacancies for up to three years. The Office of Personnel Management's Delegated
Examining Operations Handbook provides detailed instructions.
A preference eligible is entitled to be reentered on each register (or its successor) where previously
listed if he or she applies within 90 days after resignation without delinquency or misconduct from a
career or career-conditional appointment.
A preference eligible is entitled to be entered on an appropriate existing register if he or she applies
within 90 days after furlough or separation without delinquency or misconduct from a career or careerconditional appointment or if found eligible to apply after successfully appealing a furlough or
discharge from career or career-conditional appointment.
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A person who lost eligibility for appointment from a register because of active duty in the Armed Forces is
entitled to be restored to the register (or its successor) and receive priority consideration when certain
conditions are met. See 5 CFR 332.322 for more details.
A person who was unable to file for an open competitive examination or appear for a test because of
service in the Armed Forces or hospitalization continuing for up to 1 year following discharge may
file after the closing date if the register of eligibles still exists.
A Federal employee who was unable to file for an open competitive examination or appear for a test
because of active Reserve duty continuing beyond 15 days may file after the closing date of an existing
register.
5 U.S.C. 3305, 3314, 3315, and 5 CFR 332.311, 332.312, 332.321, 332.322

Excepted Service Employment
The Veterans' Preference Act requires an appointing authority in the executive branch to select from among
qualified applicants for appointment to excepted service vacancies in the same manner and under the same
conditions required for the competitive service by 5 U.S.C. 3308-3318. Appointments made with the advice and
consent of the Senate are exempt.

Excepted Service Procedures for Pass Over of 30 Percent or More Disabled Veterans
In light of the decision of the United States Court of Appeals for the Federal Circuit in Gingery v. Department of
Defense, an agency that wishes to pass over any preference eligible with a compensable, service-connected
disability of 30 percent or more who has applied for a position in the excepted service subject to the
appointment procedures in 5 CFR Part 302 must send its request to OPM for adjudication. (Part 302
procedures apply only to excepted service positions covered under title 5, United States Code, which have been
excepted from the competitive service by the President or by OPM.)
This does not apply to hiring for positions (e.g., attorneys) exempt from part 302 procedures pursuant to 5 CFR
302.101(c). The Gingery panel did not overrule Patterson v. Department of Interior, which sustained section
302.101(c), and OPM's adoption of the standard that agencies filling positions that are exempt from Part 302
requirements need only follow the principle of veterans' preference as far as administratively feasible, i.e.,
consider veteran status as a positive factor when reviewing applications.
Office of Personnel Management regulations governing the application of Veterans' preference in excepted
appointments are in 5 CFR Part 302.
5 U.S.C. 3320 and 5 CFR Part 302

Administration and Enforcement of Veterans' Preference
Office of Personnel Management (OPM) is charged with prescribing and enforcing regulations for the
administration of Veterans' preference in the competitive service in executive agencies. OPM is charged with
prescribing regulations for the administration of Veterans' preference in the excepted service in executive
agencies. Agencies themselves are generally responsible for enforcement.
5 U.S.C. 1302
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Veterans' Preference in Reduction in Force
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Veterans have advantages over nonveterans in a reduction in force (RIF). Also, special provisions apply in
determining whether retired military members receive preference in RIF and whether their military service is
counted. This chapter deals with RIF in the competitive service; some, but not all, of the provisions apply in the
excepted service.

Eligibility for Veterans' Preference in RIF
Determinations of Veterans' preference eligibility are made in accordance with the information under
Preference in Appointments in Chapter 2, except that a retired member of a uniformed service must
meet an additional condition to be considered a preference eligible for RIF purposes. This condition differs
depending on the rank at which the individual retired from the uniformed service. Uniformed service as defined
in 5 United States Code (U.S.C.) 2101 means the Armed Forces, the commissioned corps of the Public Health
Service, and the commissioned corps of the National Oceanic and Atmospheric Administration.
Retirees below the rank of major (or equivalent) get preference if:
Retirement from the uniformed service is based on disability that either resulted from injury or disease
received in the line of duty as a direct result of armed conflict, or was caused by an instrumentality of war
and was incurred in the line of duty during a period of war as defined in section 101(11) of title 38, U. S. C.
"Period of war" includes World War II, the Korean conflict, Vietnam era, the Persian Gulf War, or the
period beginning on the date of any future declaration of war by the Congress and ending on the date
prescribed by Presidential proclamation or concurrent resolution of the Congress; or
The employee's retired pay from a uniformed service is not based on 20 or more years of full-time active
service, regardless of when performed but not including periods of active duty for training; or
The employee has been continuously employed in a position covered by the 5 U.S.C. chapter 35 since
November 30, 1964, without a break in service of more than 30 days.
Retirees at or above the rank of major (or equivalent) get preference if they are disabled veterans as
defined in 5 U.S.C. 2108(2) (includes XP, CP, and CPS) and also meet one of the criteria above for a person
retired below the rank of major.
A preference eligible who at age 60 becomes eligible as a reservist for retired pay under 10 U.S.C. chapter 1223
(previously chapter 67) and who retires at or above the rank of major (or equivalent) is considered a preference
eligible for RIF purposes at age 60 only if he or she is a disabled veteran as defined in 5 U.S.C. 2108(2) (includes
categories XP, CP, and CPS). Receipt of retired pay under chapter 1223 meets the requirement that retired pay
not be based on 20 or more years of full-time active service. Eligibility for retired reservist pay occurs at age 60;
up to that time a reservist is not considered a retired member of a uniformed service and, if otherwise eligible, is
a preference eligible for reduction in force purposes.
5 U.S.C. 3501, 3502; 5 CFR 351.501

RIF Retention Standing
Employees are ranked on retention registers for competitive levels (groups of similar jobs) based on four
factors: tenure, Veterans' preference, length of service, and performance.
First they are placed in Tenure Group I, II, or III, depending on their type of appointment. Within each group,
they are placed in a subgroup based on their veteran status:
Subgroup AD includes each preference eligible who has a compensable service-connected disability of 30
percent or more.
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Subgroup A includes all other preference eligibles not in Subgroup AD, including employees with derived
preference (see Chapter 2).
Subgroup B includes all employees not eligible for Veterans' preference.
Within each subgroup, employees are ranked in descending order by the length of their creditable Federal
civilian and military service, augmented by additional service according to the level of their performance
ratings.
When a position in a competitive level is abolished, the employee affected (released from the competitive level)
is the one who stands the lowest on the retention register. Because veterans are listed ahead of nonveterans
within each tenure group, they are the last to be affected by a RIF action.
Employees are not subject to a reduction in force while they are serving in the uniformed services. After return
from active duty, they are protected from RIF action. If they served for more than 180 days, they may not be
separated by RIF for 1 year after their return. If they served for more than 30 but less than 181 days, they may
not be separated by RIF for 6 months.
5 U.S.C. 3502; 5 CFR 351.404(a), 351.606(a), and Subpart E

Assignment Rights (Bump and Retreat)
When an employee in Tenure Group I or II with a minimally successful performance rating is released from a
competitive level within the competitive area where the RIF takes place, he or she is entitled under certain
circumstances to displace another employee with lower retention standing. The superior standing of preference
eligibles gives them an advantage in being retained over other employees. These displacement actions apply to
the competitive service although an agency may, at its discretion, adopt similar provisions for its excepted
employees.
Bumping
An employee may bump in the same competitive area to a position no more than three grades (or
grade intervals) lower than the position from which the employee is released that is held by an
employee in a lower group or subgroup.
Retreating
An employee may retreat in the same competitive area to a position held by another employee with lower
retention standing in the same tenure group and subgroup that is essentially identical to one previously
held by the retreating employee and is no more than three grades (or grade intervals) lower
than the position from which the employee is released.
A preference eligible with a compensable service-connected disability of 30 percent or more
may retreat to a position up to five grades (or grade intervals) lower.
An employee with an unacceptable performance rating has no right to bump or retreat.
An employee with a performance rating of minimally successful may retreat only to positions held by an
employee with the same or lower rating.

Qualifications
In reviewing the qualifications of a preference eligible to determine assignment rights in a RIF, the agency must
waive requirements as described under Physical Qualifications in Chapter 2. If the veteran involved has a 30
percent or more compensable disability, special procedures apply as described under Disqualification of 30
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Percent or more Disabled Veterans in Chapter 2. OPM must approve the sufficiency of the agency's reasons to
medically disqualify a 30 percent or more compensably disabled veteran for assignment to another position in a
RIF.
5 U.S.C. 3502, 3504; 5 CFR Part 351, Subpart G, and Part 339

Appeal of RIF Actions
An employee who has been furloughed, separated, or demoted by RIF action has the right to appeal the action
to the Merit Systems Protection Board except when a negotiated procedure must be used. Assignment to a
position at the employee's same grade or representative rate is not appealable. Appeals must be filed during the
period beginning on the day after the effective date of the RIF action and ending 30 days after the effective date.
Time limits for filing a grievance under a negotiated procedure are contained in the negotiated agreement.
5 CFR 351.901, Part 1201

Reemployment Priority for Separated Employees
After a RIF, separated competitive service employees in tenure groups I and II are listed on the agency's
Reemployment Priority List. The agency generally may not hire from most outside sources when qualified
employees are on the List. In hiring from the List, preference eligibles receive preference over other employees.
Excepted service employees separated by RIF receive similar priority in excepted employment.
5 U.S.C. 3315; 5 CFR Part 330, Subpart B, and Part 302
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Miscellaneous Provisions Pertaining to Veterans
Jobs Restricted to Preference Eligibles
Appointment through competitive examination and "outside the register" procedures for positions of guards,
elevator operators, messengers, and custodians are restricted to preference eligibles when they are available.
5 U.S.C. 3310; 5 CFR Part 330, Subpart D

Reinstatement
Preference eligibles, including those with derived preference, who served under career or career-conditional
appointment for any period of time have lifetime reinstatement eligibility to any competitive service position for
which qualified. They have this eligibility regardless of whether their Armed Forces service occurred before or
after career or career-conditional appointment. Competition under the agency's merit promotion plan is
required if the position is at a higher grade level or has more promotion potential than a position previously
held.
5 U.S.C. 3316; 5 CFR Part 315, Subpart D

180-Day Restriction on Department Of Defense (DOD) Employment of Military Retirees
A retired member of the Armed Forces may not be appointed to a civilian position in DOD (including a
nonappropriated fund position) within 180 days after retirement unless:
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the Secretary concerned authorizes the appointment; or
the position is authorized special pay under 5 U.S.C. 5305; or
a state of national emergency exists.
Although the Office of Personnel Management (OPM) approval is required by law, OPM has delegated the
authority to DOD to make these determinations.
5 U.S.C. 3326; no regulation

Reduction in Military Retired Pay (Repealed)
On October 5, 1999, President Clinton signed the National Defense Authorization Act for Fiscal Year 2000
(P.L.106-65). Section 651 of this law repeals section 5532 of title 5, United States Code. This action ends the
reductions in retired or retainer pay previously required of retired members of a uniformed service who are
employed in a civilian office or position of the U.S. Government. This repeal is effective retroactively to October
1, 1999.
The repeal ends two former reductions in military retired pay that applied to some Federal employees:
the pay cap that limited the combined total of Federal civilian basic salary plus military retired pay to
$110,700 (Executive Level V) for all Federal employees who are retirees of a uniformed service; and
the partial reduction in retired pay required of retired officers of a regular component of a uniformed
service.
As a consequence of the repeal, prior exceptions and waivers to these reductions approved by OPM, or by
agencies under delegated authority, are no longer needed effective October 1, 1999.
The uniformed services finance centers are responsible for making all adjustments in military retired or retainer
pay for current Federal employees.

Affirmative Action for Certain Veterans Under Title 38
Section 4214 of title 38, U.S.C., was enacted as part of the Veterans Readjustment Appointment Act of 1974.
This act placed into law the provisions of the executive order that authorized the noncompetitive appointment
of Vietnam era veterans under Veterans Readjustment Appointment (VRA), now known as Veterans
Recruitment Appointments.
The law also requires a separate affirmative action program for disabled veterans as defined in 38 U.S.C. 4214.
The program is part of agency efforts to hire, place, and advance persons with disabilities under the
Rehabilitation Act of 1973 [29 U.S.C. 791(b)]. Title 38 does not provide any preference for veterans; preference
is provided only under title 5, U.S.C. Rather, section 4214 calls upon agencies to:
provide placement consideration under special noncompetitive hiring authorities for VRA eligibles and
30 percent or more disabled veterans; and
ensure that all veterans are considered for employment and advancement under merit system rules; and
establish an affirmative action plan for the hiring, placement, and advancement of disabled veterans.
38 U.S.C. 4214; 5 CFR Part 720, Subpart C
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Service Credit
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Service Credit for Leave Rate Accrual and Retirement
Not Retired from Uniformed Service
For non-retired members, full credit for uniformed service (including active duty and active duty for training)
performed under honorable conditions is given for leave accrual purposes, and for retirement purposes
provided a deposit, as required by law, is made to the retirement fund. Uniformed service as defined in 5 U.S.C.
2101 means the Armed Forces, the commissioned corps of the Public Health Service, and the commissioned
corps of the National Oceanic and Atmospheric Administration.
Veterans first employed in a position covered by the Civil Service Retirement System (CSRS) on or after October
1, 1982, or in a position covered by the Federal Employee Retirement System (FERS) on or after January 1,
1984, must make a deposit to the retirement fund of 7 percent (for CSRS) or 3 percent (for FERS) of basic
military pay to obtain retirement credit.
Veterans employed in civil service positions before October 1, 1982, have the option of either making a deposit
to cover their military service or having their civil service annuity recomputed to delete post-1956 military
service if they are eligible for social security at age 62.
If civilian service is interrupted by uniformed service, special rules apply (see Chapter 7, Restoration After
Uniformed Service).

Retired from Uniformed Service
Credit for uniformed service is substantially limited for retired members. In enacting the Dual Compensation
Act in 1964, Congress adopted a compromise between the view that retired members should receive preference
and full credit for their service and the view that there should be no advantage for retired members.

For leave accrual, retirees receive credit only for:
actual service during a war declared by Congress (includes World War II covering the period December 7,
1941, to April 28, 1952) or while participating in a campaign or expedition for which a campaign badge is
authorized; or
all active duty when retirement was based on a disability received as a direct result of armed conflict or
caused by an instrumentality of war and incurred in the line of duty during a period of war as defined in
38 U.S.C. 101(11). "Period of war" includes World War II, the Korean conflict, Vietnam era, the Persian
Gulf War, or the period beginning on the date of any future declaration of war by the Congress and ending
on the date prescribed by Presidential proclamation or concurrent resolution of the Congress.

For retirement:
An employee must waive military retired pay to receive any credit for military service unless the retired pay is
awarded based on a service-connected disability incurred in combat with an enemy of the United States or
caused by an instrumentality of war and incurred in the line of duty during a period of war as defined by 38
U.S.C. 301, or awarded under 10 U.S.C. chapter 1223 (previously chapter 67).
5 U.S.C. 6303, 8332 and 8411(c); and the CSRS and FERS Handbook

Creditable Service for RIF -- Not Retired from Uniformed Service
Total time in active service in the Armed Forces, including active duty and active duty for training as defined in
37 U.S.C. 101, is credited for reduction in force purposes for those who are not retired members, regardless of
the type of discharge.
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If civilian service is interrupted by uniformed service, special rules apply (see Chapter 5 on "Restoration After
Uniformed Service").

Creditable Service for RIF--Retired from Uniformed Service
Credit for uniformed service is substantially limited for retired members. In enacting the Dual Compensation
Act in 1964, Congress adopted a compromise between the view that retired members should receive preference
and full credit for their service and the view that there should be no advantage for retired members. Thus,
retirees receive credit only as follows:
A uniformed services retiree who is a preference eligible for RIF purposes receives service credit for all
active duty. Other retirees receive service credit only for active duty during a war as defined in Chapter 2,
or service in a campaign or expedition for which a campaign badge has been authorized. See Eligibility
for Veterans Preference in RIF in this chapter to determine if a retiree is a preference eligible for RIF
purposes.
5 U.S.C. 3501, 3502; 5 CFR 351.501(d), 351.503

Creditable Service for Severance Pay
In computing the amount of severance pay a separated employee receives, credit is given only for military
service performed by an employee who returns to civilian service by exercising a restoration right under law,
executive order, or regulation. Military service performed prior to an individual's Federal civilian service is not
creditable for severance pay purposes.
5 U.S.C. 5595; 5 CFR 550.708
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Special Appointing Authorities for Veterans
Veterans Recruitment Appointment (VRA) Authority
The VRA is a special authority by which agencies can, if they wish, appoint eligible veterans without competition
to positions at any grade level through General Schedule (GS) 11 or equivalent. (The promotion potential of the
position is not a factor.) VRA appointees are hired under excepted appointments to positions that are otherwise
in the competitive service. There is no limitation to the number of VRA appointments an individual may receive,
provided the individual is otherwise eligible.
If the agency has more than one VRA candidate for the same job and one (or more) is a preference eligible, the
agency must apply the Veterans' preference procedures prescribed in 5 CFR Part 302 in making VRA
appointments. A veteran who is eligible for a VRA appointment is not automatically eligible for Veterans'
preference.
After two years of satisfactory service, the agency must convert the veteran to career or career-conditional
appointment, as appropriate.

Eligibility Criteria:
The Jobs for Veterans Act, Public Law 107-288, amended title 38 U.S.C. 4214 by making a major change in the
eligibility criteria for obtaining a Veterans Recruitment Appointment (VRA). Those who are eligible:
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Disabled veterans; or
Veterans who served on active duty in the Armed Forces during a war, or in a campaign or expedition for
which a campaign badge has been authorized; or
Veterans who, while serving on active duty in the Armed Forces, participated in a United States military
operation for which an Armed Forces Service Medal was awarded; or
Recently separated veterans.
Veterans claiming eligibility on the basis of service in a campaign or expedition for which a medal was awarded
must be in receipt of the campaign badge or medal.
In addition to meeting the criteria above, eligible veterans must have been separated under honorable
conditions (i.e., the individual must have received either an honorable or general discharge).
Note: Under the eligibility criteria, not all 5-point preference eligible veterans may be eligible for a VRA
appointment. For example, a veteran who served during the Vietnam era (i.e., for more than 180 consecutive
days, after January 31, 1955, and before October 15, 1976) but did not receive a service-connected disability or
an Armed Forces Service medal or campaign or expeditionary medal would be entitled to 5 pt. veterans'
preference. This veteran, however, would not be eligible for a VRA appointment under the above criteria.
As another example, a veteran who served during the Gulf War from August 2, 1990, through January 2, 1992,
would be eligible for veterans' preference solely on the basis of that service. However, service during that time
period, in and of itself, does not confer VRA eligibility on the veteran unless one of the above VRA eligibility
criteria is met.
Lastly, if an agency has 2 or more VRA candidates and 1 or more is a preference eligible, the agency must apply
Veterans' preference. For example, one applicant is VRA eligible on the basis of receiving an Armed Forces
Service Medal (this medal does not confer veterans' preference eligibility). The second applicant is VRA eligible
on the basis of being a disabled veteran (which does confer veterans' preference eligibility). In this example,
both individuals are VRA eligible but only one of them is eligible for Veterans' preference. As a result, agencies
must apply the procedures of 5 CFR 302 when considering VRA candidates for appointment.

Making Appointments
Ordinarily, an agency may simply appoint any VRA eligible who meets the basic qualifications requirements for
the position to be filled without having to announce the job or rate and rank applicants. However, as noted,
Veterans' preference applies in making appointments under the VRA authority. This means that if an agency
has 2 or more VRA candidates and 1 or more is a preference eligible, the agency must apply Veterans'
preference. Furthermore, an agency must consider all VRA candidates on file who are qualified for the position
and could reasonably expect to be considered for the opportunity; it cannot place VRA candidates in separate
groups or consider them as separate sources in order to avoid applying preference or to reach a favored
candidate.

Terms and Conditions of Employment
A VRA appointee may be promoted, demoted, reassigned, or transferred in the same way as a career employee.
As with other competitive service employees, the time in grade requirement applies to the promotion of VRAs.
If a VRA-eligible employee is qualified for a higher grade, an agency may, at its discretion, give the employee a
new VRA appointment at a higher grade up through GS-11 (or equivalent) without regard to time-in-grade.
Agencies must establish a training or education program for any VRA appointee who has less than 15 years of
education. This program should meet the needs of both the agency and the employee.
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Appeal Rights
During their first year of employment, VRA appointees have the same limited appeal rights as competitive
service probationers, but otherwise they have the appeal rights of excepted service employees. This means that
VRA employees who are preference eligibles have adverse action protections after one year (see Chapter 7).
VRA's who are not preference eligibles do not get this protection until they have completed 2 years of current
continuous employment in the same or similar position.

Nonpermanent Appointment Based on VRA Eligibility
Agencies may make a noncompetitive temporary or term appointment based on an individual's eligibility for
VRA appointment. The temporary or term appointment must be at the grades authorized for VRA appointment
but is not a VRA appointment itself and does not lead to conversion to career-conditional.
38 U.S.C. 4214; Pub. L. 107-288; 5 CFR Part 307; 5 CFR 752.401 (c)(3)

30 Percent or More Disabled Veterans
An agency may give a noncompetitive temporary appointment of more than 60 days or a term appointment to
any veteran:
retired from active military service with a disability rating of 30 percent or more; or
rated by the Department of Veterans Affairs (VA) since 1991 or later to include disability determinations
from a branch of the Armed Forces at any time, as having a compensable service-connected disability of
30 percent or more.
There is no grade level limitation for this authority, but the appointee must meet all qualification requirements,
including any written test requirement.
The agency may convert the employee, without a break in service, to a career or career-conditional appointment
at any time during the employee's temporary or term appointment.
5 U.S.C. 3112; 5 CFR 316.302, 316.402 and 315.707

Disabled Veterans Enrolled in a VA Training Program
Disabled veterans eligible for training under the VA vocational rehabilitation program may enroll for training or
work experience at an agency under the terms of an agreement between the agency and VA. While enrolled in
the VA program, the veteran is not a Federal employee for most purposes but is a beneficiary of the VA.
Training is tailored to the individual's needs and goals, so there is no set length. If the training is intended to
prepare the individual for eventual appointment in the agency rather than just provide work experience, the
agency must ensure that the training will enable the veteran to meet the qualification requirements for the
position.
Upon successful completion, the host agency and VA give the veteran a Certificate of Training showing the
occupational series and grade level of the position for which trained. The Certificate of Training allows any
agency to appoint the veteran noncompetitively under a status quo appointment which may be converted to
career or career-conditional at any time.
38 U.S.C. chapter 31; 5 CFR 3.1 and 315.604

Veterans Employment Opportunities Act of 1998 (VEOA)
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The Veterans Employment Opportunities Act (VEOA) of 1998 as amended by Section 511 of the Veterans
Millennium Health Care Act (Pub. Law 106-117) of November 30, 1999, provides that agencies must allow
preference eligibles or eligible veterans to apply for positions announced under merit promotion procedures
when the agency is recruiting from outside its own workforce. ("Agency," in this context, means the parent
agency, i.e., Treasury, not the Internal Revenue Service and the Department of Defense, not Department of the
Army.) A VEOA eligible who competes under merit promotion procedures and is selected will be given a career
or career conditional appointment. Veterans' preference is not a factor in these appointments.

Eligibility Requirements
To be eligible for a VEOA appointment, an applicant must:
Be a preference eligible OR veteran separated from the armed forces after 3 or more years of continuous
active service performed under honorable conditions. Veterans who were released shortly before
completing a 3-year tour are considered to be eligible. ("Active service" defined in title 37, United States
Code, means active duty in the uniformed services and includes full-time training duty, annual training
duty, full-time National Guard duty, and attendance, while in the active service, at a school designated as
a service school by law or by the Secretary of the military department concerned).

Terms and Conditions of Employment
Veterans who were appointed before the 1999 amendments to the VEOA were given Schedule B appointments
in the excepted service. Those veterans who actually competed under merit promotion procedures will be
converted to career conditional appointments retroactive to the date of their original VEOA appointments.
Those who did not compete and were appointed noncompetitively will remain under Schedule B until they do
compete. While under Schedule B, these employees may be promoted, demoted, or reassigned at their agency's
discretion and may compete for jobs (whether in their own or other agencies) under the terms and conditions of
the VEOA authority -- i.e., they may apply when the agency has issued a merit promotion announcement open
to candidates outside the agency. If selected, they, too, will be given career conditional appointments.
All employees appointed under the VEOA are subject to a probationary period and to the requirements of their
agency's merit promotion plan.
Agencies should use ZBA-Pub. L. 106-117, Sec 511 as the legal authority for any new appointments under the
VEOA. This new authority code is effective December 1, 1999, and may be used with nature of action codes 100,
101, 500, and 501.

Appeal Rights
Employees who are appointed in the competitive service have the appeal rights of competitive service
employees. Those under Schedule B have the appeal rights of excepted service employees.

A Word About VEOA
The VEOA gives preference eligibles or veterans access and opportunity to apply for positions for which the
agency is accepting applications beyond its own workforce under merit promotion procedures. Access and
opportunity are not an entitlement to the position and it is not a guarantee for selection.
Agencies announcing a position outside their workforces have three options for posting their vacancy
announcements. Agencies can:

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Post a merit promotion "internal" vacancy announcement. When posting a merit promotion
announcement, the agency must include information concerning consideration under the VEOA. This option
meets the intent of the law that allows preference eligibles or veterans to compete with "status" candidates for
these vacancies announced under merit promotion procedures.
VEOA eligibles are rated and ranked with other merit promotion candidates under the same assessment criteria
such as a crediting plan; however, veterans' preference is not applied. The appointing official may select any
candidate from those who are among the best qualified. If selected, the VEOA eligible is given a career or
career-conditional appointment, as appropriate.
Post a Delegated Examining Unit (DEU) "external" vacancy announcement for "all sources." By
posting the announcement as "all sources," that the VEOA eligible is treated in the same manner as any other
applicant. If the VEOA eligible is qualified and within reach for referral, he or she is referred on the DEU list of
eligibles.
With an "all sources" announcement, most agencies consider applicants under a variety of other appointing
authorities, such as, merit promotion, Veterans' Recruitment Appointment (VRA) or Schedule A of the excepted
service. If the agency chooses to consider VEOA eligibles with the merit promotion candidates, the agency must
include specific application instructions for the VEOA eligible in the vacancy announcement that are consistent
with the agency's policies and procedures for accepting and processing applications.
Post two separate vacancy announcements - DEU and merit promotion. The VEOA eligible
may apply for both announcements since the agency posted the vacancy announcements separately. The
VEOA eligible is given two opportunities to be considered for one position and must be referred and
considered on both lists, if eligible under the applicable procedures. The agency cannot remove the VEOA
eligible from either list to make a selection. This means the agency may not deny consideration under one
referral, e.g., DEU, because the VEOA eligible is being considered under a different referral, e.g., merit
promotion.

Questions and Answers
Do the amendments made by Pub. L. 106-117 mean that agencies may no longer use
authority code YKB/SchB 213.3202(n) to appoint eligible veterans under the Veterans
Employment Opportunities Act of 1998 (VEOA)?
As of the date of enactment of the new amendments (November 30, 1999), agencies should not make any
new appointments under the Schedule B authority. However, we are allowing a 1-month grace period to
cover any appointments under the Schedule B authority that may already have been in progress.
If VEOA-eligible veterans should no longer be appointed under the above Schedule B
authority, how are they appointed?
The law provides that preference eligibles or eligible veterans who compete under agency Merit
Promotion procedures open to candidates outside the agency ("agency" in this context means the parent
agency such as Treasury, not IRS), and who are selected from among the best qualified, shall receive a
career or career conditional appointment, as appropriate. Agencies should use the authority ZBA-Pub.L.
106-117, Sec 511 for these appointments.
What happens to veterans who were appointed under Schedule B?
Agencies should first determine whether their Schedule B appointees actually competed under Merit
Promotion procedures or were selected noncompetitively as a separate source of eligibles.
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Those veterans who competed under agency Merit Promotion procedures are to be converted to career
conditional (or career) retroactive to the date of their original appointments. These individuals will have
been serving probation as of the original date of their appointments and this must be made clear to the
employees.
Those veterans who did not compete under an agency Merit Promotion announcement and were given a
Schedule B appointment noncompetitively, remain under Schedule B until such time as they can be
appointed based on competition ? either under Merit Promotion procedures open to candidates outside
the agency or through an open competitive announcement. Because an employee may remain under the
Schedule B authority until such time as he or she is selected competitively, we are leaving the authority in
place indefinitely. This means that an employee may choose to remain under Schedule B indefinitely; he
or she may not be required to compete for a career conditional position.
Did the new amendments change the eligibility criteria for appointment under the VEOA?
Yes. Prior to these amendments, a veteran had to be either a preference eligible or have at least 3 years of
continuous active duty military service in order to qualify for appointment under the VEOA. The new
amendments provide that OPM is authorized to regulate the circumstances under which individuals who
were released from active duty "shortly before completing 3 years of active duty" may be appointed. In
our interim regulations implementing this provision, we are proposing to use the term "substantially
completed an initial 3-year term." Agencies will then decide, in individual cases, whether a candidate has
met this standard. In general, most individuals completing an initial 3-year military tour are typically
released a few days early. These individuals, if otherwise qualified, should be considered eligible.
Does Veterans' preference apply to appointments under the VEOA?
No. Veterans preference does not apply to merit promotion actions.
Are eligible veterans permitted to apply for vacancies that are open to CTAP candidates
only?
No. Since CTAP is limited to internal agency candidates, VEOA eligibles may not apply.
Are eligible veterans permitted to apply for vacancies that are open to ICTAP candidates
only?
Yes. Since ICTAP is open to candidates outside the agency, the law requires that VEOA eligibles be
allowed to apply.
Do VEOA appointees serve a probationary period?
Yes. Since they are appointed in the competitive service, they are subject to a probationary period. Please
note, however, that for those employees converted from the Schedule B authority, prior service counts
towards completion of probation provided it is in the same agency, same line of work, and without a
break in service. Where applicable, agencies must inform individuals that their original appointment
under the VEOA authority marked the beginning of a probationary period.
Can VEOA candidates be considered for temporary and term positions?
No. Because VEOA mandates that eligible veterans be given career or career conditional appointments,
temporary or term appointments cannot be offered.
Can a current career/career conditional employee who lacks time-in-grade apply as a
VEOA candidate under an agency merit promotion announcement?
No. Such an employee remains subject to time-in-grade restrictions. The VEOA is not a noncompetitiveentry authority like the VRA where an employee could be given a new appointment at a higher grade.
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Can a current career/career conditional employee who meets time-in-grade and eligibility
requirements apply as a VEOA candidate under an agency merit promotion announcement
and, if selected, be given a new career/career conditional appointment using the VEOA
appointing authority?
Yes. Currently, a career/career conditional employee who meets time-in-grade and eligibility
requirements would be able to apply directly to a merit promotion announcement without the need to use
the VEOA authority. However, under the plain language of the VEOA, the law would allow current
career/career conditional Federal employees who are preference eligibles or veterans meeting the
eligibility criteria of the vacancy announcement to apply to those positions advertised under an agency's
merit promotion procedures when seeking candidates from outside its own workforce. The term
preference eligibles is defined in title 5, United States Code section 2108.
Can a current career/career conditional employee who meets time-in-grade and eligibility
requirements apply as a VEOA candidate under an agency merit promotion announcement
when he or she is outside the stated area of consideration?
Yes. A career/career conditional employee who meets time-in-grade and eligibility requirements would be
able to apply using VEOA to a merit promotion announcement when outside the stated area of
consideration.
Can a preference eligible or eligible veteran who is outside the agency merit promotion
announcement's area of consideration apply as a VEOA candidate?
Yes. A preference eligible or eligible veteran would be able to apply using VEOA to a merit promotion
announcement even though he or she is outside the vacancy announcement's area of consideration.
We understand that VEOA eligibles are expected to compete with agency merit promotion
eligibles under the agency's merit promotion plan. But, is the agency expected to create a
different crediting plan for considering VEOA candidates?
No. VEOA candidates are considered along with agency candidates, and under the same crediting plan.
To be eligible for an appointment under the VEOA authority, a veteran must be
"separated" from the service. Does this mean that he or she cannot apply and be
considered until actually separated?
No. Whether or not to consider someone who is still in the military is entirely at the discretion of the
employing agency. By law, a person on military duty cannot be appointed to a civilian position (unless on
terminal leave), but he or she can certainly be considered should the agency wish to do so. The
determining factor, here, should be whether the person will be available when the agency needs to have
the job filled.
5 U.S.C. 3304, 3330; 5 CFR 213.3202 (n) and 335.106
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Restoration after Uniformed Service
Basic Entitlement
Any Federal employee, permanent or temporary, in an executive agency other than an intelligence agency, but
including the U.S. Postal Service, Postal Rate Commission, and nonappropriated fund activity, who performs
duty with a uniformed service (including active duty, active duty for training, or inactive duty training), whether
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voluntary or involuntary, is entitled to be restored to the position he or she would have attained had the
employee not entered the uniformed service, provided the employee:
gave the agency advance notice of departure except where prevented by military circumstances; and
was released from uniformed service under honorable conditions; and
served no more than a cumulative total of 5 years (exceptions are allowed for training and involuntary
active duty extensions, and to complete an initial service obligation of more than 5 years); and
applies for restoration within the appropriate time limits.
Employees in the intelligence agencies have substantially the same rights, but are covered under agency
regulations rather than the Office of Personnel Management's (OPM) and have different appeal rights.
While on duty with the uniformed services, the agency carries the employee on leave without pay unless the
employee requests separation. A separation under these circumstances does not affect restoration rights.
Uniformed service as defined in 38 United States Code (U.S.C.) 4303(16) means the Armed Forces; the Army
and Air National Guard when engaged in active duty for training, inactive duty training, or full-time National
Guard duty; the commissioned corps of the Public Health Service; and any other category of persons designated
by the President in time of war or emergency.
Title 38 U.S.C. chapter 43; 5 CFR Part 353

Advising Employees / Resolving Employment Conflicts
Agencies must tell employees who enter the service about their entitlements, obligations, benefits, and appeal
rights.
Employees in a Reserve component have an obligation both to the military and to their civilian employers.
Because of military downsizing, the Reserves are being used increasingly to complement the active duty
component on operational missions that go beyond week-end drills and summer training. As a result, some
conflict may be unavoidable and good-faith efforts by the employee and the agency are needed to resolve any
differences.
Agencies may not question the timing, frequency, duration, and nature of the uniformed service, but employees
are obligated to try to minimize the agency's burden. For example, Department of Defense (DOD) directives
provide that it is DOD policy for Reserve component members to give their employer as much advance written
notice as practicable of any pending military duty.
When there is a conflict between the Reserve duty and the legitimate needs of the agency, the agency may
contact appropriate military authorities (typically, the unit commander) to express concern or to determine if
the military service could be rescheduled or performed by another member. If military authorities determine
that the service is necessary, the agency is required to permit the employee to go.

Time Limits
Employees who served in the uniformed services:
Less than 31 days (or who leave to take a fitness exam for service) must report back to work at the
beginning of the next regularly scheduled work day following their completion of service and the
expiration of 8 hours after a time for safe transportation back to the employee's residence.
More than 30 but less than 181 days must apply for reemployment no later than 14 days after
completion of service.
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More than 180 days have 90 days after completion of service to apply for restoration.
Employees who fail to meet these time limits are subject to disciplinary action.
Agencies must reemploy as soon as practicable, but no later than 30 days after receiving the
application. Agencies have the right to ask for documentation showing the length and character
of the employee's service and the timeliness of the application.

Positions to Which Restored
Employees who served less than 91 days must be placed in the position for which qualified that they
would have attained had their employment not been interrupted. If not qualified for such position after
reasonable efforts by the agency to qualify the person, the employee is entitled to be placed in the position he or
she left.
Employees who served more than 90 days have essentially the same rights as described above except that
the agency has the option of placing the employee in a position for which qualified of like seniority, status, and
pay.
Employees with service-connected disabilities who are not qualified for the above must be reemployed
in a position that most closely approximates the position they would have been entitled to, consistent with the
circumstances in each case.
Employees who were under time-limited appointments finish the unexpired portion of their
appointments upon their return.

Service Credit
Upon restoration, employees are generally treated as though they had never left. This means that time spent in
the uniformed services counts for seniority, within-grade increases, completion of probation, career tenure,
retirement, and leave rate accrual. (Employees do not earn sick or annual leave while off the rolls or in a nonpay
status.)
To receive civil service retirement credit for military service, a deposit to the retirement fund is usually required
to cover the period of military service. Only active, honorable military service is creditable for retirement
purposes. If the employee is under the Civil Service Retirement System (CSRS), a deposit of 7 percent of
military basic pay (plus interest under certain conditions) is required. The deposit is 3 percent if the employee is
under the Federal Employees Retirement System (FERS). However, these amounts may be different if:
the employee's creditable civilian service was interrupted by military duty; and
reemployment occurred pursuant to 38 U.S.C. chapter 43 on or after August 1, 1990.
In such a situation, the contribution is either the above-prescribed amount or the amount of civilian retirement
deductions which would have been withheld had the individual not entered uniformed service if this amount is
less than the normal deposit for military service.
National Guard Service - Special rules apply to crediting National Guard service.
Prior to the enactment of Public Law 103-353 in October 1994, National Guard service was creditable military
service for civil service retirement only when the National Guard was activated in the service of the United
States.

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The 1994 law made full-time National Guard service (as defined by 10 U.S.C. 101(d)) which interrupted
creditable Federal civilian employment under CSRS or FERS and was followed by restoration under chapter 43
of title 38, U.S.C., on or after August 1, 1990, creditable as military service.

OPM Placement
If the employing agency is unable to reemploy an individual returning from duty with a uniformed service, OPM
will order placement in another agency when:
OPM determines that it is impossible or unreasonable for an agency in the executive branch (other than
an intelligence agency) to reemploy the person; or
an intelligence agency or an agency in the legislative or judicial branch notifies OPM that it is impossible
or unreasonable to reemploy the person, and the person applies to OPM for placement assistance; or
a noncareer National Guard technician who is not eligible for continued membership in the Guard for
reasons beyond his or her control applies to OPM for placement assistance.

Employee Protections
Employees are not subject to a reduction in force while they are serving in the uniformed services. If they
served for more than 180 days, they may not be separated, except for cause, for 1 year after their return. If they
served for more than 30 but less than 181 days, they may not be separated, except for cause , for 6 months.
(Reduction in force is not considered "for cause" under OPM's regulations.)
The law expressly prohibits any kind of discrimination or act of reprisal against an applicant or employee
because of his or her application, membership or service in the uniformed services.

Paid Military Leave
Each fiscal year, employees under permanent appointment are entitled to 15 days (120 hours) of military leave,
with pay, to perform active duty, active duty training, or inactive duty training as a member of a Reserve
component or National Guard. Reservists may use military leave to cover drill periods or to perform funeral
honors duty since both are considered inactive duty training for the purposes of military leave. Part-time
employees and employees on uncommon tours of duty are entitled to military leave pro-rated according to the
number of hours in the regularly scheduled tour of duty, e.g., an employee who works 20 hours a week earns 7
days (56 hours) of military leave.
Employees may carry over 15 (120 hours) days of unused military leave into a new fiscal year. Therefore,
potentially they may have a total of 30 (240 hours) days to use in any one fiscal year. This means that Reservists
whose military duty spans two fiscal years may use up to 45 days of military leave at one time.
Military leave should be credited to a full-time employee on the basis of an 8-hour workday. The minimum
charge to leave is 1 hour. An employee may be charged military leave only for hours that the employee would
otherwise have worked and received pay. Employees who request military leave for inactive duty training
(which generally is 2, 4, or 6 hours in length) are charged only the amount of military leave necessary to cover
the period of training and necessary travel. Members of the Reserves or and National Guard are not charged
military leave for weekends and holidays that occur within the period of military service.
Upon request, an employee performing duty with the uniformed services is entitled to use either accrued annual
leave or military leave for such service.
5 U.S.C. 6323; Comptroller General opinions: B-227222 (11/05/78), B-211249 (09/20/83), and B241272 (02/15/91)
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Life and Health Insurance
The life insurance of an employee who takes leave without pay to enter the uniformed services continues for up
to 12 months. If the employee separates, life insurance continues for up to 12 months, or 90 days after
uniformed service ends, whichever is sooner. There is no cost to the employee for this extension of coverage.
Employees who enter the uniformed services may elect to have their health insurance coverage continue for
up to 12 months, and the employee continues to pay his or her share of the premium. Employees who remain in
the uniformed services beyond 12 months may continue their health insurance for an additional 6 months by
paying 102 percent of the premium, i.e., the employee's share, the Government's share, and a 2 percent
administrative fee.
5 CFR Parts 870.501 and 890.303, 304, 305, 502

Thrift Savings
Employees who perform uniformed service may make up any contributions to the thrift savings plan they
missed because of such service.
5 CFR Part 1620
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Special Redress And Appeals
The redress and appeal rights available to veterans under law depend upon the nature of the action being
appealed. These actions fall into the following categories:

Adverse Actions
Preference eligibles have protections against adverse actions, including demotion, suspension for more than 14
days, furlough for 30 days or less, and removal. These protections include advance notice, a reasonable time to
respond, representation by an attorney or other person, a final written decision, and an appeal right to the Merit
Systems Protection Board.
The law provides adverse action rights to preference eligibles of any rank who are:
under career or career-conditional appointment and not serving probation.
under competitive service appointments other than a temporary appointment not to exceed 1 year or less
and who have completed 1 year of continuous service.
under excepted appointment in an executive agency, the U.S. Postal Service or the Postal Rate
Commission and who have completed 1 year of current continuous service in the same or similar
positions. Because the law also exempts certain categories of excepted employees, it is always necessary to
check the law in specific cases.
5 U.S.C. 2108 (4) chapters 43 and 75; 5 CFR Parts 432 and 752

Reduction in Force
Employees who believe that an agency has not complied with the law or with the Office of Personnel
Management's (OPM) regulations governing reduction in force may appeal to the Merit Systems Protection
Board as discussed in Chapter 3.
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5 CFR 351.901

Restoration after Uniformed Service
Applicants or employees who believe that an agency has not complied with the law or with OPM regulations
governing the restoration rights of employees who perform duty with the uniformed services may file a
complaint with the Department of Labor's local Veterans Employment and Training Service office or appeal
directly to the Merit Systems Protection Board.
38 U.S.C. chapter 43

Other Actions
The Veterans Employment Opportunities Act of 1998 allows preference eligibles to complain to the
Department of Labor's Veteran's Employment and Training Service (VETS) when the person believes an agency
has violated his or her rights under any statute or regulation relating to Veterans' preference.
Under a separate Memorandum of Understanding (MOU) between OPM and Department of Labor, eligible
veterans seeking employment who believe that an agency has not properly accorded them their Veterans'
preference, failed to list jobs with State employment service offices as required by law, or failed to provide
special placement consideration noted above, may file a complaint with the local Department of Labor VETS
representative (located at State employment service offices). To be eligible to file a complaint under the MOU a
veteran must:
have served on active duty for more than 180 days and have other than a dishonorable discharge;
have a service-connected disability; or
if a member of a Reserve component, have been ordered to active duty under sections 12301 (a), (d), or
(g) of title 10, United States Code, or served on active duty during a period of war, or received a campaign
badge or expeditionary medal (e.g., the Southwest Asia Service Medal).
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) prohibits
discrimination in employment, retention, promotion, or any benefit of employment in the basis of a person's
service in the uniformed services. Complaints under this law should also be filed with the local Department of
Labor VETS representative (located at State employment service offices).
Since a willful violation of a provision of law or regulation pertaining to Veterans' preference is a Prohibited
Personnel Practice, a preference eligible who believes his or her Veterans' preference rights have been
violated may file a complaint with the local Department of Labor VETS representative, as noted above.
A disabled veteran who believes he or she has been discriminated against in employment because of his or
her disability may file a handicapped discrimination complaint with the offending agency under regulations
administered by the Equal Employment Opportunity Commission.
Finally, since OPM is committed to ensuring that agencies carry out their responsibilities to veterans, any
veteran with a legitimate complaint may also contact any OPM Service Center.
Because there is considerable overlap in where and on what basis a complaint may be filed, a veteran should
carefully consider his or her options before filing. Generally speaking, complaints on the same issue may not be
filed with more than one party.
Pub. L. 105-339; Title 38 U.S.C. 4103(c)(13) and (14); Interagency Advisory Group memo of
1/18/94 from OPM to Directors of Personnel, subject: Special Employment Complaint
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Procedure for Veterans under 38 U.S.C. 4103.
Back to Top

VetGuide Appendix A: Wars, Campaigns and
Expeditions of the Armed Forces Since WW II Which
Qualify for Veterans Preference
War Service Creditable for Veterans Preference. In the absence of statutory definition for "war" and
"campaign or expedition," OPM considers to be "wars" only those armed conflicts for which a declaration of war
was issued by Congress. The title 38, U.S.C., definition of "period of war," which is used in determining benefits
administered by the Department of Veterans Affairs, includes the Vietnam Era and other armed conflicts. That
title 38 definition is NOT applicable for civil service purposes.
Thus the last "war" for which active duty is qualifying for Veterans preference is World War II. The inclusive
dates for World War II service are December 7, 1941, through April 28, 1952.
Non-combat operations that are not qualifying for Veterans preference. Many medals are awarded
for non-combat operations. These medals are not a basis for preference and include the following:
Global War on Terrorism Service Medal for service from September 11, 2001, to date to be determined.
The Medal of Merit for meritorious service in World War II.
The Medal of Freedom for meritorious achievements or meritorious service to the United States on or
after December 7, 1941, in the war against an enemy outside the continental limits of the United States.
The Antarctica Service Medal for participating in a scientific, direct support, or exploratory operation on
the Antarctic Continent.
The National Defense Service Medal for honorable service between June 27, 1950 and July 27, 1954 or
January 1, 1961 and August 14, 1974; or for the period between August 2, 1990, and November 30, 1995.
The Armed Forces Service Medal for participation in a United States military operation deemed to be a
significant activity for which there was no threat of encounter of foreign armed opposition or imminent
threat of hostile action.
The Armed Forces Reserve Medal for 10 years of honorable service in a Reserve component; or active
duty service in a Reserve component on or after August 1, 1990; or volunteer service for active duty on or
after August 1, 1990.
Military Operations Since 1937 for Which a Campaign or Expeditionary Medal Has Been
Awarded, Except for Operations Occurring During a Declared War
Military personnel receive many awards and decorations. To help agencies make decisions concerning
entitlement to Veterans preference and other benefits, the following list identifies those awards that are
campaign and expeditionary medals. Any Armed Forces expeditionary Medal, whether listed here or
not, is qualifying for Veterans preference. The Department of Defense, not OPM, determines who is
entitled to receive a medal, and under what circumstances. The list below is derived from DoD 1348.33-M,
Manual of Military Decorations and Awards.
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DD 214, Certificate of Discharge or Separation from Active Duty, or other official documents issued by the
branch of service are required as verification of eligibility for Veterans preference.
Campaigns and Expeditions Which Qualify For Veterans preference
Campaign or Expedition

Inclusive dates

Armed Forces Expeditionary Medal (AFEM) A
veteran's DD Form 214 showing the award of any
Armed Forces Expeditionary Medal is acceptable
proof. The DD form 214 does not have to show the
name of the theater or country of service for which that
medal was awarded.
Afghanistan (Operations Enduring Freedom (OEF)
and Iraqi Freedom (OIF))

OEF September 11, 2001, to present; OIF March 19,
2003, to present

Berlin

August 14, 1961, to June 1, 1963

Bosnia (Operations Joint Endeavor, Joint Guard, and
Joint Forge) )

November 20, 1995 to December 20, 1996; December
20, 1996 to June 20, 1998; June 21, 1998 to present

Cambodia

March 29, 1973, to August 15, 1973

Cambodia Evacuation (Operation Eagle Pull)

April 11 - 13, 1975

Congo

July 14, 1960, to September 1, 1962, and November 23,
to 27, 1964

Cuba

October 24, 1962, to June 1, 1963

Dominican Republic

April 28, 1965, to September 21, 1966

El Salvador

January 1, 1981, to February 1, 1992

Global War on Terrorism

September 11, 2001 to present

Grenada (Operation Urgent Fury)

October 23, 1983, to November 21, 1983

Haiti Operation Uphold Democracy)

September 16, 1994, to March 31, 1995

Iraq (Operations Northern Watch, Desert Spring,
Enduring Freedom (OEF), and Iraqi Freedom (OIF))

January 1, 1997 to present;
December 31, 1998 to December 31, 2002 (projected);
OEF September 11, 2001, to present; OIF March 19,
2003, to present

Korea

October 1, 1966, to June 30, 1974

Kosovo

March 24, 1999 to present

Laos

April 19, 1961, to October 7, 1962

Lebanon

July 1, 1958, to November 1, 1958, and June 1, 1983, to
December 1, 1987

Mayaguez Operation

May 15, 1975 to May 15, 1975

Operations in the Libyan Area (Operation Eldorado
Canyon)

April 12, 1986 to April 17, 1986

Panama (Operation Just Cause)

December 20, 1989, to January 31, 1990

Persian Gulf Operation (Operation Earnest Will)

July 24, 1987, to August 1, 1990

Persian Gulf Operation (Operation Southern Watch)

December 1, 1995, to present

Persian Gulf Operation (Operation Vigilant Sentinel)

December 1, 1995 to February 1, 1997

Persian Gulf Operation (Operation Desert Thunder)

November 11, 1998 to December 22, 1998

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Campaign or Expedition

Inclusive dates

Persian Gulf Operation (Operation Desert Fox)

December 16, 1998 to December 22, 1998

Persian Gulf Intercept Operation

December 1, 1995, to present

Quemoy and Matsu Islands

August 23, 1958, to June 1, 1963

Somalia (Operations Restore Hope and United Shield) December 5, 1992, to March 31, 1995
Taiwan Straits

August 23, 1958, to January 1, 1959

Thailand

May 16, 1962, to August 10, 1962

Vietnam Evacuation (Operation Frequent Wind)

April 29, 1975, to April 30, 1975

Vietnam (including Thailand)

July 1, 1958, to July 3, 1965

Note:
Section 572 of Subtitle G of the Defense Authorization Act of Fiscal Year 1998 (Public Law 105-85), signed into
law on November 18, 1997, allows the Secretary of the military department concerned to determine whether
individual members who participated in Operation Joint Endeavor or Operation Joint Guard in the Republic of
Bosnia and Herzegovina and in such other areas in the region as the Secretary of Defense considers appropriate,
meet the individual service requirements for award of the Armed Forces Expeditionary Medal (AFEM).
Generally, service members will be considered eligible if they:
deployed to Bosnia and Herzegovina (or other area that the Secretary of Defense considers appropriate)
in direct support of one or both of the operations;
served on board a ship in the Adriatic in direct support of one or both of the operations; or
operated in airspace above Bosnia, Herzegovina (or other area that the Secretary of Defense considers
appropriate) while the operations were in effect.
Navy Expeditionary Medal and Marine Corps Medal for These Operations
Campaign or Expedition

Inclusive dates

Cuba

January 3, 1961 to October 23, 1962

Indian Ocean/Iran

November 21, 1979, to October 20, 1981

Iranian/Yemen/Indian Ocean

December 8, 1978 to June 6, 1979

Lebanon

August 20, 1982 to May 31, 1983

Liberia (Operation Sharp Edge)

August 5, 1990 to February 21, 1991

Libyan Area

January 20, 1986 to June 27, 1986

Panama

April 1, 1980 to December 19, 1986 and
February 1, 1990 to June 13, 1990

Persian Gulf

February 1, 1987 to July 23, 1987

Rwanda (Operation Distant runner)

April 7 - 18, 1994

Thailand

May 16 - August 10, 1962
Vet Guide
Campaign or Expedition

Inclusive dates

Army Occupation of Austria

May 9, 1945 to July 27, 1955

Army Occupation of Berlin

May 9, 1945 to October 2, 1990

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Campaign or Expedition

Inclusive dates

Army Occupation of Germany
(exclusive of Berlin)

May 9, 1945 to May 5, 1955

Army Occupation of Japan

September 3, 1945 to April 27, 1952

Chinese Service Medal (Extended)

September 2, 1945 to April 1, 1957

Korea Defense Service Medal

July 28, 1954 to (date to be
determined)

Korean Service

June 27, 1950 to July 27, 1954

Kosovo Campaign Medal (KCM) & Operation Allied Force

March 24, 1999 to June 10, 1999

Kosovo Campaign Medal (KCM) & Operation Joint Guardian

June 11, 1999 to (date to be
determined)

Kosovo Campaign Medal (KCM) & Operation Allied Harbor

April 4, 1999 to September 1, 1999

Kosovo Campaign Medal (KCM) & Operation Sustain Hope/Shining
Hope

April 4, 1999 to July 10, 1999

Kosovo Campaign Medal (KCM) & Operation Noble Anvil

March 24, 1999 to July 20, 1999

Kosovo Campaign Medal (KCM) & Task Force Hawk

April 5, 1999 to June 24, 1999

Kosovo Campaign Medal (KCM) & Task Force Saber

March 31, 1999 to July 8, 1999

Kosovo Campaign Medal (KCM) & Task Force Falcon

June 11, 1999 to (date to be
determined)

Kosovo Campaign Medal (KCM) & Task Force Hunter

April 1, 1999 to November 1, 1999

Navy Occupation of Austria

May 8, 1945 to October 25, 1954

Navy Occupation of Trieste

May 8, 1945 to October 25, 1954

Southwest Asia Service Medal (SWASM) (Operations Desert Shield and
August 2, 1990 to November 30, 1995
Desert Storm)
Units of the Sixth Fleet (Navy)

May 9, 1945 to October 25, 1955

Vietnam Service Medal (VSM)

July 4, 1965 to March 28, 1973

Rwanda (Operation Distant runner)

April 7 - 18, 1994

Thailand

May 16 - August 10, 1962

Back to Top

VetGuide Appendix B: Uniformed Service Qualifying
for Veterans Preference Purposes
Appendix B
Capacity or Organization in Which Service is Performed

Qualify for
Preference?

Air Force Service:
Air Force Nurse Corps

YES

Air Force Reserve, service on active duty

YES

Air Force Reserve Officer's Training Corps

NO

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Capacity or Organization in Which Service is Performed

Qualify for
Preference?

Air Force Service
Air National Guard of the United Sates (including all Federally Recognized Units,
Organizations, and members of the Air National Guard of the several States,
Territories and the District of Columbia), when mustered or called into service

YES

Cadets of the Air Force

YES

Regular Air Force

YES

Women in the Air Force

YES

Air lines under contract

NO

Air Transport Field Service

NO

American Field Service

NO

American Volunteer Guard

NO

Army Service:
Army field clerks

YES

Army Nurse Corps

YES

Army Reserve (formerly Organized Reserve Corps) service on active duty

YES

Army Specialist Corps

NO

Army Transport Service:
(Commissioned officers of the Army assigned as transport quartermasters in the
Army Transport Service)

YES

Army Transport Service:
(Other personnel)

NO

Cadets of the United States Military Academy

YES

Contract Surgeons, service since June 3, 1916

YES

Female Dietetic and physical therapy personnel service since April 1, 1943
(exclusive of students and apprentices)

YES

Licensed female physicians and surgeons, service since April 16, 1943

YES

National Guard of the United States (including all Federally recognized units,
organizations and members of the National Guard of the several States,
Territories and the District of Columbia) when called or mustered into active
Federal Service

YES

Philippine Army (organized military forces of the Government of the
Commonwealth of the Philippines, including recognized guerilla units) {see note 2
below}

NO

Philippine Scouts

YES

Regular Army

YES

Reserve Officers' Training Corps (ROTC)

NO

Women's Army Auxiliary Corps (WAACS) {see note 5 below}

NO

Women's Army Corps (WACS)

YES

Women's Medical Specialist Corps

YES

Auxiliary Military Police

NO

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Capacity or Organization in Which Service is Performed

Qualify for
Preference?

Bureau of Marine Inspection and Navigation

NO

Cadet Nurse Corps

NO

Chaplains:
Army

YES

Knights of Columbus

NO

Navy

YES

Y.M.C.A.

NO

Chemical Warfare Service:
Civilian and Contract employees

NO

Military personnel on active duty

YES

Citizens Military Training Camps

NO

Civil Aeronautics Administration Pilot Training:
Prior to September 1, 1943

NO

After September 1, 1943

YES

Civil Air Patrol

NO

Civilian Conservation Corps (reserve Officers of the Army called to active duty
with the Civilian Conservation Corps):
Service for at least 30 days before July 25, 1939

YES

Other personnel

NO

Coast and Geodetic Survey Personnel {see note 4 below}:
Service under transfer by the President in time of natural emergency to the service
and jurisdiction of the Armed Forces with proper military status (section 16 of the
Act of May 22, 1917; 40 Stat. 87, as amended; 33 U.S.C. 855)

YES

Service of commissioned officers of the Coast Guard and Geodetic Survey assigned
to duty on projects of immediate military hazard under the provisions of Section 2,
of the Act of December 2, 1942, 56 Sta. 1038, as amended (68 Stat. 730)

NO

Coast Guard Service in or in connection with:
Cadets of the United States Coast Guard Academy

YES

Coast Guard Auxiliary

YES

Coast Guard Reserve Service (temporary):
Members enrolled for full-time duty with military pay and allowances other than
for uniforms

YES

Coast Guard Reserve Service (temporary):
Members enrolled for part-time or intermittent duty without pay and allowances
for uniforms

NO

Coast Guard Reserve Service (temporary):
Pilots without pay and allowances other than for uniforms

NO

Coast Guard Reserve Service (temporary):
Officers of Great Lakes vessels without pay and allowances other than for
uniforms

NO

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Capacity or Organization in Which Service is Performed

Qualify for
Preference?

Coast Guard Reserve Service (temporary):
Coast Guard police without pay and allowances

NO

Coast Guard Reserve Service (temporary):
Civil Service employees of the Coast Guard without pay other than compensation
of their civilian positions

NO

Regular Coast Guard

YES

Women's Reserve (SPARS), service on active duty

YES

Marine Corps:
Aviation Cadets
Enlisted aviation cadet under 10 U.S.C. 6911, service after August 4, 1942

YES

Aviation Cadets
Aviation cadet (appointive grade), service while undergoing flight training

NO

Marine Corps Reserve including:
Fleet marine reserve; Organized Marine Corps Reserve; Women's Reserve;
provided service is on active duty

YES

Regular Marine Corps

YES

Merchant Marine

NO

Merchant Marine Cadet Corps

NO

Military Sea Transportation Service (MSTS)

NO

Navy, service in connection with:
Aviation Cadets:
Enlisted aviation cadet under 10 U.S.C. 6911, service after August 4, 1942

YES

Aviation Cadets:
Aviation cadet (appointive grade), service while undergoing flight training

NO

Licensed female physicians and surgeons, service since April 16, 1943

YES

Midshipmen:
Midshipmen (Regular) of the United States naval Academy

YES

Midshipmen:
Midshipmen (Reserve), service between September 8, 1939 and 1946 while
attending Midshipmen schools

YES

Naval Reserve Including:
Fleet Reserve; Merchant marine Reserve {see note 5 below}; Volunteer Reserve;
Women's Reserve (WAVES); provided service is on active duty

YES

Naval Reserve Officer's Training Corps Students
Service before July 1, 1943

NO

Naval Reserve Officer's Training Corps Students
Service between July 1, 1943 and June 30, 1946 

YES

Naval Reserve Officer's Training Corps Students
Service after June 30, 1946 

NO

Navy College Program personnel, service between July 1, 1943 and June 30,1946

YES

Navy Nurse Corps

YES

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Capacity or Organization in Which Service is Performed

Qualify for
Preference?

Regular Navy

YES

Office of Strategic Services

YES

Public Health Service:
Officers and employees detailed to duty with the Army or Navy by Executive Order
2571, during World War I

YES

Commissioned officers performing active service:
Under individual detail for duty with the Army, Navy, Air Force, Marine Corps, or
Coast Guard;

YES

Commissioned officers performing active service:
In the Public Health Service while the service is part of the Armed Forces of the
United States pursuant to Executive Order {see Note 6 below};

YES

Commissioned officers performing active service:
In the Public Health Service in time of war:
whether or not the individual detail to the Army, Navy, or Air Force, Marine Corps,
or Coast Guard and
whether or not the Public Health Service was at that time a part of the Armed
Forces

YES

Red Cross

NO

State Guards

NO

State Maritime Academy

NO

State or Territorial police or Constabularies

NO

Volunteer Defense Force Units, Territory of Hawaii (1942 to 1945)

NO

War correspondents

NO

Women's Air Service Pilots (WASPS)

NO

Notes:
1. Military service under the Veterans preference laws is:
Active duty in the Armed forces of the United States
Active service in the Public Health Service which is a basis for entitlement to "full military benefits" under
the Public Health Service Act of July 1, 1944
Active service in the Coast and Geodetic Survey and successor organizations (NASA, NOAA) under
transfer to the jurisdiction of the Armed Forces under 33 U.S.C. 855
Service in the organized military forces of the Government of the Commonwealth of the Philippines
(including recognized guerilla units) between July 26, 1941 and June 30, 1946 when the forces were in the
service if the Armed Forces of the United States, is not service in the military or naval forces if the United
States for preference.
Members of the Women's Army Auxiliary Corps served with but not in the Army. This organization was
abolished on September 30, 1943.
Coverage applies also to successor organizations, i.e. Environment Science Service Administration and
National Oceanic and Atmospheric Administration.
Service of Merchant Marine Reservists (U.S. Naval Reserve) called to active duty in the Navy, even though
assigned to duty on merchant vessels or at shore establishments of the U.S. Maritime Service, is
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considered active duty for preference purposes.
The Commissioned Corps of the Public Health Service was declared to be a military service branch of the
land and naval forces of the United States beginning July 29, 1945, and continuing through July 3, 1952.
(Executive Orders 9575, 10349, 10356, 10362, and 10367.)
Back to Top

VetGuide Appendix C: Officer Personnel by Pay Grades
and Titles (Ranks)
Appendix C
Pay
Grade

Army, Air Force, and
Marine Corps

Navy, Coast Guard, and Public Health
NOAA
Service

Major and
Above

Below
Major

O-10 General

Admiral

n/a

X

O-09 Lieutenant General

Vice Admiral

n/a

X

O-08 Major General

Rear Admiral

Asst. Surgeon
General

X

O-07 Brigadier General

Rear Admiral (lower half) or
Commodore

Asst. Surgeon
General

X

O-06 Colonel

Captain

Direct Grade

X

O-05 Lieutenant Colonel

Commander

Senior Grade

X

O-04 Major

Lieutenant Commander

Full Grade

X

O-03 Captain

Lieutenant

Senior Assistant
Grade

X

O-02 First Lieutenant

Lieutenant (jg)

Assistant Grade

X

O-01 Second Lieutenant

Ensign

Junior Assistant

X

W-4

Chief Warrant Officer

Chief Warrant Officer
(see note 1 below)

n/a

X

W-3

Chief Warrant Officer

Chief Warrant Officer

n/a

X

W-2

Chief Warrant Officer

Chief Warrant Officer

n/a

X

W-1

Warrant Officer

Warrant Officer

n/a

X

(see note 2 below)

(see note 2 below)

n/a

X

E-

Notes:
1. National Oceanic and Atmospheric Administration (Environmental Sciences Services Administration,
formerly Coast and Geodetic Survey) and Public Health Service do not have warrant officer ranks.
2. Pay grades indicated by the letter "E" (e.g., E-5) are for enlisted (non officer) personnel.
Back to Top

VetGuide Appendix D: A Brief History of Veterans
Preference
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Preference Before the Civil War
The use of preference in Federal appointments extends back to the days of the Revolutionary War. Though no
legal basis existed to govern the treatment of war veterans, certain soldiers were rewarded for their service by
the Federal government. Early forms of preference were often based on European models and featured the use
of pensions, bonuses for service, disability allowance, and hospitalization for injuries incurred while in uniform,
as rewards for service to one's country. It wasn't until the heyday of the spoils system, however, that
appointments to Federal positions as a reward for military service become a popular practice. These
appointments, however, were usually reserved for ex-officers, and not for the rank and file soldier.

Civil War to the end of World War I
Towards the end of the Civil War, congress passed the first significant Veterans preference legislation. This act
provided that,
"Persons honorably discharged from the military or naval service by reason of disability resulting
from wounds or sickness incurred in the line of duty shall be preferred for appointments to civil
offices, provided they are found to possess the business capacity necessary for the proper discharge
of the duties of such offices."
Under this legislation, preference in appointments was limited to disabled veterans who were otherwise
qualified for the work to be performed. This 1865 law stood as the basic preference legislation until the end of
World War I.
Along the way, however, several modifications were made to the 1865 legislation. An amendment in 1871
contained the first instance of "suitability" requirements for job seeking veterans. The language read as follows,
"The President is authorized to prescribe such regulations for the admission of persons into the
civil service of the United States as may best promote the efficiency thereof, and ascertain the
fitness of each candidate in respect to age, health, character, knowledge, and ability for the branch
of service into which he seeks to enter, and for this purpose he may employ suitable persons to
conduct such inquiries, and may prescribe their duties, and establish regulations for the conduct of
persons who may receive appointment in the civil service."
In 1876, another Congressional amendment gave preference for RIF retention to veterans, their widows, and
their orphans. This amendment marked the introduction of the use of preference as RIF protection. It provided:
"That in making any reduction in force in any of the executive departments the head of such
department shall retain those persons who may be equally qualified who have been honorably
discharged from the military or naval service of the United States and the widows and orphans of
deceased soldiers and sailors."
Determination of the "equal qualifications" of a person entitled to preference under this law was left to the
appointing officer.
In 1888, a Civil Service Commission regulation gave absolute preference to all disabled veterans over all other
eligibles. In other words, they would qualify with a score of 65, when the minimum passing score for everyone
else was a 70, and would be placed at the top of the certification list.
A year later, President Harrison issued an Executive Order allowing honorably discharged veterans who were
former Federal employees to be reinstated without time limit. This was the first appearance of reinstatement
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eligibility as applied to veterans. In 1892, reinstatement rights were extended to the widows and orphans of
veterans. The reinstatement provision was the last significant addition to preference legislation until 1919.
Back to Top

Preference Between the World Wars
The first major expansion of Veterans Preference benefits occurred in 1919 in the form of the Census Act. This
act, amended shortly thereafter by the Deficiency Act of 1919 granted preference to all honorably discharged
veterans, their widows, and the wives of injured veterans. An excerpt reads as follows:
"That hereafter in making appointments to clerical and other positions in the executive branch of
the Government, in the District of Columbia or elsewhere preference shall be given to honorably
discharged soldiers, sailors, and marines, and widows of such, and to the wives of injured soldiers,
sailors, and marines, who themselves are not qualified, but whose wives are qualified to hold such
positions."
This act is significant for two reasons: it no longer emphasized a service-connected disability as the primary
basis for granting Veterans preference, and it introduced the concept of spousal preference in the appointing
process. This act redefined eligible veterans to mean all persons who served in an active military capacity and
were honorably discharged, whether the service was in wartime or peacetime. Added were their widows and the
wives of those too disabled to qualify for government employment. This act remained the basic Federal law for
appointment preference until June 27, 1944, when the Veterans Preference Act of 1944 was enacted.
Two significant modifications were made to the 1919 Act. In 1923, an Executive Order was created which added
10-points to the score of disabled veterans and added 5-points to the scores of non-disabled veterans. This was
the first time the points were added to the examination scores in the appointing process. Under this Executive
Order, however, veterans were no longer placed at the top of the certification lists. In 1929, another executive
order restored the placement of 10-point disabled veterans to the top of certification lists.
In 1938, a Civil Service Commission rule required that the decision by an appointing official to pass over a
veteran and select a non-veteran for appointment be subject to review by the commission. Language regarding
the passover of eligible veterans existed in earlier executive orders, but these early versions only required that
the CSC be notified if a passover occurred. The 1938 rule strengthened this requirement and marked the first
time that the Commission could overturn the passover if it did not regard the reasons as being adequate.
Back to Top

Veterans Preference Act of 1944
Veterans preference, as it exists today, derives from the Veterans Preference Act of 1944. This act, to a large
extent, resulted from the veterans organizations' desire to elevate the existing Executive and regulatory orders
governing preference to the level of National policy. With a victorious end to World War II clearly in sight, both
Congress and the Administration were sympathetic to the veterans organizations' objective. In his endorsement
of the legislation, President Roosevelt wrote,
"I believe that the Federal Government, functioning in its capacity as an employer, should take the
lead in assuring those who are in the armed forces that when they return special consideration will
be given to them in their efforts to obtain employment. It is absolutely impossible to take millions
of our young men out of their normal pursuits for the purpose of fighting to preserve the Nation,

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and then expect them to resume their normal activities without having any special consideration
shown them."
The act, in essence, was a consolidation of the various preference provision already in effect by the various
Executive Orders and CSC regulations. It went a step further by broadening and strengthening existing Veterans
preference rules by giving them legislative sanction. Thus, the Executive Branch could no longer change the
provisions of Veterans preference. Any changes must now be sought through legislation. In addition, the act
made clear that preference was to be a reward for patriotic duties by a grateful country willing to recognize the
sacrifices of its servicemen when peace comes. The Act would help ensure that veterans obtain or regain an
economic position they otherwise would have attained had they not served in the armed forces.
The Veterans preference Act of 1944 defined to whom and under what circumstances preference would be
granted. It provided that Preference be given in competitive examinations, in appointments to positions in the
Federal service, in reinstatement to positions, in reemployment, and in retention during reductions in force.
Preference would apply to civilian positions - permanent or temporary - in all departments, agencies, bureaus,
administrations, establishments, and projects of the Federal Government, and in the civil service of the District
of Columbia. Further, the law provided that preference apply to positions in the classified civil service (now the
competitive service), the unclassified civil service (positions excepted from the competitive service), and in any
temporary or emergency establishment, agency, bureau, administration, project and department created by acts
of Congress or Presidential Executive order. The legislative and judicial branches of the Government, as well as
positions in the executive branch, which are required to be confirmed by the Senate, except Postmaster-ships, in
the first-, second-, and third-class post offices were exempt from the Act.
The Act originally granted preference to non-disabled veterans, disabled veterans, wives of disabled veterans,
and the widows of disabled veterans. These were substantially the same groups granted preference under
previous laws and regulations with two exceptions. Non-disabled veterans whose only service was performed
during peacetime and the wives of non-service-connected disabled veterans over 55 years of age were no longer
eligible for preference.
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Veterans Preference Since 1944
In 1948, the Veterans Preference Act of 1944 was amended to include the mothers of veterans. Mother
preference was granted to certain widowed, or divorced or legally separated mothers of veterans (men and
women) who (a) died under honorable conditions while on active duty in any branch of the armed forces of the
United States in wartime or in peacetime campaigns or expeditions for which campaign badges or service
medals have been authorized; or (b) have permanent and total service-connected disabilities which disqualify
them for civil service appointment to positions along the general line of their usual occupations. In the case of
such widowed mothers, preference was granted provided they were widowed at the time of death or disability of
the veteran and had not remarried. The divorced or legally separated mothers were granted preference only if
the veteran was the mother's only child. This provision was later amended in 1950 to allow preference to
mothers who are living with their husbands but whose husbands are totally and permanently disabled.
In 1952, a bill was passed granting preference benefits to those honorably separated veterans who served on
active duty in any branch of the armed forces of the United States during the period beginning April 28, 1952
and ending July 1, 1955 (the period after the termination of the state of war between the United States and the
Government of Japan during which persons could be inducted under existing law for training and service in the
armed forces). The bill also extended preference to the widows and mothers of such veterans.

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The Vietnam conflict in the 1960s resulted in several modifications of the VP law of 1944. In 1966, legislation
was passed which granted peace-time preference for Vietnam-era vets who served on active duty for more than
180 consecutive days between January 31 1955 and Oct 10, 1976; National guard and reserve service was
excluded from this legislation.
In 1967 legislation was passed which expanded preference to all veterans who served on active duty for more
than 180 days (no requirement to serve during war, campaign, or conflict) between January 31, 1955 and
October 10, 1976. As with the previous year's law, National guard and reserve service was not included in this
expansion.
The end of the Vietnam conflict brought with it yet another law, passed in 1976. This law put added restrictions
on veterans whose service begins after October 14, 1976. For post-Vietnam era veterans, preference was granted
only if these veterans became disabled, or served in a declared war, a campaign, or expedition. This legislation
was the result of the conclusion of the Vietnam conflict and its draft, the Department of Defenses' desire to
build a career military service, and veterans organizations' concern that preference was not appropriate for
purely peacetime service.
The Civil Service reform act of 1978 created new benefits for veterans with a 30 percent or more disability. It
also gave veterans extra protection in hiring and retention. Under this act, preference was no longer granted to
nondisabled veterans who retired at the rank of major or above.
In 1988, a law was passed that required the Department of Labor to report agencies' violations of Veterans
preference and failure to list vacancies with State employment services to the Office of Personnel Management
for enforcement.
The last major legislation affecting Veterans preference occurred in the form of the Defense Appropriations act
of 1997. Under this legislation, preference was accorded to anyone who served on active duty during the Gulf
War period (August 2, 1990 through January 2, 1992). This law also granted preference to certain service
members who earned campaign medals for service in Bosnia and Herzegovina in support of Operation Joint
Endeavor (November 20, 1995 through December 20, 1996) or Operation Joint Guard (December 20, 1996
through a date designated by the Secretary of Defense).
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Time line of Veterans Preference in the Federal Civil Service
1865
First Veterans preference (VP) in appointment law; for Union veterans separated for wounds or illnesses.
Vets must have been honorably discharged and qualified for job.
1876
First VP in reduction in force (RIF) law
1919
After World War I, law grants VP to all honorably discharged veterans, their widows, and the spouses of
veterans too disabled to work
1923
To distinguish between the preference and granted by the 1865 and 1919 laws, an Executive Order grants
disabled vets 10 points and other vets 5 points, to be added to their individual numerical ratings in
examinations (point system first introduced)
1929
Executive Order places disabled vets at the top of examination lists of eligibles and continues 10 extra
points
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1944
Veterans Preference Act incorporates 1865, 1876, and 1919 laws, plus Executive Orders for extra points,
passover protection, and rule of three. Continues to be cornerstone of Veterans civil service legislation
today (applied preference to active duty service during war, expedition, or campaign for which badge was
authorized, must be separated under honorable conditions, rule of three)
1952
Amendment extended 1944 law to include active duty service from 4/28/52 - 7/1/55 Korean War
1966
Peacetime preference for Vietnam-era vets added active duty for >180 consecutive days between Jan 31
1955 and Oct 10, 1976; guard and reserve service not included
1967
Expanded 1967 act to all vets who served on active duty for >180 days (no requirement to serve during
war, campaign, or conflict) between Jan 31, 1955 and Oct 10, 1976 (guard and reserve service not
included)
1968
Executive Order creates Veterans Transitional Appointment, a new way for Vietnam-era veterans to enter
Federal service without public examination. Forerunner of Veterans Readjustment Appointment (VRA)
1974
VRA enacted into law
1976
By law, veterans whose service begins after October 14, 1976 are granted preference only if they become
disabled, or serve in a declared war, a campaign, or expedition. (This resulted from the end of the
Vietnam conflict and draft, Department of Defense's desire to build a career military service, and
Veterans groups concern that preference was not appropriate for purely peacetime service.)
1978
Civil Service reform act creates new benefits for 30 percent or more disabled veterans; special appointing
authority, and extra protection in hiring and retention. Preference ends for nondisabled retired majors
and above. Efforts to broaden rule of three and make exceptions to numerical ratings in examinations
defeated by Veterans groups
1988
Law requires Dept. of Labor to report agencies' violations of Veterans preference and failure to list
vacancies with State employment services to OPM for enforcement
1990
VRA law amended to include post-Vietnam-era veterans, but end coverage of most Vietnam-era veterans
1992
VRA law revised to restore eligibility to Vietnam-era veterans
1997
Defense Appropriations Act grants preference to gulf war veterans and certain campaign medal holders in
Bosnia (included guard or reserve service if for other than training)
2006
National Defense Authorization Act, Public Law 109-163, granted preference to those serving on active
duty in the armed forces for a period of more than 180 consecutive days any part of which occurred
during the period beginning September 11, 2001 and ending on a date prescribed by Presidential
proclamation or by law as the last day of Operation Iraqi Freedom. The law also amended 5 U.S.C.
2108(1) clarifying that individuals discharged or released from active duty in the armed forces, as
opposed to being separated, may receive veterans' preference provided they meet other applicable
veterans' preference eligibility requirements.
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on this page
Introduction
Veterans' Preference in Appointments
Veterans' Preference in Reduction in Force
Miscellaneous Provisions Pertaining to Veterans
Service Credit
Special Appointing Authorities for Veterans
Restoration after Uniformed Service
Special Redress and Appeals
Appendices

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