Employee Compensation FAQs

General

If so, Please contact the DoD Hiring Heroes Team at DoD.Applicants@mail.mil or 1-888-363-4872

Through the New Beginnings efforts, the Department is striving to institutionalize a shared culture of high performance through greater employee engagement. New Beginnings will also work to improve capabilities in recruiting, developing, and rewarding our dynamic and effective workforce.

Please, contact the Strategic Outreach and Recruitment (SOAR) Team at DoD.Applicants@mail.mil or 1-888-363-4872

Please, contact Mr. Jimmy Clark at dodhra.CyberSTEM@mail.mil or 1-888-363-4872

If so, please contact Ms. Tina James at DoD.Applicants@mail.mil or 1-888-363-4872

The Vets to Feds (V2F) Career Development Program offers veterans the opportunity to gain valuable on-the-job training and experiences related to mission critical fields while developing their skills. The V2F program not only provides career development opportunities for veterans, but also assists agencies in filling mission critical positions. Since 2011 the program has focused on occupations such as IT, Contracting, HR and in 2018 the V2F Program targeted Veterans for Information Technology (2210) Cybersecurity positions. This inter-agency program was designed to recruit and support the development of our Nation’s Veterans for careers with the Federal Government. For participation in the program, please contact Mr. Bruce Bixby at DoD.Applicants@mail.mil or 1-888-363-4872

In general, veterans preference eligibility is based on dates of active duty service, receipt of a campaign badge, Purple Heart, or a service-connected disability. Only veterans discharged or released from active duty in the armed forces under honorable conditions (honorable or general discharge) are eligible for veterans preference. In accordance with title 5, United States Code, Section 2108 (5 USC 2108), please know that not all active duty service may qualify for veterans preference.

No. There is no limit to the number of times you can use veterans preference.

No. Veterans preference does not apply when the agency is using merit promotion procedures to fill a position.

Yes.

No. Veterans preference does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

No. In 1978, the Civil Service Reform Act amended the employment preference for retired officers by denying it to those retiring at the rank of major (O-4) and above.

Preference eligibles are divided into five basic groups as follows:
1. CPS - Disability rating of 30% or more (10 points)
2. CP - Disability rating of at least 10% but less than 30% (10 points)
3. XP - Disability rating less than 10% (10 points)
4. TP - Preference eligibles with no disability rating (5 points)
5. SSP - Sole Survivorship Preference (0 points) These codes are used to designate on rating sheets and certificates the category of veterans preference to which an applicant is entitled.

Yes. A service-member who is on terminal leave pending separation from active duty under honorable conditions may accept a civilian position in the Federal government.

No. There is no limit to the number of times you can apply for positions when agencies are accepting applications as a 30% or more disabled veteran.

There are no regulations that dictate when a service member can apply for a position with the Federal Government. However, agencies typically will not adjudicate veterans preference unless the service-member has a DD-214 or "certification" that is a 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 not later than 120 days after the date the certification is signed.

There are basically three types of preference eligibles, disabled (10 point preference eligible), non-disabled (5 point preference eligible) and sole survivorship preference (0 point preference eligible).

5-point preference eligible is a veteran whose discharge or release from active duty in the armed forces was under honorable conditions and service meets the following criteria:
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 Afghanistan (Operations Enduring Freedom (OEF), Iraqi Freedom (OIF)), Bosnia (Operations Joint Endeavor, Joint Guard, and Joint Forge), Global War on Terrorism, Persian Gulf, and others may qualify for preference.

You can request ‘certification’ through your Military Personnel Office.

To be eligible, the veteran must be: in receipt of a campaign badge for service during a war or in a campaign or expedition; OR a disabled veteran, OR in receipt of an Armed Forces Service Medal or Global War on Terrorism Service Medal for participation in a military operation, OR a recently separated veteran (within the last 3 years), AND separated under honorable conditions (this means an honorable or general discharge).

I believe that a Federal agency is conducting prohibited personnel practices. Will OPM investigate my complaint against this agency?

I don’t have veterans preference, am I still eligible for a special appointing authority?

In the Federal government, layoffs are called reduction in force (RIF) actions. When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position.

Most positions within the Federal government can be found on the USAJOBS website: www.usajobs.gov. Additionally, individual agency websites may list employment opportunities.

Complaints alleging prohibited personnel practices should be directed to the Office of Special Counsel (OSC). OSC receives, investigates, and prosecutes allegations of prohibited personnel practices. Information can be found at https://osc.gov/.

Most Federal agencies have a Selective Placement Program Coordinator (SPPC) who helps management recruit, hire and accommodate people with disabilities. Find a Selective Placement Program Coordinator (SPPC).

If you have questions regarding a position to which you are applying or to find out the status of your application, please communicate with the point-of-contact listed for each job opportunity announcement (JOA), usually contained in a block at the bottom of the JOA when you scroll down.

You may be eligible if your active duty spouse: 1. Retired under Chapter 61 of title 10, United States Code with a 100% disability rating from the military department; 2. Retired or was released from active duty and has a disability rating of 100% from the Department of Veterans Affairs or the military department.

Veterans preference does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

Yes. The President declared the end of Operation Iraqi Freedom August 31, 2010.

No.

A 10-point preference eligible may file an application under certain circumstances, after the closing date. If you want to apply after the closing date of the vacancy announcement, you should contact the agency that announced the position for further information.

Yes You can request a “certification”, that is a 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 not later than 120 days after the date the certification is signed.

No. You may not receive veterans preference in Federal employment as the spouse of a veteran if the veteran is living and qualified for Federal employment.

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