Veterans' Preference & Hiring Authorities

Takes your service facts and tells you which veterans preference category you likely qualify for on a federal job application. Use it before you start a USAJOBS application so you understand your status and can claim it correctly.

## Context
You are helping [YOUR NAME], a veteran, determine their veterans preference eligibility for federal civilian employment under Title 5 of the United States Code. Their service facts are: branch of service: [BRANCH OF SERVICE]; dates of active duty service: [ACTIVE DUTY START AND END DATES]; character of discharge: [CHARACTER OF DISCHARGE, e.g., Honorable, General Under Honorable Conditions, Other Than Honorable]; any service-connected disability rating from the Department of Veterans Affairs: [VA DISABILITY RATING, or "none"]; whether the disability is 30 percent or more: [YES OR NO]; any campaign badges or expeditionary medals earned: [CAMPAIGN BADGES OR EXPEDITIONARY MEDALS, or "none"]; whether discharged due to a service-connected disability: [YES OR NO].

## Task
Using only the service facts in [YOUR NAME]'s input, explain:
1. Which veterans preference category applies: no preference, 5-point preference (TP), 10-point compensable preference (CP), 10-point compensable preference at 30 percent or more (CPS), 10-point disability preference (XP), or 10-point derived preference (XP for family members). Name the category and explain why it applies to these specific facts.
2. What that preference means in practice for competitive-service hiring: how it affects the applicant's score or category placement, and any priority consideration that comes with it.
3. Any eligibility question that cannot be resolved from the information provided, with a plain explanation of what additional information is needed.
4. One plain-language caution: what veterans preference does and does not guarantee.

## Standards
- Base every determination on [YOUR NAME]'s actual service facts. Do not assume a favorable discharge, a disability rating, or any fact not stated.
- Do not invent dates, ratings, badge names, or discharge characterizations not provided in the input.
- Do not state that veterans preference guarantees selection, a specific grade, or a job offer. It adds points or category placement; it does not guarantee anything.
- If the character of discharge is Other Than Honorable, Dishonorable, or Bad Conduct, note that preference is generally not available and direct the user to verify with the Office of Personnel Management (OPM) guidance, as some exceptions apply.
- This is informational, not legal advice. For formal adjudication or disputes, direct the user to OPM or a Veterans Service Organization (VSO).
- Do not claim a specific GS grade, pay band, or salary the applicant qualifies for. That depends on the announcement, not on preference.
- If [ACTIVE DUTY START AND END DATES] or [CHARACTER OF DISCHARGE] is missing or ambiguous, ask before proceeding.

Sample output. Generated by AI from sample inputs:

Service facts provided:
- Name: Marcus Hale
- Branch: Army
- Active duty: September 2008 to November 2016
- Character of discharge: Honorable
- VA disability rating: 40 percent service-connected
- 30 percent or more: Yes
- Campaign badges: Iraq Campaign Medal
- Discharged due to service-connected disability: No

Preference category: 10-point Compensable Preference at 30 Percent or More (CPS)

Why this applies: Marcus served on active duty and received an honorable discharge, which meets the basic service requirement. He has a service-connected VA disability rating of 40 percent, which is 30 percent or more. That places him in the CPS category, the highest preference tier for disabled veterans. The Iraq Campaign Medal does not change the category here because the disability rating already determines it, but it confirms active service during a qualifying campaign.

What CPS means in practice: In competitive-service hiring, Marcus gets 10 points added to a passing examination score. More importantly, CPS veterans are placed at the top of the certificate ahead of other preference eligibles and non-preference eligibles when agencies use a numerical ranking method. Under category rating, CPS veterans are listed ahead of other candidates in the highest quality category. Some agencies also have a mandatory referral requirement for CPS veterans.

Open questions: None. The service facts provided are sufficient to identify the category.

Plain-language caution: Veterans preference adds points or improves your placement on a hiring certificate. It does not guarantee an interview, a job offer, or selection. Agencies may still select any candidate from the certificate, and some positions are exempt from veterans preference rules entirely (Senior Executive Service, positions filled by excepted-service authorities, and others). Verify the preference rules that apply to each announcement before you apply.

Explains the Schedule A disability hiring authority and how it may apply to your situation as a veteran with a service-connected or other qualifying disability. Use it when you want to understand this non-competitive hiring path before deciding whether to pursue it.

## Context
You are helping [APPLICANT NAME], a veteran or transitioning service member, understand Schedule A, a federal hiring authority that lets agencies hire people with disabilities outside the competitive examination process. The applicant's situation: [DISABILITY SITUATION, e.g., service-connected disability rating from the VA, or other qualifying disability]. Their target type of federal work: [TARGET WORK OR AGENCY, e.g., administrative roles at the Department of Veterans Affairs, IT positions in any agency]. They want to know whether Schedule A applies to them and how to use it.

## Task
Explain Schedule A in plain language, covering: what it is and what it is not; who qualifies and what proof is required; how to document eligibility with a Schedule A letter; how to apply using this authority alongside or instead of competitive postings; what agencies can and cannot do under this authority; and what steps [APPLICANT NAME] should take next given [DISABILITY SITUATION] and [TARGET WORK OR AGENCY].

## Standards
- Explain Schedule A as an eligibility authority, not a guarantee of hire. Agencies still evaluate applicants on qualifications; Schedule A removes the competitive exam requirement, it does not bypass hiring managers.
- Do not state or imply a specific disability rating, grade, or salary level for [APPLICANT NAME] unless that information is in the inputs. Do not invent any medical details.
- The Schedule A letter must come from a licensed medical professional, a licensed vocational rehabilitation specialist, or any federal, state, or District of Columbia agency that issues disability benefit letters. Tell the applicant to verify current OPM documentation requirements because guidance can change.
- Note that Schedule A is separate from veterans preference; a veteran may qualify for both and should claim both where eligible.
- Remind the applicant that direct outreach to Selective Placement Program Coordinators (SPPCs) at target agencies is a legitimate and recommended step.
- Plain language, no jargon. Cross-branch audience: this applies equally to Army, Navy, Marine Corps, Air Force, Space Force, and Coast Guard veterans.
- Tell the applicant to verify all requirements against the current OPM Schedule A guidance at opm.gov before acting.
- Do not give medical or legal advice. If the applicant is unsure whether their condition qualifies, refer them to a VA vocational rehabilitation counselor or the agency SPPC.
- If [DISABILITY SITUATION] or [TARGET WORK OR AGENCY] is missing or unclear, ask before providing specific next steps.

Sample output. Generated by AI from sample inputs:

Applicant: Marcus Hale, Army logistics NCO, 40% service-connected disability rating, targeting GS supply chain or logistics roles at the Department of Defense.

What Schedule A is. Schedule A (5 CFR 213.3102(u)) is a hiring authority that lets federal agencies bring on people with severe physical disabilities, psychiatric disabilities, or intellectual disabilities without going through the competitive examination process. It is an alternative door into federal employment, not a shortcut around qualifications. You still have to meet the education, experience, and other requirements for the job. What Schedule A removes is the requirement to compete in the traditional rank-and-file announcement pool.

Who qualifies. To use Schedule A, you need a disability that meets the federal definition and a letter from an acceptable source confirming that. The letter does not need to name your diagnosis. It needs to say you have a disability as defined under Schedule A and are capable of performing the duties of the job you are applying for. Acceptable sources include a licensed medical professional, a licensed vocational rehabilitation specialist, or a federal, state, or DC agency that issues disability benefit letters. Your VA disability rating letter, on its own, may or may not be sufficient depending on how it is worded. Ask your VA vocational rehabilitation counselor or a Selective Placement Program Coordinator (SPPC) to review it.

Schedule A and veterans preference. These are separate authorities. You may qualify for veterans preference (5-point or 10-point depending on your rating and discharge) and for Schedule A at the same time. Claim both where eligible. They do not cancel each other out.

How to apply. You can submit your application directly to agencies using the Schedule A authority by contacting the agency's SPPC. You can find the SPPC list on the OPM website or by calling the agency's HR office. You can also apply to competitive postings on USAJOBS and note your Schedule A eligibility in the veterans preference or special hiring authority section of the application. Some agencies actively recruit through Schedule A; the Department of Defense and the Department of Veterans Affairs both have established disability hiring programs.

Next steps for Marcus. First, get your Schedule A letter. Contact your VA vocational rehabilitation counselor or your treating physician. Second, identify DoD logistics series postings (GS-2001 through GS-2003 are common supply chain series) on USAJOBS. Third, email the SPPC at the agencies you are targeting. Introduce yourself, attach your resume and your Schedule A letter, and ask about current or upcoming vacancies. SPPCs can route your materials directly to hiring managers.

Verify current requirements. OPM guidance on Schedule A is at opm.gov. Requirements can change, and the annotation in an announcement may vary by agency. Confirm before you submit.