Veterans Employment Training Charles Clark Jr Veterans Employment

Veterans Employment Training Charles Clark, Jr Veterans Employment Program Manager Office Of Human Capital Strategy and Diversity (OHRM) 202 -482 -0767

US Merit Systems Protection Board – Merit System Principles § 2301 (B), Title 5 U. S. C. 1. 2. 3. 4. 5. 6. 7. 8. 9. Recruit, select, and advance on merit after fair and open competition Treat employees and applicants fairly and equitably Provide equal pay for equal work and reward excellent performance Maintain high standards of integrity, conduct, and concern for the public interest Manage employees efficiently and effectively Retain or separate employees on the basis of their performance Educate and train employees if it will result in better organizational or individual performance Protect employees from improper political influence. Protect employees against reprisal for the lawful disclosure of information in “whistleblower” situations. http: //www. mspb. gov/meritsystemsprinciples. htm

Prohibited Personnel Practices Adapted from § 2302 (b) of title 5 U. S. C. Illegally discriminate for or against any employee/applicant. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Solicit or consider improper employment recommendations Coerce an employee’s political activitys Obstruct a person’s right to compete for employment Influence any person to withdraw from competition for a position Give unauthorized preference or improper advantage Employ or promote a relative Retaliate against a whistleblower, whether an employee or applicant Retaliate against employees or applicants for filing an appeal Unlawfully discriminate for off duty conduct Violate any law, rule, or regulation which implements or directly concerns the merit principles 11. Knowingly violate veterans’ preference requirements http: //www. mspb. gov/ppp. htm

Veterans Preference and Category Rating

Veterans’ Preference � Gives eligible veterans preference in appointments over other non-veterans on announcements open to all US Citizens (external or “DE”) � Does not guarantee a job; nor apply to merit (internal) agency actions such as promotions, transfers, reassignments and reinstatements � Eligibility is based on dates of active duty service; receipt of a campaign badge; Purple Heart recipient; or any veteran with a service-connected disability � Only veterans discharged or released from active duty (service) in the armed forces under honorable conditions are eligible for veterans' preference � Retired members of the armed forces are not included in the definition of “preference eligible” unless they are a disabled veteran OR retired below the rank of major (O-4) or its equivalent (Lt Commander) � Not all active duty service qualifies for veterans' preference

Veterans Preference Codes � CPS: (10 point) - Disability rating of 30% or more � CP: (10 point) - Disability rating of at least 10%, but less than 30% � XP: (10 point) - Disability rating of less than 10% ◦ Purple Heart Recipient ◦ Spouse of disabled vet unable to work due to disability ◦ Spouse/parent of vet killed related to military service � TP: (5 point) – No disability, but served ◦ For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001 and August 31, 2010 (Enduring Freedom-9/11), OR ◦ Between August 2, 1990 and January 2, 1992 (Desert Shield/Storm), 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 (Vietnam), 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. Anyone unsure of preference eligibility, can visit the Department of Labor's Veterans' Preference Advisor.

Veterans Opportunity to Work Act � The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, provides seamless transition for service members, expands education and training opportunities for Veterans, and provides tax credits for employers who hire Veterans with service-connected disabilities � The VOW Act amends chapter 21 of title 5, United States Code (U. S. C. ) by adding section 2108 a, “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 service, even though the service members have not been discharged or released from active duty.

CATEGORY RATING – Vet Preference • Applicants who meet basic qualification requirements are ranked by being placed into one of three pre-defined quality categories, instead of being ranked by individual numeric score order ◦ Gold (Best Qualified, i. e. , 95 -100) ◦ Silver (Well Qualified, 85 -94. 9) ◦ Bronze (Qualified, 70 -84. 9) Names of all eligible candidates in highest quality category are referred on the Certificate of Eligibles to the selecting official for consideration* � Preference eligibles are listed ahead of non- preference eligibles � Veterans’ preference applies within each category � Non-veterans cannot be selected over qualified veterans in that category � � *May only get a list of preference eligible when a sufficient pool exist

APPLYING VETERANS PREFERENCE � No veterans preference points (5 or 10 points) added with category rating � Place qualified preference eligibles with their appropriate veterans’ preference designation code shown on the certificate (i. e. , CPS, CP, XP, and TP) above non -preference eligibles within their respective quality category (preserving veterans’ preference rights) � List preference eligibles in any order, for example, alphabetically or by veterans’ preference designation � Regardless how they are listed, the veterans’ preference designation code for the preference eligible must be on the certificate � Within the category…any vet may be selected; TP, CPS or XP

APPLYING VETERANS PREFERENCE � Qualified preference eligibles with a compensable service-connected disability of 10% or more (CP and CPS) are placed in the highest quality category (Gold) ◦ Example: CP or CPS vet scores an 84 (Bronze), are move to the Gold category based on disability rating of 10% or more (except for scientific or professional positions at the GS-9 level or higher)

Special Appointing Authorities � Veterans Employment Opportunity Act (VEOA) � Veterans Recruitment Act (VRA) � 30% or more Disabled Veterans Authority � Schedule A – Individuals with Disabilities

Veterans Employment Opportunity Act VEOA • Eligibility: • Separated or retired under honorable conditions, and • Served more than three (3) years of service, or • Is a preference eligible (CPS, CP, XP, TP) � Application process: � Must apply to a USAJOBS. gov announcement open to all federal employees with status (internal or merit announcement) � Rated “best” qualified to be referred for consideration by manager � Veterans preference rules do not apply (no categories for internal announcements)

Non-Competitive Hiring Authorities � Veterans Recruitment Act (VRA) � 30% Disabled Veterans Authority � Schedule A—Individuals with Disabilities

Veteran’s Recruitment Appointment (VRA) • Eligibility • • • Separated under Honorable Conditions, and Separated/retired within past three (3) years, or Any Disabled Veterans, or Earned certain Campaigns/Expeditions/Operations Medals/Badges Must meet OPM qualifications standards for position • Application process: • Apply on USAJOBs to merit announcements, or • Apply to agency Selective Placement Program Coordinator (See SPPC Directory on OPM. gov), or • Apply directly to a hiring official • Can be appointed to positions up to GS-11 (however, can have higher grade potential level) without posting on USAJOBS. gov • Appointed into Excepted Service initially for 2 years

Special Authority for 30% or more Disabled Veterans • Eligibility • Recently Separated Veterans under Honorable Conditions, and • VA rated 30% or more • Must meet OPM qualifications standards for position • Application process: • Apply on USAJOBs to merit announcements, OR • Apply to agency Selective Placement Program Coordinator (See SPPC Directory on OPM. gov), OR • Apply directly to a hiring official • Can be appointed to positions up to GS-15, without posting on USAJOBS. gov (as long as they qualify) • Initially appointed into Excepted Service with NTE date • Can be converted to Competitive Service at anytime at supervisor discretion

Schedule AHiring Individuals with Disabilities Schedule A, 5 CFR 213. 3102(u), for hiring people with severe physical disabilities, psychiatric disabilities, and intellectual disabilities. This excepted authority is used to appoint persons with severe physical disabilities, psychiatric disabilities, or intellectual disabilities. Severe physical disabilities include but are not limited to blindness, deafness, paralysis, missing limbs, epilepsy, dwarfism, and more. Medical officials confirm disability by submitting Schedule A letter

Schedule AHiring Individuals with Disabilities • Eligibility- • Must have Schedule A letter certifying disabilities (details on next slide) • Must meet OPM qualifications standards for position • Application process: • Apply on USAJOBs to merit announcements, or • Apply to agency Selective Placement Program Coordinator SPPC Directory on OPM. gov), or • Apply directly to a hiring official (See • Can be appointed to positions up to GS-15, without posting on USAJOBS. gov (as long as they qualify) • Initially appointed into Excepted Service for 2 years before conversion to Competitive Service

Schedule A Letter • Who can write the Schedule A certification? • A licensed medical professional (e. g. a physician or other medical professional certified by a State, the District of Columbia, or a US territory to practice medicine) • A licensed vocational rehabilitation specialist, or any Government agency such as Federal, state, or District of Columbia that issues or provides disability benefits • Each agency has the right to decide what documentation it will accept • For example, licensed audiologist, clinical social worker, etc.

Schedule A-Hiring Letter - Sample To Whom It May Concern: This letter serves as certification that [name of applicant] is an individual with a documented severe disability, and can be considered for employment under the Schedule A hiring authority pursuant to 5 CFR 213. 3102(u). Thank you for your interest in considering this individual for employment. You may contact me at xxx-xxxx. John Jones, MD --------------------------------------------------- • Must be on official letterhead and signed by medical doctor or rehabilitation counselor More Info at: http: //www. usajobs. gov/Individuals. With. Disabilities

Veterans Employment Program Managers and Federal Selective Placement Coordinators • By Executive Order each Department-level agency must have a Veterans Employment Programs Manager, they can be found at: http: //www. fedshirevets. gov/Agency. Directory/index. aspx • Most Federal agencies have a Selective Placement Program Coordinator (SPPC), who helps to recruit, hire and accommodate people with disabilities at their agency. Search for Coordinators by state or by agency at: http: //apps. opm. gov/sppc_directory/

Questions? Charles Clark, Jr. , 202 -482 -0767 DOC Veterans Employment Manager