Federal Jobs for Veterans: VRA, VEOA, and 30% Disabled Hiring Authority
By claim.vet Editorial Team·Reviewed for accuracy against current 38 CFR standards·Last reviewed: April 2026
Updated April 2025 · 13 min read · Reviewed for 2025 federal HR rules
Veterans make up roughly 31% of the federal civilian workforce — not by accident, but because Congress has built powerful hiring advantages directly into federal law. Four major authorities give you an edge competitors simply don't have: Veterans' Preference, the Veterans Recruitment Appointment (VRA), the Veterans Employment Opportunities Act (VEOA), and the 30% Disabled Veterans hiring authority. This guide explains all four and exactly how to use them.
The federal government's veteran hiring system is governed primarily by 5 U.S.C. Chapter 33 (Examination, Selection, and Placement) and a set of authorities layered on top of the standard competitive service. Unlike private sector hiring — where veteran status might earn a warm mention in a cover letter review — federal agencies are legally required to apply specific preference, appointment, and hiring authorities that can bypass normal competition entirely.
Understanding these authorities isn't just useful — it's essential. Many veterans apply to federal jobs the same way they apply to private sector jobs: submitting a resume and hoping for the best. Without explicitly invoking the correct hiring authority in your application, you may be evaluated only under the competitive process, missing benefits you're legally entitled to use.
31%Veterans as share of federal civilian workforce (2025)
4Major veteran hiring authorities available to you
$0Cost to apply for federal jobs via USAJOBS
2 yrsBefore VRA appointment converts to career status
Veterans' Preference: 5-Point and 10-Point
Veterans' Preference (5 U.S.C. §§ 2108, 3309–3318) is the foundational layer of veteran advantage in federal competitive service hiring. Rather than guaranteeing a job, it adds extra points to your examination score — placing you ahead of equally or less qualified non-veterans in the ranking process.
+5
5-Point Preference (TP)
Eligible if:
Active duty service during a declared war
Service in a campaign or expedition for which a campaign badge has been authorized (e.g., Global War on Terrorism Service Medal)
Honorable or general discharge
Does NOT require a disability rating
+10
10-Point Preference (CPS/CP/XP)
Eligible if:
Service-connected disability of 30% or more (CPS — compensable, 30%+)
Service-connected disability of any rating (CP)
Purple Heart recipient (XP)
Spouse, widow(er), or mother of a disabled or deceased veteran (derived preference — XP)
Sole survivor preference (SSP) — separate category
How Veterans' Preference Points Work in Practice
In a typical competitive service examination or evaluation, applicants receive numerical scores (often 70–100 on a 100-point scale). Veterans' Preference adds 5 or 10 points to the base score:
A veteran scoring 85 with 5-point preference is ranked at 90 — ahead of a 89-scoring non-veteran
Veterans with 10-point preference are placed at the top of the certificate above non-veterans, regardless of score (under the "rule of three," 10-point preference eligible veterans get absolute preference)
For positions filled under "category rating" (the modern standard), veterans are placed at the top of the highest quality category — this is typically even more powerful than point-addition under traditional scoring
When Preference Doesn't Apply
Veterans' Preference does not apply to: excepted service appointments (some agencies hire outside competitive service rules), Senior Executive Service (SES) positions, positions requiring Senate confirmation, or positions filled under merit promotion procedures (internal federal employee competitions). This is why VEOA exists — see below.
📋 Sole Survivorship Preference (SSP)
A separate 0-point preference category (no points added, but protected from being passed over) for veterans released or discharged from active duty after August 29, 2008, because of the death, capture, or missing in action of their parent or sibling who served in the Armed Forces. SSP veterans cannot be passed over by agencies in favor of non-preference eligibles.
VRA is a non-competitive hiring authority that allows agencies to appoint eligible veterans to positions at GS-11 and below without going through the competitive examination process. The agency can hire you directly based on your military qualifications — you bypass normal ranking and scoring entirely.
Gulf War veteran who served on active duty during the period Aug. 2, 1990 – Jan. 2, 1992
Recently separated veteran (within 3 years of honorable or general discharge)
Grade limit: GS-11 or below (or equivalent); agencies can use VRA for any position at these grades
Conversion to career status: After 2 years of satisfactory service under a VRA appointment, the agency must convert you to a career or career-conditional appointment — giving you full federal civil service protections, benefits, and competitive status
Not a guarantee: VRA gives the agency the authority to hire you non-competitively; agencies are not required to use VRA even if you're eligible
How to use VRA in your USAJOBS application:
In your federal job application (resume and questionnaire), explicitly state: "I am requesting VRA consideration under 5 U.S.C. § 3112." Include a copy of your DD-214 (Member-4) and any disability rating documentation. Look for job announcements that are "Open to: Veterans" or that mention VRA eligibility in the "This job is open to" section.
Veterans Employment Opportunities Act (VEOA)
VEOA
Veterans Employment Opportunities Act
5 U.S.C. § 3304(f) | Public Law 105-339
VEOA solves a specific problem: many desirable federal positions are posted as "merit promotion" announcements, open only to current federal employees or former federal employees with competitive status. VEOA allows qualifying veterans to apply to these merit promotion announcements as if they were current federal employees — dramatically expanding the universe of jobs you can compete for.
Who qualifies:
Served 3 or more years of active duty with an honorable or general discharge, OR
Preference-eligible veteran (5-point or 10-point) regardless of length of service
What it does: Allows you to apply to merit promotion announcements that say "open to current and former competitive service employees" — you can apply even if you've never worked for the federal government
What it does NOT do: VEOA does not give you preference points or a non-competitive appointment. You still compete against current federal employees on merit — but you get to compete, which you otherwise couldn't
Practical advantage: Merit promotion jobs are often higher-grade, more specialized positions with more internal mobility. Getting into one of these roles positions you for advancement within the federal system
How to use VEOA in your USAJOBS application:
In USAJOBS job announcements, look at the "This job is open to" section. If it lists "Veterans" or "Career transition (CTAP, ICTAP, RPL)" — those announcements may be VEOA-eligible. In your application, indicate you are claiming VEOA eligibility and attach your DD-214. Read the announcement's "How to Apply" section carefully — it will specify what documentation is required.
30% or More Disabled Veterans Hiring Authority
30% Disabled
30% or More Disabled Veterans Appointment
5 U.S.C. § 3112(b) | 5 C.F.R. § 316.302(b)(4)
This is arguably the most powerful individual veteran hiring authority. It allows any federal agency to appoint a qualifying veteran to any position at any grade level without competition — simply based on the veteran's disability rating and qualifications for the position. There is no grade cap (unlike VRA's GS-11 ceiling).
Who qualifies:
Retired from the armed forces with a service-connected disability of 30% or more, OR
Rated by VA at 30% or more for a service-connected disability
Honorable or general discharge
No grade cap: Unlike VRA (GS-11 and below), this authority can be used for any GS grade — including GS-12, 13, 14, 15, or Senior Level positions
Temporary-to-permanent pathway: The agency typically places the veteran on a temporary appointment of up to 60 days. After 60 days of satisfactory performance, the agency may convert the appointment to a permanent career or career-conditional appointment — or they may extend the temporary appointment up to one year to continue evaluation
Discretionary: Like VRA, agencies are not required to use this authority — but many HR offices and hiring managers actively use it to bring in qualified veterans quickly without posting competitive announcements
How to use the 30% authority:
This authority is often used proactively — a veteran connects with an agency HR office or hiring manager directly and expresses interest in using this appointment authority. You can also include a statement in your federal resume: "I am eligible for non-competitive appointment under the 30% or more disabled veteran hiring authority (5 U.S.C. § 3112(b))." Attach your VA disability letter showing 30%+ rating. Contact agency veterans employment coordinators (VECs) — they exist specifically to help connect qualified veterans with agencies using these authorities.
Schedule A: The Broader Disabled Hiring Path
Schedule A (5 C.F.R. § 213.3102(u)) is an excepted service appointing authority for individuals with severe physical, psychiatric, or intellectual disabilities. While not exclusively a veteran authority, it is available to veterans with service-connected disabilities and provides another non-competitive pathway into federal employment.
Who qualifies: Individuals with intellectual, severe physical, or psychiatric disabilities — including many service-connected conditions (TBI, PTSD, limb loss, severe hearing/vision loss)
Documentation required: A certification letter from a licensed medical professional, a state agency (like a vocational rehabilitation office), or a licensed private vocational rehabilitation counselor. The letter must confirm the disability and certify that the individual is seeking federal employment.
Process: Schedule A applicants can be appointed non-competitively directly by agencies. Many agencies have Schedule A coordinators who actively recruit qualified applicants.
Conversion: After 2 years of satisfactory service, Schedule A employees can be converted to competitive service positions with full career status
💡 Stack Your Hiring Authorities
Nothing prevents you from invoking multiple hiring authorities simultaneously. A veteran with a 30%+ disability rating who is recently discharged could qualify for VRA, 30% Disabled authority, 10-point Veterans' Preference, and potentially Schedule A — all at once. Always invoke every authority you're eligible for in your application materials. You can only benefit.
USAJOBS Strategy for Veterans
🖥️ How to Use USAJOBS Effectively as a Veteran
🔍
Filter by hiring path. On USAJOBS search results, use the "Hiring Path" filter and select "Veterans." This surfaces all announcements explicitly open to veterans — including VRA, VEOA, 30% Disabled, and competitive announcements with veteran preference.
📋
Read "This job is open to" carefully. Every USAJOBS announcement has this section. It lists which groups can apply: "The public," "Federal employees," "Veterans," "Individuals with disabilities," etc. If it says "Federal employees – Competitive service only" but you're VEOA-eligible, you may still be able to apply — but only if the announcement also specifies VEOA eligibility.
✅
Complete your veterans' preference questionnaire accurately. Every federal application has a section asking about veterans' preference eligibility. Don't skip it. Selecting the wrong category (or leaving it blank) can lose you preference points you've earned.
📄
Upload your documents every time. Always attach: DD-214 (Member-4 copy), VA disability rating letter (if claiming 10-point preference or 30% authority), SF-15 (Application for 10-Point Veteran Preference) if required. Some agencies reject incomplete preference claims without notification.
🎯
Target agencies with strong veteran hiring records. The Department of Veterans Affairs, Department of Defense, Department of Homeland Security, and Department of the Army historically hire the most veterans. Also consider agencies with subject-matter missions matching your MOS — logistics, intelligence, medical, cybersecurity.
📞
Contact the agency's Veterans Employment Coordinator (VEC). Every large federal agency has a Veterans Employment Coordinator — a dedicated HR professional whose job is to help agencies hire veterans using non-competitive authorities. The OPM directory at opm.gov lists VECs by agency. A direct conversation with a VEC can lead to opportunities that never appear publicly on USAJOBS.
⚡
Federal resume format is NOT a private sector resume. Federal resumes are typically 3–5 pages and require: month/year dates of employment, hours worked per week, supervisor names and contact info, detailed duty descriptions matching the job announcement's language, and salary for each position. Use USAJobs' Resume Builder or a federal resume guide — a one-page private sector resume will disqualify you in most federal applications.
Federal Pay: GS Schedule, Locality Pay, and the Real Numbers
Federal civilian pay is set by the General Schedule (GS) pay system under 5 U.S.C. § 5332. The GS scale runs from GS-1 (entry level) to GS-15 (senior professional), with 10 steps within each grade. Starting pay and advancement within a grade depend on your qualifications, prior salary, and supervisory determinations.
For 2025, the federal government implemented a 2.0% across-the-board pay raise effective January 2025, plus locality pay adjustments for high-cost metro areas. Locality pay ranges from approximately 16% above base in lower-cost areas to over 33% in San Francisco, New York, and Washington DC metro areas.
GS Grade
Step 1 Base (2025)
Step 10 Base (2025)
Typical Position
GS-5
$36,118
$46,951
Administrative assistant, entry-level analyst
GS-7
$44,921
$58,397
Program support specialist, technician
GS-9
$54,914
$71,390
Analyst, specialist, senior technician
GS-11
$66,036
$85,845
Senior analyst, program specialist
GS-12
$79,151
$102,897
Supervisory specialist, senior program officer
GS-13
$94,199
$122,459
Senior manager, supervisory specialist
GS-14
$111,319
$144,714
Senior program manager, division chief
GS-15
$130,913
$170,188
Senior executive track, branch director
Note: Add locality pay on top of base rates. Washington DC area employees at GS-12/Step 1 receive approximately $79,151 × 1.3388 = ~$106,000 in total annual pay. San Francisco locality pay is 44.15% above base — making a GS-13 Step 1 worth approximately $135,800 in total compensation.
Federal Benefits Beyond Salary
When comparing federal to private sector compensation, the full picture includes:
FEHB (Federal Employees Health Benefits): Government pays ~72% of premiums for one of the broadest insurance program selections in the country
FERS pension: Defined benefit pension equal to 1% × years of service × high-3 average salary (enhanced to 1.1% for 20+ years service at age 62+)
TSP (Thrift Savings Plan): Federal 401(k) equivalent with 5% government match
FEGLI (Federal Employees Group Life Insurance): Group life insurance at group rates
13 paid holidays + 13–26 days annual leave + 13 days sick leave per year
Student loan forgiveness: Federal employees qualify for Public Service Loan Forgiveness (PSLF) after 10 years of payments
2025 Federal Workforce Statistics
Veterans represent approximately 31% of the approximately 2.1 million federal civilian employees as of 2025, according to OPM data. This is not coincidental — it reflects decades of deliberate policy, hiring preferences, and transition programs designed to channel veterans into federal service.
Key statistics:
Approximately 651,000 veterans are employed in the federal civilian workforce
The Department of Defense employs the largest number of veteran civilians — approximately 45% of all federal veteran hires
Veterans hired under non-competitive authorities (VRA, 30% Disabled, etc.) represent approximately 8–12% of all new federal hires annually
The federal government exceeds OPM's veteran hiring goals in most fiscal years, largely due to the effectiveness of VRA and 30% Disabled authorities
Veterans with service-connected disabilities have a higher federal employment rate than disabled non-veterans, largely due to Schedule A and 30% Disabled hiring authorities
For veterans considering a career transition from military to civilian employment, federal service often represents the strongest combination of: job security, competitive pay, comprehensive benefits, a mission-driven environment, and a workforce culture that already understands and values military service.
Your Disability Rating Opens More Than Compensation
A 30%+ service-connected disability rating unlocks 10-point Veterans' Preference AND the 30% Disabled hiring authority — two of the most powerful tools in federal employment. Make sure your rating accurately reflects your service-connected conditions.
Whether you're recently transitioning from active duty or a long-time veteran looking for a career change, the federal job market has more tools in your favor than any other employment sector. The key is knowing which authorities apply to you and invoking them explicitly in every application. See our Federal Employment Tool for agency-specific resources and current job openings for veterans.