Veterans preference is one of the most valuable but least understood benefits available to military veterans seeking civilian federal employment. The federal government employs approximately 2.1 million civilian workers — and by law, eligible veterans receive significant advantages in the competitive hiring process for most of those positions.
The preference system is not a quota or a guarantee of federal employment. It is a legal advantage — points added to examination scores, priority placement on referral lists, and special hiring authorities that allow federal agencies to hire eligible veterans without full competition. Used correctly, veterans preference can be the decisive factor in landing a GS-level federal job with stable pay, benefits, and pension.
The statutory foundation for veterans preference includes 5 USC 2108 (definitions), 5 USC 3309–3320 (preference rules), and 38 USC 4214 (federal hiring of veterans). OPM's implementing regulations are at 5 CFR 332.401. This guide covers every preference type, special hiring authority, and application strategy available to veterans in 2026.
The term "preference eligible" under 5 USC 2108 is the foundational definition that determines who qualifies for veterans preference in federal competitive service hiring. The statute defines multiple categories:
The practical meaning: being a veteran alone is not sufficient for preference. Your discharge characterization must be honorable or general under honorable conditions, and your service period or disability status must meet the qualifying criteria for your preference category.
Five-point tentative preference (TP) is the baseline veterans preference under 5 USC 3309. Five points are added to a veteran's passing score on competitive civil service examinations. In category rating systems (now the most common), TP veterans are placed above non-veterans within their category.
To claim 5-point preference: DD-214 (Certificate of Release or Discharge from Active Duty), Member 4 copy. This shows your service period, discharge character, and any decorations or campaign badges that document qualifying service.
Ten-point preference is significantly more powerful than 5-point preference. Under 5 USC 3313, 10-point preference veterans are placed above all other candidates in the highest category. There are three distinct 10-point preference categories:
Veterans with a service-connected disability rating of 10% or higher (but less than 30%) qualify for CP preference. The disability must be rated as compensable — meaning VA actually pays compensation for it, not a 0% rating. CP preference adds 10 points to examination scores and places veterans above non-preference and TP candidates on referral lists.
Veterans with a service-connected disability rating of 30% or more receive CPS preference — the most powerful category. CPS veterans are placed at the very top of all referral lists, above all non-veterans and all other preference categories. Federal agencies cannot pass over a CPS-eligible veteran to select any other candidate without specific approval from OPM (see passover protections below).
Derived 10-point preference (XP) is available to certain family members of veterans:
XP derived preference operates identically to other 10-point preference in the hiring process. The family member must meet all other eligibility requirements and the veteran's service must meet the qualifying criteria.
Veterans with a 30%+ compensable service-connected disability (CPS) receive protections that go far beyond simply adding points to a score. CPS preference is the most legally protected category in the federal civilian hiring system.
In a category rating system, the order of referral is: (1) CPS veterans, (2) CP veterans, (3) other 10-point preference veterans, (4) 5-point (TP) veterans, (5) non-veterans — all within the same quality category. A CPS veteran is literally placed first on every competitive referral list.
Under 5 USC 3318, a federal agency that wants to select someone other than the CPS-eligible veteran at the top of the list must obtain written approval from OPM — explaining in detail why the CPS veteran was passed over. This is a significant procedural hurdle that protects CPS veterans from arbitrary non-selection. If you are a CPS veteran and believe you were passed over improperly, you have legal recourse through OPM and the Merit Systems Protection Board (MSPB).
The Veterans Recruitment Appointment (VRA) is a special non-competitive appointing authority under 38 USC 3112 that allows federal agencies to appoint eligible veterans to positions without going through a competitive examination process.
To be eligible for a VRA appointment, you must meet at least one of the following:
VRA appointments are initially excepted service (2-year) appointments. After 2 years of satisfactory performance, the appointee may be converted to a career-conditional or career appointment in the competitive service — essentially becoming a permanent federal employee. The conversion is not automatic; the veteran must request it and meet performance standards.
You cannot apply for a "VRA position" on USAJobs — instead, you identify federal positions you're qualified for and contact the agency's human resources department directly. Explain that you are VRA-eligible and request to be considered under VRA authority. You can also email agency HR with your resume and VRA eligibility documentation. Many federal agencies have veteran employment coordinators (VEPs) who can facilitate VRA appointments.
A 30%+ rating upgrades you from CP to CPS preference and unlocks Schedule A and VRA non-competitive appointments. A free VA disability review can identify unclaimed ratings that could change your federal hiring category.
Get My Free Rating Review →Schedule A is an excepted service appointing authority under 5 CFR 213.3102(u) that allows federal agencies to non-competitively appoint individuals with severe disabilities — including veterans with a 30% or more service-connected disability rating from the VA.
Under Schedule A, you are not competing against other candidates. You approach a federal agency directly and ask to be considered for a position that matches your qualifications. The agency can extend a job offer without posting a competitive announcement. The key requirements:
For veterans, the Schedule A letter can be obtained from a VA treating physician, vocational rehabilitation counselor (VR&E), or any licensed medical professional who has treated you.
| Authority | Eligibility | Process | Position Level |
|---|---|---|---|
| Schedule A (5 CFR 213.3102) | 30%+ or severe disability | Non-competitive, agency-direct | Any GS level |
| VRA (38 USC 3112) | Multiple criteria (see above) | Non-competitive, agency-direct | GS-11 and below |
| Competitive + CPS Preference | 30%+ service-connected | USAJobs competitive + top of list | Any GS level |
| Competitive + CP Preference | 10-29% service-connected | USAJobs competitive + 10 pts | Any GS level |
| VEOA | 3+ years active duty or preference-eligible | Apply to merit promotion announcements | Any GS level |
A private nexus letter from REE Medical can be the evidence that gets your rating to 30%+, unlocking CPS preference, VRA authority, and Schedule A appointments. Free consultation to see if you qualify.
Check My Rating Options — Free →The Veterans Employment Opportunity Act (VEOA) is a significant but often overlooked benefit. Under VEOA, veterans who are preference-eligible or have 3 or more years of continuous active duty service can apply for positions that are otherwise open only to current federal employees through the merit promotion process.
Federal job announcements marked "open to current federal employees" or "merit promotion" normally exclude outside applicants. VEOA allows eligible veterans to apply for these positions regardless of whether they are current federal employees. This massively expands the pool of federal jobs accessible to veterans — since many agencies fill positions internally that are never posted for open competition.
When searching on USAJobs, look for job announcements that include "Veterans' Employment Opportunity Act (VEOA)" in the "Who May Apply" section. You can also use the USAJobs search filter for "VEOA" to find positions specifically accepting VEOA applicants. Under VEOA, you compete against other VEOA applicants and merit promotion candidates — but not as a direct appointment. You are still scored and ranked, but you get access to the position.
To apply under VEOA, you need your DD-214 showing 3+ years of continuous active duty service, or documentation of your preference eligibility. Indicate VEOA on your USAJobs application and be prepared to provide the DD-214 to the hiring agency upon request.
SF-15 (Application for 10-Point Veterans' Preference) is the standard form used to document and claim 10-point preference in federal hiring. Here's how it works:
The SF-15 is not submitted with every USAJobs application. The typical process:
However, some agencies request SF-15 upfront with the initial application. Read each job announcement carefully for documentation requirements.
The best document for SF-15 is VA's Summary of Benefits letter — available through your VA.gov account, your local VAMC, or by calling 1-800-827-1000. This letter clearly states your combined disability rating percentage and is the standard documentation accepted for federal employment purposes.
Understanding how federal hiring systems score and rank candidates is essential for understanding how veterans preference actually works in practice.
In a traditional rating system (less common today), candidates are numerically ranked by score. Veterans preference adds 5 or 10 points to a passing score. The highest-scoring candidates are referred to the hiring manager. In this system, a very high-scoring non-veteran could still rank above a preference-eligible veteran.
In a category rating system — now used by the vast majority of federal agencies — candidates are divided into quality groups (e.g., "Outstanding," "Excellent," "Qualified") rather than numerically ranked. Veterans preference then determines placement within categories:
The critical difference: in category rating, a non-veteran who scores higher than a CPS veteran cannot be selected before the CPS veteran. The system deliberately prevents high scores from trumping veteran preference.
USAJobs.gov is the official federal employment portal, and navigating it effectively is crucial for veterans. Here's a strategic approach:
Federal resumes differ significantly from private sector resumes. Key requirements:
Some federal agencies have stronger records and programs for veteran hiring:
One of the most important but least-known protections in veteran federal employment law is the passover restriction for CPS veterans (30%+ service-connected disability). Under 5 USC 3318:
| Category | Code | Requirement | Benefit | Authority |
|---|---|---|---|---|
| 5-Point Preference | TP | Qualifying service period or campaign badge | +5 pts; top of category (above non-vets) | 5 USC 3309 |
| 10-Point Compensable | CP | 10–29% service-connected disability | +10 pts; above TP in category | 5 USC 3313 |
| 10-Point Compensable Special | CPS | 30%+ service-connected disability | +10 pts; top of all lists; passover protection | 5 USC 3313, 3318 |
| Derived Preference | XP | Spouse/widow/mother of qualifying veteran | +10 pts; same as CP/CPS | 5 USC 2108(3) |
| VRA Appointment | — | 30%+ disability OR 3-yr recent separation + preference | Non-competitive hire at GS-11 and below | 38 USC 3112 |
| Schedule A | — | Severe disability (30%+ service-connected) | Non-competitive hire, any GS level | 5 CFR 213.3102(u) |
| VEOA | — | 3+ years active duty or preference-eligible | Access to merit promotion announcements | 5 USC 3304(f) |
Veterans preference is a legal advantage in the federal competitive hiring process that adds 5 or 10 points to passing scores, places veterans at the top of referral lists, and provides special non-competitive hiring authorities. It is established under 5 USC 2108 and 3309–3320.
Veterans who served during qualifying war or campaign periods, including post-August 2, 1990 service with a campaign badge. Retired officers at O-5 and above without a service-connected disability do not qualify for 5-point preference.
10-point preference applies to veterans with 10%+ service-connected disability (CP), 30%+ service-connected disability (CPS), and certain family members of veterans (XP derived preference). CPS (30%+) carries the strongest protections including passover protection.
VRA is a special authority under 38 USC 3112 allowing federal agencies to hire eligible veterans to GS-11 and below positions without competition. Eligible veterans include those with 30%+ disability, recent separatees with preference, and disabled veterans generally. VRA appointments are 2-year excepted service appointments convertible to permanent status.
Schedule A under 5 CFR 213.3102(u) allows non-competitive appointment of individuals with severe disabilities — including veterans with 30%+ service-connected disability — to any GS-level federal position. Veterans need a Schedule A letter from a medical professional and must meet minimum position qualifications.
Complete the veteran status section in your USAJobs profile, upload your DD-214, and for 10-point preference, be ready to submit SF-15 with VA disability documentation when requested by the agency. Search for announcements open to veterans, VEOA, VRA, or Schedule A hiring authorities.
No — preference applies only to initial competitive appointments. Once you are a federal employee, preference does not apply to promotions or transfers. CPS veterans (30%+) retain passover protection during initial competitive selection processes.
VEOA expands the pool of positions veterans can apply for — specifically merit promotion announcements otherwise limited to current federal employees. VEOA doesn't add points; it grants access. Preference points still apply once you are in the competition.
Yes — derived preference (XP, 10 points) is available to spouses of veterans with severe service-connected disability, surviving spouses who haven't remarried, and mothers of veterans who died in service or have a total permanent service-connected disability, under conditions specified in 5 USC 2108(3)(E).
Under 5 USC 3318, federal agencies must obtain OPM approval to pass over a CPS veteran and select someone else. You have the right to be notified and to respond. If the proper process wasn't followed, file a complaint with OPM or appeal to the Merit Systems Protection Board (MSPB).
Getting to 30%+ transforms your preference from CP to CPS and opens VRA and Schedule A. A VA-accredited attorney will review your rating for free and identify your path to a higher rating.
Get My Free Rating Review →