The federal government is the largest single employer in the United States, and Congress has built meaningful advantages into the federal hiring process for veterans. Veterans preference isn't just a few extra exam points — for disabled veterans with a 30%+ rating, it means the ability to be appointed to federal jobs entirely outside the competitive process. Understanding how veterans preference, Schedule A hiring authority, and DVAAP work can fundamentally change your job search strategy. This guide covers every preference category, the documents you need, how to use USAJobs.gov strategically, and what federal agencies are legally required to do for disabled veteran applicants.
Veterans preference is a set of legal advantages built into the federal civil service hiring system under 5 U.S.C. § 2108 and 5 CFR Part 211. These laws recognize that veterans — who often interrupted their education and career development to serve their country — should have a competitive edge when entering federal civilian employment after their service.
Here's how federal competitive hiring works without preference: agencies post job announcements on USAJobs.gov, applicants submit resumes and assessments, applicants are scored (0–100), and the agency must select from the highest-scoring candidates. The "rule of three" traditionally required agencies to choose from the top three candidates. Modern hiring often uses "category rating" systems where candidates are placed into quality categories (Outstanding, Highly Qualified, Qualified) and the agency selects from the top category.
Veterans preference inserts itself into both systems:
Five-point preference, designated "TP" (tentative preference), adds 5 points to the passing competitive exam score of eligible veterans. Under 5 U.S.C. § 2108(3)(A)–(C), a veteran qualifies for 5-point preference if they:
Important: a service-connected disability rating at any percentage also qualifies a veteran for at least 5-point preference — veterans with any SC rating who might not otherwise meet the wartime service dates still get preference points added to their exam scores.
If you score a 75 on a competitive federal exam and have 5-point preference, your adjusted score becomes 80. In a competitive pool where the top candidates score in the 80–90 range, this moves you meaningfully up the certificate. In category rating systems (which most agencies now use), a TP veteran is placed at the top of their quality category, above non-preference candidates with the same score. This matters most in large competitive pools — agency positions in major cities with hundreds of applicants.
Ten-point preference adds 10 points to the passing exam score — twice the benefit of 5-point preference — and comes in three categories depending on the nature and severity of the veteran's service-connected disability.
Veterans with a service-connected disability rated between 10% and 29% receive CP (Compensable Preference). They receive 10 points added to passing exam scores and are listed above 5-point preference eligibles on the hiring certificate.
This is the most powerful preference category in the standard competitive process. Veterans with a service-connected disability rated at 30% or higher receive CPS (Compensable Preference — Severe) status. CPS veterans:
Agency posts a position, receives 200 applications, scores them 0–100.
Non-veteran top scorer: 95 points
5-point (TP) veteran with 88 score: 88 + 5 = 93 points
10-point (CP) veteran with 84 score: 84 + 10 = 94 points
10-point CPS veteran (30%+ SC) with 84 score: 84 + 10 = 94, placed ABOVE all CP and TP veterans
Veterans who have a service-connected disability that is rated 0% (non-compensable) still receive 10-point preference under the XP category. This also applies to veterans who receive compensation or pension from VA, and to veterans discharged or released from active duty due to a service-connected disability.
Schedule A hiring authority under 5 CFR § 213.3102(u) is the single most powerful employment benefit available to veterans with significant disabilities — and one of the least known. Schedule A allows federal agencies to appoint veterans with a 30% or greater service-connected disability directly to federal positions without going through the competitive hiring process at all.
There is no exam. There is no certificate. There is no competing against other candidates. The agency makes a direct hiring decision based on the veteran's qualifications and the Schedule A documentation.
Under Schedule A, a federal hiring manager who wants to bring on a 30%+ disabled veteran can make a conditional appointment directly. The appointment is:
To be considered for Schedule A appointment, you need:
Don't wait for a Schedule A job posting — there usually isn't one. Instead: identify federal agencies and positions you're interested in, find the Human Resources or EEO (Equal Employment Opportunity) office, and proactively contact them with your Schedule A documentation and resume. Many agencies actively seek Schedule A applicants to meet DVAAP goals. A cold outreach with your Schedule A package is a legitimate and often effective strategy.
The Disabled Veterans Affirmative Action Program (DVAAP), established under 38 U.S.C. § 4214, requires every federal executive branch agency to establish and implement a written plan for:
DVAAP is not a quota system — agencies are not required to hire a specific number or percentage of disabled veterans. But they are required to have an active program with goals, track their progress, and report to OPM annually on their DVAAP activities. When agencies fall short of their DVAAP goals, OPM can require corrective action plans.
Agencies with active DVAAP programs are motivated to use Schedule A appointments. Their HR offices and EEO offices are specifically tasked with identifying and hiring qualified disabled veterans. By reaching out directly to agency EEO offices with your Schedule A package — rather than applying through USAJobs like every other candidate — you're connecting directly with the people who have a mandate to hire you.
Ask any federal agency's HR office: "Does your agency have a DVAAP coordinator, and can I speak with them about Schedule A opportunities?" Every executive branch agency is required to have one.
Sole Survivor Preference applies to veterans who, as a result of sole surviving son/daughter policies, were released from active duty or service and did not serve in a war, campaign, or expedition. Veterans released or discharged from active duty under the "sole survivorship" discharge policy receive 0-point preference — meaning they are listed as preference-eligible on hiring certificates but no additional points are added to their scores. The preference still carries passover protections.
Certain family members of disabled veterans may receive veterans preference in their own right — this is called "derived preference." Eligible family members include:
Derived preference is 10-point preference (XP category). To claim derived preference, the family member must complete SF-15 (Application for 10-Point Veteran Preference) with supporting documentation.
Claiming veterans preference requires specific documentation. Failing to submit the right documents often results in preference being denied — even when the veteran clearly qualifies. Here's what you need:
| Preference Type | Required Documents |
|---|---|
| 5-Point (TP) | DD-214 (Member 4 Copy) showing character of service and active duty dates |
| 10-Point (CP/CPS/XP) | DD-214 + VA rating letter showing SC disability percentage + SF-15 |
| Schedule A | DD-214 + VA rating letter (30%+) + Schedule A letter + federal resume |
| Derived Preference | SF-15 + veteran's DD-214 + supporting documentation of veteran's status/disability |
SF-15 is the Office of Personnel Management form used to claim 10-point preference. Download it from opm.gov/forms/. The form collects basic information about your service, your disability, and your supporting documentation. You must submit SF-15 with your job application on USAJobs, along with the required attachments (DD-214 and VA rating letter). Without SF-15, agencies cannot process 10-point preference.
Your VA disability rating letter — the official document showing your service-connected disability percentage — is available through VA's eBenefits portal or at VA.gov under "Download Your Benefit Letters." This letter is required for all 10-point preference and Schedule A claims. If you don't have a disability rating yet, filing a VA disability claim is the first step. Use claim.vet to start your claim.
USAJobs.gov is the official federal government job site. Most federal positions are posted here. Here's how to use it strategically as a veteran:
Veterans preference is not limited to the federal government. All 50 states have enacted some form of veterans employment preference for state government jobs, though the details vary significantly by state.
Most state preference systems mirror the federal framework — adding points to exam scores, providing passover protections, and offering some form of non-competitive appointment for disabled veterans. Key variations include:
Check your state's Department of Veterans Affairs or state personnel office website for specific state preference rules. Applying this preference correctly often requires the same documentation as federal preference: DD-214 and VA rating letter.
Employment preference is one of dozens of federal and state benefits you've earned. Find every benefit available to you — disability compensation, health care, education, housing, and more.
Find All Your Benefits → Start Your Disability Claim →Maximize every benefit you've earned
Your disability rating unlocks employment preference, compensation, health care, and dozens more benefits. See them all.
Find All Your Benefits →Free — no account required