Veterans' preference is one of the most valuable federal hiring tools available to you — and one of the most commonly misunderstood.
It's not a quota. It's not guaranteed employment. But used correctly, it can be the difference between your application landing in front of a hiring manager or disappearing into a pile.
Here's how it actually works.
The Two Types of Veterans' Preference
5-Point Preference (TP)
You qualify for 5-point preference if you served on active duty during specific periods or in specific campaigns and were separated under honorable conditions.
Qualifying periods include:
- Any war declared by Congress
- Campaigns recognized by an authorized service medal
- Certain periods of more than 180 consecutive days of active duty
5-point preference adds 5 points to your assessment score on competitive civil service examinations.
10-Point Preference (CP/CPS/XP)
You qualify for 10-point preference if you:
- Have a service-connected disability of 10% or more (CPS = 30%+ disability)
- Received a Purple Heart
- Are a spouse, widow(er), or mother of certain veterans (derived preference)
10-point preference adds 10 points to your score AND places you above 5-point preference eligibles on certificates — a significant advantage on competitive postings.
How Points Actually Work
When an agency posts a competitive service job, applicants are rated and ranked. Here's how veterans' preference changes that ranking:
- You take the assessment (questionnaire, structured interview, etc.)
- Your raw score is calculated
- Preference points are added
- Veterans with 10-point preference are placed above non-veterans AND 5-point veterans on the final certificate
- Hiring managers must select from the top 3 candidates on the certificate ("Rule of Three") — or justify in writing why they didn't
This means a 10-point preference veteran with a score of 85 ranks above a non-veteran with a 90.
The Assessment Trap
Veterans' preference only helps you if you make it past the initial qualification screening. Many USAJOBS assessments are questionnaires where you self-rate your experience. Don't undersell yourself — rate your experience accurately and strongly, then back it up in your resume. If your resume doesn't support your self-assessment, you can be disqualified.
VEOA: The Most Underused Veteran Hiring Authority
The Veterans Employment Opportunity Act (VEOA) is separate from veterans' preference — and more powerful in some ways.
VEOA allows veterans to apply to merit promotion announcements that are otherwise only open to current federal employees. That expands your eligible job pool significantly.
You qualify for VEOA if:
- You served more than 3 years of continuous active duty, OR
- You were released from active duty due to a service-connected disability after any length of service
- You separated under honorable conditions
When searching on USAJOBS, look for announcements that say "Status Candidates" or "Merit Promotion" — these are normally closed to the public but open to VEOA eligibles.
Other Veteran-Specific Hiring Authorities
| Authority | Who Qualifies | What It Does |
|---|---|---|
| VRA (Veterans Recruitment Appointment) | Veterans who served during a war or campaign, or have a 30%+ disability | Non-competitive appointment to GS-11 and below |
| 30% Disabled Veterans | Veterans with 30%+ service-connected disability | Non-competitive appointment at any GS grade |
| Schedule A | Veterans with certain disabilities | Excepted service appointment without competition |
| VEOA | 3+ years active duty | Apply to merit promotion announcements |
Non-competitive appointments (VRA, 30% Disabled) mean you can be hired without going through a competitive assessment. The agency still interviews you, but you're not competing against a ranked list.
How to Claim Preference on USAJOBS
When creating your USAJOBS profile:
- Go to Profile → Veterans' Preference
- Select your preference type
- Upload required documentation:
- DD-214 (Member 4) — required for all veterans
- VA Rating Letter — required for disability-based preference
- SF-15 — required for 10-point preference
The SF-15 (Application for 10-Point Veterans' Preference) must be completed and submitted with your application for any job where you're claiming 10-point preference.
Get Your VA Rating Before You Separate
If you have any service-connected conditions — and nearly every veteran does — file your VA disability claim before your ETS date. Your rating affects your preference category, your pay (disability compensation is tax-free), and which non-competitive hiring authorities you qualify for. Don't leave points on the table.
Which Jobs Have Veterans' Preference and Which Don't
Competitive service positions — VEOA applies, preference points apply
- Most GS positions at federal agencies
- Announced on USAJOBS as "Open to the Public" or "Status Candidates (VEOA)"
Excepted service positions — Veterans' preference applies differently
- Intelligence community (CIA, NSA, DIA) — own hiring rules
- Postal Service — own system
- Some federal contractors — not federal employees, no preference
Senior Executive Service (SES) — veterans' preference does not apply
Maximizing Your Federal Application
Veterans' preference gets you onto the certificate. Your resume and assessment get you the interview. Here are the critical differences from private sector applications:
Federal resumes are longer — 3–5 pages is standard. USAJOBS assessments want detailed work history including hours per week, supervisors' contact info, and full duty descriptions.
Address every KSA — Knowledge, Skills, and Abilities listed in the announcement must be addressed explicitly in your resume or cover letter.
Match the language — Federal job announcements use very specific language. Mirror it in your application. "Managed a team" vs "supervised employees" can affect your score on keyword-based screening.
Don't forget the announcement number — Save every job announcement you apply to. You'll need the number to track your application status.
The Realistic Timeline
Federal hiring is slow. Here's what to expect:
- Announcement open period: 5–30 days
- Application review: 4–8 weeks
- Certificate issued to hiring manager: 2–4 weeks
- Interviews: 2–6 weeks after certificate
- Tentative offer to EOD: 4–12 weeks (security processing adds time)
Total: 3–9 months from application to first day
Start applying 6–9 months before your target start date. SkillBridge gives you a bridge if the timeline extends.
Bottom Line
Veterans' preference is real and meaningful — especially 10-point preference and VEOA. But it's a tool, not a guarantee. The veterans who land federal jobs use preference to get on the certificate, then beat the competition with a well-written federal resume that speaks the agency's language.
Know your preference category. Claim it correctly. Write a resume that supports it.