Vacancy Information

0-point Sole Survivorship Preference (SSP)

On August 29, 2008, the Hubbard Act was enacted as Public Law 110-317. The Hubbard Act amended the eligibility categories for veterans’ preference purposes by adding subparagraph (H) to 5 U.S.C. 2108(3). Subparagraph (H) establishes a new veterans’ preference eligibility category for veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a “sole survivorship discharge.” The Hubbard Act defines a “sole survivorship discharge” as the separation of a member from the armed forces, at the request of the member, pursuant to Department of Defense policy permitting the early separation of a member who is the only surviving child in a family in which the father or mother or one or more siblings (1) served in the armed forces and (2) was killed, died as a result of wounds, accident, or disease, is in a captured or missing in action status, or is permanently 100 percent disabled or hospitalized on a continuing basis (and is not employed gainfully because of the disability or hospitalization) where (3) the death, status, or disability did not result from the intentional misconduct or willful neglect of the parent or sibling and was not incurred during a period of unauthorized absence.

Under the new sole survivorship preference, the individual (1) does not receive veterans’ preference points as other preference eligibles do when the “rule of 3” is applied; (2) is entitled to be listed ahead of non-preference eligibles with the same score on an examination, or listed ahead of non-preference eligibles in the same quality category when agencies are using category rating; (3) is entitled to receive the same pass over rights as other preference eligibles; and (4) is entitled to credit experience in the armed forces to meet the qualification requirements for Federal jobs.

OPM will be implementing changes to its guides that list the various forms of veterans’ preference to indicate that the sole survivorship designation should be "Sole Survivorship Preference" or "SSP." You can also visit elaws Veterans' Preference Advisor.

Active Duty Service Members

Note for Active duty service members expecting to be discharged or released from active duty service in the armed forces under honorable conditions within 120 days: you may be granted tentative preference by submitting a "certification" document in lieu of a Certificate of Release or Discharge from Active Duty, DD 214. The "certification" is any written document from the armed forces that certifies the service member is expected to be discharged or released from active duty service under honorable conditions. Veteran’s preference must be verified prior to appointment.

Additional Documentation

You may be required to produce additional documentation prior to being selected.

Applicants using education to meet basic eligibility requirements: College transcripts from a U.S. Department of Education accredited college or university.
Veterans: A copy of your DD Form 214, Certificate of Release or Discharge from Active Duty.

Application of Veterans Preference for Category Rating Jobs

The Category Rating Method does not add veterans' preference points or apply the "rule of three," but protects the rights of veterans by placing them ahead of non-preference eligible within each category. Preference eligibles who meet minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category, except when the position being filled is scientific or professional at the GS-9 grade level or higher. A selecting official may make selections from the highest quality category provided no preference eligible in that category is passed over to select a non-preference eligible in that category unless the requirements of 5 U.S.C 3317(b) or 3318(b) are satisfied.

Appointment of Foreign Service Employees

Authorities: Executive Order 11219 (5/6/65); Executive Order 12292 (2/23/81); 5 CFR 315.606

Current Agreements

Agencies may noncompetitively appoint to career or career-conditional appointments current and former Foreign Service employees who meet the criteria under appointment conditions below.

Appointment Conditions

Note: These appointment conditions do not appear in the Code of Federal Regulations (CFR).

Qualifying appointment

To be eligible for a career or career-conditional appointment, a current or former Foreign Service employee must:

Have served in the Foreign Service under an unlimited, career-type appointment;
Immediately before separation from that appointment, have completed at least 1 year of continuous service without a break of a workday under one or more nontemporary Foreign Service appointments, which may include the service that made the employee eligible for career-type appointment;
Meet the qualification standard and other requirements governing appointment to the competitive service, except the individual is not required to compete in a competitive examination, or under internal merit staffing procedures unless an agency's policies require the individual to do so; and
Be appointed to the competitive service within 3 years of separation from a Foreign Service career-type appointment, but the time limit does not apply to an individual entitled to veterans' preference or one who has completed 3 years of substantially continuous serviceunder one or more nontemporary Foreign Service appointments immediately before separation from an unlimited, career-type appointment. [To compute the 3 years of service, apply the rules on breaks in service and leave without pay contained in 5 CFR 315.201(b).] Nontemporary Foreign Service appointment means (i) an appointment without condition or limitation or, (ii) a limited appointment that made the employee eligible for an unlimited, career-type appointment without a break in service of a workday between the two appointments. Substantially continuous service means creditable service without a single break of more than 30 calendar days; except for breaks or other employment specifically defined in 5 CFR 315.201(b)(3).

Benefits — Use for Part-Time Vacancies

Part-Time employees under permanent appointments are eligible, on a prorated basis, for the same benefits as full-time employees. For more information, click Benefits for Part-Time Permanent Employees.

Benefits — Use for Permanent Vacancies

The Department of Labor (DOL) offers a great benefit package to eligible employees. The benefit package includes but is not limited to health benefits, supplemental dental and vision plans, flexible spending accounts, 13 days paid sick leave per year, vacation leave and 10 paid holidays per year. We offer a variety of employee benefit options, a family-friendly work environment, a child care subsidy program, transit subsidy program, career assistance program, health services and fitness programs, access to LifeCare, a resource and referral service and more. For a comprehensive site about all federal benefits, please refer to OPM. For specific DOL benefits information, please refer to DOL BENEFITS.

Benefits — Use for Temporary Employees

Temporary employees can purchase health insurance after one year of temporary service but must pay the full cost of insurance premiums. Employees who become eligible for health benefits also become eligible for the Federal Employees Dental and Vision Insurance (FEDVIP), long term care insurance (LTCFEDS) and Federal Employees Flexible Spending Account (FSAFEDS) programs. However, temporary employees are not eligible for the Federal Employees Group Life Insurance program or any other benefits programs.

Benefits — Use for Term Employees

The Department of Labor (DOL) offers a comprehensive benefits package to eligible employees. Some employees on Term Appointments will be eligible for the defined benefit and contribution plans and some will not. This will be determined by any previous Federal service that you may have had. All term appointees are eligible for health benefits, supplemental dental and vision plans, life insurance, flexible spending accounts, long-term care insurance, sick leave, vacation leave and paid holidays. We offer a family-friendly work environment, a child care subsidy program, transit subsidy program, health services and fitness programs, access to WorkLife4You (a resource and referral service) and more. For a comprehensive site about all federal benefits, please refer to OPM. For specific DOL benefits information, please refer to DOL BENEFITS.

Benefits — Temporary Interns

The Department of Labor (DOL) offers a great benefit package to eligible employees. Generally, students hired as temporary Interns are not entitled to health and life insurance benefits unless they have been continuously employed for more than one year, after which they may become eligible for such benefits. The benefit package includes but is not limited to 13 days paid sick leave per year, vacation leave and 10 paid holidays per year. We also offer a variety of employee benefit options, including a family-friendly work environment, a child care subsidy program, transit subsidy program, career assistance program, health services and fitness programs, access to LifeCare, a resource and referral service and more. For a comprehensive site about all federal benefits, please refer to OPM. For specific DOL benefits information, please refer to DOL BENEFITS.

Career Ladder Promotion (CLP)

There is no obligation to provide future promotions if you are selected. Promotions are dependent on your ability to perform the duties at a higher level, meet all the performance requirements, and the supervisor's recommendation to the next grade.

College Transcript and Evaluation of Foreign Education

The Department of Labor does not recognize academic degrees from unauthorized secondary schools or post-secondary institutions that are not accredited by an accrediting body recognized by the Department of Education. Any applicant falsely claiming an academic degree from an accredited school will be subject to actions ranging from disqualification from federal employment to removal from federal service. If your education was completed at a foreign college or university, you must show comparability to education received in accredited educational institutions in the United States and comparability to applicable minimum course work requirements for this position. Click Evaluation of Foreign Education for more information.

CTAP Priority Consideration Eligibility

The Department of Labor’s Career Transition Assistance Program (CTAP) provides priority consideration to current DOL employees who are not eligible for CTAP selection priority, but who have received official notification that they are likely to be adversely affected by management initiatives (e.g., reorganization).

Required Documentation for CTAP Eligibles: Submit either (1) the Certification of Expected Separation, (2) Reduction-In-Force Separation Notice, or (3) Notice of Proposed Removal. The SF-50 that documents the RIF separation action is mandatory; as well as your most recent performance appraisal.

DOORS Rules and Behavior

E-Verify

If you are selected for this position and are not a current DOL employee, the documentation you present for purposes of completing the Department of Homeland Security (DHS) Form I-9 on your entry-on-duty date will be verified through the DHS "E-Verify" system. Federal law requires DOL to use the E-Verify system to confirm the employment eligibility of all new hires. Under this system, the new hire is required to resolve any identified discrepancies within eight (8) Federal government work days as a condition of continued employment.

Download the I-9 form (PDF)

Evaluation of Foreign Education

Qualifying education from colleges and universities in foreign countries must be evaluated in terms of equivalency to that acquired in U.S. colleges and universities. Applicants educated in whole or in part in foreign countries must submit sufficient evidence, including transcripts, to an accredited private organization for an equivalency evaluation of course work and degree. You must provide a copy of the letter containing the results of the equivalency evaluation upon request. Failure to provide such documentation when requested will result in lost consideration.

For more information regarding evaluation of foreign education for federal employment, please visit the U.S. Department of Education.

Education Requirements for GS-0018-5/7/9/11

Education substitution: GS-5: 4-year course of study leading to a bachelor's degree GS-7: 1 full year of graduate-level education or superior academic achievement. Superior academic achievement is based on (1) class standing, (2) grade-point average, or (3) honor society membership. 1) Class standing - Applicants must be in the upper third of the graduating class in the college, university, or major subdivision, such as the College of Liberal Arts or the School of Business Administration, based on completed courses. 2) Grade-point average (G.P.A.) - Applicants must have a grade-point average of: a) 3.0 higher out of a possible 4.0 ("B" or better) as recorded on their official transcript, or as computed based on 4 years of education, or as computed based on courses completed during the final 2 years of the curriculum; or b) 3.5 or higher out of a possible 4.0 ("B+" or better)based on the average of the required courses completed in the major field or the required courses in the major field completed during the final 2 years of the curriculum.

GS-9: Master's or equivalent graduate degree or 2 full years of progressively higher level graduate education leading to such a degree or LL.B. or J.D., if related

GS-11: Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M., if related undergraduate and Graduate Education: Major study - safety or occupational health fields (safety, occupational health, industrial hygiene), or degree in other related fields that included or was supplemented by a least 24 semester hours of study from among the following (or closely related) disciplines: safety, occupational health, industrial hygiene, occupational medicine, toxicology, public health, mathematics, physics, chemistry, biological sciences, engineering, and industrial psychology.

Unofficial Transcript(s) (in English) — submit if using education as a basis for qualifying for this position. If so, you must submit all applicable academic transcripts demonstrating that you meet the qualifying educational requirements (ex. BA/BS, MA, JD, PHD, etc). If specific course work is required to qualify, you must supply transcripts from each academic institution in which the required courses were taken in order to receive credit. College Transcript and Evaluation of Foreign Education - Transcripts (in English) must be submitted if (a) a degree is required for the position, and/or (b) education is used as the basis for qualifying for this position. The Department of Labor does not recognize academic degrees from schools that are not accredited by an accrediting institution recognized by the Department of Education. Any applicant falsely claiming an academic degree from an accredited school will be subject to actions ranging from disqualification from federal employment to removal from federal service. If courses were taken at both the undergraduate and graduate levels, or from several different colleges or universities, you must submit all the necessary transcripts. If your education was completed at a foreign college or university, you must show comparability to education received in accredited educational institutions in the United States and comparability to applicable minimum course work requirements for this position.

Click Evaluation of Foreign Education for more information.

Evaluations — Direct Hire Jobs

The Vacancy Specific Questions and Specialized Experience Statement will be used to evaluate your applications. To be considered for this position all applicants must meet the BASIC AND ADDITIONAL qualifications for this series. Please refer to the qualification section of the vacancy announcement for further information regarding these qualifications.

If upon review it is determined that your application package does not support your answer choices in your application, your application will be removed from consideration. Please ensure that your resume provide enough detail to support your answers to the Vacancy Specific Questions and Specialized Experience Statement.Also, one or more additional assessment tools may also be applied (e.g., a structured interview, panel review, written test, work sample, etc).

NOTE: All information that you provide may be verified by a review of the work experience and/or education as shown in the entirety of your application, by checking references and through other means, such as the interview process. Therefore, it is essential that you answer all questions as fully and accurately as possible, and that your resume and supplemental materials submitted as part of your application provide sufficient detail to support your responses to the vacancy-specific questions. In addition, any exaggeration of your experience, false statements or attempts to conceal information may be grounds for not hiring you, or for firing you after you begin work. Ultimately, the Human Resources Office has the sole authority and responsibility to evaluate and determine each applicant's qualifications.

Evaluations — Merit Staffing — Competency Based Questions

Applicants will be scored on a scale of 70 to 100 or ranked based on quality groups. They may or may not receive individual scores. Based on your answers to the Vacancy Specific Questions, an automated scoring system will be used to initially rate and rank your applications. Your self-determined rating, resume and supporting documentation will then be reviewed. All information that you provide may be verified by a review of the work experience and/or education as shown in the entirety of your application, by checking references and through other means, such as the interview process. Your evaluation may also include a review by a Human Resources Specialist or panel and may include other assessments such as an interview, a panel review, written test, writing sample, etc. The examining Human Resources Office (HRO) makes the final determination concerning applicant ratings. It is essential that your resume provide sufficient information to substantiate your responses in the self-assessment vacancy questions. If your responses are not adequately substantiated by your resume, the HRO will amend your responses to more accurately reflect the level of competency that is indicated by the content of your resume.

Evaluations for EBSA Category Rating Jobs

All qualified applicants will be placed into the following quality categories for purposes of referral and selection:

Category A: Qualified applicants who exhibit a high level competency on the evaluation factors.

Category B: Qualified applicants who do not exhibit a high level of competency, but who clearly exceed a moderate level of competency, on the evaluation factors.

Category C: Qualified applicants who exhibit a moderate level of competency on the evaluation factors.

Category D: Qualified applicants who exhibit a basic level of competency on the evaluation factors, including all applicants who were not referred for a panel review.

Evaluation Tools

Minimum qualifications review;
Automated evaluation of on-line vacancy questionnaire;
Review panel evaluation of narrative questionnaire responses;
Interviews may be conducted of candidates who are referred for selection consideration.

Completing the Vacancy Questions

Your qualifications for this position will be evaluated based on your responses to the vacancy-specific questions. All of the information that you provide may be verified by a review of the work experience and/or education as shown in the entirety of your application, by checking references and through other means, such as the interview process. The examining Human Resources Office (HRO) makes the final determination concerning applicant ratings. It is essential that your resume provide sufficient information to substantiate your responses in the self-assessment vacancy questions. If your responses are not adequately substantiated by your resume, the HRO will amend your responses to more accurately reflect the level of competency that is indicated by the content of your resume. Any exaggeration of your experience, false statements or attempts to conceal information may be grounds for not hiring you, or for firing you after you begin work.
NOTICE: Your responses to the narrative questions on this vacancy questionnaire are a critical element in the evaluation process and are a significant factor in determining whether or not you are referred for further consideration. Therefore, you must make every effort to read these questions carefully and to respond to each element of the question as directly and fully as possible, providing as much relevant detail as possible about your experience. Simply referring to or "cutting and pasting" from your resume when responding to these narrative questions may diminish your likelihood of referral.

Evaluation Factors (Competencies)

All qualified applicants will be evaluated on the following competencies:

Communication Skills: Clearly, effectively and persuasively conveys information (orally and in writing) to individuals and groups.
Individual and Interpersonal Effectiveness: Organizes work and sets realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; is motivated to achieve; demonstrates responsible behavior. Demonstrates interpersonal skills that support an environment in which constructive communications take place.
Technology Application: Uses computers and computer software applications.
Critical Thinking/Problem Solving: Identifies and analyzes problems; determines accuracy and relevancy of information; uses sound judgment to generate and evaluate alternatives and make recommendations. Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions.

Evaluations for GS-0018-5/7/9/11

If you meet the minimum qualifications, you will be evaluated against the evaluation factors below and will be placed into a category based on your vacancy question responses.

Categories

Category A - Meets the basic qualification requirements for the vacancy and has successful experience in the same or similar job that has demonstrated superior proficiency in applying critical competencies required by this position to work of increased levels of difficulty and complexity.
Category B - Meets the basic qualification requirements for the vacancy and demonstrates satisfactory proficiency in the critical competencies required by this position.
Category C - Meets the specialized experience described in the minimum qualifications requirements section of this announcement and demonstrates proficiency in the basic competencies.

Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies: Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively , taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.

Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.

Reasoning: Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions.

Writing: Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a succinct and organized manner; produces written information, which may include technical material that is appropriate for the intended audience.

Technical Competence: Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one’s job; works with, understands, and evaluates technical information related to the job; advises others on technical issues.

Occupational Safety: Identifies appropriate abatement techniques/methods for a wide range of hazards. Knowledge of the Occupational Safety & Health (OSH) Act, OSHA Safety & Health standards, OSHA enforcement procedures and comprehensive knowledge of the principles and practices for occupational safety and health.

The information you provide may be verified by a review of your work experience and/or education, by checking references and through other means (ex. interview). The examining Human Resources Office (HRO) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your responses to the vacancy questions. If not, the HRO may amend your responses to more accurately reflect the level of competency indicated by the content of your resume. Your evaluation may also include a review by a Human Resources Specialist or panel and may include other assessments (ex. interview, panel review, written test, writing sample, etc.)

INFORMATION FOR ICTAP ELIGIBLES ONLY: If you are eligible for special priority selection under ICTAP, you must be well-qualified for the position to receive consideration. ICTAP eligibles who are placed into Category "B" or higher will be considered "well-qualified".

Click Application of Veterans Preference for Category Rating Jobs for more information.

Guidelines for Reporting Violations of the Fair Chance Act

The Fair Chance Act (FCA) prohibits Federal agencies from making inquiries into an applicant's criminal or credit history before extending a conditional offer of employment to an applicant.

The FCA applies to Non-Federal and Federal applicants, however, it excludes applicants applying to positions related to law enforcement and national security duties, positions requiring access to classified information, positions for which law requires access to criminal history information before the conditional offer stage, and political appointments.

Reporting of Violations

An applicant or any person or entity authorized to act on behalf of an applicant (e.g., the union or an attorney), may report violations of the FCA based on unlawful questions asked on an employment application, during an interview, or before the extension of a conditional offer is made.

How to Report a Violation

In accordance with the Department of Labor's (DOL's) FCA Complaint Intake Procedures, applicants must notify DOL's Office of Human Resources of FCA violations within 30 calendar days* of the date of the alleged violation. Applicants must submit a description of the alleged violation, the dates on which the alleged violation occurred, the job announcement number, contact information, and any supporting documentation they wish to submit to
OHR-FairChanceActcomplaint@dol.gov.

*An extension of 30 calendar days may be granted in rare and unusual circumstances, such as:

The applicant was not notified of the time limits to report violations.
The applicant was unaware of the limitations on requests for criminal and credit history record information.
The applicant is seeking a reasonable accommodation based on a disability; or
Other proper and adequate reasons considered by the agency.

What Happens Next

Once the complaint and all pertinent information regarding the alleged violation are accepted by the agency, it will be assigned to an investigator for review. DOL will make reasonable efforts to promptly investigate complaints and submit the investigative report to the Office of Personnel Management (OPM) within 60 days from the date the applicant provided the agency notice of the alleged violation. Under the FCA, OPM has the authority to determine if a violation occurred and impose the appropriate penalty on the DOL employee(s) found to have violated the Act.

Former Federal Employees

Former federal employees are required to indicate whether they received a Voluntary Separation Incentive Payment (VSIP) buyout in their previous employment with the Federal government, and are required to submit a copy of the applicable Notification of Personnel Action (SF-50) regarding the VSIP. The majority of individuals, who accept reemployment with the Federal government within 5 years of receiving the VSIP amount, must repay the gross amount of the separation pay prior to reemployment.

General Information

DOL does not discriminate in employment on the basis of race (including dress and grooming), color, ancestry, national origin (including ethnicity, accent, and use of a language other than English), religion or religious creed (including reasonable accommodation of religious beliefs or practices), physical or mental disability (including reasonable accommodation of physical or mental disability), medical condition, genetic information, sex (including pregnancy, childbirth, lactation, abortion, and related medical conditions and procedures), sexual orientation, gender identity, gender expression, intersex conditions, age, parental status, marital status, military or veteran status, citizenship, political affiliation or belief, or any other prohibited factor. Please visit DOL.gov for the complete DOL EEO Policy Statement.

The Department of Labor does not make unfavorable hiring decisions on the basis of an applicant's previous or current unemployment, or the fact that an applicant has experienced financial difficulty through no fault of their own and has undertaken good faith efforts to meet their financial obligations. Consideration is given to financial status in relation to appointments only where required by law, regulation, or Executive Order. Additionally, the Department will limit its consideration of criminal history in relation to appointments only when required by law.

GS-511 Qualification Requirements

ICTAP/CTAP Eligibility

The Career Transition Assistance Program (CTAP) and the Interagency Career Transition Assistance Program (ICTAP) are programs designed to afford selection priority to well-qualified Federal employees who meet the definition of a “surplus” or “displaced” employee.

To be eligible for consideration under CTAP, you must be a current DOL employee who has received an official notice stating that your position is no longer needed, or that you will be separated by reduction in force (RIF).

To be eligible for consideration under ICTAP, you must be one of the following:

a current Federal competitive service employee has received a specific RIF notice or a notice of proposed removal for declining a directed reassignment or transfer of function from your employing agency;
a former Federal competitive service employee who was separated through RIF or removed for declining a directed reassignment or transfer of function;
a former Federal competitive service employee who was separated because of a compensable injury or illness, whose compensation has been terminated, and whose former agency is unable to place;
a former Federal competitive service employee who retired due to disability and whose disability annuity has been or is being terminated;
a former Federal competitive service employee who received a RIF notice and retired on the RIF separation date or under the discontinued service retirement option; or
a former Military Reserve or National Guard Technician who is receiving a special disability retirement annuity from the Office of Personnel Management.

Required Documentation. Current or former Federal employees claiming CTAP or ICTAP eligibility must submit all of the following documents as proof that they meet the requirements of 5 CFR 330.605(a) for CTAP and 5 CFR 330.704 for ICTAP.

An SF-50, Notification of Personnel Action, or other official documentation, which shows that you were declared displaced or surplus while serving as a career or career conditional competitive service employee, in tenure group 1 or 2, OR are a current or former Executive Branch agency employee in the excepted service serving on an appointment without time limit, at grade levels GS-15 or equivalent and below, and who has been conferred noncompetitive appointment eligibility and special selection priority by statute for positions in the competitive service;
An SF-50, Notification of Personnel Action, or other official documentation which shows the position you may be or are being separated from has the same or higher promotion potential as that of the vacancy;
- CTAP eligibles: a copy of your Reduction in Force (RIF) separation notice; a notice of proposed removal for declining a directed reassignment or transfer of function outside the local commuting area; a Certificate of Expected Separation; your agency's certification that you are in a surplus organization or occupation (this could be a position abolishment letter, a notice of eligibility for discontinued service retirement, or similar notice).
- ICTAP eligibles: a copy of your RIF separation notice, a notice of proposed removal for declining a directed reassignment or transfer of function outside the local commuting area; an OPM notice that your disability annuity has been (or will be) terminated; certification from your former agency that it cannot place you after your recovery from a compensable injury; or certification from the National Guard Bureau or Military Department that you are eligible for a disability retirement and will receive the special OPM annuity.
A copy of a current (or last) performance rating of record of at least fully successful or equivalent (not required if you are an ICTAP eligible due to compensable injury or disability retirement).

Interchange Agreements With Other Merit Systems

Authorities: Civil Service Rule 6.7 (5 CFR 6.7)

Current Agreements

Under Rule 6.7, OPM and an agency having an established merit system in the excepted service may enter into an agreement prescribing conditions under which employees may be moved from the agency's system to the competitive service. OPM has agreements with:

Tennessee Valley Authority

Covers employees in salary policy positions (trades and labor positions are not covered). Agreement effective 10/16/57; extended indefinitely.

Nuclear Regulatory Commission

Agreement effective 10/1/75; extended indefinitely.

Veterans Health Administration of the Department of Veterans Affairs

Covers employees who occupy medical or medical-related positions and were appointed under 38 U.S.C. 7401(1) or (3) [formerly 38 U.S.C. 4104(1) and (3)]. Agreements effective 10/31/79 and 5/12/87; extended indefinitely.

The Department of Defense (The Defense Civilian Intelligence Personnel System) Agreement

Agreement effective 2/13/19; expires 12/31/2025.

Nonappropriated Fund (NAF) employees of the Department of Defense

Agreement effective 9/20/91; extended indefinitely. Also see the paragraph on the portability of benefits for nonappropriated fund employees.

Federal Aviation Administration

Agreement effective 11/6/97; expired 3/31/24. Reinstated agreement effective 4/12/24. Expires 4/30/26.

Department of Homeland Security, Transportation Security Administration

Agreement effective 2/01/05; expires 1/31/28.

AmeriCorps formerly Corporation for National and Community Service

Agreement effective 03/04/13; expires 03/05/27.

This agreement includes employees assigned to the Office of the Inspector General (OIG).

Appointment Conditions

An agency may noncompetitively appoint an employee covered by an interchange agreement to a career or career-conditional appointment subject to the conditions listed below. Each interchange agreement specifies these conditions. The conditions do not appear in the Code of Federal Regulations. Individuals who do not meet the requirements for appointment under the interchange agreement may apply for a position under competitive examining or other appointment procedures, provided the individual satisfies all applicable eligibility requirements.

Qualifying for appointment in other merit systems

To be eligible for career or career-conditional appointment, a person must:

Be currently serving under an appointment without time limit in the other merit system or have been involuntarily separated from such appointment without personal cause within the preceding year; AND
Be currently serving in or have been involuntarily separated from a position covered by an interchange agreement (some agreements do not cover all positions of the other merit system); AND
Have served continuously for at least 1 year in the other merit system prior to appointment under the interchange agreement
1. A person who previously met this requirement, separated, and later returned to an appointment without time limit, is considered as having met this requirement, regardless of length of service under the current appointment.
2. Eligible employees under appointment without time limit in the Department of Defense Nonappropriated Fund Instrumentalities (NAFI) system may include flexible employees, who work the equivalent of a part-time, intermittent, or on-call schedule. To determine their creditable service, apply the rules in 5 CFR 315.201(b)(4).

Appointment requirements

A person must be appointed to the competitive service without a break in service of 1 workday, except that a person may be appointed within 1 year after being involuntarily separated from the other merit system. The qualification standards (including internal placement provisions, subject to 5 CFR Part 335 and requirements, appointing documents, and determinations for these appointees are the same as for transfer of employees within the competitive service.

Selection

Eligible persons may be considered for appointment to positions in the same manner that other individuals are considered for noncompetitive appointment. The appointments are not subject to the merit promotion provisions of 5 CFR Part 335 unless required by agency policy.

Type of appointment

Persons appointed to competitive positions under the interchange agreements will receive career or career-conditional appointments, depending on whether they meet the 3-year service requirement for career tenure or are exempt from it under 5 CFR 315.201(c). Service that begins with a person's current permanent appointment in the other merit system counts toward the 3-year service requirement for career tenure. Interchange agreements do not authorize temporary or term appointments.

Probation and status

Persons appointed under these agreements are not subject to probation under 5 CFR Part 315, Subpart H, but acquire civil service status on appointment. Appointees are subject to the supervisory or managerial probationary period in 5 CFR Part 315, Subpart I, but appropriate service in the other merit system may be considered in determining the applicability of the probationary period and creditable service toward completion of probation.

Appointment in other merit systems

Interchange agreements provide for two-way movement. This means that career and career-conditional employees are eligible for employment in the other merit systems with which the U.S. Office of Personnel Management has agreements under conditions similar to those described in the preceding section. A career or career-conditional employee who is not eligible for appointment under an interchange agreement may be eligible for appointment consideration under other appointment procedures of the other merit system.

Portability of Benefits for Nonappropriated Fund Employees

The Portability of Benefits for Nonappropriated Fund Employees Act of 1990 (Pub. L. 101-508) permits service with a nonappropriated fund instrumentality (NAFI) to be considered when establishing pay and benefits of a Department of Defense (DOD) NAFI employee who moves to a civil service appointment within DOD and of a Coast Guard NAFI employee who moves to a civil service appointment within the Coast Guard on or after January 1, 1987--but only if the employee moves between the two appointments without a break in service of more than 3 days. Also, Public Law 104-106 (February 10, 1996) amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year. To be covered by these provisions, an appointment may be based on the interchange agreement or any other valid appointing authority.

The following lists some of the more common actions and where instructions can be found on giving credit for NAFI benefits and service. These provisions apply to any agency subject to a particular law. For example, an agency subject to the reduction in force provisions of chapter 35 of title 5, United States Code, would apply the instructions below relating to service credit for reduction in force purposes.

Setting basic pay. See 5 CFR 531.216. Also, a Department of Defense (DOD) Nonappropriated Fund Instrumentality (NAFI) employee moving within DOD and a Coast Guard NAFI employee moving within the Coast Guard, without a break in service of more than 3 days, are NOT eligible for a superior qualifications appointment under 5 CFR 531.212. A NAFI employee moving to civil service employment under any other circumstance (and with a break of at least 90 days since his or her last period of Federal or certain District of Columbia employment) may be considered for a superior qualifications appointment.

Creditable service for a within grade increase. See 5 CFR 531.406(b)(4).

Creditable service for time-in-grade purposes. See 5 CFR 300.605.

Eligibility for grade and pay retention. See 5 CFR Part 536 Subparts B and C, respectively.

Eligibility for severance pay. See 5 CFR 550.705 and 550.708.

Credit for leave accrued in NAFI leave system. See 5 U.S.C. 6308(b).

Service credit for leave purposes. See the U.S. Office of Personnel Management Operating Manual, The Guide to Processing Personnel Actions, Chapter 6, section 1-7c.

Service credit for reduction in force purposes. Public Law 104-106 (February 10, 1996) gives service credit for reduction-in-force (RIF) purposes to employees of Nonappropriated Fund (NAF) instrumentalities who moved, on or after January 1, 1966, without a break in service of more than 3 days, from a position in a NAF instrumentality of the Department of Defense or the Coast Guard to a non-NAF instrumentality position in the Department of Defense or the Coast Guard, respectively.

Retirement coverage. Public Law 104-106 (February 10, 1996) amended the Portability Act to allow certain retirement benefits with a break in service of not more than 1 year. See the implementing regulations published in the Federal Register (FR) on August 9, 1996 (61 FR 41713-41728). This publication amended various provisions of Title 5, Code of Federal Regulation (5 CFR) and added a new 5 CFR Part 847, Elections of Retirement Coverage by Current and Former Employees of Nonappropriated Fund Instrumentalities.

Thrift Savings Plan Coverage. See 5 CFR Part 1620, Subpart G, published by the Federal Retirement Thrift Investment Board in the Federal Register on August 9, 1996 (61 FR 41485-41488).

Land Management

Land management agencies include:

The Department of Agriculture’s Forest Service
The Department of Interior’s Bureau of Land Management, National Park Service, Fish and Wildlife Service, Bureau of Indian Affairs and Bureau of Reclamation.

Eligibility
If you're a current or former Land Management employee, who worked in a term or temporary job, you may be eligible to apply to merit promotion jobs at any federal agency.

To apply to a merit promotion job, you must apply within two years of your last term or temporary job and meet all of the following conditions:

You worked for a land management agency. Refer to the list of land management agencies above.
Your job was a term or temporary job in the competitive service.
You worked for a land management agency for more than 24 months - it doesn’t have to be continuous, as long as there's no break of two or more years.
You received acceptable performance ratings throughout your term or temporary employment.
You did not leave your job due to misconduct or performance.

How do I know a job is open to the Land Management workforce?
In the job announcement look for the This job is open to section. Look for the Land and base management icon.
You can also select the Land & base management filter in search. Read the job announcement to see if the jobs is open to Land Management employees.

Marketing Statement

Opportunities are Open! Begin a challenging career with the U.S. Department of Labor (DOL), and you will help shape the workforce of tomorrow. DOL offers rewarding opportunities to contribute to a noble mission; to serve and protect American workers, prepare them for new and better jobs, and to ensure the safety and fairness of American workplaces.

The Department of Labor values its customers. Every DOL employee is responsible for delivering good customer service through accurate, courteous, efficient and effective transactions.

The Department of Labor does not make unfavorable hiring decisions on the basis of an applicant's previous or current unemployment, or the fact that an applicant has experienced financial difficulty through no fault of his/her own and has undertaken good faith efforts to meet his/her financial obligations. Consideration is given to financial status in relation to appointments only where required by law, regulation, or Executive Order.

Applicants with disabilities can contact the vacancy point of contact listed on the job vacancy announcement to request reasonable accommodations needed for the application process.

Miscellaneous Authorities Not Regulated by U.S. Office of Personnel Management

What follows is a partial list of appointing authorities authorized by statutes outside of title 5 U.S.C. Because OPM does not regulate these authorities, they do not appear in 5 CFR. For a description of these authorities, agencies should consult the cited statutes.

Using these authorities, an agency may appoint an eligible individual to any position for which the person meets the qualification standard and other requirements governing appointment to the competitive service, except the individual is not required to compete in a competitive examination. Nor is the individual required to compete with career and career-conditional employees under internal merit staffing procedures unless an agency's policies require the individual to do so. The agency must verify applicant eligibility. To determine whether an appointee must serve probation, see 5 CFR Part 315, Subpart H. To determine when an appointee acquires career tenure, see 5 CFR Part 315, Subpart B.

Postal Career Service Employees

Authorities: (39 U.S.C. 1006)

Postal Rate Commission Employees

Authorities: (39 U.S.C. 3604(e))

Government Accountability Office (GAO) Employees

Authorities: (31 U.S.C. 732(g))

Administrative Office of the U.S. Courts Employees

Authorities: (28 U.S.C. 602, Public Law 101-474)

MSHA – Inspector Positions

All MSHA (Mine Safety and Health Administration) employees and their spouses, and minor children are prohibited by regulation from having any interest, direct or indirect, in any mine or mining company which may be directly affected by the work of MSHA through its investigations, technical research, or other activities. These interests are prohibited under the Department of Labor's Supplemental Standards of Ethical Conduct Regulations at 5 CFR 5201.105. For questions, please contact the vacancy contact listed on this announcement. All MSHA Inspectors are required to file within 30 days of entrance of duty, and annually thereafter, a Confidential Financial Disclosure Report, OGE Form 450.

Noncompetitive Appointment of Certain Military Spouses Eligibility

For Noncompetitive Appointment of Certain Military Spouses, applicants must submit documentation based on eligibility:

A spouse of an active-duty member of the armed forces,
A spouse of a service member who is 100% disabled due to a service-connected injury at the time of separation from military service.
A spouse of a service member killed while on active duty.
- You are no longer eligible if you remarry.
- You must meet certain criteria for each of these eligibilities categories.
- Your eligibility does not entitle you to a job within the federal government. You must still apply and meet qualification standards and additional requirements, such as a background investigation.

Pathways Programs

The Pathways Programs offers federal internship and employment opportunities for current students, recent graduates and those with an advanced degree. There are three different paths available:
Eligibility

Internship Program

The Internship Program is for current students. You may be eligible if you’re a current student in high school, college, trade school, or other qualifying educational institution including Registered Apprenticeship Programs and certain volunteer service programs, which include Job Corps, Climate Corps, AmeriCorps, and Peace Corps. This program offers paid opportunities to work in federal agencies and explore federal careers while completing your education.
Learn more about the Internship Program

Recent Graduates Program

The recent graduate program is for those who have graduated, within the past two years, from a qualifying educational institution or career or technical educational program including Registered Apprenticeship Programs and certain volunteer service programs, which include Job Corps, Climate Corps, AmeriCorps, and Peace Corps. The recent graduate program offers career development with training and mentorship. You must apply within two years of getting your degree or certificate (veterans have up to six years to apply due to their military service obligation).
Learn more about the recent graduate program

Presidential Management Fellows (PMF) Program

This program is for recent graduates with an advanced degree—either a professional or graduate degree such as a master’s, Ph.D., or J.D. You may be eligible if you: Have completed an advanced degree from a qualifying educational institution or program within the past two years of the annual application opening date. Are a current graduate student and will complete all of your advanced degree requirements (including the completion or successful defense of any required thesis or dissertation) by August 31st of the following year of the annual application.
Learn more about the Presidential Management Fellows program

Probationary Period

This position may require a one (1) year probationary period or a two (2) year trial period.

Proof of Citizenship

Persons selected for employment with the Department of Labor who are not current DOL employees will be required to provide proof of citizenship, in the form of a passport, birth certificate or other approved documentation, prior to entry on duty.

Qualifying Educational Institution

For purposes of the DOL Pathways Programs, a “qualifying educational institution” includes:

(1) a public or private high school, secondary school, or home school that is authorized to operate under State law;

(2) an accredited post-secondary technical or vocational school, college or university, graduate or professional school, or home-school curriculum.

Resources

Search the DOE database to determine if the employees educational institution is an accredited post-secondary institution

Qualifications Requirements for GS-0018-5/7/9/11

GS-5: Three years of general experience, one (1) year of which was equivalent to at least the GS-4 grade level. General experience is experience in scientific or technical work that provided an understanding of the basic principles and concepts of the safety and occupational health field. Creditable general experience must have demonstrated the achievement of knowledge equivalent to the education described above. OR GS-05: Certification as a Certified Safety Professional (CSP), Certified Industrial Hygienist (CIH), or Certified Health Physicist (CHP), or similar certification that included successful completion of a written examination meets the requirements for GS-5. GS-7: One (1) year of specialized experience equivalent to at least the GS-05 grade level in the Federal Service. GS-9: One (1) year of specialized experience equivalent to at least the GS-7 level in the Federal Service. GS-11: One (1) year of specialized experience equivalent to at least the GS-9 level in the Federal Service. Specialized experience is experience in or related to safety and occupational health that provided the specific knowledge, skills, and abilities to perform successfully the duties of the position. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. GS-7, GS-9 & GS-11: Examples of Specialized experience: -Managing safety or occupational health program elements. -Developing and recommending safety and occupational health policy to higher levels of management. -Applying safety and occupational health laws, regulations, principles, theories, practices, and procedures to advise on or resolve technical matters dealing with occupational safety and health requirements. -Developing safety and occupational health standards, regulations, practices, and procedures to eliminate or control potential hazards. -Developing or implementing programs to reduce the frequency, severity, and cost of accidents and occupational illnesses. -Analyzing or evaluating new and existing jobs, processes, products, or other systems to determine the existence, severity, probability, and outcome of hazards. -Designing or modifying workplaces, processes, products, or other systems to control or eliminate hazards. -Inspecting or surveying workplaces, processes, products, or other systems for compliance with established safety and occupational health policies or standards and to identify potential new hazards. -Training of workers, supervisors, managers, or other safety and occupational health personnel in safety or occupational health subjects. -Work in occupational fields such as industrial hygienist, safety engineer, fire prevention engineer, health physicist, and occupational health nurse.

Reasonable Accommodations

DOL provides reasonable accommodations to applicants with disabilities and/or those with religious beliefs or practices who need accommodations to participate effectively in the job application process. Applicants requiring reasonable accommodation for any part of the application or hiring processes should contact the vacancy point of contact listed on the job vacancy announcement to request reasonable accommodations. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. Click here for more information.

The Department of Labor welcomes and encourages applications from persons with physical and mental disabilities (including disabled veterans in receipt of compensation at the rate of 30% or more) and will reasonably accommodate the needs of those persons. For more information, please visit OPM's website on Schedule A Hiring Authority and Feds Hire Veteran's website on Special Hiring Authorities for Veterans.

If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.

Reinstatement Eligibles

Reinstatement eligibles are:

candidates who have status (career tenure), left the federal service and seek to return
or
candidates who have held a career conditional appointment, left the federal service and seek to return within 3 years of separation

Selective Service Registration

The Defense Authorization Act of 1986 prohibits any male born after December 31, 1959, from being appointed to a position in an executive agency of the Federal Government if he has knowingly and willfully failed to register with the Selective Service System. As a condition of employment, male applicants born after December 31, 1959, must certify that they have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law.

Refer to https://www.sss.gov for more information.

Sign Up for Application Status Updates

USAJOBS has added an automatic email notification option for you to receive application status updates. We will continue to update your status on-line as changes are made – please provide sufficient time after the job closes to receive notifications to view your updated status codes.

To activate the proactive notification emails from your USAJOBS profile:

Access www.usajobs.gov, click on My Account and log in
Click on Application Status and click the ‘Notification Settings’ link located below your displayed applications
Select your notification preference and click ‘Submit’ (you may also select to unsubscribe)
These alerts will automatically notify you that your status has changed and remind you to check your USAJOBS profile for the specifics.

Special Hiring Authorities

Veterans Employment Opportunities Act (VEOA)

The VEOA allows veterans' preference eligibles and other veterans who have been separated from the armed forces under honorable conditions to apply and be considered for certain vacancies that are otherwise open only to status or reinstatement-eligible applicants outside of DOL.

To be eligible under VEOA, you must be one of the following:

A veterans' preference eligible; or
A veteran who was separated from the armed forces after substantially completing three or more years of continuous active service performed under honorable conditions.

To claim eligibility under VEOA, you must submit the following documentation with your application:

A copy of your DD-214, "Certificate of Release or Discharge from Active Duty," preferably the Member 4 copy, showing the dates of active duty, type of discharge, and character of service. For active duty members expecting to be honorably discharged or released within 120 days, click Active Duty.
If you are claiming eligibility based on 10-point veterans' preference, you must also submit a Standard Form 15 (SF-15), "Application for 10-Point Veterans' Preference."
- Download a copy of the SF-15
If you are claiming eligibility based on disabled veteran status, you must submit a copy of a letter from the Department of Veterans' Affairs certifying as to the presence of service-connected disability and indicating the percentage of disability.

Persons with Severe Physical or Mental Disabilities (Schedule A)

Under this authority, a person with severe physical or mental disabilities may be appointed without competition to an excepted service position on a temporary or non-temporary basis. Upon completion of two years of satisfactory service under a non-temporary Schedule A appointment, the appointee may be converted to a permanent appointment in the competitive service. *** Please note: This authority cannot be used for Pathways positions.

To be eligible for consideration under this authority, you must submit the following documentation with your application:

Proof of disability (i.e., a record, statement, or other appropriate documentation confirming a severe physical, mental, or psychiatric disability) issued by a licensed medical professional, a licensed vocational rehabilitation specialist, or any Federal or State agency that issues or provides disability benefits.

Veterans Recruitment Appointment (VRA)

Under VRA, an agency may hire eligible veterans without competition up to the GS-11 grade level. Upon satisfactory completion of two years of service in a VRA appointment, the appointee must be converted to a permanent appointment in the Federal competitive appointment.

To be eligible for a VRA appointment, you must have been separated from the armed forces under honorable conditions and be one of the following:

A disabled veteran; or
In receipt of a campaign badge for service during a war or in a campaign or expedition; or
In receipt of an Armed Forces Service Medal for participation in a military operation; or
A recently-separated veteran (i.e., who was separated within the last three years).

To claim eligibility for a VRA appointment, you must submit the following documentation with your application:

A copy of your DD-214, "Certificate of Release or Discharge from Active Duty," preferably the Member 4 copy, showing the dates of active duty, type of discharge, and character of service. For active duty members expecting to be honorably discharged or released within 120 days, click Active Duty.
If you are claiming eligibility based on disabled veteran status, you must submit a copy of a letter from the Department of Veterans' Affairs certifying that you have a current, service-connected disability and indicating the percentage of disability.

Temporary or Term Appointment of 30% or More Disabled Veterans

Under this authority, an agency may appoint, without competition, an eligible disabled veteran to a term or temporary appointment in the Federal service. In appropriate circumstances, a person receiving a temporary or term appointment under this authority may be converted to a permanent competitive service appointment.

To be eligible for appointment under this authority, you must be a veteran who is either:

Retired from active military service with a disability rating of 30 percent or more; or
Rated by the Department of Veterans' Affairs (VA) as having a compensable, service-connected disability of 30 percent or more.

To claim eligibility for appointment under this authority, you must submit the following documentation with your application:

A copy of your DD-214, "Certificate of Release or Discharge from Active Duty," preferably the Member 4 copy, showing the dates of active duty, type of discharge or release, and character of service, and/or other official document showing that you retired from active military service with a disability of 30 percent or more; or
A letter from the Department of Veterans Affairs certifying that you have a current, compensable service-connected disability of 30 percent or more.

Former Peace Corps or AmeriCorps VISTA Volunteers

Under this authority, a former Peace Corps or AmeriCorps VISTA volunteer who recently completed his/her volunteer service may be appointed without competition to a permanent position in the Federal competitive service.

To be eligible for appointment under this authority, you must have satisfactorily completed your volunteer service in the Peace Corps or AmeriCorps VISTA within the past year.

To claim eligibility, you must provide a letter from the Peace Corps or AmeriCorps VISTA indicating the beginning and end dates of your volunteer service, and certifying that you served satisfactorily.

Former Peace Corps Employees

Under this authority, a former Peace Corps employee (other than a volunteer) who recently completed at least 36 months of continuous service with the Peace Corps may be appointed without competition to a permanent appointment in the Federal competitive service.

To be eligible for appointment under this authority, you must have satisfactorily completed no less than 36 months of continuous service in the Peace Corps within the past three years.

To claim eligibility, you must provide a letter from the Peace Corps indicating the beginning and end dates of your service as an employee of the Peace Corps, and certifying that you served satisfactorily.

Military Spouses

Executive Order 13473, dated September 28, 2008, authorized the noncompetitive appointment of certain military spouses to competitive service positions. This authority allows agencies to appoint certain military spouses without using traditional competitive examining procedures. Agencies can choose to use this authority when filling competitive service positions on a temporary (not to exceed 1 year), term (more than 1 year but not more than 4 years), or permanent basis. The authority does not entitle spouses to an appointment over any other applicant– it is used at the discretion of an agency.

As a military spouse, you may be eligible under this authority if you are: 1) currently married to an active-duty service member; 2) a spouse of a 100% disabled retired or separated service member; or 3) a spouse of a deceased service member who died while on active duty. Each of these categories has different eligibility criteria that must be met.

Active-Duty Spouse

As a military spouse you must:

Be married to an active-duty service member

To claim eligibility as a current spouse married to an active-duty service member, you MUST provide:

A valid marriage certificate or other documentation verifying marriage (such as any official documentation verifying a recognized common law marriage) and
A copy of the orders verifying the military member is currently on active duty from the Military Department

Based on 100% Disability

As a military spouse, you may be eligible to be considered under this authority if:

The military member was retired under Chapter 61 of Title 10, United States Code with a 100% disability rating from the military: or
Was released from active duty and has a disability rating of 100% from the Department of Veterans' Affairs or the military department.

To claim eligibility as a spouse of a totally disabled retired, released or discharged member, you MUST provide:

A copy of the spouse's Department of Defense (DD) Form 214; and
A copy of documentation from either the Department of Veterans Affairs or the Department of Defense indicating the service member has a disability rating of 100 percent due to a service-connected disability; and
A valid marriage certificate or other documentation verifying marriage (such as any official documentation verifying a recognized common law marriage)

Individuals must submit a copy of their spouses' Department of Defense (DD) Form 214 and a copy of documentation from either the Department of Veterans Affairs or the Department of Defense indicating the service member has a disability rating of 100) percent due to a service-connected disability. Spouses must also submit documentation verifying marriage to the service member.

Based on the Service Member's Death

As the military spouse, you may be eligible if the military member was killed while on active duty (it does not have to be combat-related), and you have not remarried.

To claim eligibility as a Widow/Widower (Widows/widowers whose spouses died while serving on active duty in the armed forces and who have not re-married - it is not necessary that the active-duty member was killed in combat - the death may have been the result of enemy attack, accident, disease, or natural causes), you MUST provide:

Documentation showing the member was released or discharged from active duty due to his or her death while on active duty e.g. DD Form 214, Certificate of Release or Discharge from Active Duty; and
Documentation verifying the member of the armed forces was killed while serving on active duty, e.g., DD Form 1300, Report of Casualty; and
Documentation verifying the widow or widower's marriage to the member of the armed forces (e.g.,a marriage license or other legal documentation verifying marriage); and
A statement certifying that the individual seeking to use the authority is the un-remarried widow or widower of the service member.

Miscellaneous Authorities Not Regulated by U.S. Office of Personnel Management

Postal Career Service Employees

Authorities: (39 U.S.C. 1006)

Postal Rate Commission Employees

Authorities: (39 U.S.C. 3604(e))

Government Accountability Office (GAO) Employees

Authorities: (31 U.S.C. 732(g))

Administrative Office of the U.S. Courts Employees

Authorities: (28 U.S.C. 602, Public Law 101-474)

Interchange Agreements With Other Merit Systems

Authorities: Civil Service Rule 6.7 (5 CFR 6.7)

Current Agreements

Tennessee Valley Authority

Covers employees in salary policy positions (trades and labor positions are not covered). Agreement effective 10/16/57; extended indefinitely.

Nuclear Regulatory Commission

Agreement effective 10/1/75; extended indefinitely.

Veterans Health Administration of the Department of Veterans Affairs

The Department of Defense (The Defense Civilian Intelligence Personnel System) Agreement

Agreement effective 2/13/19; expires 12/31/2025.

Nonappropriated Fund (NAF) employees of the Department of Defense

Agreement effective 9/20/91; extended indefinitely. Also see the paragraph on the portability of benefits for nonappropriated fund employees.

Federal Aviation Administration

Agreement effective 11/6/97; expired 3/31/24. Reinstated agreement effective 4/12/24. Expires 4/30/26.

Department of Homeland Security, Transportation Security Administration

Agreement effective 2/01/05; expires 1/31/28.

AmeriCorps formerly Corporation for National and Community Service

Agreement effective 03/04/13; expires 03/05/27.

This agreement includes employees assigned to the Office of the Inspector General (OIG).

Appointment Conditions

Qualifying for appointment in other merit systems

To be eligible for career or career-conditional appointment, a person must:

Be currently serving under an appointment without time limit in the other merit system or have been involuntarily separated from such appointment without personal cause within the preceding year; AND
Be currently serving in or have been involuntarily separated from a position covered by an interchange agreement (some agreements do not cover all positions of the other merit system); AND
Have served continuously for at least 1 year in the other merit system prior to appointment under the interchange agreement
1. A person who previously met this requirement, separated, and later returned to an appointment without time limit, is considered as having met this requirement, regardless of length of service under the current appointment.
2. Eligible employees under appointment without time limit in the Department of Defense Nonappropriated Fund Instrumentalities (NAFI) system may include flexible employees, who work the equivalent of a part-time, intermittent, or on-call schedule. To determine their creditable service, apply the rules in 5 CFR 315.201(b)(4).