Do You Have to Hire Veterans as Temporary Federal Employees?
As a Federal agency, you may wonder if you are required to hire veterans as temporary employees. The answer is complex, and it depends on various factors. In this article, we will break down the requirements and explore the benefits of hiring veterans as temporary Federal employees.
What is the Mandate?
The federal government has a mandate to hire and employ veterans as part of its commitment to supporting those who have served in the military. The Veterans Employment Opportunities Act of 1998 (VEOA) requires Federal agencies to give preference to eligible veterans when hiring for temporary and term positions. This means that veterans have a competitive advantage when applying for these types of positions.
What are Temporary and Term Positions?
Temporary positions are typically short-term assignments, usually lasting less than 1 year. These positions are often used to fill gaps in staffing or provide additional support during peak periods. Term positions, on the other hand, are longer-term assignments, usually lasting between 1-4 years. Both types of positions are considered non-permanent and are not considered competitive service positions.
What is the Preference?
When hiring for temporary and term positions, Federal agencies must give preference to eligible veterans. This means that veterans who meet the qualification requirements and are eligible for the position will be considered before non-veterans. The preference is not automatic, and agencies must follow specific procedures to ensure compliance with the VEOA.
Who is Eligible?
To be eligible for veteran preference, an individual must:
• Have served in the military: The individual must have served in the Army, Navy, Air Force, Marine Corps, or Coast Guard, or the Commissioned Corps of the Public Health Service or the National Oceanic and Atmospheric Administration (NOAA).
• Have been honorably discharged: The individual must have been honorably discharged or released from military service.
• Be a disabled veteran: Disabled veterans who have a disability rating of 10% or more are eligible for additional preference.
What are the Benefits?
Hiring veterans as temporary Federal employees can bring several benefits to your agency. Some of the benefits include:
• Increased pool of qualified candidates: Veterans often have specialized skills and training that can be leveraged to fill critical positions.
• Improved diversity and inclusion: Hiring veterans can contribute to a more diverse and inclusive workforce.
• Enhanced reputation: Demonstrate your agency’s commitment to supporting veterans and improve your reputation as an employer.
• Cost savings: Veterans may be able to start work sooner and require less training, reducing the cost of hiring and onboarding.
Table: Benefits of Hiring Veterans as Temporary Federal Employees
| Benefit | Description |
|---|---|
| Increased pool of qualified candidates | Veterans often have specialized skills and training that can be leveraged to fill critical positions. |
| Improved diversity and inclusion | Hiring veterans can contribute to a more diverse and inclusive workforce. |
| Enhanced reputation | Demonstrate your agency’s commitment to supporting veterans and improve your reputation as an employer. |
| Cost savings | Veterans may be able to start work sooner and require less training, reducing the cost of hiring and onboarding. |
Conclusion
In conclusion, while Federal agencies are not required to hire veterans as temporary employees, they are mandated to give preference to eligible veterans when hiring for temporary and term positions. Hiring veterans can bring numerous benefits to your agency, including increased diversity and inclusion, enhanced reputation, and cost savings. By following the VEOA and providing veteran preference, you can support those who have served in the military and contribute to a more diverse and effective Federal workforce.
Tips for Hiring Veterans as Temporary Federal Employees
• Clearly advertise veteran preference: Make sure to clearly state the veteran preference in your job announcements.
• Use veteran-friendly language: Use language that is accessible and appealing to veterans when describing the job and required qualifications.
• Leverage veteran networks: Reach out to veteran networks and organizations to spread the word about your job opening.
• Provide necessary accommodations: Ensure that you provide necessary accommodations for veterans with disabilities.
• Follow VEOA guidelines: Ensure that you follow the guidelines and procedures outlined in the VEOA when hiring veterans as temporary Federal employees.
