Last updated: September 2026
The federal government is one of the largest employers of veterans in the country. According to OPM, veterans make up about a quarter of the federal workforce. One reason is veterans' preference, a set of rules that gives eligible veterans an edge when applying for many federal jobs.
But veterans' preference is also widely misunderstood. It doesn't guarantee you a job, not every veteran qualifies, and the federal hiring process has changed a lot since 2025. This guide explains how preference works today, who qualifies, and how to use it well.
What Veterans' Preference Is (and Isn't)
Veterans' preference is a legal advantage for eligible veterans applying to federal jobs. It dates back to the Civil War, and its modern form comes from the Veterans' Preference Act of 1944.
According to OPM, veterans' preference applies to all new appointments in the competitive service and many in the excepted service. Three important limits:
It doesn't guarantee a job. You still have to qualify and compete.
It doesn't apply to internal moves. Promotions, transfers, reassignments, and reinstatements don't use preference.
It requires an honorable or general discharge. Other characterizations don't qualify.
Who Qualifies: The Three Types of Preference
5-point preference
You may qualify for 5-point preference if you were discharged under honorable conditions and your active duty service meets one of these:
More than 180 consecutive days (not counting training), any part of which fell between September 11, 2001, and August 31, 2010
Service during the Gulf War, between August 2, 1990, and January 2, 1992
More than 180 consecutive days (not counting training), any part of which fell between January 31, 1955, and October 15, 1976
Service between April 28, 1952, and July 1, 1955
Service in a war, campaign, or expedition for which a campaign medal or badge was authorized
Read these dates carefully. If you entered the military after August 31, 2010, and don't have a campaign medal or a service-connected disability, you may not qualify for preference at all. Many veterans are surprised by this. The Department of Labor's free Veterans' Preference Advisor can help you check.
10-point preference
You qualify for 10-point preference if you served at any time and you:
Have a service-connected disability, or
Received a Purple Heart
Disabled veterans get 10 points regardless of their disability rating. Your rating does matter in another way, though (see "preference groups" below).
0-point preference (sole survivorship)
If you were discharged after August 29, 2008, because you were the only surviving child in a family where a parent or sibling died in service, was captured or missing, or became 100% disabled, you may qualify for sole survivorship preference. No points are added, but you're listed ahead of non-preference applicants with the same score or in the same category.
Retirees: an important exception
If you're a military retiree, you're generally not preference eligible unless you're a disabled veteran or you retired below the rank of major (O-4) or its equivalent. Many senior retirees don't realize this until they apply.
Family members
Some family members can claim "derived preference." This may include the spouse of a disabled veteran who can't work because of their disability, the unmarried widow or widower of certain veterans, and the mother of a veteran who died in service or became permanently disabled. The rules are specific, so check OPM's family member page before claiming it.
Preference Groups and Why Your Rating Matters
OPM sorts preference eligibles into five groups:
CPS: Disability rating of 30% or more (10 points)
CP: Disability rating of at least 10% but less than 30% (10 points)
XP: Disability rating below 10%, or Purple Heart (10 points)
TP: Preference eligible with no disability rating (5 points)
SSP: Sole survivorship (0 points)
The CPS and CP groups carry an extra advantage. When agencies group applicants into quality categories, veterans with a compensable disability of 10% or more go to the top of the highest category. The exception is scientific and professional positions at GS-9 and above.
This is one of many reasons an accurate VA disability rating matters, even for veterans who aren't thinking about federal work yet. If you believe your rating is too low, a local Veterans Service Officer (VSO) can help you review your options for free.
How Preference Works in Today's Hiring Process
Older guides, including an earlier version of this post, describe a "Rule of Three," where hiring managers chose from the top three candidates. That's outdated.
Rule of Many. As of September 2025, OPM has agencies use a process called Rule of Many. Your application is scored against set criteria, veterans' preference points are added, and a cutoff is set. Applicants above the cutoff are referred to the hiring manager. Under current OPM guidance, preference must be applied during rating and used to determine the order of referral. The current merit hiring framework doesn't repeal or weaken veterans' preference.
Passing over a veteran. A hiring manager must give preference to a higher-ranked veteran unless they request an exception through HR or OPM. Agencies can't just skip you without following that process.
Other changes to know
Two-page resume limit. The original version of this post said federal resumes are "longer and more detailed" than private-sector resumes. That's no longer true. Under the Merit Hiring Plan, USAJOBS resumes are capped at two pages, and an application whose only resume runs over two pages can't move forward. Check each announcement, and trim ruthlessly.
Four short essay questions. For General Schedule jobs at GS-5 and above, announcements now include four short essay questions, capped at 200 words each. Agencies must ask them, but your answers are optional, aren't scored, and can't be used to screen you out. You must certify that you wrote them yourself, without AI or outside help, and a false certification is a federal crime. Write them in your own words or leave them blank.
Reductions in force (RIF). In March 2026, OPM proposed changing layoff rules to make performance the primary factor in who is kept during a RIF. Veterans' preference would still receive substantial weight. OPM said the change doesn't affect how veterans' preference works in hiring. Check OPM's RIF page for the current status.
Documents You'll Need
Missing or unclear documents are one of the most common reasons veterans don't get the preference they earned.
DD-214. You'll need a copy showing your dates of service and character of discharge. OPM prefers the Member-4 copy, which shows your characterization of service.
Still on active duty? You don't have to wait for your DD-214. Under the VOW to Hire Heroes Act, you can apply and be considered as a preference eligible if you provide a certification from the military that you'll be discharged under honorable conditions within 120 days of the date it's signed. This is a big advantage for anyone in the final months of service. Ask your personnel office for a "statement of service" or "certification of expected discharge."
SF-15 (for 10-point preference). If you're claiming 10-point preference, you'll need to submit an SF-15, Application for 10-Point Veterans' Preference, along with supporting proof.
VA disability letter. For disability-based preference, include a letter from VA showing your rating. You can download it from VA.gov after you sign in.
Missing records? You can request copies of your DD-214 and other military records from the National Personnel Records Center. Requests can take weeks or longer, so start early.
Upload clear copies. Scan documents so every word is readable, and save them as PDFs. Blurry uploads can delay or derail your application.
Tips for Applying on USAJOBS
Read the entire announcement. Pay close attention to "Who May Apply," the qualifications section, and the required documents list. If you miss a required document, you may lose your preference or be marked ineligible.
Answer the preference questions carefully. USAJOBS will ask about your service and preference eligibility. Answer honestly, and attach the documentation for what you claim.
Translate your military experience. Don't assume HR specialists understand your job. Describe your duties and results in plain terms that match the qualifications in the announcement. With a two-page limit, every line needs to count. My guide to translating military skills into a civilian resume can help.
Apply under every authority you qualify for. OPM encourages veterans to seek consideration under all the hiring authorities they're eligible for, in addition to claiming preference. More on those authorities below.
Know what happens after the offer. Federal salaries are published, and new employees usually start at step 1 of their grade. Agencies can sometimes start you at a higher step based on your qualifications, but only if it's approved before your first day. My guide to salary negotiation for veterans explains how to ask.
Special Hiring Authorities for Veterans
These authorities let agencies hire eligible veterans without the full competitive process. You're not entitled to an appointment under any of them, but knowing which ones apply to you opens more doors.
Veterans Recruitment Appointment (VRA)
VRA lets agencies hire eligible veterans noncompetitively at grades up to GS-11. You may qualify if you were discharged under honorable conditions and you:
Served during a war or received a campaign badge, or
Are a disabled veteran, or
Received an Armed Forces Service Medal, or
Separated within the last three years
After two years of satisfactory service in a permanent VRA position, you're converted to the competitive service. Temporary and term VRA jobs don't convert.
30% or More Disabled Veteran
If you have a service-connected disability rating of 30% or more, agencies can hire you noncompetitively at any grade. The appointment starts as temporary (at least 60 days) or term. The agency may then convert it to permanent, but conversion isn't required.
Veterans Employment Opportunities Act (VEOA)
VEOA lets eligible veterans apply to certain jobs normally open only to current or former federal employees. To qualify, your latest discharge must be under honorable conditions, and you must be a preference eligible or have at least three years of active service. VEOA gives you the chance to compete, but preference points aren't added in these merit promotion announcements.
VA Veteran Readiness and Employment (VR&E)
Veterans in VA's VR&E program can train or gain work experience at a federal agency. After successful completion, any agency can appoint you noncompetitively based on your Certificate of Training.
Schedule A (for people with disabilities)
Schedule A isn't veteran-specific, but veterans with qualifying disabilities can use it. Agencies can hire eligible people at any grade without competition, and after two years of satisfactory service, the agency may convert you to the competitive service. You'll need documentation of your disability from a licensed medical professional or other qualifying source.
Pathways Programs
If you're a student or recent graduate, the Pathways Recent Graduates Program normally requires you to apply within two years of finishing your degree. Veterans who couldn't apply because of their service obligation get up to six years. The Presidential Management Fellows Program is for recent advanced-degree graduates.
Common Problems and How to Fix Them
Preference applied incorrectly. If you believe your preference wasn't applied correctly, contact the HR office listed on the announcement. Keep copies of your application, documents, and all correspondence.
Documents rejected. Use the correct DD-214 copy, include your SF-15 and VA letter for 10-point preference, and double-check every upload.
Assuming preference applies everywhere. It doesn't apply to internal promotions, and some excepted service jobs follow different rules. Read the "Who May Apply" section on every announcement.
Filing a complaint. If you believe your veterans' preference rights were violated, you can file a complaint with the Department of Labor's Veterans' Employment and Training Service. Deadlines are short, so act quickly. A VSO or veterans' advocate can help.
Conclusion
Understanding Veterans Preference in federal hiring is your key to unlocking incredible career opportunities. Use the DOL Veterans' Preference Advisor to confirm what you qualify for, then gather your DD-214, SF-15, and VA letter before you start applying. Take action today by updating your USAJOBS profile, gathering your documentation, and applying for positions that match your qualifications.
Ready to take the next step in your career? Translating your service into a civilian career is easier with someone in your corner. Schedule a free consultation to talk through your goals.