From: bergman@afnews.pa.af.mil (CMSgt Mike Bergman)
Newsgroups: soc.veterans
Subject: Veteran's Manual - Office of Personnel Management (OPM)
Date: 13 Nov 1992 14:22:23 -0600
Organization: Hq Air Force News Agency/SCC
NNTP-Posting-Host: cs.utexas.edu

Subject: OPM's Veteran's Manual - LATEST Version 

              VETERANS' FEDERAL EMPLOYMENT BRIEFING

             OFFICE OF WASHINGTON EXAMINING SERVICES

                 WASHINGTON AREA SERVICE CENTER

               U.S. OFFICE OF PERSONNEL MANAGEMENT

                     PREPARED/PRESENTED BY 

                 BILL ROBINSON, VETERANS ADVISOR

     This manual is designed for use by service men and women
(and their family members) who are interested in post-military
employment in the Federal government.  It may be used by
veterans' groups and organizations and by other organizations or
groups who are advising veterans.  This material was prepared by
Bill Robinson, Veterans Advisor for the Washington, DC
metropolitan area, in June of 1992 (revised 11/92).

     The following topic areas are discussed in this manual:  

                       COMPETITIVE OPTIONS

*    How case examining works - agency announcements             
     requiring no prior testing or OPM rating over               
     90 percent of the time in open competition.            2

*    Summary of types of written tests for other open
     competition.                                           5

*    Sources of current listings of open competitive
     announcements.                                         6

*    What "Veteran Preference" means in open competition.   8

          
                     NON-COMPETITIVE OPTIONS

*    Optional authority for hiring veterans who have             
     30 percent or more service-connected disability.       11

*    Optional authority for hiring veterans who meet
     the Veterans Readjustment Appointment (VRA)                 
     requirements.  How veteran preference affects the
     order of consideration.                                12

*    How any of the above authorities can be used to             
     apply for "status" openings when legal                      
     requirements and qualifications are met, and there          
     is no freeze.                                          15

*    Optional authority for veterans who qualify for             
     and complete VA Vocational Rehabilitation                   
     training.                                              16

*    New automated referral process (JRDVC) for 20%-plus
     service-connected disabled veterans who are job
     ready as determined by VA Vocational Rehabilitation.   17

                    PAY AND "DOUBLE-DIPPING"

*    Salary Information                                     17

                                
                               -1-
*    Double-dipping rules and very limited exclusions            
     including the current formula for certain                   
     retirees.                                              17

*    Starting Federal employment during terminal leave.     18


                     WAIVER OF 180-DAY RULE

*    Waiver of rule requiring 180-day wait to enter a            
     Federal civilian job in DOD - retirees only.           18


                    SF-171 TIPS AND EXAMPLES

*    Basic tips on preparing an SF-171                      18

*    Use of computer-generated SF-171 documents.            20

*    Example of completed Work Experience block.            20

                               -2-
                    HOW CASE EXAMINING WORKS

     Approximately 90 percent of the time (varying by geographic
location) there will be no written test required and no prior
review by the U.S. Office of Personnel Management in applying for
Federal civilian positions.  

     *    The Agency announces the job (usually there is no
          written test or prior OPM rating required!)

     *    The Federal Job Opportunities Listing summarizes the
          open jobs in the Executive Branch (WASNET; other OPM
          BBS; State Employment Offices; Commercial)

     *    The applicant then obtains the announcement from the
          Agency which issued it, by mail, by phone or in person.

     *    The applicant then completes an Application for        
          Federal Employment (SF-171).
     *    The applicant completes separate narratives on
          "selective factors: of KSA's (Knowledge, Skills and
          Abilities; or quality ranking/selective factors).

     *    The applicant ensures that all required forms and
          information are in the hands of the announcing agency
          on or before the closing date at the address in the    
          announcement.

     *    The Agency reviews the qualifications of each
          applicant. (OPM may assist, without prior rating.      
          You will deal only with the announcing agency!)

     *    The Agency then requests an interview with the top
          three applicants; or,

     *    The Agency chooses from another source, such as VRA,
          Handicapped or 30%+ Disabled Veteran, or a status
          applicant from an internal source.

     *    The Agency then appoints the person chosen; or         
          re-announces the job; or the opening may be cancelled  
          for lack of funds.
     
                           DISCUSSION

     Under "case" examining, which applies to most occupations at
GS-9 and above (and to some lower pay grades in white collar
occupations), most civilian agencies in the Executive Branch will
summarize current openings through an ANNOUNCEMENT.  



                               -3-
     A brief statement of the job title, series number, grade/pay
level(s), THE OPEN/CLOSE DATES (often only two weeks), the number
of openings or vacancies and the location is provided to the U.S.
Office of Personnel, which provides them via electronic means
(through WASNET and other OPM electronic bulletin boards, and to
State Job Service/ State Employment Offices on the east coast
through the ALEX computer system).  Also included in the summary
of this FEDERAL JOB OPPORTUNITY LISTING (FJOL) is the Vacancy 
Announcement Number, person to call, phone number and name of the
agency or sub-agency.  Sometimes the listing contains an address
to write to, in order to obtain the announcement -- or a three-
digit alpha code which is referenced in an address listing
provided separately.

     Information on how to obtain the FJOL each Friday, through
the Washington Area Service NETwork, and locally at OPM offices,
follows this section.

     You, the potential applicant, will not see the duties and
special KSA's (knowledges, skills and abilities) in the FJOL. 
You must call or write to the agency, obtain the announcement,
prepare the KSA supplements when required, and get all required
paperwork INTO THE HANDS of the agency by the closing date
(usually two to three weeks).  If you see a very short, three-
day open period in some regional listings, mail your request for
the announcement postmarked during that brief period, and a
reasonable period of time will be allowed to respond from the
date the announcement is mailed to you.

     If you meet the deadline for receipt of your application by
the agency which announced the job, that agency screens for
minimum qualifications, gets your application reviewed by a panel
(or with assistance from OPM) for "ranking" by score based on
your qualifications, and provides to the appointing official    
a list of names/scores of the best-qualified candidates on this
"non-status" temporary list of eligibles.


     NOTE:  Appointing officials may choose to hire from that
"non-status" list, from an internal "status" list of on-board
civilians or reinstatement eligibles, from non-competitive
sources (such as 30 percent service-connected disabled veterans,
VRA and VA Vocational Rehabilitation eligibles), or from a list
of qualified persons with disabilities.  The manager can even re-
advertise the position to obtain additional eligibles.  Some- 
times, the job opening is cancelled after the announcement
because of unforeseen funding reductions.  You may write to the
announcing agency about four weeks after the closing date to
determine whether you were among the best qualified on the 
non-status list of eligibles.



                               -4-
                          WRITTEN TESTS

     As noted, there is usually no written test required for
application to most Federal civilian positions in the Executive
Branch, nor is there any requirement for a prior "rating" by the
U.S. Office of Personnel Management.  However, there are key
exceptions requiring a written test (OPEN AS ANNOUNCED): 

     *    ADMINISTRATIVE CAREERS WITH AMERICA - For a specific   
          group of GS-5 & GS-7 white-collar jobs covered, contact
          the OPM booth at this event, or call (202) 606-2700 and
          press code 1-2-280 to request a full list of all ACWA  
          occupations covered and the DC metro test schedule). 
          Any job with the same title at higher pay grades will
          NOT require a written test.  Starting pay is $ 21,906. 

          The ACWA test schedule for other OPM Area Offices may  
          be obtained by calling the nearest office.  Some       
          regions may not be open for all 6 ACWA options!

     *    CLERICAL AND ADMINISTRATIVE WRITTEN TESTS - For        
          GS-2,3, and 4 (and some GS-5's).  Check the local      
          OPM Area Office for test schedules.

     *    LAW ENFORCEMENT - a legal age limitation of not        
          having reached your 37th birthday applies in most
          cases.  These written tests are advertised in the
          Federal Job Opportunity Listings (FJOL) explained
          below.
  
     *    OTHER EXAMS AS ANNOUNCED - As noted below:

                    MOST COMMON WRITTEN TESTS

          Law Enforcement
               Border Patrol Agent                     GS-5/7
               Deputy U.S. Marshall                    GS-5/7
               Park Police                             GS-3/5
               Treasury Enforcement Officer            GS-5/7
               Guard                                   GS-3/5
          Air Traffic Controller                       GS-5/7
          Administrative Careers with America          GS-5/7
          Clerical & Administrative                    GS-2/4
          Data Transmission                            GS-2/3
          Nursing Assistant                            GS-4/6
          Technical Aide                               GS-2/3
               Construction             Meteorological
               Surveying                Engineering Drafting
               Engineering              Cartographic
               Physical Sciences        Hydrologic
               Geodetic  


                               -5-
          SOURCES OF CURRENT FEDERAL JOB OPPORTUNITIES


I.   WASNET - Washington Area Service NETwork

     Each Friday, the Washington Area Service Center of OPM
places a FREE, compressed listing of all FJOL entries  provided
by agencies nationwide and overseas on the Washington Area
Service NETwork (WASNET), a free electronic  bulletin board
serving veterans, persons with disabilities, agencies,
organizations and groups.  Over 3,400 participants in CONUS and
overseas currently use WASNET to see about 2,500 actual listings
each week, nationwide.  Updates for each OPM region are in the
system each Friday evening (Washington, D.C. time), and may      
be downloaded through a PC (personal computer) via modem/phone
anywhere.  Call and leave the following information on the
answering machine at (202) 606-1848:

          - FIRST and LAST NAME;  Location (City; State/Country) 
          - BRANCH of Service, Organization, School or Group -
          membership is limited to those categories now.         
          - PASSWORD:    Your choice of between three and eight  
                         letters (upper or lower case - your     
                         choice) or numbers.

     Wait about two work days and call the system through your PC
via phone line, using any common communication software (e.g.
Procomm, Crosstalk, or Enable) at this number: (202) 606-1113.  

     The one-time setup parameters are standard: 
          
               *    PARITY =       NONE
               *    DATA BITS =    8
               *    STOP BITS =    1
               *    DUPLEX =       FULL
               *    BAUD =         2400 OR LOWER
               *    TERM. EMUL.=   ANSI OR VT100

     WASNET has eight lines, 24 hours a day, seven days a week. 
Updates are done late Friday in D.C.  Each regional "file"  has a
filename ending in ".ZIP" and is compressed.  The files will un-
compress by using the "command" PKUNZIP <FILENAME>, after you
first download and open the PKZ110.EXE file.  That PKZ110.EXE
file opens itself after downloading by typing PKZ110 at the 
C: prompt in the directory where it lands.  As each regional file
is "unzipped", you get a text file which may be searched by title
or by series number in most word processing programs.  (Be sure
to erase all of the prior week's files and sub-files before the
next download.  Call Bill Robinson on (202) 606-1848 for help. 



                               -6-

II.  Other OPM regional electronic bulletin boards:

     Although the WASNET system was set up to serve Europe  and
other Washington Area Service Center OPM clients, there are
regional electronic bulletin boards available to you once you
return to CONUS.  Here are their modem and voice  contacts: (Note
that the Macon, GA FJOB bulletin board is open to the general
public, while WASNET's coverage is limited to veterans, agencies,
organizations and groups (including persons with disabilities). 

Also note that WASNET delivers regional job information to
COMPUSERVE each week, so that local area downloads are possible
without long distance calls.

     *    Federal Job Opportunities Board (FJOB)
          Modem     (912) 471-3771
          Voice     (912) 744-2029/2139
     
     *    OPM Atlanta Region BBS
          Modem     (404) 730-2370
          Voice     (404) 331-3459

     *    OPM Chicago Region BBS
          Modem     (313) 226-4423

     *    OPM Los Angeles BBS (Southern CA only)
          Modem     (818) 575-1521

     *    OPM Philadelphia Region
          Modem     (215) 580-2216


III. OPM AREA OFFICES

     Posted information on current local openings may be seen at
OPM job information locations (see AREAOFF.LST file on WASNET).


IV.  COMMERCIAL LISTINGS

     There are a number of commercial sources of Federal civilian 
job opportunities (e.g., Federal Career Opportunities) which
contain both "non-status" (open to all sources) and "status"
(open to Federal civilian employees and to reinstatement
eligibles).  Federal Career Opportunities also lists openings
limited to current DOD civilians.  Note:  In order to easily use
the above source (organized by agency/"series number), locate a
copy of the "X-118" Handbook of Occupational Qualifications. 
That handbook lists the titles and minimum qualifications needed
for white-collar jobs (the X-118 C covers blue-collar jobs) and
also the "series number" for each Federal occupation - a key to
effective search of Federal Career Opportunities biweekly.

                               -7-

     NOTE:  When you review the "30 % Disabled Veteran" and "VRA"
rules in this  manual, you will see that those authorities allow
you to apply for positions open only to "status" candidates if
there is no freeze which limits applicants to a single agency or
to DOD, and if other legal and qualification requirements are
met!
     
     Commercial listings also include newspaper and other media
notices of hard-to-fill jobs and of job fairs locally.


VI.  STATE EMPLOYMENT OFFICES

     Each State Employment Office or State Job Service Office
nationwide is required to list local Federal job  opportunities. 
These listings do not include openings in other OPM regions which
you can obtain on WASNET and on the Macon bulletin boards.

V.   FEDERAL AGENCY LISTINGS
     Many Federal agencies have automated telephone listings of  
current job openings.  In the DC metro area, you may call        
most agencies on a listing available at the main OPM             
information booth at a separate Heidelberg site, or you may      
download DC metro agency listings from WASNET.  


                       VETERAN PREFERENCE

     By law, veterans who are disabled or who served on active
duty in the United States Armed Forces during certain specified
time periods or in military campaigns are entitled to preference
over other eligibles both in Federal civil service initial
(competitive) hiring and (with limitations for retired military)
in retention during reductions in force.

         Hiring Preference in Civil Service Examinations

     Candidates who pass case examination or tests are ranked by
their scores.  Veterans eligible for preference are entitled to
have 5 or 10 extra points (explained below) included in their
scores if they pass an examination.  A passing score is 70. 
     Regardless of their scores, qualified veterans with a
compensable service-connected disability of 10 percent or more
are placed at the top of most civil service examination lists of
eligibles, except for scientific and professional jobs at GS-9 or
higher.  A Federal agency hiring candidates from an examination
list must consider the top three available candidates for each
vacancy, but may use internal, status sources instead.



                               -8-
     An agency may not pass over a candidate with preference and
select an individual without veteran preference who has the same
or lower score, unless the Office of Personnel Management
approves the agency's reasons.

     Veterans may apply within 120 days after discharge for any
examination open during their military service, provided a list
of eligibles is still in existence - a condition not met under
the case examining provisions covering many Federal occupations.

     Veterans may apply for any position which was open under
case examining within 120 days after separation, even if the
closing date has passed, as long as a selection has not been made
by the time the application is received.

                    5-Point Hiring Preference

     Five points are added to the passing examination score of a
veteran who served:

     During any official war; or the period December 7, 1941, to
     July 1, 1955; or

     For more than 180 consecutive days, any part of which
     occurred after January 31, 1955, and before October 15,
     1976; or

     In a campaign or expedition for which a campaign medal has
     been authorized, e.g., Lebanon, Grenada, Panama, Libya, the
     Gulf and Southwest Asia (Desert Shield/Storm). 

     Medal holders who enlisted after September 7, 1980, or
     entered on active duty on or after October 14, 1982, must
     have served continuously for 24 months or the full period
     called or ordered to active duty.  The service requirement
     does not apply to veterans with compensable service-
     connected disabilities, or to veterans separated for
     disability in the line of duty, or for hardship.


                   10-point Hiring Preference

     Ten points are added to the passing examination score of:

     A veteran who served at any time and who (1) has a present
     service-connected disability of Zero percent or higher; or
     (2) is receiving compensation, disability retirement
     benefits, or pension from the military or the Department of
     Veterans Affairs.  Individuals who received a Purple Heart
     qualify as disabled veterans for this purpose, but not for
     the VRA rules specified below.


                               -9-
     An un-remarried spouse of certain deceased veterans, or a
spouse of a veteran unable to work because of a service-
connected disability, or a mother of a veteran who died in
service or who is permanently and totally disabled also     
qualify for 10-point veteran preference in competitive      
examining.

     Ten-point preference eligibles may apply for any job for
which (1) a list of examination eligibles is (or is about to be)
established, or (2) a non-temporary appointment was made in the
last 3 years.

              General Requirements for Preference:

     Preference applies in hiring from civil service
examinations, for most excepted service jobs, and when agencies
make temporary appointments, or use direct hire and delegated
examining authorities from OPM.

     An honorable or general discharge is necessary.

     Military retirees at the rank of major, lieutenant
commander, or higher are not eligible for preference unless      
they are disabled veterans (Zero percent and higher).

     Guard or Reserve active duty for training purposes does not
qualify for preference.

     When applying for federal jobs, eligible veterans should
claim preference on their job applications.  (Applicants claiming
10-point preference must complete form SF-15, Application for 10-
point Veteran Preference.)

                   Credit for Military Service

     When a candidate's work experience is evaluated in a case
(qualifications review) or written examination, full credit is
given for military service.  Such service is either considered as
an extension of the work the veteran did before entering the
Armed Forces, or it is rated on the basis of the actual duties
performed in the Armed Forces, whichever is more beneficial to
the veteran.  Also, military time may count toward civil service
retirement and vacations.

                      Retention Preference

     Generally, employees who have preference in examinations and
appointments also have preference over other employees in
retaining their jobs in a reduction in force (RIF).  However,
certain employees who retired from military service are not
eligible for preference for job retention purposes.


                              -10-
     When layoffs are necessary, each non-temporary employee
competes for retention with other employees who do similar work
at the same pay grade and who serve under similar conditions. 
Among competing employees, the order of separation is determined
by type of appointment, veterans' preference, length of service,
and performance ratings.

     Veterans have preference in Reduction in Force (RIF)
retention over nonveterans.  Veterans with disability ratings of
30 percent or higher and whose performance has been rated
acceptable have preference over nonveterans and other veterans. 

     However, Congress has established that a retired member of
the armed forces is considered to be a veteran for RIF purposes
only if one of these conditions is met: (1) retired pay from the
armed forces is based directly on a combat-incurred disability or
injury; or (2) that retirement is  based on less than 20 years of
active service; or (3) the employee has been working for the
Federal government since November 30, 1964, without a break in
service of more than 30 days. If condition 3 is met, but the
individual retired at the rank of major or higher - or the
equivalent rank - the individual must also meet the general
definition of disabled veteran in Section 2108 (2) of Title 5,
United States Code, in order to be a veteran for RIF purposes.

For More Information:

      Publication CE-100 covers Veterans Readjustment
Appointments (VRA).  Using the VRA, Federal agencies may hire
certain Vietnam-era and most post-Vietnam-era veterans for jobs 
up to GS 11 without competitive examination.  Veterans should
contact the personnel offices in agencies where they would like
to work.  See the VRA section of this manual for more details.

     Publication CE-5 covers reduction in force (RIF).

     Publication CE-62 covers the rights of Federal employees who
perform military duty.

     Veterans may call or visit the Federal Job Information
Center (FJIC) at the local OPM office.  Check your local phone
directory under U.S. Government, or see AREAOFF.LST file on
WASNET.


              NON-COMPETITIVE OPTIONS FOR VETERANS


I.   VETERANS WITH A 30% OR MORE SERVICE-CONNECTED DISABILITY 

     Veterans with 30 percent or higher compensable service-
connected disability ratings are eligible for direct appointments

                              -11-
without examination, which may lead to conversions to career
appointments.  Veterans should contact the Federal agencies where
they would like to work for job opportunity information.

     If rejected for employment or retention because of
disability or if passed over for hiring, these veterans are
entitled to be notified by the agency, to respond to the agency's
action, and to receive a copy of OPM's final determination.  Once
hired, disabled veterans can participate in the Disabled Veterans
Affirmative Action Program and receive assistance in development
and advancement opportunities.

     Basically, if a veteran has either (1) a permanent
disability retirement or (2) official, current notice from the
Department of Veterans Affairs dated within the past 12 months,
he or she may seek non-competitive consideration for any position
at any grade for which eligible.  

     The 30 % rule is an optional one, meaning that the Executive
Branch agencies may choose to use it or not.  The advantage to
the hiring official (as with the VRA below) is that when a
qualified veteran meets the requirements for such an appointment,
he or she may be hired "on the spot", or as soon as paperwork can
be done.  The agency has the option to have the veteran hired
under this authority, usually for 61-days to one year, converted
to career-conditional from this excepted service appointment at
any time!  However, such conversion is not mandatory, and this
type of appointment may be allowed to lapse without conversion.

     (If there is no freeze, 30 % or more service-connected
veterans may also apply for "status" jobs as described below, if
otherwise qualified and if selective factors are met.

     Also, DOD Headquarters currently has an open announcement
for veterans in this category.  Call (703) 697-9205 for
Announcement Number 92-069-CH.)

II.  VETERANS READJUSTMENT APPOINTMENT  

     By law, Federal agencies may hire certain qualified veterans
of the Armed Forces directly under the Veterans' Readjustment
Appointment (VRA) authority.  VRA appointees initially are hired
for a 2-year period.  Successful completion of the 2-year VRA
appointment leads to a permanent civil service appointment.

     When agencies have vacancies to fill, they can choose
eligibles from civil service status.  The VRA authority gives
agencies an alternative source to consider for selecting quality
candidates.




                              -12-
     Who is eligible under the law for a VRA appointment?

     All veterans who have served for a period of more than 180
     days active duty and have other than a dishonorable
     discharge are eligible for the VRA as of October 29, 1992.
     under changes signed into law on that date.

     There is a 180-day service requirement, but it does not
     apply to (1) veterans separated from active duty because of
     a service-connected disability, or (2) reserve and guard
     members who served on active duty (under 10 U.S.C. 672 a, d,
     or g, 673, or 673b) during a period of war or in a military
     operation for which a campaign or expeditionary medal is
     authorized.

How long are veterans eligible for VRA appointments after        
they leave the service?

     Eligible post-Vietnam-era veterans qualify for 10 years
after the date of their last separation or until December 31,
1999, whichever date is later.
     Eligible Vietnam-era veterans (whose first service included
at least one day during the period August 5, 1964, through May 7,
1975) qualify for a VRA appointment until 10 years after
separation or until December 31, 1993, whichever date is later.

     Eligible veterans with a service-connected disability of 30%
or more can be hired without time limit.

What jobs can be filled under the VRA authority?

     Agencies can use the VRA authority to fill white collar
positions up through GS 11 and equivalent jobs under other pay
systems.  Each agency decides whether a veteran meets the basic
experience or education requirements for a job.  Agencies may
require passing a test for some jobs, or may waive it at the
agency's option.  Waivers are rare for law enforcement and air
traffic controller jobs.

           How do veterans apply for VRA appointments?

     Veterans should (1) meet and deal with contacts generated
through their own network; (2) mention VRA eligibility ("ALSO VRA
ELIGIBLE") when applying for competitive case-examining
openings; (3) use the "status" option discussed below; or (4)
contact the agency personnel office where they want to work to
find out about job openings.  Agencies recruit candidates and
make VRA appointments directly.  Veterans seeking vocational
development help should contact their local state employment
service or Department of Veterans Affairs office.


                              -13-
Are disabled veterans entitled to specialconsideration among VRA
eligibles?

     Agencies must first consider disabled veterans, then others
with veterans' preference, then veterans who are not eligible for
preference, in that exact order.  Each source, or "tier", must be
exhausted from the present applicant supply file before
considering anyone from a lower source or tier.

Is training available after appointment?

     Agencies must provide training for VRA appointees who have
less than 3 years of college.  A program could include on-the-
job assignments or classroom training.  A written agreement is
required.  Veterans who are covered by the VRA law must meet
minimum qualifications.

              DISCUSSION OF VRA - USES AND OPTIONS

     Any Federal agency may, at its OPTION, hire any veteran
covered by this law who is qualified for the job, starting at GS
or Wage Grade 11 or below, without any educational limitations. 
Veterans hired under VRA may advance above GS/WG-11 during the
VRA assignment.  About 7,300 veterans are hired each year under
the VRA authority!
 
     The VRA appointment puts the veteran in the "excepted
service" for two years, and at the end of the two years the
agency MUST convert the VRA appointment to career conditional IF
the veteran has satisfactory or better performance. 

     During the two year period, the vet may still apply under
open, competitive announcements for other positions at any grade
for which he or she is qualified, without "time-in-grade"
restrictions.  However, a VRA appointment does not confer
"status".  

     The definition of the "over 180 day rule" for the purpose of
VRA eligibility is complicated, because the troops called up from
reserve for Desert Storm and Desert Shield DID SERVE DURING A
"PERIOD OF WAR" (under separate TITLE 38 definition).  So, ALL
reservists called or ordered to active duty for that action ARE
eligible for the VRA - as long as they served for the full period
called or ordered to active duty - regardless of WHERE or HOW
LONG they served.  However, such service does NOT confer Veteran
Preference for competitive openings unless the veteran is
entitled to a campaign badge for service in the theater of
operations.

     Reservists called up for other actions such as Panama,
Grenada, Libya, and any earlier action not occurring during an
authorized period of war MUST therefore have served OVER 180 days
to qualify for VRA coverage. 

                              -14-
                TRAINING REQUIREMENTS UNDER VRA:
  
     You must meet minimum qualifications for the job, but if    
you have less than 3 years of college, you must be given an
on-the-job training plan in writing.  
  
                      HOW TO APPLY FOR VRA:

     Meet and Deal - Go out and, through any network you can     
develop.  Try to get interviewed by hiring officials.  If        
you are qualified and they have an opening at the right     
grade level, they MAY choose to hire you without consider-       
ing anyone but CURRENTLY AVAILABLE AND QUALIFIED:   
   
          Disabled veterans (absolute 1st priority, until that
          source is exhausted from available candidates); 
          then:  
          
          Veterans who have "preference" (absolute 2nd priority,
          until that source is exhausted from available          
          candidates); then:   
          
          Other veterans covered by the VRA law. 

     Apply for Status openings, those normally reserved for
current or former Federal civilians, if they are truly open      
to ALL Federal eligibles in the area.  (If a freeze exists,      
do not apply.)  Cite FPM Chapter 335, Subchapter 1,    
Requirement No. 4, which allows managers the option of      
hiring VRA candidates even when advertising for "STATUS"
candidates, if there is no freeze.  This allows you to apply     
for any vacancy marked "STATUS" or "MERIT PROMOTION" OR     
"CURRENT FEDERAL EMPLOYEES AND REINSTATEMENT ELIGIBLES", as      
long as you are qualified and any Federal eligible in the
geographic zone may apply.  

     THIS "STATUS" OPTION IS AVAILABLE FOR VRA, FOR THE 30% OR
     MORE SERVICE-CONNECTED DISABLED VETERANS NOTED ABOVE, AND   
     FOR THE VA VOCATIONAL REHABILITATION OPTION BELOW.  Here is 
     a draft letter for use under this provision:

                              -15-

"STATUS OPENINGS LETTER"
_________________________________________________________________
                                        Your Address

Inside Address

Dear Sir:

     I am applying for the position of (title) at the GS (xx)
under Announcement No. (xxxxxxxxx).  This position has been
announced as open to "status" candidates, and I have called to
confirm that any Federal employee in the geographic area
indicated may apply.  There is no "freeze" in effect on this
particular position.

     Under provisions of Federal Personnel Manual, Chapter 335,
Subchapter 1 (Requirement 4), you may consider me for this
position up to GS-11 if that grade level is open and I meet all
the qualification requirements including selective factors. 
Veterans with 30 percent service-connected disability may apply
for any grade for which qualified under those same FPM
provisions.

     I am covered by the current VRA rules (and/or 30 % rules),
and if I am found otherwise qualified, please refer my
application to the selecting official under this announcement.
I understand that the use of this authority does not give me
"status", and that the use of the VRA or 30%-plus disabled 
veteran authority in this manner is optional.

                                   Sincerely yours,

_________________________________________________________________

     You may also mention VRA eligibility in passing when
applying for a competitive, all-sources opening.  This may be the
least productive type of VRA effort, generally speaking, except 
for simply sending an application in "cold" to various    
Federal personnel offices.  

          REMEMBER: The VRA is an OPTIONAL hiring authority.  
          It is not mandatory, and is not equivalent to          
          Veteran Preference.  Agencies hire about 7,300         
          veterans per year under the VRA authority.  


III. VOCATIONAL REHABILITATION ELIGIBLES

     Veterans who complete training under VA Vocational     
Rehabilitation may be employed non-competitively at any grade in


                              -16-
any occupation for which the training qualified them.  The sample
letter above may be used with this optional method also.

           NEW REFERRAL PROCESS FOR DISABLED VETERANS

     There is a new, automated, nationwide system for the use of
"job-ready" disabled veterans who qualify for at least 20 percent
service-connected compensable disability.  Such veterans may
contact the U.S. Department of Veteran Affairs' vocational
rehabilitation office and inquire about the JOB READY DISABLED
VETERAN CONNECTION.  

     Federal executive agencies, in turn, may pull up lists of
disabled veterans - already screened for eligibility by
occupation and grade level by VA vocational rehabilitation
offices - through a computerized system.  Agencies should contact
the nearest OPM area office to obtain more information on this
new service (although notices have already been mailed as of late
1992 from OPM offices nationwide.


SALARY CHARTS, DOUBLE-DIPPING RULES AND TERMINAL LEAVE

I.   SALARY CHARTS

     Salary charts for General Schedule (GS), Senior Executive
and Executive may be obtained from OPM offices.  Note that there
may be special pay rates in effect which will be reflected in
agencies' announcements for openings under the "case" examining
system described in this manual.  

     Starting Step - You will start in column 1 of the pay chart
unless there is a special salary rate, or in the  event that the
agency is willing to negotiate a starting step above step 1. 
This is allowed at the agencies' option.  If the hiring official
is willing to negotiate, you must provide documentation of prior
salary or other benefits which might justify starting between
step 2 and step 10.
          

II.  DOUBLE-DIPPING RULES

     The so-called double-dipping rules now in effect state that
retiring regular officers may not enter Federal civilian service
without a reduction in their retirement, and the reduced amount
of annual military retirement may not exceed Executive Level V
when combined with their new civilian salary.  THIS RULE MAY BE
WAIVED WITH OPM PRIOR APPROVAL ONLY FOR EMERGENCY AND HARD-TO-
FILL VACANCIES AFTER AGENCY REQUEST UNDER FPM 553 PROCEDURES.  




                              -17-
Here is an example of the retirement reduction or "double dipping
rule:

     A retired regular officer leaves service with an annual
retirement of $ 28,810.  The formula for the reduced rate is a
combined total of the first $ 8,810 plus half the remainder, so
this officer gets a new retirement of $ 8,810 plus half of 
$ 20,000, or $18,810.  The civilian salary is $ 50,000 per annum,
which means that the combined total of $ 68,810 is well below the
Executive Level V total of $ 104,800.  (The actual flat rate for
the formula varies each year.  The current amount is $ 8,810, 
rounded off).  NOTE:  Such retirement pay reductions upon entry
into the Federal civil service may be waived only in the most
unusual situations (emergency/hard-to-fill positions) based on
prior negotiation between the hiring agency and OPM.


III. STARTING FEDERAL EMPLOYMENT DURING TERMINAL LEAVE

     Veterans who start a Federal civilian job while still on
terminal leave will receive both regular military pay and 
civilian pay, not to exceed Executive Level V, until the end of
terminal leave.  This is an exception to dual pay provisions.

IV.  WAIVER OF 180-DAY RULE

     Retired veterans who manage to get employed in DOD (any
component) as a Federal civilian, whether by open competition or
non-competitive appointment (assuming waiver of the DOD freeze),
must wait 180 days to come on board after separation, including
during terminal leave.  This 180-day rule is in effect after the
current waiver ends at midnight November 5, 1992.  Only in the
case of specific waivers authorized by the proper command level
may a retired veteran be brought on board in a DOD/Armed Forces
civilian position.

                    SF-171 TIPS AND EXAMPLES

     Here are some tips on doing an SF-171 and the additional
Knowledges, Skills and Abilities narratives required in most
case-examining job announcements, with an example of the expanded 
format which may be used in preparing the work experience blocks. 

                  Tips on Preparing Your SF-171

1.   Plan carefully.  Your SF-171 is the first thing a
     prospective employer sees; apply the concept that you are
     preparing an "interview on paper".


                              -18-
2.   Prepare your basic or "master" SF-171 after reviewing the   
     X 118 Handbook and some current announcements in your field. 
     The X 118 is a qualifications information source which is  
     available in most CPO's and transition centers or libraries.
     The announcement details the knowledges, skills and
     abilities which must be documented on plain paper.

3.   Prepare a separate narrative on each "selective" or "quality
     ranking" factors as stated in the job announcement.  This
     could make the difference in whether or not you are
     considered for the position.  A typed supplemental statement
     relating your experience to these factors helps avoid having
     to tailor your SF-171 each time you apply to different
     positions.  Include concrete examples of work performed.

4.   Block 24, "Work Experience", is the most important part of
     your SF-171.  Neglecting to provide complete information
     could cause you to be disqualified for the positions.  Start
     each section of Item 24 with duties, which are what you do
     for your employer; list all key duties, including those not
     listed in your position description.  

5.   Follow the brief Duties narrative with a series of "bullet"
     entries which are concrete examples of WHAT you did, HOW
     OFTEN, HOW MUCH money or HOW MANY units of activity were
     produced, WHO you dealt with inside and outside the
     organization, and WHY the activity was done -i.e., how your
     product was used by others.  Work from most important to 
     least important examples.  

6.   Next, in each section include accomplishments, which are    
     things you did which were above and beyond what is normally
     expected of you; describe those accomplishments which
     represent your highest skills.  You may indicate major
     accomplishments after each work experience block.

7.   Start with your most recent job in Item 24 A, and work back
     in time for at least 10 years.  All experience over 10 years
     back may either be summarized in one additional block, or
     you may continue to add new blocks as far back as needed.

8.   Work performed as a volunteer may also be used to
     demonstrate you qualifications for a position.  Remember to
     include volunteer or unpaid work experience that is related
     to the position for which you are applying.

9.   A key item to provide on your SF-171 is evidence that you
     have progressed in each job, as well as from one job to the
     next.  Clearly describe how you have assumed more
     responsibilities or more demanding duties with each job.



                              -19-
10.  Use separate experience blocks for each employer, promotion,
     substantial salary change, job reassignment, or detail.

11.  Be sure to indicate the lowest grade or salary level that
     you will accept.  When applying for a specific job, fill in
     the lowest grade level shown on the announcement that you   
     will accept; if qualified, you may be considered for grade  
     levels above the level you indicated.

12.  List degrees you expect to receive within nine months of the
     date of your application.  Education may be substituted for
     experience, but experience is the major factor for most
     "case" examining evaluations.

13.  Indicate any special qualifications, skills, and
     accomplishments:  memberships, publications, presentations,
     letters of commendation, certificates, nominations, honors,
     awards, etc.  Do not attach copies unless instructed to do
     so.

14.  After you complete your SF-171, save the original. 
     Photocopies are acceptable, but each copy must be signed and
     dated in ink.  Fill in the job for which you are applying,
     and the vacancy announcement number, and the signature and
     date at the time of application also.

15.  Remember:  You cannot be formally considered for a Federal
     job without completing the SF-171.  Your entire application
     is a work sample on which you will be evaluated.  It should
     be complete, easy to read, and represent your very best
     work.

16.  You may claim 5-point veteran preference, if entitled to    
     it, on the front of the SF-171, BEFORE RECEIVING YOUR       
     DD-214.  This has been established in an OPM directive to
     Federal agencies.  You must provide proof of preference in  
     competitive examining (or for VRA consideration) prior to   
     entry on duty.

17.  You may use any "electronic" version of the SF-171 which    
     produces a copy of the form.  You may expand the limited
     space available in the basic form in Item 24 to any length
     necessary.  It is recommended that each block of the SF-171
     not exceed two pages for recent positions, and the total
     document should be between five and 15 pages excluding the
     knowledges/skills/abilities narratives.

18.  Here is an example of the expanded format which may be used
     in preparing Item 24 A, B, C, etc. for 10 years back:


                              -20-
Name and address of organization  Dates employed  Hrs/wk    No.
(Include Zip Code if known)        (mo/dd/yr)               Supv.

Headquarters Allied Forces South   Fm:x  To:x     xx        xx 
Joint Communications Group         
APO New York, N.Y.  09524          Start $xx,xxx       Reason for
                                   End   $xx,xxx       Leaving:
                                                       Downsizing

Summary of Duties: (Put % of time in each category at end of each
     sentence in this summary) 
     Group Special Project Officer for the senior NATO technical
     director.  Executed all special NATO communications and     
     engineering upgrades, for the NATO community in Naples,     
     Italy.  Frequently called upon to provide communications and 
     special engineering program briefings to the senior         
     executive NATO and U.S. military & civilians of Allied      
     Forces Southern Region and Allied Command Europe.

*    Researched, compiled and presented sessions on
     telecommunications projects and upgrades to senior staff.   

*    Drew up and implemented plans of action to expedite critical 
     and time-sensitive communication projects.                  

*    Formulated and implemented check lists on Electromagnetic   
     Pulse Protection for Allied Command Europe.                 

*    Cataloged and streamlined all outstanding NATO long-term    
     communication projects.                                     

*    Introduced project management techniques for joint command  
     operations.                                                 

*    Chaired the personal computer & automated data processing   
     committee for purchases and acquisition in Naples.          

*    Researched and drafted standard operating procedures for    
     operational security and maintenance for three companies.   
 
*    Inspected, maintained and repaired security containers,
     safes and vault doors.

                         ACCOMPLISHMENTS

     Implemented changes in security procedures which saved the  
     command in excess of $ 10,000.00 per annum.  Designated by
     HQ to deliver special briefings at command level on
     communications security and procedures.


-- 
         
      // \\
    //     \\                    Air Force News Agency 
   |         |               Kelly Air Force Base, Texas, USA
   \\  {*}  //                   bergman@afpan.pa.af.mil  
   \  CMSgt  /      ___________________ /____________________________________
   \  Mike   /   
   \ Bergman /
     \     /