The following post explores Understanding Veterans’ Preference (for Federal Job Seekers).

Our cherished US veterans are great candidates to work for the government. What many veterans don’t realize, though, is that their military service can also give them a leg up when applying for federal jobs.

Read: Documents Needed for Applying to Federal Jobs

Related: How to Make a Federal Resume

More specifically, I am talking about something called Veterans’ Preference. It’s designed to help veterans and certain family members compete more effectively for careers in public service.

Here’s what you need to know.

Veterans’ Preference Overview

Veterans’ Preference is a benefit designed to give eligible veterans an advantage when applying for federal jobs. It does not automatically guarantee a position, but it can significantly improve your chances.

Depending on the type of preference you qualify for, it can either add points to your application score or place you ahead of non-veteran applicants who have similar qualifications. Essentially, it’s the federal government’s way of recognizing your military service and helping you transition into a civilian career.

Who Gets Veterans’ Preference

Veterans’ Preference isn’t just for anyone who has worn a uniform — it’s specifically for those who meet certain service or hardship criteria.

Generally, you may be eligible if you served on active duty in the U.S. Armed Forces and were honorably discharged, if you earned a campaign medal or served during a qualifying wartime period, or if you have a service-connected disability.

In addition, in some cases, certain family members (including spouses, widows, and mothers of deceased or disabled veterans) may also qualify for preference.

Click here for more information on Veterans’ Preference eligibility.

Where Veterans’ Preference Applies

Veterans’ Preference applies to most federal positions within the competitive service, which includes the majority of jobs listed on USAJOBS.

However, there are some exceptions. Preference generally does not apply to Senior Executive Service roles, political appointments, or certain positions in intelligence or legislative agencies. Despite these exceptions, for the vast majority of federal jobs, claiming Veterans’ Preference can boost your odds of success.

How and When to Claim Veterans’ Preference

For those who qualify, you may claim Veterans’ Preference every time you apply for a federal job.

When filling out your USAJOBS application, you will be asked whether you are claiming Veterans’ Preference. If you indicate “yes,” you will need to provide supporting documentation, such as your DD-214 or a VA disability letter, depending on the type of preference you are claiming.

There is no limit on Veterans’ Preference. It applies every time you apply for an eligible position.

Why Veterans’ Preference Exists

Veterans’ Preference exists to honor the service of those who have served in the military, to help ease their transition into civilian life, and to protect families from losing all of their members to military duty.

More broadly, Veterans’ Preference ensures that the experience, skills, and sacrifices gained through military service are not only recognized but valued in the federal workforce, giving veterans a fair opportunity to continue serving the country in a new capacity.

Levels of Veterans’ Preference (0-Point, 5-Point, 10-Point)

Veterans’ Preference comes in three main levels, each offering a different type of advantage depending on your military service or family circumstances.

The three types are 0-point, 5-point, and 10-point preference, and each works slightly differently in terms of scoring and placement on hiring lists.

Understanding these levels can help you see how your experience or eligibility affects your federal job applications. Below is a simple breakdown of who qualifies for each type and what it means.

Type	Who It’s For	What It Means
0-Point (Sole Survivor Preference)	You were released from the military under the “sole survivor” rule, due to a family hardship (like losing a sibling or parent in service).	You don’t get extra points, but you’re still ranked ahead of non-veterans.
5-Point Preference	You served during a war, in a campaign or expedition, or on active duty for a qualifying period.	You get 5 extra points added to your score — a modest but meaningful boost.
10-Point Preference	You have a service-connected disability, or you’re the spouse, widow(er), or mother of a disabled or deceased veteran.	You get 10 points added to your score — the highest level of preference available.

In Conclusion

In conclusion, I hope this article helps you with understanding veterans’ preference. The key takeaway is that US veterans’ preference offers certain candidates an inside edge over non-veteran applicants. It’s one of the biggest advantages available to former service members looking to transition into government work.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Documents Needed for Applying to Federal Jobs.

When applying for a federal job, the types of documents you may need to include depend on the job, whether you are claiming a preference, claiming a disability, or are a current or former federal employee.

Read: Best Federal Resume Writing Services

Related: How to Make a Federal Resume

The job announcement will list the documents you need to provide in the ‘Required Documents’ section. Some documents may be required, while others are optional.

Here’s what you need to know.

Documents for All Applicants

Below is a list of all the different documentation federal job seekers may need to furnish.

It’s important to note that every position is different and requirements for what you need to provide vary. You should refer to the individual job announcement for more details on what is requested.

Here are the possible documents you may need to provide when applying to federal jobs.

• Federal Resume – A well-organized two-page Federal Resume is required for most USAJOBS applications.
• Cover Letter – You may include a cover letter to highlight the context of your job search and candidacy.
• Diploma or GED – Your diploma or GED indicates your official or unofficial graduation date.
• Endorsement – Some jobs require an endorsement, such as from a supervisor or collegiate contact.
• License – Some positions require proof of a specific license, like a driver’s license or professional license.
• OF-306 – The OF-306 Form (Declaration for Federal Employment) verifies your federal service requirements.
• Professional Certifications – Some USAJOBS announcements may require documentation of certifications.
• Proof of Enrollment – Sometimes documentation showing that you are currently enrolled in school is required.
• Supplemental Application – Some positions require additional information such as a supplemental application.
• Transcripts – Sometimes academic records are required. Contact your school’s registrar office for instructions.
• Writing Sample – Some USAJOBS announcements require a writing sample to be included in your application.
• Additional Documents – Any other supporting documents listed in the job announcement.

Documents for Current or Former Federal Employees

If you’ve previously worked for the federal government, additional documentation is required.

Agencies use these records to confirm prior positions, pay grades, and service history. Properly documenting your federal experience ensures that prior work is recognized, helps establish eligibility for new roles, and can influence considerations for pay, grade, or tenure in your next position.

• Performance Appraisal – You may be required to provide performance appraisals as proof of federal employment.
• SF-50 – All current and former federal employees have an SF-50 documenting positions held, grade level, duty location, pay rate, and more.
• Separation Notice (RIF) – If you lost your federal job due to a reduction in force (RIF), this notice may be required to establish eligibility.

Documents for Applicants with a Disability

If you have a disability, additional documentation may be required to verify your eligibility.

Agencies use these records to confirm your disability status, determine eligibility under special appointing authorities (such as Schedule A), and provide reasonable accommodations throughout the hiring process. Properly documenting your disability ensures that you receive any entitled consideration.

• Disability Letter – You must include a disability letter (from your doctor or a licensed medical professional), if you qualify under the Schedule A appointing authority.
• Reasonable Accommodations – You may need to provide documentation explaining your needs if seeking reasonable accommodations for a disability.

Documents for Veterans and Military Families

Veterans and their family members may qualify for hiring preferences (aka Veterans’ Preference).

Official records confirming military service, discharge status, disability rating, or family relationships are necessary for agencies to apply these preferences correctly. Providing clear and accurate documentation can improve your standing in the application process and prevent delays in recognizing your eligibility.

• Statement of Service (DD-214) – This document officially verifies your military service, discharge status, and service dates. If your DD-214 is missing or incomplete, you may request a copy from the National Archives.
• VA Disability Letter – For disabled veterans claiming preference, submit a letter confirming your service-connected disability rating.
• SF-15 – The SF-15 form (Application for 10-point Veterans’ Preference) establishes eligibility for 10-point Veterans’ Preference when applying for federal jobs.
• Proof of Marital Status – Military spouses claiming preference must provide a marriage certificate or equivalent documentation.
• Permanent Change of Station (PCS) Order – May be required to establish eligibility for certain positions.
• Sole Survivor Preference Documentation – Shows you are the only surviving child of a service member who died or became permanently disabled.

Documents for Native Americans

Applicants claiming Indian Preference for BIA or IHS positions must provide proof of eligibility.

Agencies rely on these materials to verify claims and apply Indian Preference appropriately during the evaluation of applications. Complete and properly submitted documentation ensures that applicants are assessed fairly and helps avoid unnecessary delays in processing.

• Form BIA–4432 – Titled “Verification of Indian Preference for Employment in the Bureau of Indian Affairs (BIA) and the Indian Health Service (IHS),” is a federal document used to establish eligibility for Indian preference in federal employment within these agencies.

Documents for Senior Executive Service (SES) Applicants

SES positions require evidence of executive-level leadership and technical expertise.

Applicants need to demonstrate the ability to manage large federal programs, lead teams, and achieve strategic results. Properly documenting your qualifications helps agencies assess leadership skills, technical competency, and readiness for high-level responsibilities, all of which are critical for executive-level roles.

• Executive Core Qualifications (ECQs) – ECQs guide hiring, performance evaluation, and leadership development across federal agencies.
• Mandatory Technical Qualifications (MTQs) – MTQs demonstrate the technical expertise needed to successfully manage executive-level programs.

In Conclusion

In conclusion, this article is intended to help you understand the various types of documents needed for applying to federal jobs. The list above covers the possible documents you might need, but keep in mind that each job announcement will specify the exact documentation required.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Understanding the OF-306 Form.

If you’re applying for a federal job, chances are you’ll be asked to complete an OF-306 (Declaration for Federal Employment) at some point during the hiring process.

Read: Best Federal Resume Writing Services

Related: Documents Needed for Applying to Federal Jobs

While it might feel like just another piece of paperwork, this form plays a key role in determining your eligibility and suitability for federal service.

Here’s what you need to know.

OF-306 Form Overview

The OF-306 is a standard government form used to collect personal, employment, and background information from federal job applicants.

In essence, the form acts as a checkpoint in the hiring process, confirming that you meet the basic requirements for federal employment before the agency invests further in your candidacy. Federal agencies use it to verify your identity, confirm your eligibility to work in the federal government, and assess any potential issues that might affect your appointment.

The OF-306 is tied directly to suitability and security determinations, which means it can influence whether you move forward in the hiring process. Even if you’ve already submitted a detailed Federal Resume or answered background questions in USAJOBS, this form serves as an official, signed declaration.

Who Needs to Fill It Out?

Anyone who applies for a federal job may be required to complete an OF-306, regardless of grade level or position type. It may apply to permanent, temporary, seasonal, term, and even certain contractor roles.

In other words, the OF-306 is a universal form across federal employment categories, not just for high-level or long-term appointments. Whether you’re applying for an entry-level internship, a short-term census role, or a senior executive position, agencies rely on this form to ensure consistency in how they review applicants. This broad requirement is why it often comes up early in the hiring process, even before a final decision is made.

When Do You Complete the Form?

You’ll usually be asked to complete the OF-306 once your application has passed an initial review and you’re moving forward in the hiring process.

Agencies may require it before extending a tentative or final job offer so they can conduct the necessary suitability checks. In some cases, if the form hasn’t already been collected, you’ll be asked to provide it during onboarding as part of your new employee paperwork.

Completing the OF-306 ensures your eligibility is verified before a formal offer is made. Providing accurate information helps prevent delays in your application or onboarding, while omissions or inconsistencies can trigger additional review or disqualification.

How to Complete the OF-306

When completing the OF-306, it’s important to follow the prompts and provide accurate information.

The form asks for personal details, such as your name, Social Security number, date of birth, and citizenship status, as well as information about Selective Service registration (for males born after December 31, 1959), military service, prior federal employment, and certain background questions.

Be sure to answer every question honestly, use “N/A” for any items that don’t apply, and attach additional sheets if you need more space to explain a response. If you have any questions while completing the form, you can contact the Office of Personnel Management (OPM) for guidance.

In Conclusion

In conclusion, I hope this article helps you better understand the OF-306 form. By filling it out carefully, you’re protecting your eligibility and keeping your federal job application on track.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation.  JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

Download the OF-306 Form (PDF)

The following post explores Understanding Reasonable Accommodations (for Federal Job Seekers).

Are you a federal job seeker with a disability wondering how to navigate the hiring process or succeed once you’re on the job? Do you feel that certain barriers might make it harder to compete on equal footing?

Read: Best Federal Resume Writing Services

Related: Understanding the OF-306 Form (for Federal Job Seekers)

If so, you’re not alone. Federal agencies are required by law to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship to the agency.

Here’s what you need to know.

What Are Reasonable Accommodations?

Reasonable accommodations are modifications or adjustments to a job, work environment, or application process that enable a qualified individual with a disability to apply for a position, perform the essential duties of the job, and enjoy the same benefits and privileges of employment as other employees.

Reasonable accommodations are designed to remove barriers that might otherwise prevent someone from competing fairly or succeeding in their role.

Examples of reasonable accommodations include providing interpreters or readers, modifying job duties or restructuring positions, adjusting work schedules, allowing telework or flexible work locations, and supplying accessible technology or other adaptive equipment in the workplace.

The key principle behind any accommodation is that it must make it possible for the employee to perform effectively and succeed in their position.

Why Are Reasonable Accommodations Important?

Reasonable accommodations are more than just a legal requirement—they are a critical tool for fairness and inclusion in the federal workforce. They help ensure equal opportunity in hiring and promotion, allow employees to perform at their best, and support the retention of talented federal employees.

The purpose of accommodations is to remove barriers, not to provide an unfair advantage. They ensure that all candidates and employees are evaluated based on their ability to perform the essential job functions.

Who Can Request a Reasonable Accommodation?

Reasonable accommodations are available to qualified individuals with disabilities. In the federal workforce, this includes anyone who meets the minimum qualifications for a federal job, has a disability as defined under federal law, and can perform the essential functions of the position with or without accommodation.

The responsibility to request an accommodation lies with the employee or job applicant. No special legal language or formal paperwork is required; a simple oral or written request is sufficient to begin the process.

When Can You Request a Reasonable Accommodation?

Federal job seekers (and federal employees) can request a reasonable accommodation at any stage of the federal employment process. This includes when applying for a position, during interviews, after receiving a job offer, or even while already employed if job duties change or new barriers arise.

Early communication is strongly recommended, as the sooner the agency is aware of your needs, the more effectively they can identify and provide an appropriate accommodation.

Where and How to Request a Reasonable Accommodation

Requesting accommodations is possible through several channels.

Some vacancy announcements include instructions for requesting accommodations, while others may require working directly with the interview coordinator or HR contact. You can also reach out to the agency’s Selective Placement Program Coordinator, who serves as a resource for employees with disabilities.

In some cases, documentation explaining your need may be requested, such as medical records or a letter from a healthcare provider, to ensure the accommodation is appropriate for your situation.

If you have a disability and are seeking a federal job, understanding your right to reasonable accommodations is critical. You are encouraged to speak up, request support early, and engage in the interactive process.

For further guidance, consult the EEOC’s Enforcement Guidance on Reasonable Accommodation and Undue Hardship and your prospective agency’s HR resources.

In Conclusion

In conclusion, I hope this article helps you with understanding reasonable accommodations. The goal is simple: to ensure that a disability does not prevent you from competing for (or succeeding) in a federal job.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Why the Federal Hiring Process is Still Slow.

The federal government has long been criticized for it’s slow, bureaucratic hiring process. Even with reforms aimed at speeding up the timeline, many federal job seekers still find the process cumbersome.

Read: Tips for Applying to Federal Jobs

Related: Best Federal Resume Writing Services

Lengthy security clearances, multiple layers of review, and strict compliance requirements mean that federal hiring often stretches far beyond what candidates experience in the private sector.

Here’s what you need to know.

Federal Hiring and the 80-Day Goal

In 2025, OPM introduced the Merit Hiring Plan, a sweeping set of reforms designed to modernize and strengthen federal hiring. A headline feature is a target of reducing the average time-to-hire to 80 days.

While the 80-day target is well-intentioned, the simple fact of the matter is that the federal hiring process remains slow when compared to private-sector standards.

By comparison, the hiring process in the private sector often moves much faster. Private sector employers frequently screen, evaluate, and extend offers within days or weeks (rather than months).

Moreover, the 80-day timeline is an aspirational goal (not a guarantee). Even with streamlined procedures, agencies still need to navigate multiple layers of review, clearances, and approvals. Background checks, security vetting, and compliance requirements cannot simply be skipped, and each step can introduce delays.

Steps in the Federal Hiring Process

Unlike the private sector, where candidates can often move from application to offer within days or weeks, federal job seekers are subject to bureaucratic hurdles that can extend the timeline.

Even the earliest stages can take several weeks before a candidate even learns if their materials are moving forward. From there, additional time is spent on competitive assessments, referrals to hiring managers, and interviews, each step slowed by administrative review and regulatory requirements.

Once selected, candidates enter another lengthy phase of conditional offers, background checks, fingerprinting, suitability reviews, and multiple layers of approval before receiving a final job offer. For roles requiring security clearances, medical exams, or drug testing, the timeline extends even further.

The many checkpoints illustrate the heavy bureaucracy of federal hiring, often testing the patience of candidates while agencies struggle to balance thorough vetting with timely onboarding.

Pictured below are the common steps involved in the federal application, evaluation, and offer process.

What It Means for Federal Job Seekers

The Merit Hiring Plan represents a meaningful step forward in improving the federal hiring process, though applicants should still approach it with patience. While the initiative aims to speed things up, the 80-day timeline remains more of a target than a guarantee, and delays are still possible.

Job seekers can take several proactive steps to position themselves for success. Submitting applications early, rather than waiting until the closing date, ensures materials are reviewed without last-minute risk. Maintaining flexibility when applying to federal jobs is also essential, as hiring timelines can shift unexpectedly.

In Conclusion

In conclusion, I hope this article helps you realize even after the rollout of the Merit Hiring Plan, it’s still a slow process. Federal job seekers must understand that “faster” by government standards, is still slow compared to most private sector companies.

If you need help navigating the federal job search process or building your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. We look forward to hearing from you!

The following post explores Understanding the SF-15 Form (for Federal Job Seekers).

For veterans and eligible family members navigating the federal hiring process, understanding how to claim veterans’ preference is crucial. The SF-15 form plays a central role in this process.

Read: Best Federal Resume Writing Services

Related: Understanding the SF-50 Form (for Federal Job Seekers)

The SF-15 is the official form that verifies eligibility for 10-point veterans’ preference and ensures that your service or a family member’s is recognized in federal hiring.

Here’s what you need to know.

What Is the SF-15?

The SF-15 (Application for 10-Point Veteran Preference) is a document used by the federal government to establish eligibility for additional hiring preference.

Veterans, certain spouses, widows, widowers, and others can rely on this form to demonstrate entitlement to extra points in the federal hiring process. In other words, it’s the official paperwork that ensures your claim to a 10-point preference is recognized and applied by the agency reviewing your application.

What Is the 10-Point Veterans’ Preference?

In the federal hiring process, veterans’ preference is a system designed to give eligible veterans and certain family members an advantage when competing for federal jobs. The preference is expressed in “points” that are added to an applicant’s score during the rating and ranking process.

A 5-point preference is available to many veterans who served during qualifying periods of active duty. The 10-point preference, however, is reserved for those who meet specific additional criteria, such as having a service-connected disability, receiving the Purple Heart, or being related to a qualifying veteran.

The 10-point preference is significant because it can move your application ahead of other candidates with the same qualifications but no preference.

In competitive hiring situations, this extra boost can be the deciding factor in whether you are referred for an interview or selected for a position. The SF-15 form is the tool that federal agencies use to verify your eligibility for this higher level of preference, which is why completing and submitting it properly is so important.

Who Needs the SF-15?

Not every veteran needs to fill out this form. The SF-15 specifically applies to individuals claiming 10-point veterans’ preference, such as those with a service-connected disability, recipients of the Purple Heart, or family members of veterans who meet the eligibility rules.

If you’re only claiming a 5-point veterans’ preference (for individuals who served on active duty during qualifying periods but don’t have a disability) you do not need to submit the SF-15. Knowing whether you fall into the 5-point or 10-point category is the first step in determining if this form is relevant for you.

What Does the SF-15 Require?

Applicants must provide basic personal information, specify the category of preference they are claiming, and attach documentation. Depending on your situation, this could include a DD-214 (Certificate of Release or Discharge from Active Duty), a VA disability letter, or other records such as a death certificate.

While it might feel like an exercise in bureaucracy, these documents are what agencies use to legally verify your eligibility for the additional preference points.

Where Do You Use the SF-15?

The SF-15 comes into play when you apply to federal jobs through USAJOBS. During the application process, you’ll have the option to indicate whether you are claiming veterans’ preference.

If you select the 10-point category, you will typically be prompted to upload the SF-15 along with your supporting documents. Once submitted, the hiring agency uses these materials to confirm your eligibility.

In short, the form travels with your job application and becomes part of the official record that hiring managers rely on to determine whether preference points should be awarded.

When Should You Submit the SF-15?

The best practice is to submit the SF-15 at the same time you submit your application. If you wait until later or try to provide it after a referral list has already been created, you risk losing out.

The good news is that once you’ve completed the form and gathered your supporting documents, you can reuse them for future applications. Having these ready to go will save time and help ensure you don’t miss opportunities because of incomplete documentation.

Why Does the SF-15 Matter?

The federal government is legally required to give preference to eligible veterans and their families in hiring decisions, and the SF-15 is the mechanism that makes this preference possible.

Without submitting the SF-15, an agency cannot grant you the 10-point boost you may be entitled to.

For job seekers, this means the SF-15 is not just another piece of paperwork—it’s an essential tool to make sure your service, or the service of your family member, is recognized in the competitive federal hiring process.

In Conclusion

In conclusion, I hope this article helps with understanding the SF-15 form. For veterans and their families, it’s a key to unlocking the full benefit of preference in federal hiring. Taking the time to complete the SF-15 ensures you’re getting every advantage you’ve earned through service.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

Download the SF-15 Form (PDF)

The following post explores Understanding Veterans’ Recruitment Appointment (for Federal Job Seekers).

If you’re a veteran exploring federal employment, you’re probably familiar with the competitive service classification on USAJOBS, which is the process used for ranking and referring applicants.

Read: Understanding Veterans’ Preference (for Federal Job Seekers)

Related: Documents Needed for Applying to Federal Jobs

However, did you know there’s a way for some veterans to bypass the competitive hiring process entirely? This program makes it easier for qualified veterans to transition into federal employment.

Here’s what you need to know.

Veterans’ Recruitment Appointment (VRA) Overview

The Veterans’ Recruitment Appointment (VRA) is a special federal hiring program that gives eligible veterans a faster path into government jobs.

Instead of going through the competitive hiring process, qualified veterans can be hired directly by federal agencies, bypassing the usual competition.

How VRA Works

Most federal jobs fall under the ‘competitive service’ category, where applicants are scored, ranked, and referred before hiring decisions are made.

The VRA program bypasses that process by appointing eligible veterans directly. VRA appointments are available in a wide range of roles and are typically offered up to the GS-11 level (or equivalent).

These appointments are part of the excepted service, which means they start under a special hiring category, but after two years of successful performance, they can be converted to the competitive service.

VRA Eligibility

The Veterans’ Recruitment Appointment program isn’t open to everyone—it’s specifically designed to recognize and support those who have served in the U.S. Armed Forces.

VRA-eligible veterans include those who have earned a campaign badge, are disabled veterans, have received an Armed Forces Service Medal, or have honorably separated from the military within the past three years.

Click here for more information on how VRA eligibility works.

Finding VRA-Eligible Jobs

VRA gives eligible veterans a faster, simpler way to get federal jobs. Instead of going through the competitive hiring process, veterans can be considered directly for positions.

Once you’ve established potential eligibility, the next step is locating positions that use this hiring authority. Here’s how you can find VRA-eligible job announcements.

Step 1: Set up your USAJOBS profile

• Create or update your profile on USAJOBS.gov and upload your military documents—especially your DD-214, which verifies your service and discharge status.

Step 2: Search for VRA positions

• Look for job postings that mention “VRA” or “special hiring authorities for veterans” in the description. These are the roles where your eligibility can be applied.

Step 3: Reach out for guidance

• Contact an agency’s Veterans Employment Program Office. They can confirm your eligibility, explain how VRA applies to specific jobs, and provide tips for navigating the application process.

In Conclusion

In conclusion, I hope this article helps you with understanding Veterans’ Recruitment Appointment. This valuable program gives eligible veterans a valuable advantage in federal hiring. It honors their service while helping build a lasting civilian career in public service.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation.  JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post explores Building Your Two-Page Federal Resume.

Thinking of building your Federal Resume? Not sure how to make it stand out? Or how to adjust to the new two-page rule? You’re not alone.

Read: How the Merit Hiring Plan Affects Federal Job Seekers  

Related: Best Federal Resume Writing Services

With big changes underway in the federal hiring process, it’s important to take stock of how the new rules stack up and what that means for the way you build and present your Federal Resume.

Here’s what you need to know.

Overview

With the rollout of the new Merit Hiring Plan, the federal hiring process is undergoing a major overhaul.

One of the biggest changes is Federal Resumes being capped at two pages. It’s a massive change for federal job seekers. For more on this topic, check out Navigating Major Changes to the Federal Resume.

Whether you’re applying to GS-level roles or vying for an SES position, this shift requires a complete rethink of how you present your experience and value to agencies.

Updating Your Federal Resume

Now that we know the format is changing, it’s important to start thinking about what a strong Federal Resume looks like in this new environment.

Trimming your Federal Resume down to two pages will be harder than it sounds. What should you keep? What should you cut? To get it right, you’ll need to take a strategic approach.

With the shift to a two-page limit, your Federal Resume is a space management exercise. Think of each page like valuable real estate. You only have so much room and every detail matters.

Here is a screenshot from an insightful perspective on converting your Federal Resume.

Lead With Impact

Avoid falling into the trap of listing responsibilities. Instead, focus on highlighting results. Federal hiring managers want to see the impact of your work (not just what you were assigned to do).

Following a structured approach like the CCAR model (Challenge, Context, Action, Result) can help with giving you a framework to follow for crafting strong achievements.

Prioritize Recent and Relevant Experience

Focusing on your most recent experience (10 to 15 years) is your top priority. That doesn’t mean you can’t include older roles on your Federal Resume, but it does mean they shouldn’t take up much space.

Allocate the majority of your two pages to recent, relevant work that best supports your current goals. Older positions can still be listed in an “Additional Experience” section using one-two lines (or less).

Below is a screenshot of an additional experience section for older jobs.

Omit Excessive Job Details

It used to be standard on Federal Resumes to include specific details like your salary, weekly hours, and even your supervisor’s name and phone number.

Under the new rules, you can skip all that. You’re not expected to include every administrative detail. Instead, you should use the space to elaborate on your achievements and qualifications.

Be Smart With Formatting

On a two-page Federal Resume, smart formatting is about maximizing your available space. Being economical with your word choices and how you present information makes a huge difference.

Take your Professional Certifications section, for example. Listing them one per line eats up space fast. A cleaner, more efficient option is to run them side by side in a horizontal format.

Below is a screenshot example of listing your certifications left to right for saving valuable space.

Look For Specific Requirements

When building your Federal Resume, it’s important to note that each job announcement may have certain specifications you must follow. Often times it’s buried deep in the job announcement.

For example, one listing on USAJOBS might call for 10.5-point font and 1-inch margins, while another might be totally different. If you miss those instructions, your Federal Resume could be screened out. That’s why it’s important to carefully review each job announcement for any formatting or submission requirements.

In Conclusion

In conclusion, while there’s a lot more that goes into it than just these tips, I hope this is helpful for thinking strategically about building your new two-page Federal Resume for 2025 and beyond.

If you’re ready to build your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. JobStars is an A+ BBB-rated service that has earned multiple consecutive Complaint Free Awards. We look forward to hearing from you!

The following post takes a closer look at Understanding the New ECQs.

Forget the old ECQs – there’s a new standard for executive leadership. And if you’re applying for an SES role, you’ll need to understand exactly what’s changed.

Read: Navigating Major SES Changes

Related: Best Federal Resume Writing Services

For the first time in nearly two decades, the federal government has overhauled the process and criteria used to evaluate SES candidates through the ECQs.

Here’s what you need to know.

Overview

When the Merit Hiring Plan was announced in May 2025, it brought major changes to the Senior Executive Service (SES) – including the first update to the ECQs since 2006.

While the ECQs still consist of five core qualifications, their definitions and underlying leadership behaviors have been substantially revised. Below is additional formation on the new ECQs.

For full details, you can review the official SES Hiring Memo outlining all the proposed changes.

New ECQ Methods

Before unveiling the new ECQs, it’s important to mention how ECQs are communicated is also changing.

Submitting ECQs used to be a straight forward (but painful) process. You would put together a two-page essay for each of the five different ECQs (totaling 10 pages) and be done with it.

However, with the new ECQ methods, structured interviews are being used to assess your ECQs, which means you’ll be speaking them instead of simply writing them on paper.

Basically, you’ll need to be ready to deliver your ECQs both verbally and in writing. Either way, you’re expected to craft them in the CCAR format (Challenge, Context, Action, Result).

Here are the new ECQ methods:

• Method (a) Structured Interview – Verbally articulate your ECQ stories in response to targeted leadership questions during a formal interview setting.
• Method (b) One-Page Narrative Statements – Submit one-page narrative statements for each of the five ECQs (totaling five pages).
• Method (c) Integrated Federal Resume – Submit a two-page Federal Resume that weaves the five ECQs directly into your work history.

Old ECQs

Here are the five Executive Core Qualifications (ECQs) from 2006 to 2025:

• ECQ 1: Leading Change
• ECQ 2: Leading People
• ECQ 3: Results Driven
• ECQ 4: Business Acumen
• ECQ 5: Building Coalitions

New ECQs

With the announcement of the Merit Hiring Plan in 2025, these became the new ECQs:

• ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding
• ECQ 2: Driving Efficiency
• ECQ 3: Merit and Competence
• ECQ 4: Leading People
• ECQ 5: Achieving Results

ECQ Subcompetencies

It’s worth noting that each of the five ECQs has multiple subcompetencies attributed to that ECQ.

For example, when writing an ECQ essay for Driving Efficiency (ECQ #2), remember it includes three subcomponents: Fiscal Responsibility, Managing Resources, and Leveraging Technology.

When you’re outlining your ECQs, remember to account for all three subcomponents (not just the high-level ECQ). Your story should clearly reflect how you meet each one.

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ECQ #1: Commitment to the Rule of Law and the Principles of the American Founding

“Commitment to the Rule of Law and the Principles of the American Founding: This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people.”

Subcompetencies:

• Knowledge of the American System of Government: Demonstrates understanding and appreciation of the American system of government, including the Constitution, the Bill of Rights, separation of powers, federalism, and the historical development of the American Nation.

• Commitment to the Rule of Law: Upholds the principles of the American Founding, including equality under the law and democratic self-government. Ensures the law is applied fairly and consistently.

• Civic-Mindedness: Stays up-to-date on important developments in American government and aligns organizational objectives and practices with presidential and public interests. Demonstrates a commitment to serve the American people.

Summary / Analysis:

Interestingly, this ECQ has a much longer title than all the others. Maybe that means it’s more important? Either way, this one is about demonstrating your deep understanding of American democratic principles and your commitment to public service. Reviewers are looking for evidence that you appreciate the foundational values of the U.S. government and apply them in your decision-making. It also requires showing that you act in the public interest. Civic awareness, impartiality, and a principled approach to leadership are central themes here.

Sample Ideas for ECQ #1:

• Ensuring fair implementation of a policy with constitutional implications

• Navigating political pressure while upholding legal and ethical standards

• Aligning an agency initiative with a new presidential directive or national interest

• Leading an ethics-driven response to a public controversy or audit

• Reinforcing equal treatment and democratic values across programs or services

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ECQ #2: Driving Efficiency

“Driving Efficiency: This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades.”

Subcompetencies:

• Fiscal Responsibility: Strategically manages, allocates and monitors financial resources. Aligns priorities and initiatives to justify budget proposals. Monitors expenditures, cuts unnecessary costs, and uses cost-benefit analysis to set priorities.

• Managing Resources: Manages resources efficiently and effectively based on current and projected organizational goals, skills, budget considerations, and staffing needs.

• Leveraging Technology: Explores emerging technology and potential applications. Incorporates technology to enhance efficiency and achieve results. Ensures access to and security of technology systems.

Summary / Analysis:

ECQ #2 focuses on how well you optimize resources (time, money, staff, and systems) to deliver better outcomes. It’s about reducing waste and increasing organizational performance through budget discipline, operational planning, and technology adoption. Reviewers want to see how you think strategically about resource management and drive improvements without compromising mission delivery. Efficiency here isn’t just financial –  it’s also structural and technological.

Sample Ideas for ECQ #2:

• Consolidating contracts or vendors to achieve cost savings

• Introducing new software or automation to streamline operations

• Leading a major budget realignment to fund priority initiatives

• Reducing staffing inefficiencies through process redesign

• Implementing technology upgrades that improved service speed or quality

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ECQ #3: Merit and Competence

“Merit and Competence: This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality.”

Subcompetencies:

• Technical Skill: Possesses the requisite technical knowledge and subject matter expertise to consistently produce timely, high-quality work. Is considered a strong contributor in his or her domain.

• Problem Solving: Engages in critical and data-driven thinking when diagnosing root causes and evaluating options. Identifies and promptly addresses the most pressing, high-priority problems.

• Agility and Resilience: Anticipates and adapts to change, new ideas, new information, and new conditions. Is committed to continuous improvement. Deals effectively with pressure and remains optimistic and persistent, even under adversity.

Summary / Analysis:

ECQ #3 is about being highly capable and consistently reliable in your area of expertise. It also highlights your ability to solve problems effectively, work through ambiguity, and adapt to challenges. Reviewers want to see technical credibility, critical thinking, and the ability to maintain high performance even under pressure. ECQ #3 is a good place to demonstrate how you build trust as a go-to leader by delivering exceptional results.

Sample Ideas for ECQ #3:

• Solving a complex operational or policy challenge through technical expertise

• Leading a mission-critical project under intense deadlines or scrutiny

• Responding to a rapidly evolving crisis with effective, decisive action

• Driving continuous improvement or quality control initiatives

• Innovating within your subject matter area to improve outcomes

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ECQ #4: Leading People

“Leading People: This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization’s vision, mission, and goals, and to drive a high-performance, high accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable.”

Subcompetencies:

• Accountability: Ensures that employees are appropriately recruited, selected, appraised, trained, and retained. Takes swift action to address performance- or conduct-based deficiencies in employees supervised. Holds self and others accountable for measurable high-quality, timely, and cost-effective results.

• Developing Others: Recognizes and rewards outstanding achievement in others. Develops the ability of others to perform and contribute to the organization by providing opportunities to learn through formal and informal methods. Cultivates a dynamic environment in which employees are not afraid to make mistakes.

• Executive Judgement: Makes well-reasoned, timely, and effective decisions and considers short- and long-term implications. Communicates effectively with stakeholders across all organizational levels, sharing and guarding information where appropriate.

Summary / Analysis:

ECQ #4 focuses on your ability to build, lead, and inspire high-performing teams — and to hold them accountable. It’s about setting a tone of excellence, investing in employee growth, and making hard personnel decisions when necessary. Reviewers want to see leadership that is both empowering and disciplined — capable of navigating change, addressing underperformance, and creating space for others to develop.

Sample Story Ideas:

• Turning around a disengaged or underperforming team

• Leading a team through a difficult reorganization or cultural shift

• Mentoring and promoting talent within your organization

• Managing conflict between team members with a fair, strategic approach

• Building a team from scratch or integrating staff after a merger

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ECQ #5: Achieving Results

“Achieving Results: This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors.”

Subcompetencies:

• Operational Mindset: Effectively translates strategies into actionable steps and processes. Partners effectively with stakeholders to drive adoption and addresses blockers to ensure successful implementation.

• Innovation: Applies creativity to improving products and processes, challenges convention, takes measured risks, and considers ways to simplify and remove unnecessary requirements.

• Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization by evaluating conditions, resources, capabilities, constraints, and organizational goals and values.

Summary / Analysis:

ECQ #5 is all about execution — getting things done in alignment with organizational goals and producing meaningful outcomes. Reviewers are looking for strategic follow-through, innovation, and the ability to connect vision to measurable success. Your story should show that you didn’t just set a direction — you moved it forward, cleared obstacles, and delivered value at scale.

Sample Story Ideas:

• Launching a new program that delivered results aligned with agency goals

• Reorganizing an operational process that increased productivity or impact

• Using performance metrics to drive improvements in service delivery

• Leading a long-term initiative from idea to full implementation

• Aligning multiple departments to achieve a strategic outcome

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Selecting Your ECQ Stories

Now that you’re familiar with the new ECQs, the best way to begin is by brainstorming about your career and starting to outline potential stories for each of the five ECQs.

Crafting strong ECQs takes a lot more than just good writing. You need to know your stories inside and out if you’re going to speak confidently about them in an interview.

That’s why it’s worth taking time to reflect on your most impactful leadership experiences and how they align with each ECQ and its subcomponents.

For more about this topic, check out: Tips for Selecting Your ECQ Stories

In Conclusion

In conclusion, I hope this article is helpful for getting acquainted with the new ECQs. As the SES application process evolves, understanding both the content and context of these changes is essential.

If you need help navigating this process or professional assistance building your ECQs, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. We look forward to hearing from you!

The following post takes a closer look at Navigating Major SES Changes.

Interested in applying to SES federal jobs in 2025 and beyond? Keeping tabs on the changes will improve your odds when it’s time to apply and compete for an SES role.

Read: Tips for Selecting Your ECQ Stories

Related: Best Federal Resume Writing Services

Whether you’re a first-time SES applicant or a seasoned executive revisiting the process, understanding these updates is essential for staying competitive.

Here’s what you need to know.

Overview

In May 2025, OPM introduced the ‘Merit Hiring Plan’, which represents one of the most significant updates to the SES application process in decades. It redefines how senior executive candidates are assessed – shifting the focus from lengthy and bureaucratic to concise and results-driven.

Successful SES candidates must clearly and effectively communicate their experience and credentials within the confines of the new framework.

For more on this topic, check out: How the Merit Hiring Plan Affects Federal Job Seekers

Two Page SES Resume

Under the ‘Merit Hiring Plan’, all Federal Resumes are now capped at two-pages in length.

In the past, SES Resumes were known for their exhaustive detail – often stretching to five or ten pages chock-full of information. For SES-level applicants, condensing decades of leadership experience into just two pages is going to be especially challenging and will require a strategic approach.

For more on this topic, check out: Navigating Major Changes to the Federal Resume.

New ECQs

Under the ‘Merit Hiring Plan’, the ECQs have been updated for the first time since 2006. The number of ECQs remains five, but the definitions and behavioral indicators have been refreshed.

Here are the old and new ECQs.

Old ECQs (Pre-2025):

• ECQ 1: Leading Change
• ECQ 2: Leading People
• ECQ 3: Results Driven
• ECQ 4: Business Acumen
• ECQ 5: Building Coalitions

New ECQs (2025 and beyond):

• ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding
• ECQ 2: Driving Efficiency
• ECQ 3: Merit and Competence
• ECQ 4: Leading People
• ECQ 5: Achieving Results

New Methods for ECQs

Amid all the changes introduced by the ‘Merit Hiring Plan’, one of the biggest shifts is that SES applicants no longer have to submit the traditional 10-page ECQ essays.

Don’t get too excited – ECQs aren’t going anywhere. What’s changing is how you showcase them. Instead of lengthy standalone narratives, you’ll now be expected to demonstrate your ECQs in other ways.

Starting July 1, 2025, SES applicants are no longer asked to submit the traditional 10-page ECQ essays. Instead, agencies may choose from one of these methods for evaluating an SES candidate’s ECQs.

• (a) complete a structured interview where you explain your leadership experience in person
• (b) write one-page narrative statements for each ECQ (called an accomplishment record)
• (c) submit a two-page Federal Resume that factor the ECQs directly into the document itself

It’s worth noting that agencies choose the evaluation method on a job-by-job basis – so you never know what to expect. SES applicants must pay close attention to the details in each job announcement.

Below is a screenshot from a LinkedIn post offering a glimpse into the new SES requirements.

Method 1: Structured Interview

When the structured interview method is used, you won’t be asked to submit written ECQs – but that doesn’t mean they’re no longer required. You’ll still need ECQs, only this time you’ll speak them instead of write them.

The interview is designed to draw out your qualifications through targeted questions. You’ll need to identify strong, relevant stories in advance and know them inside and out.

Being able to recall and articulate your ECQ stories in a high-stakes interview setting is arguably even more challenging than submitting a written narrative.

Method 2: One Page Narratives

When the narratives method is used, you’ll be asked to write one-page statements for each of the five ECQs – this is known as an “accomplishment record.” It’s a streamlined version of the old 10-page essay requirement.

While capped at one page per narrative, it’s still a significant undertaking. That’s five pages of carefully crafted, high-impact content that must clearly reflect your leadership experience and align with each ECQ. It may be shorter than the old format, but the level of thought, strategy, and writing skill required remains high.

Method 3: Resume

When the Resume method is used, you’ll need to submit a two-page Federal Resume that integrates the ECQs directly. No separate narrative. You’re expected to weave examples for each ECQ into the document.

This means structuring your experience and achievements to align with each of the five ECQs. Hiring officials must be able to see how you meet each core qualification just by reading your Federal Resume.

Changes to SESCDP

Under the ‘Merit Hiring Plan’, the SESCDP has been restructured to emphasize constitutional fidelity, performance accountability, and readiness to implement national priorities.

Key updates include capping the program at 9 months, increasing required training to 100 hours, and mandating a 120-day developmental assignment. SESCDPs must now include executive assessments, a minimum of 10 hours each of mentoring, and ensure that 20% of participants come from outside the agency.

For more about this topic check out: Understanding the SES Candidate Development Program.

In Conclusion

In conclusion, I hope this article helps you understand the SES application process better. Big changes like this can be tough to navigate. I will continue to update this article as the SES process evolves.

If you need help navigating these changes or building your new two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. We look forward to hearing from you!