VETERANS EMPLOYMENT TRAINING
(COURSE #: 502434)QUESTIONS &
ANSWERS 100% CORRECT
A candidate applied for the position under VEOA and was found qualified and placed
on the certificate of eligibles. Two weeks later, the HR Specialist informed the hiring
manager that after making the tentative offer and collecting additional paperwork,
they found that the applicant had discharge papers for several periods of military
service. The discharge for the initial term of service indicated the veteran had an
honorable discharge. However, he reentered the military and that next discharge
was dishonorable. Based on this scenario, would the hiring manager be required to
start over again in the job search? Why or why not? - ANSWERYes. The most recent
paperwork states the discharge was dishonorable, and the person's eligibility should
be based on the most recent type of discharge.
Select the appropriate response: Your agency or organization can benefit from the
hiring of Veterans because Veterans have: - ANSWERAll answers are applicable
When I refer candidates under this special appointing authority, I make sure to point
out you can appoint an eligible veteran to any position for which they are qualified
without competition. This authority can be used to make permanent, temporary, or
term appointments in the competitive service. Also, there isn't a grade-level
limitation. Initial appointments are time-limited, lasting more than 60 days; but, the
veteran may be converted to a career or career-conditional appointment at any time
during the time-limited appointment. The bottom line? This kind of appointment is an
effective way to quickly fill positions without issuing a vacancy announcement. -
ANSWER30% or More Disabled
As a Federal hiring manager, I'm only interested in onboarding the most qualified
people. This hiring authority allows me to select highly qualified candidates because
it gives eligible veterans access to jobs that otherwise only would have been
available to status candidates. In these appointments, veterans compete for job
opportunities that are open to status candidates from outside the agency's own
workforce. In other words, I can hire great people who don't have to go through the
traditional competitive examining process. - ANSWERVEOA
Which of the following are true for the 30% or More Disabled Veteran Appointing
Authority? (Select all that apply.) - ANSWERA veteran may be converted to a career
or career-conditional appointment at any time, if work performance and a general fit
to the job are found acceptable.
It can be used to make permanent, temporary, or term appointments in the
competitive service.
(COURSE #: 502434)QUESTIONS &
ANSWERS 100% CORRECT
A candidate applied for the position under VEOA and was found qualified and placed
on the certificate of eligibles. Two weeks later, the HR Specialist informed the hiring
manager that after making the tentative offer and collecting additional paperwork,
they found that the applicant had discharge papers for several periods of military
service. The discharge for the initial term of service indicated the veteran had an
honorable discharge. However, he reentered the military and that next discharge
was dishonorable. Based on this scenario, would the hiring manager be required to
start over again in the job search? Why or why not? - ANSWERYes. The most recent
paperwork states the discharge was dishonorable, and the person's eligibility should
be based on the most recent type of discharge.
Select the appropriate response: Your agency or organization can benefit from the
hiring of Veterans because Veterans have: - ANSWERAll answers are applicable
When I refer candidates under this special appointing authority, I make sure to point
out you can appoint an eligible veteran to any position for which they are qualified
without competition. This authority can be used to make permanent, temporary, or
term appointments in the competitive service. Also, there isn't a grade-level
limitation. Initial appointments are time-limited, lasting more than 60 days; but, the
veteran may be converted to a career or career-conditional appointment at any time
during the time-limited appointment. The bottom line? This kind of appointment is an
effective way to quickly fill positions without issuing a vacancy announcement. -
ANSWER30% or More Disabled
As a Federal hiring manager, I'm only interested in onboarding the most qualified
people. This hiring authority allows me to select highly qualified candidates because
it gives eligible veterans access to jobs that otherwise only would have been
available to status candidates. In these appointments, veterans compete for job
opportunities that are open to status candidates from outside the agency's own
workforce. In other words, I can hire great people who don't have to go through the
traditional competitive examining process. - ANSWERVEOA
Which of the following are true for the 30% or More Disabled Veteran Appointing
Authority? (Select all that apply.) - ANSWERA veteran may be converted to a career
or career-conditional appointment at any time, if work performance and a general fit
to the job are found acceptable.
It can be used to make permanent, temporary, or term appointments in the
competitive service.
