VETERANS EMPLOYMENT TRAINING
(COURSE #: 502434) WITH COMPLETE
SOLUTIONS
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? - ANSWER-Yes. The most recent
paperwork states the discharge was dishonorable, and the person's eligibility should be
based on the most recent type of discharge.
Among the types of veterans listed below, which is eligible for Veterans' Preference
under VRA? - ANSWER-Disabled veterans.
As a Federal HR specialist, I like to use this special appointing authority for referring
veterans to hiring managers at my agency. This hiring authority is great for filling entry-
level to mid-level positions, as well as temporary or term positions. It allows you to fill
positions quickly by appointing eligible veterans to positions for which they are qualified,
up to and including GS-11 or equivalent, without issuing a vacancy announcement.
Positions may have a target grade beyond GS-11, but applicants can't be appointed
beyond a GS-11 or equivalent. - ANSWER-VRA
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. - ANSWER-VEOA
Which of the following are true for the 30% or More Disabled Veteran Appointing
Authority? (Select all that apply.) - ANSWER-A 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) WITH COMPLETE
SOLUTIONS
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? - ANSWER-Yes. The most recent
paperwork states the discharge was dishonorable, and the person's eligibility should be
based on the most recent type of discharge.
Among the types of veterans listed below, which is eligible for Veterans' Preference
under VRA? - ANSWER-Disabled veterans.
As a Federal HR specialist, I like to use this special appointing authority for referring
veterans to hiring managers at my agency. This hiring authority is great for filling entry-
level to mid-level positions, as well as temporary or term positions. It allows you to fill
positions quickly by appointing eligible veterans to positions for which they are qualified,
up to and including GS-11 or equivalent, without issuing a vacancy announcement.
Positions may have a target grade beyond GS-11, but applicants can't be appointed
beyond a GS-11 or equivalent. - ANSWER-VRA
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. - ANSWER-VEOA
Which of the following are true for the 30% or More Disabled Veteran Appointing
Authority? (Select all that apply.) - ANSWER-A 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.
