Federal personnel manual system

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Material Information

Title:
Federal personnel manual system
Portion of title:
FPM letter
Physical Description:
Book
Language:
English
Creator:
United States Civil Service Commission
United States -- Office of Personnel Management
Publisher:
United States Civil Service Commission
Place of Publication:
Washington, D.C
Frequency:
irregular
completely irregular

Subjects

Subjects / Keywords:
Personnel management -- Handbooks, manuals, etc -- United States   ( nal )
Civil service -- Handbooks, manuals, etc -- United States   ( lcsh )
Personnel management -- Handbooks, manuals, etc -- United States   ( lcsh )
Genre:
federal government publication   ( marcgt )
periodical   ( marcgt )

Notes

Issuing Body:
Vols for 1979- issued by: Office of Personnel Management.
General Note:
Description based on: 410-19 (Aug. 22, 1977); title from caption.
General Note:
Latest issue consutled: 292-23 (No. 3, 1983); title from caption.

Record Information

Source Institution:
University of Florida
Rights Management:
All applicable rights reserved by the source institution and holding location.
Resource Identifier:
aleph - 021549616
oclc - 06727309
lccn - 2009238041
System ID:
AA00012996:00059


This item is only available as the following downloads:


Full Text
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FFM Letter 307- 13 (2)




transaction data received in the Central Personnel Data
File (CPDF); this reporting requirement is described in
section 1-9 of the revised chapter 307; and

revises the "Model VRA Plan" by emphasizing the avail-
ability of counseling services to veterans readjustment
appointees from both the Veterans Administration and the
agency.

3. The past record of the Federal Government in employing Vietnam era veterans
is commendable. The provisions of this letter will add to our capacity as the
Nation's largest employer to help Vietnam era veterans obtain meaningful employ-
mente

4. Attachments to this letter have been prepared for issuance through the FPM
system and will be distributed in the near future. I




Jule M. Sugarman
Deputy Director

Attachments















I









.j.
abilty cunslingsencesto eterns emdustnt ,:,:~iii U'







Attachment 1 to FPM Ltr. 307- 13


INSERT Revised FPM Supplement 990-1

(THIS r .L',I TH FE J .Y 19, 1979.)
Part 307

Veterans Readjustment Appointments


Sec.
307.101 Definitions
307.102 Basic eligibility
307.103 Appointment authority
307.104 Approved education or training program
307.105 Conditions of employment
307.106 Noncompetitive movement
307.107 Reporting requirement

Authority: The provisions of this part 307 issued under 5 U.S. Code
3301, 3302; E.O. 11521, 44 FR 3943-3944.

Sec. 307.101 Definitions. In this part: (a)) Veteran has the meaning
given in section 2011(2)(A) of title 38, United States Code.

(b) Vietnam era is the period beginning August 5, 1964 and ending
May 7, 1975.

(c) Veterans readjustment appointment is an excepted appointment made
after April 8, 1970, under this part to a position otherwise in the compe-
titive service of a veteran who served during the Vietnam era.

Sec. 307.102 Basic eligibility. (a) A veteran may receive a veterans
readjustment appointment if he/she:

(1) Has served on active duty in the armed forces of the United States
during the Vietnam era;

(2) Has completed not more than 14 years of education unless compen-
sably disabled or discharged because of service-connected disabilities, in
which case the 14-year educational requirement does not apply; and

(3) Agrees in writing that during employment under the appointment,
veteran will pursue a training or educational program developed under
section 307.104.

(b) A Vietnam era veteran may be given a veterans readjustment appoint-
ment at any time following separation from the service, except that no vet-
erans readjustment appointment may be made under current statutory authority
after September 30, 1981.

Sec. 307.103 Appointment authority. (a) An agency may appoint any vet-
eran eligible under section 307.102 who meets the qualification standards of






Attachment 1 to FPM Ltr. 307- 13


the Office of Personnel Management for the position, to a position at GS-7
or below, or the equivalent in another pay system. On the basis of military
and civilian experience, any veteran eligible under section 307.102 is deemed
to meet the qualification standards for positions at GS-3 and below, and
equivalent levels, provided the agency considers the veteran capable of per-
forming the duties of the specific position.

(b) An agency may make an appointment to a position in GS-2 or below, or
equivalent levels, when there is substantial opportunity for progression to
at least GS-3, or the equivalent.

(c) An appointment under this section is subject to investigation by the
Office. A law, Executive Order, or regulation which disqualifies a person
for appointment in the competitive service also disqualifies a person for a
veterans readjustment appointment.

Sec. 307.104 Training or educational programs. (a) Each agency shall
develop a training or educational program for each employee given a veterans
readjustment appointment.

(b) The Office shall establish and publish guidelines for developing
training or education programs under this section.

Sec. 307.105 Conditions of employment. An employee holding a veterans
readjustment appointment serves subject to satisfactory performance of assigned
duties and satisfactory participation in the required training or educational
program. The agency shall separate an employee who does not meet these condi-
tions, following the procedures in Part 43 of this chapter if the employee has
completed one year of current continuous employment.

Sec. 307.106 Noncompetitive movement. (a) Subject to section 335.103 of
this chapter an agency may reassign, promote, or transfer an employee serving
under veterans readjustment appointment to any position for which the employee
meets the qualification standards of the Office.

(b) Noncompetitive movements under this section are subject to completion
of applicable training or educational programs.

Sec. 307.107 Reporting requirement. (a) Agencies shall submit reports on
efforts to promote maximum employment, placement, and job advancement opportu-
nities for disabled and Vietnam era veterans to the Office on a 6-month basis.

(b) The Office shall establish and issue guidelines for the preparation
and submission of these reports.
















I


(2 of 3)






Attachment 1 to FPM Ltr. 307-13


(INSERT Revised Section 316.302(c)(2) to FPM Supplement 990-1)



(2) A veteran, as defined in section 2011(2)(A) of title 38, United
States Code, who:

(i) Served on active duty in the armed forces of the United
States during the Vietnam era beginning August 5, 1964 and ending
May 7, 1975;

(ii) Completed not more than 14-years of education, unless ccmpensably
disabled or discharged because of service-connected disabilities, in which
case the 14-year educational requirement does not apply; and

(iii) Is qualified to perform the duties of the position.

An appointment under this subparagraph may be made only to a position at
GS-7 or below, or equivalent in another pay system, without time limitation
after separation from the military service, but not after September 30, 1981.
A veteran who is an applicant for a position at GS-3 or equivalent, and below
under this subparagraph is deemed qualified to perform the duties the position
on the basis of the veteran's civilian and military service.





(INSERT Revised Section 316.402(b)(4) to FPM Supplement 990-1)



(4) A veteran, as defined in section 2011(2)(A) of title 38, United
States Code, who:

(i) Served on active duty in the armed forces of the United
States during the Vietnam era beginning August 5, 1964 and ending
May 7, 1975;

(ii) Completed not more than 14-years of education, unless compensably
disabled or discharged because of service-connected disabilities, in which
case the 14-year educational requirement does not apply; and

(iii) Is qualified to perform the duties of the position.

An appointment under this subparagraph may be made only to a position at
GS-7 or below, or equivalent in another pay system, without time limitation
after separation from the military service, but not after September 30, 1981.
A veteran who is an applicant for a position at GS-3 or equivalent, and below
under this subparagraph is deemed qualified to perform the duties the position
on the basis of the veteran's civilian and military service. (76A Stat. 18;
2 C.Z.C. 149(c)(2); E.O. 9830, 3 CFR, 1943-1948 Comp., p. 606) E.O. 11103, 3
CFR, 1959-1963 Comp., p. 762)


(3 of 3)







Attachment 2 to FPM Ltr. 307-13


(Revised FPM Chapter 307)

Subchapter 1. General Provisions

1-1. OBJECTIVE

A veterans readjustment appointment is a noncompetitive appointment which
leads to competitive status and career or career-conditional tenure upon
satisfactory completion of service and education or training. This appoint-
ment reflects the continuing interest of both the executive and legislative
branches in enhancing employment opportunities for Vietnam era veterans.
Earlier efforts to meet the needs of the more recently discharged and low
skilled veterans through the Transitional Appointment and Veterans Readjust-
ment Appointment (VRA) Programs were beneficial, but limited. The VRA eligi-
bility criteria as liberalized by Public Law 95-520 are intended to meet the
unique needs of Vietnam era veterans in the current labor market and modify
the concept that the VRA applies only to recently discharged veterans or those
without marketable skills. Unlike the earlier criteria which limited the
period of eligibility, or the program emphasis which may have served to exclude
some who had marketable skills, the emphasis is now on all eligible Vietnam era
veterans, regardless of skill level.

1-2. DEFINITIONS

In this chapter:

(1) A veterans readjustment appointment is an excepted appointment made
after April 8, 1970, to a position otherwise in the competitive service of a
veteran who served during the Vietnam era, under the conditions of this
chapter.

(2) Veteran means veteran of the Vietnam era as defined in section 2011
(2)(A) of title 38, United States Code and is either (a) a person who serves
on active duty for a period of more than 180 days any part of which occurred
during the Vietnam era, and was discharged or released therefrom with other than
a dishonorable discharge, or (b) a person who was discharged or released from
active duty for a service-connected disability if any part of such active duty
was performed during the Vietnam era.

(3) Vietnam era is the period beginning August 5, 1964 and ending
May 7, 1975.

(4) Active duty means full-time duty in the Armed Forces, other than active
duty for training.

1-3. BASIC ELIGIBILITY

Basic eligibility requirements for a veterans readjustment appointment are:

(1) the veteran must be a "veteran of the Vietnam era." NOTE: The charac-
ter of acceptable discharges, for purposes of veterans readjustment appointment







Attachment 2 to FPM Ltr. 307- 13


eligibility only, is changed from "under honorable conditions" to "other than
dishonorable conditions;"

(2) the veteran is a United States citizen;

(3) nondisabled veterans must have completed no more than 14 years of edu-
cation (that is, no more than two calendar years of education beyond high school,
or the equivalent). However, the 14-year educational restriction is waived for
compensably disabled veterans and veterans discharged because of service-con-
nected disabilities. NOTE: Where the record shows no more than two calendar
years beyond high school, the nondisabled veteran is eligible regardless of the
academic credits obtained in that period. Where the record shows intermittent
attendance, the nondisabled veteran's eligibility may be determined by calcu-
lating his/her number of semester or quarter hours based on an academic year of
education. For this purpose, an academic year of education ordinarily will be
considered as comprising 30 semester hours, or 45 quarter hours. However, when
it is established that the school last attended by the nondisabled veteran
requires more than 120 semester hours for a degree, the number of credit
hours required by the school will be used to determine when the nondisabled
veteran has completed more than two years of college work;

(4) the veteran has agreed in writing to pursue a training or educational
program during employment; and

(5) the eligibility for a veterans readjustment appointment now extends
from military separation to September 30, 1981 under the liberalized provisions
of Public Law 95-520. After September 30, 1981, veterans readjustment appoint-
ments may be made under the provisions of Executive Order 11521, unless rescinded.

1-4. APPOINTMENT AUTHORITY

a. Agencies are authorized to appoint, by veterans readjustment ap-
pointment, qualified Vietnam era veterans, who meet eligibility criteria in
section 1-3, to full-time, part-time or intermittent positions at the following
levels:

GS-7 or below;
WG-7 or below; or
Equivalent, which means positions in other
wage or pay systems where the level of pay
is less than the first step of WG-8 if a
grade comparison, i.e. 1 through 7, is not
possible.

b. These appointments are subject to the following conditions:

(1) agencies may make appointments at GS-1, GS-2, WG-1 and WG-2 or
equivalent if employees are encouraged to compete for further promotion under
the merit promotion program;

(2) an agency may appoint any eligible Vietnam era veteran whom it consi-
ders capable of performing the duties of the position at GS-3, WG-3, or below,


(2 of 9)







Attachment 2 to FPM Ltr. 307-13


or equivalent. A veteran who is an applicant for a position at GS-3, WG-3, or
below, or the equivalent is considered qualified to perform the duties of the
position on the basis of the veteran's civilian and military service. However,
at higher grade levels, the veteran must meet the minimum qualification stand-
ards, including passing a written test, if required. When a written test is
required, it may be administered noncompetitively by a designated agency
examiner;

(3) the veteran must'agree to participate in a program of education or
training; and

(4) appointments are subject to investigation by OPM. A law, Executive
order, or regulation which disqualifies a person for appointment in the competi-
tive service also disqualifies a person for a veterans readjustment appointment.

1-5. EDUCATION AND TRAINING REQUIREMENTS

a. Objective. Before making a veterans readjustment appointment, an
agency must assure itself that the veteran will undertake a suitable program
of education or training while he/she is serving under the appointment.

(1) The education or training required of veterans serving under veterans
readjustment appointments should be directed toward attainment of objectives
which are meaningful to the veteran and consistent with the needs of the
agency. These objectives toward which the veteran is directed should always be
consistent with and reflect:

career aspirations; and
an ability to achieve realistic objectives which will
contribute to personal development or help lead him/her
to a successful career in the public or private sector.

(2) Each developmental program should be prepared jointly by the veteran and
the employing agency and, if possible, with the active participation of the
veteran's supervisor and responsible training and personnel officials.

(3) The requirements of the program are flexible in scope and length, to
permit programs tailored to the needs of the veteran and the needs of the agency.
No longer does the one year minimum time period for developmental programs
exist.

Developmental activities may include:

planned on-the-job training;
rotational job assignments;
off-job classroom training;
community, volunteer projects;
remedial education;
vocational education;
scientific or technical education;
high school or high school equivalency; and/or
college education.


(3 of 9)







Attachment 2 to FPM Ltr. 307-13


(4) Examples of developmental programs:

(a) A veteran is appointed as a part-time electrician's helper, WG-5,
under the veterans readjustment program. The employee believes that a journeyman
electrician with a local electrical company is his/her career goal. A combination
of on-the-job training and vocational education in the electrical field may serve
to meet the developmental requirement.

(b) An ambitious veteran with two years of college is appointed as a
nurse, GS-4, under the veterans readjustment program. The employee has career
aspirations to be a public health nurse. The agency arranges a flexitime work
schedule for the employee so that he/she can do volunteer work for the Red Cross
and enroll in a program of nursing at a nearby college. A combination of on-the-
job training, volunteer work, and college education may serve as the developmental
plan.

(c) A disabled Vietnam era veteran college graduate is appointed as a
GS-7 accountant under the veterans readjustment program. The type and scope of
this employee's training or education activity may be limited since this veteran
may have generally acquired the skills needed for success in a well defined career
choice. In this case, a developmental program consisting of rotational job assign-
ments and some formal classroom instruction in accounting problems may satisfy
the developmental requirement.

(d) A high school graduate is appointed as a GS-3 mail clerk under
the veterans readjustment program. The veteran has career aspirations to be a
paraprofessional in the legal field. A developmental program consisting largely
of college courses may be appropriate for this employee.

(5) Veterans should be encouraged and assisted to develop programs to
meet their personal objectives. However, objectives not attainable within the
two years of service allowed under a veterans readjustment appointment should
not be included in the written training agreement.

(6) The promotion, reassignment, or transfer of an employee serving
under a veterans readjustment appointment does not relieve the employee or the
agency of their obligations with respect to satisfactory participation and
completion of the developmental plan. If necessary, the plan may be changed
to meet the employee's needs in the new position and the employee is required--
as a condition for conversion to career or career-conditional employment--to
complete the modified training or educational plan. The modified plan, however,
must be one that can be completed prior to the scheduled conversion date.

b. Agency support for veterans' developmental activities. (1) Educational
activities paid for by the agency must meet the requirements of chapter 41 of
title 5, United States Code. Agencies are encouraged to waive the one-year
continuous civilian service requirement (FPM basic chapter 410, 5-4a) for
training through nongovernmental facilities. The veteran may use GI bill bene-
fits for training or education undertaken in connection with his/her program
but is not required to do so. Agencies should be alert to possible dual com-
pensation infractions, i.e., a veteran claiming GI bill benefits and having
this training provided or paid by the employing agency. See basic FPM chapter
410, 5-5d.


(4 of 9)






(5 of 9) Attachment 2 to FPM Ltr. 307-13


(2) Agencies may allow up to 10 hours duty time per week for job- qW
related outside education. Any educational activity creditable toward acquisi-
tion of a high school diploma or equivalency certificate is considered to be
job-related.

(3) Counseling is an essential element of each veteran's developmental
program. Counseling is meant to assist the veteran not only in achieving imme-
diate goals, but in coping with problems of adjustment, fulfilling work related
interests, and attaining career aspirations. Whenever a veteran has trouble
meeting the requirements of his/her program, every effort should be made to
resolve the veteran's problems. In some cases, a revision of the program,
including the objectives, may be needed.

(4) The Veterans Administration is a major source from which the vet-
eran can get vocational and educational counseling. This counseling may include:

personal problems;
career choice and preparation;
school or job-training; and
job selection and search.

A VA counselor can assist the veteran in learning about career opportunities and
requirements, training possibilities, sources of financial aid, and how to fol-
low through on future plans. Vietnam era veterans eligible for educational
benefits under the GI bill may obtain counseling from the VA at no charge.
Agencies will ensure that each veterans readjustment appointee is given the
address and telephone number of the nearest VA facility where he/she may take
advantage of these counseling services. Agencies may use the telephone number
listed in their local telephone directory under United States Government, Veterans
Administration, or the WATS information 800-555-1212, to locate the nearest VA
facility that can provide this counseling to the veteran.

c. Satisfactory participation in the program.

(1) Agencies are encouraged to schedule progress reviews, including
discussions between the veteran and his/her supervisor concerning work perfor-
mance and on-the-job training activities.

(2) When the plan includes an educational component or attendance at
training courses, the veteran should arrange for appropriate periodic evidence
of satisfactory participation.

(3) If the appointee's participation is unsatisfactory, additional
counseling, including that available from the VA, may be appropriate prior to
termination. In considering termination, the agency should give attention to
circumstances beyond the employee's control, such as illness, heavy overtime work,
or academic failure, unless that failure is clearly due to a lack of effort.

d. Documentation. The agency must prepare the training or education plan in
writing. As a minimum, the written plan should specify:

the activities the veteran will undertake to fulfill
his/her educational or training objectives;










0






Attachment 2 to FPM Ltr. 307- 13


the name, address, and telephone number of an
agency official who can provide job-related
counseling to the veteran;

the address and telephone number of the nearest VA
facility where the veteran can obtain educational
and vocational counseling services; and

a veteran's conversion to career or career-conditional
employment is subject to satisfactory participation and
completion of education or training plan and service.

This plan should be retained in the employee's Official Personnel Folder;
copies should be given to the employee and his/her supervisor.

Appendix A is a model development plan that may be reproduced for agency use.

1-6. NONCOMPETITIVE MOVEMENTS

a. A person serving under a veterans readjustment appointment may move
noncompetitively to other positions for which qualified even though he/she has
not yet completed the training or education program. Noncompetitive movements
may include, but are not limited to reassignments, promotions, demotions, or
transfers.

b. A veterans readjustment appointee must have the same opportunities for
promotion as other employees and be subject to the same rules and regulations
affecting other employees under the agency's merit promotion program. Employees
holding veterans readjustment appointments may be promoted above GS-7 or equiva-
lent levels.

c. Basically, the same qualifications determinations apply in noncompetitive
actions as in original appointments. Agencies may use the add-on rule (see basic
FPM chapter 337, 3-lb) when considering veterans readjustment appointees for pro-
motion. However, promotions to GS-2/3, WG-2/3 or equivalent may be made without
additional qualifications determinations because of the veteran's original
eligibility for the higher grade.

1-7. CONDITIONS OF EMPLOYMENT

a. Veterans readjustment appointments are for a period of two years.

b. A veteran holding a veterans readjustment appointment serves subject to
satisfactory performance of assigned duties and satisfactory participation in
the training or educational program under which he/she was appointed. An em-
ployee who does not meet these conditions must be removed from his/her position.
An agency may want to consider a voluntary demotion as an alternative to removal
in this situation.


(6 of 9)






(7 of 9) Attachment 2 to FPM Ltr. 307- 13


c. The adverse action procedures in basic FPM chapter 752 are applicable to W 5
veterans readjustment appointees who have completed one year of continuous em-
ployment.

d. Veterans readjustment appointments lead to career or career-conditional
appointments. Accordingly, employees who are otherwise eligible are entitled
to within-grade increases and fringe benefits associated with contemporary em-
ployment.

e. Tenure groups for veterans readjustment appointees in the excepted
service correspond with but are different from those for employees in the com-
petitive service. A veterans readjustment appointee is in tenure group II
during the first year of employment and is in tenure group I during the second
year of employment for reduction in force purposes.

f. A veterans readjustment appointee may be entitled to military reemployment
rights provided he/she meets the requirements in basic FPM chapter 353.

1-8. CONVERSIONS

A veterans readjustment appointment shall be converted to a career or career-
conditional appointment within 30 days after the employee has completed two
years of substantially continuous service under a veterans readjustment ap-
pointment, provided that his/her performance has been satisfactory. Satisfactory
performance includes completion of the required portion of the training or
educational program. Substantially continuous service means service without a
break of more than 30 calendar days, except under conditions specified in FPM
Supplement 296-31, Appendix B, Subchapter S315B. Agencies should consult FPM
chapter 315, 7-7, to compute intermittent service.

1-9. REPORTING REQUIREMENT

a. In accordance with section 2014(d) of title 38, United States Code, OPM
is responsible for reviewing, evaluating and reporting to Congress on the use
and extent of agency appointments of disabled and Vietnam era veterans. The re-
porting requirement includes:

number of agency veterans readjustment appointments
and grade levels at which these appointments are made;

number of persons at agencies receiving veterans read-
justment appointments whose appointments were converted
to career conditional appointment or whose employment
has terminated, together with a complete listing of
categories of causes of appointment terminations and
the number of persons whose employment has terminated;

number of voluntary and involuntary VRA terminations
in agencies; and

description of education and training programs for veterans
readjustment appointees in agencies.










0







Attachment 2 to FPM Ltr. 307-13 (8 of 9)



b. Agencies are responsible for the following:

promoting maximum employment, placement, and job
advancement opportunities for qualified disabled and
Vietnam era veterans;

submitting accurate and timely personnel transaction
data to the Central Personnel Data File (CPDF);

ensuring the information described in 1-9 a above is
maintained in operating personnel offices for internal
monitoring and evaluation purposes and is to be made
available for OPM review, upon request; and

providing other employment related reports as needed
by OPM to fulfill statutory and other requirements.







(9 of 9) Attachment 2 to FPM Ltr. 307- 13


Appendix A. Model Veterans Readjustment Appointment Plan


1. Name of Employee

2. Position Title and Grade

3. Agency or Installation

4. Description of
Education/
Training Plan


S


Target
Date(s) for
Completion


5. The representative in this agency who can provide job-related counseling is


, located at


(Name)


(Address)


and can be reached by calling


(Telephone Number)


6. Educational and vocational counseling services are available to veterans read-
justment appointees from the VA. The nearest VA facility which can provide


this counseling is located at


and can be reached by calling


(Address)


(Telephone Number)


NOTE: Conversion to career or career-conditional appointment is subject to satis-
factory completion of this education/training plan (including any mutually agreed
to changes made to this plan) and satisfactory completion of required service.


Signed
(Agency Representative)




cc: Employee
Employee's Supervisor


Signed
(Employee)


Date






Attachment 3 to FPM Ltr. 307- 13


(INSERT Revised FPM Chapter 316, Subchapter 3-4

c. Noncompetitive selection (3))


(3) A veteran, as defined in section 2011(2)(A) of title 38, United
States Code, (see Chapter 307, Subchapter 1-2(2)) who:

--Served on active duty in the armed forces of the United States during
the Vietnam era beginning August 5, 1964 and ending May 7, 1975;

--Completed not more than 14-years of education, unless compensably
disabled or discharged because of service-connected disabilities, in which
case the 14-year educational requirement does not apply; and

--Is qualified to perform the duties of the position.

An appointment under this subparagraph may be made only to a position at GS-7
or below, or equivalent in another pay system, and now extends from military
separation to September 30, 1981. A veteran who is an applicant for a posi-
tion at GS-3 or equivalent, and below under this subparagraph is deemed
qualified to perform the duties the position on the basis of the veteran's
civilian and military service. It should be noted that an appointment under
this delegation is not a veterans readjustment appointment and will not give
the privilege of conversion to career-conditional appointment at a later date.






Attachment 3 to FPM Ltr. 307- 13


(INSERT Revised FPM Chapter 316, Subchapter 4-8 i)



i. Appointment of certain Vietnam era veterans. A veteran, as defined in
section 2011(2)(A) of title 38, United States Code, (see Chapter 307, Sub-
chapter 1-2 (2)) may be selected, without examination by the Office, for
a temporary limited appointment to any position in the competitive service
at GS-7 or below, and its equivalent, for which a temporary limited appoint-
ment is appropriate and for which the veteran is qualified if he/she:

--Served on active duty in the armed forces of the United States during
the Vietnam era beginning August 5, 1964 and ending May 7, 1975;

--Completed not more than 14-years of education, unless ccrpensably
disabled or discharged because of service-connected disabilities, in which
case the 14-year educational requirement does not apply; and

--Is qualified to perform the duties of the position.

An appointment under this subparagraph now extends from military separation to
September 30, 1981. On the basis of his or her total experience, including
military experience, any veteran eligible for appointment under this paragraph
meets the qualification standards for positions at GS-3 and below, and equiva-
lent levels, provided the agency considers him or her capable of performing
the duties of the specific position. It should be noted that an appointment
under this delegation is not a veterans readjustment appointment and will not
give the privilege of conversion to a career-conditional appointment at a
later date.


U.S. GOVERNMENT PRINTING OFFICE: 1979 0 280-535 (123)


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UNIVERSITY OF FLORIDA
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