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In This Section

Hiring Authorities Students & Recent Graduates

 

Overview

Update

The Final Rule implementing the Pathways Programs has been published. It will take effect as of July 10, 2012. Agencies may continue to use the existing student and Presidential Management Fellows hiring authorities until the effective date of the Final Rule. The Recent Graduates Program will become available to agencies after the effective date of the Final Rule and the agency's completion of a memorandum of understanding with OPM.

The Federal Government values the contributions made by students and recent graduates of all ages and backgrounds. We have been placed at a competitive disadvantage, though, compared to other sectors in recruiting and hiring students and recent graduates. To address these difficulties, President Obama signed Executive Order 13562 , entitled "Recruiting and Hiring Students and Recent Graduates," on December 27, 2010.

This Executive order established two new programs and modified another. They are the Internship Program for current students; the Recent Graduates Program for people who have recently graduated from qualifying educational institutions or programs (2 years from the date the graduate completed an academic course of study); and the reinvigorated Presidential Management Fellows (PMF) Program for people who obtained an advanced degree (e.g., graduate or professional degree) within the preceding two years. These programs, collectively the Pathways Programs, are streamlined developmental programs tailored to promote employment opportunities for students and recent graduates in the Federal workforce.

As directed by the Executive order, OPM issued a final Pathways Rule to implement these programs. The final rule aims to improve recruiting efforts, offer clear paths to Federal internships for students from high school through post-graduate school and to careers for recent graduates, and to provide meaningful training and career development opportunities for individuals who are at the beginning of their Federal service.

Internship Program

The Internship Program is for current students. It replaces the Student Career Experience Program (SCEP) and Student Temporary Employment Program (STEP). The new Internship Program provides students in high schools, colleges, trade schools and other qualifying educational institutions with paid opportunities to work in agencies and explore Federal careers while completing their education.

Recent Graduates Program

The Recent Graduates Program provides developmental experiences in the Federal Government. It is intended to promote possible careers in the civil service to individuals who, within the previous two years, graduated from qualifying educational institutions with an associates, bachelors, masters, professional, doctorate, vocational or technical degree or certificate from qualifying educational institutions. To be eligible, applicants must apply within the previous two years of degree or certificate completion except for veterans precluded from doing so due to their military service obligation, who will have up to six years after degree or certificate completion to apply. For more information about Federal employment information for veterans, go to OPM's Feds Hire Vets website.

Presidential Management Fellows (PMF) Program

For more than three decades, the PMF Program has been the Federal Government's premier leadership development program for advanced degree (e.g., masters or professional degree) candidates. Executive Order 13562 expands the eligibility window for applicants, making it more "student friendly" by aligning it with academic calendars and allowing those who have received a qualifying advanced degree within the preceding two years to participate. It also directs OPM to set eligibility requirements and minimum qualification standards, and to make the PMF experience more robust and substantive for participants.

Related Information

Pathways for Students and Recent Graduates to Federal Careers


View Pathways Video

Program Fact Sheets

Internship Program

The Internship Program replaces the Student Career Experience Program (SCEP) and Student Temporary Employment Program (STEP). This Program is designed to provide students enrolled in a wide variety of educational institutions, from high school to graduate level, with opportunities to work in agencies and explore Federal careers while still in school and while getting paid for the work performed. Students who successfully complete the program may be eligible for conversion to a permanent job in the civil service. Additional information about the Internship Program can be found at USAJOBS. Here are some key provisions of the Internship Program.

Eligibility

  • Current students in an accredited high school, college (including 4-year colleges/universities, community colleges, and junior colleges); professional, technical, vocational, and trade school; advanced degree programs; or other qualifying educational institution pursuing a qualifying degree or certificate.

Program Administration

  • The Internship Program is primarily administered by each hiring agency.
  • Agencies may hire Interns on a temporary basis for up to one year for an initial period, or for an indefinite period, to complete the educational requirement.
  • Interns may work either part- or full-time.
  • Each agency must sign a Participant Agreement with the Intern that sets forth the expectations for the internship.
  • Intern's job will be related to the Intern's academic career goals or field of study.
  • When the final Pathways rule takes effect this July, agencies will have to provide OPM with information regarding their internship opportunities and post information publicly about how to apply for specific positions.

Program Completion and Conversion

  • Interns may be converted to a permanent position (or, in some limited circumstances, to a term position lasting 1-4 years) within 120 days of successful completion of the program.
  • To be eligible for conversion, Interns must:
    • Complete at least 640 hours of work experience acquired through the Internship Program
    • Complete their degree or certificate requirements
    • Meet the qualification standards for the position to which the Intern will be converted
    • Meet agency-specific requirements as specified in the Participant's Agreement, and
    • Perform their job successfully.
  • Agencies may waive up to 320 of the required 640 hours of work for Interns who demonstrate high potential as evidenced by outstanding academic achievement and exceptional job performance.
  • In addition, students working in agencies through third-party intern providers may count up to 320 of the hours they work toward the 640 hour requirement.
  • Time spent under previous Internship Program appointments may count towards required work experience hours.

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Recent Graduates Program

The Recent Graduates Program affords developmental experiences in the Federal Government intended to promote possible careers in the civil service to individuals who have recently graduated from qualifying educational institutions or programs. To be eligible, applicants must apply within two years of degree or certificate completion (except for veterans precluded from doing so due to their military service obligation, who will have up to six years after degree completion to apply). Successful applicants are placed in a dynamic, developmental program with the potential to lead to a civil service career in the Federal Government. The program lasts for 1 year (unless the training requirements of the position warrant a longer and more structured training program). Here are some key provisions of the Recent Graduates Program.

Eligibility

  • Recent graduates who have completed, within the previous two years, a qualifying associates, bachelors, masters, professional, doctorate, vocational or technical degree or certificate from a qualifying educational institution.
  • Veterans unable to apply within two years of receiving their degree, due to military service obligation, have as much as six years after degree completion to apply.

Program Administration

  • The Recent Graduates Program is administered primarily by each hiring agency.
  • Each agency must sign a Participant Agreement with the Recent Graduate that sets forth the expectations for the Program.
  • When the final Pathways rule takes effect this July, agencies will have to provide OPM with information regarding their opportunities and post information publicly about how to apply for specific positions.

Training and Development

  • Orientation program for Recent Graduates hired for the program.
  • Mentorship throughout the program.
  • Individual Development Plan to create and track Recent Graduates' career planning, professional development, and training activities.
  • At least 40 hours of formal, interactive training each year of the program.
  • Positions offer opportunity for career advancement.

After Program Completion

  • Recent Graduates may be converted to a permanent position (or, in some limited circumstances a term appointment lasting 1-4 years).
  • To be eligible for conversion, Recent Graduates must have:
    • Successfully completed at least 1-year of continuous service in addition to all requirements of the Program.
    • Demonstrated successful job performance.
    • Met the qualifications for the position to which the Recent Graduate will be converted.

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Presidential Management Fellows Program

The Presidential Management Fellows (PMF) Program is a flagship leadership development program at the entry-level for advanced degree candidates. Created more than three decades ago, the Program attracts and selects from among the best candidates and is designed to develop a cadre of potential Federal Government leaders. Here are some key provisions of the PMF Program.

Eligibility

  • Individuals who have completed within the past two years, a qualifying advanced degree (e.g., masters or professional degree).
  • An individual may apply for the PMF Program more than once as long as he or she meets the eligibility criteria. However, if an individual becomes a Finalist and subsequently applies for the PMF Program during the next open announcement, the individual will forfeit his or her status as a Finalist.

Program Administration

  • The PMF Program is centrally administered by the PMF Program Office within OPM.
  • OPM announces the opportunity to apply for the PMF Program (usually in the late summer or early fall).
  • Applicants go through a rigorous assessment process to determine Finalists.
  • OPM selects Finalists based on an evaluation of each candidate's experience and accomplishments according to his or her application and results of the assessments.
  • OPM publishes and provides agencies with the list of Finalists.
  • Agencies provide OPM with information about their PMF opportunities and can post PMF appointment opportunities for those who are Finalists on the PMF website year-round. In addition, a job fair is typically held for Finalists each year.
  • Finalists who obtain an appointment as a PMF serve in a two-year excepted service position.

Training and Development

  • The PMF Program Office provides newly hired PMFs an opportunity to participate in its Orientation and Training Program.
  • Senior-level mentorship throughout the program.
  • Individual Development Plan to create and track a PMF's career planning, professional development, and training activities.
  • Developmental opportunities in the occupation or functional discipline the PMF would most likely be placed.
  • At least 80 hours of formal, interactive training each year of the program, for a total of 160 hours.
  • PMFs are placed on a performance plan and must obtain a successful rating each year.

After Program Completion

  • After successful Program completion and job performance, the PMF may be converted to a permanent position (or, in some limited circumstances a term appointment lasting 1-4 years) in the competitive service.

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On This Page

Summer Hiring

The Student Educational Employment Program provides Federal employment opportunities to students who are enrolled or accepted for enrollment as degree seeking students taking at least a half-time academic, technical, or vocational course load in an accredited high school, technical, vocational, 2 or 4 year college or university, graduate or professional school. The Student Educational Employment Program established December 16, 1994, is a streamlined program which replaces the old Federal Student Employment Program by consolidating four programs:

  • Cooperative Education Program
  • Federal Junior Fellowship Program
  • Stay-In-School Program
  • Harry S. Truman Scholarship Program

This new, streamlined program is comprised of two components: the Student Temporary Employment Program (STEP), and the Student Career Experience Program (SCEP). The STEP provides maximum flexibility to both students and managers because the nature of the work does not have to be related to the student's academic or career goals. The SCEP, however, provides work experience which is directly related to the student's academic program and career goals. Students in the SCEP may be noncompetitively converted to term, career or career-conditional appointments following completion of their academic and work experience requirements.

The Student Educational Employment Program benefits both agencies and students. Agencies can discover first-hand the abilities of a potential employee. In the case of SCEP, agencies can bring well educated graduates into their workforce while at the same time give their managers the ability to evaluate the student's performance in real work situations. Students, on the other hand, can avail themselves of such flexibilities as year round employment and flexible work schedules and assignments. Students in the SCEP gain exposure to public service while enhancing their educational goals and shaping their career choices.

We encourage agencies to utilize the Student Educational Employment Program authority for several reasons. Even in an era of downsizing, there is a continuing need to recruit and develop talented employees to support changing agency missions, ensure that the Government can meet its professional, technical, and administrative needs, and achieve a quality and diverse workforce. Appointments made under the Student Educational Employment Program authority can help agencies meet these needs.

Hiring During Traditional Summer Months

The Office of Personnel Management has eliminated language in title 5, Code of Federal Regulations, that placed certain restrictions on agency hiring during the traditional summer months. These changes (62 FR 19899) became effective April 24, 1997. This means that agencies wishing to hire individuals on a temporary basis during the traditional summer months should use competitive temporary appointments or excepted student temporary appointments. In addition, other excepted appointments (e.g., the appointment of individuals with mental or physical disabilities) may be used as appropriate. Agencies are encouraged to review the following provisions:

  • Written test requirements are waived for competitive temporary appointments that do not exceed 120 days (including extensions).
  • Agencies may non-competitively appoint previous summer hires in accordance with 5 CFR 316.402. [This provision is similar to the old "summer rehire" provision]. However, agencies must adhere to the requirements of the Career Transition Assistance and Interagency Career Transition Assistance Programs concerning competitive temporary appointments.
  • Agencies filling time-limited jobs competitively must conduct open recruitment. They must enter their job summaries and full text vacancy announcements into OPM's Federal Jobs Database for delivery through the Governmentwide Automated Employment Information System.

Agencies recruiting under the Student Educational Employment Program are strongly encouraged to enter their vacancies into the database. The Governmentwide Automated Employment Information System is readily accessible to the academic community via the world wide web, computer bulletin boards, and telephone. This information system contains specific searches for jobs being filled during the summer months. It is an effective and cost efficient way to reach high quality candidates worldwide.

In making these competitive or excepted appointments, just as with other appointments, the rules on veterans' preference, nepotism, and priority referral of displaced Federal employees apply.

Also, agencies must use the appropriate coding instructions contained in the Guide to Processing Personnel Actions

Reference Materials

The following lists some of the documents referenced in the final regulations.

FAQs

Probationary Period

  • How do I apply for Federal employment? View more
    There must be a job opportunity announcement (JOA) in order to apply for a Federal job.  A Federal application consists of submitting a resume, usually completing an assessment and may require additional information such as: transcripts, SF-50s from government employees and/or DD 214.   Here are some general guidelines to keep in mind while applying for jobs: 1. Find a job opportunity announcement that matches your skills and interests by using the search jobs function (http://jobsearch.usajobs.gov/). · Search by occupation, agency name, location, announcement number · Click Search for Jobs   2. After finding a job of interest, it is very important that you carefully review the "Qualifications and Evaluations" section of the job opportunity announcement to see if you qualify for the job.   3. After you carefully review the "Qualifications and Evaluations" section, review the How to Apply" section of the job opportunity announcement. When applicants do not follow the instructions provided in the "How to Apply" section of the job opportunity announcement, the application will be considered incomplete and they are not considered for the job.   4. After following these initial steps, you are now ready to apply for a Federal government job. Additional Information:   When you apply for a position, we recommend that you print out the job opportunity announcement, so that you will have the information to refer to when checking on your status after the closing date. When an agency's job opportunity announcement is closed, it is removed from USAJOBS®. We do not provide copies of closed job opportunity announcements. You can also save the job opportunity announcement as an HTML Web page. To save, you must view the job opportunity announcement on your screen. Then, go to "File", "Save As", select "Web Page, complete" and click "Save".   You can also log into "My Account" and create a "Saved Search" that will notify you by email when jobs meeting your qualifications have been added to the system.   For more information, visit http://www.usajobs.gov/firsttimevisitors.asp to learn about Employment Information, Federal Hiring Processes, and how to assess your skills and interests to match potential career opportunities.  
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  • What does GS, WS, WG, YA, VN etc. mean in a position’s title? View more
    Positions within the Federal Government are classified by occupational series, grade or pay level, and pay plan. Pay plans identify the pay system under which the position is covered. Many white-collar employees are paid under the General Schedule (GS), which is regulated by title 5 and administered by OPM. GS positions, including other white-collar positions, are paid annual salaries. Current GS salaries may be viewed at http://www.opm.gov/oca/06tables/index.asp. Blue-collar employees are paid under the Federal Wage System (FWS). FWS positions are craft, trade, and laboring positions and include several different pay plans (WS, WG, WL, etc.). FWS positions are paid on an hourly basis. For current FWS rates, please visit http://www.opm.gov/oca/wage/Wagesch.asp and select a state and county for the corresponding wage schedule. Some agencies have statutory authority to administer their own pay systems. Employees within these agencies may be paid under separate pay systems (e.g., pay bands) with separate pay plan codes. For instance, the YA pay plan is used only by the Department of Defense for positions classified under the National Security Personnel System (NSPS). The VN pay plan is specific to nursing positions within the Department of Veteran Affairs. Because of variations in independent personnel systems across the Federal Government, it is recommended applicants contact the hiring agency directly to obtain definitive information about pay plans other than the GS.
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  • What does it mean when the vacancy announcement's Who May Apply section says "all sources" or "status applicants" and/or "reinstatement eligibles”? View more
    These are groups of individuals the agency may identify as groups from which it will accept applications to compete for its vacancy. When a vacancy is open to “all sources”, it means anyone may apply. While there are no restrictions on the groups of candidates who may apply to these types of announcements, in most cases, U.S. citizenship is required. In rare cases, agencies may hire certain non-citizens when there are no qualified U.S. citizens available, unless the appointment is prohibited by statute. In addition, Congress frequently restricts agencies’ ability to hire non-citizens into the excepted service as well, through appropriations provisions. “Status applicants” refers to those individuals who are current or former Federal civilian employees who hold or held non-temporary appointments in the competitive service, not the excepted service.  
    NOTE: Certain veterans eligible under the Veterans Employment Opportunities Act (VEOA) may also apply and be considered under vacancy announcements limited to status candidates. For information on VEOA eligibility, please visit: http://www.opm.gov/veterans/html/vetguide.asp#Veterans_Employment_Opprtunities_Act_of_1998.
      Reinstatement eligibility refers to the ability for those individuals who previously held a career or career-conditional appointment to apply for jobs in the competitive Federal service open to status applicants. There is no time limit on reinstatement eligibility for those who either have veterans' preference, or acquired career tenure by completing 3 years of substantially continuous creditable service. For more information on reinstatement, please visit: www.usajobs.opm.gov/ei2.asp.
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  • Are SCEP students who are converted to career or career-conditional appointments subject to the probationary period required by 5 CFR § 315.801? View more
    Yes. However, time spent on the SCEP appointment may be credited towards probation provided it meets the requirements of 5 CFR § 315.802
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  • What will my salary be? View more
    There are 15 grades in the General Schedule (GS) pay system; each grade has 10 steps. Upon your first appointment to a GS position, you will typically be placed in the first step of the grade for which you are selected. Occasionally, exceptions can be made for applicants with hard-to-find or highly desirable skills. These exceptions are at an agency’s discretion and are not an employee entitlement. (Some agencies have statutory authority to administer their own pay systems. Employees in these agencies may be subject to different pay-setting rules.) Current GS salaries may be viewed at http://www.opm.gov/oca/06tables/index.asp. In certain situations, agencies, at their discretion, may offer recruitment, relocation, or retention incentives. Information on recruitment, relocation, and retention incentives is available at http://www.opm.gov/oca/pay/html/3RS_newQAs.asp. The Senior Executive Service (SES) includes most managerial, supervisory, and policy positions classified above GS grade 15 or equivalent positions in the Executive Branch of the Federal Government. Compensation for SES positions is based on a pay-for- performance system. For additional information, please visit: http://www.opm.gov/ses/compensation.asp.
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  • Is there an age limit for Federal employment? View more
    Generally, applicants for most Federal jobs must be (1) at least 18 years old, or (2) at least 16 years old and: • Have graduated from high school or been awarded a certificate equivalent to graduating from high school; or • Have completed a formal vocational training program; or • Have received a statement from school authorities agreeing with their preference for employment rather than continuing their education; or • Be currently enrolled in a secondary school and either work only during school vacation periods or work part-time during the school year under a formal student employment program. Some positions, like those in law enforcement have a maximum entry age and the age may vary from agency to agency but generally falls within the range 34 yrs to 37 yrs.  Please review the job opportunity announcement or call the agency directly to find out specific information about the job of interest to you.  What does status candidate means?
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  • How do I find a job? View more
    Searching for job opportunities on USAJOBS® is very easy.  To search for jobs, select “Search Jobs” from the USAJOBS home page or go to http://jobsearch.usajobs.gov At the job search page, you can:   1) Search Jobs by "Location", "Job Category", "Salary range", "Pay Grade", and/or 'Search Keyword'; or 2) Select a more refined search from the specialty search options at the top of the page including "Agency", "Series", "Senior Executive" or "Advanced". If you are looking for a particular position, use the "Keyword Search" box to indicate the specific position or location of interest  Additional tips for keyword searching can be found at:  http://jobsearch.usajobs.gov/help/index.asp?ma=keyword_tips
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  • Why have I not heard anything back after applying? How long does it take to hear from an agency after I have applied? View more
    The Office of Management and Budget has mandated that agencies are responsible for evaluating and providing status to applicants at four points which are:   Application Received Application Assessed Applicant Referred or Not Referred to Selection Official Applicant Selected or Not Selected   Although each agency is different, generally, you will hear from the hiring agency in about 15-30 days after the job opportunity announcement (JOA) closes.  If you have not heard from the agency, you should contact the agency that posted the JOA to inquire about the status of your application. You may also go to "My Account" to view your application history.  The contact information for each announcement is listed in the lower portion of the JOA and also on the floating menu on the right hand side of the JOA.  If the JOA has closed and no longer appears on the USAJOBS® website, you can contact the human resources office of the hiring agency for additional information and assistance or feel free to click on Contact Us.
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  • Who do I contact about a job announcement? View more
    If you have questions regarding a position to which you are applying or to find out the status of your application, please speak to the point-of-contact listed for each job opportunity announcement  (JOA).  The contact information can be found at the lower portion of the JOA and also on the floating menu located on the right hand side.  If the JOA has closed and no longer appears on the USAJOBS® website, you can contact the human resources office of the hiring agency for additional information and assistance. If you are looking for a way to contact the agency headquarters, please visit http://www.usa.gov/Agencies/Federal/All_Agencies/index.shtml.  
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  • What are qualification standards? View more
     Qualification Standards are a description of the minimum requirements necessary to perform work of a particular occupation successfully and safely. These minimum requirements may include specific job-related work experience, education, medical or physical standards, training, security, and/or licensure. They are not designed to rank candidates, identify the best qualified for a particular position, or substitute for an analysis of an applicant's knowledge, skills, and abilities/competencies. The qualification standards for white collar occupations are in the Operating Manual: Qualification Standards for General Schedule Positions. To review the Operating Manual please visit: http://www.opm.gov/qualifications/index.asp. For information about the Job Qualification System for Trades and Labor Occupations, please visit: http://www.opm.gov/qualifications/x-118c/index.htm.
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  • Can OPM review my resume/application to determine for which positions I am qualified? View more
    OPM has delegated most of its examining authority for competitive service positions to agencies. This authority includes making qualification determinations for agency jobs. The hiring agency evaluates your application against OPM-issued minimum qualification requirements (e.g., related work experience, education, licensure, if required) to determine your eligibility for the advertised position.
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  • What does “area of consideration” mean? View more
    The area of consideration describes the individuals from whom the agency will accept applications to compete for the position. It may be a broad or a limited group of individuals. The area of consideration may also be referred to as “Who May Apply” within the vacancy announcement. If you are not within the area of consideration and you are not eligible for a non-competitive or special hiring authority, the agency will not consider your application.
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  • How does the Federal pay system work? View more
    For white-collar employees, basic pay is usually set under the General Schedule (GS), which is adjusted annually. Employees in GS positions in the continental United States also receive locality pay (there are 32 defined locality pay areas). Employees outside the continental United States in non-foreign areas (i.e., Alaska, Hawaii, Puerto Rico, Guam, and the U.S. Virgin Islands) do not receive locality rates, but rather receive cost-of-living allowances. Vacancy announcements include pay ranges for the advertised positions. The current salary tables for the GS and locality pay areas are available at http://www.opm.gov/oca/06tables/index.asp. For blue-collar employees, basic pay is set under the Federal Wage System (FWS). There are 132 appropriated fund and 125 non-appropriated fund local wage areas. For current FWS rates, please visit http://www.opm.gov/oca/wage/Wagesch.asp and select a state and county for the corresponding wage schedule. White-collar and blue-collar employees in certain occupations and/or geographic areas may receive special rates. Special rates are higher rates of pay than GS and locality rates. Some agencies have statutory authority to administer their own pay systems. Employees in these agencies are compensated through alternative pay systems established by their employing agency.
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  • Is there still a civil service "test" or "examination"? View more
    There is no single civil service "test" covering all civil service positions. To apply for many Federal jobs you do not have to take a traditional paper and pencil test. The vacancy announcements on the USAJOBS website will indicate if a specific written test is necessary. Otherwise, you should refer to the vacancy announcement to obtain information regarding how qualifications and abilities are evaluated
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  • Do I have to be a US citizen to apply? View more
    Under Executive Order 11935, only United States citizens and nationals may be appointed to competitive service Federal jobs. In rare cases, agencies may hire certain non-citizens when there are no qualified U.S. citizens available, unless the appointment is prohibited by statute. In addition, Congress frequently restricts agencies’ ability to hire non-citizens into the excepted service as well, through appropriations provisions. For more information about citizenship requirements, please visit: http://www.usajobs.opm.gov/EI9.asp.
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  • If I am found to be qualified, will I get an interview? View more
    Agencies develop their own procedures for interview practices. The decision to interview may depend on a variety of factors, including your ranking against other candidates, the number of positions being filled, and the number of people who applied.
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  • How long will it take before I hear my results? View more
    The time it takes to be contacted to schedule an interview or to be notified of non-selection for a position may vary. Agencies have a 45-day timeline goal for hiring, and OPM has developed a 45-day hiring model to increase efficiency in the hiring process. The model focuses on a series of recommended steps from the date the vacancy announcement closes until the time an offer is made to a candidate. OPM holds agencies accountable for the degree to which they achieve the 45-day goal, but the goal is not legally binding upon the agency and confers no particular rights on applicants. It is recommended you maintain the vacancy point-of-contact information so you can obtain the status of your application and the position for which you applied.
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  • For which positions may I apply? View more
    If you have no prior Federal civilian service and are not eligible for any special appointing authority, you may only be considered for announcements which are open to the public or all sources or U.S. citizens. If you meet the criteria for a special appointing authority, you may apply under that authority as well; however, you may have to submit separate applications if you wish to be considered under more than one appointment authority. Each vacancy announcement will include qualification criteria outlining the minimum education or experience requirements an applicant must possess to be considered qualified. Follow the instructions provided in the “How to Apply” section of each vacancy announcement. You will be competing against other applicants based on the information provided in your application and job-specific question responses; therefore, you must ensure you provide a complete and accurate explanation of your experience and qualifications.
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  • How does USAJOBS work? View more
    Federal agencies are responsible for posting job vacancy announcements on the USAJOBS Website. Vacancy announcements for agency positions are posted for a specific period of time and indicate a closing date. Application procedures and application time periods differ based on agency practices; it is important to review application information included in the announcement for each position in which you are interested
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  • What is a closing date? View more
    The closing date is the last day you can apply for the job. The vacancy announcement will specify the acceptance period for electronic submissions or, if a hard copy is required, whether or not your application should be either received or postmarked by the closing date.
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Total Count: 26, Number of Pages: 2, Page: 1

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