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Hiring Information

Statement: The Federal Government has special hiring authorities established by law or Executive Order which allows hiring managers to hire candidates directly without having to go through the full application process.


Below are non-competitive hiring authorities that NAVSUP can use to hire candidates.

Individuals with Disabilities (Schedule A) Employment Program

Individuals with disabilities can be hired through the traditional competitive hiring process or, if they qualify, noncompetitively through the use of excepted service appointing authorities. Excepted service appointing authorities for hiring individuals with disabilities were developed to provide an opportunity for these individuals to show that they can do the job and to circumvent any attitudinal barriers that managers and supervisors may have.

 

To be eligible, you must:

Show proof of your disability. Documentation may be from any licensed medical professional (e.g., a physician or other medical professional certified by a State, the District of Columbia, or a U.S. Territory to practice medicine), a licensed vocational rehabilitation specialist (i.e., State or private), or any Federal or State agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits;

The above documentation may be combined in one letter or you can provide it in separate letters.

A sample letter: Click Here


Veterans Recruitment Appointment (VRA)

Veterans Recruitment Appointment (VRA) is a hiring authority that allows an agency to non-competitively appoint an eligible veteran.

VRA Eligibility Criteria:

Served during a war or are in receipt of a campaign badge for service in a campaign or expedition; OR are a disabled veteran, OR are in receipt of an Armed Forces Service Medal (includes the Global War on Terrorism Service Medal)for participation in a military operation, ORare a recently separated veteran (within 3 years of discharge), AND separated under honorable conditions (this means an honorable or general discharge).

You can be appointed under this authority at any grade level up to and including a GS-11 or equivalent. This is an excepted service appointment. Upon satisfactory completion of 2 years of substantially continuous service, you will be converted to the competitive service.

30% or More Disabled Veteran

The 30% or More Disabled Veteran authority allows an agency to non-competitively appoint any veteran with a 30% or more service-connected disability.

You are eligible if you:

Retired from active military service with a service-connected disability rating of 30% or more; OR have a rating by the Department of Veterans Affairs showing a compensable service-connected disability of 30% or more.

This authority can be used to make temporary (at least 60 days but not to exceed 1 year) or term (more than 1 year, but not more than 4) appointments in the competitive service. There is no grade level restriction. There is no requirement that you be converted to a permanent position, but an agency has the authority to convert such a position to a permanent position if it chooses to do so.

The agency would first place you on a time limited appointment of at least 60 days and could then convert that appointment to a permanent appointment at management's discretion.


Direct Hiring Authority (DHA)

A DHA is an appointing (hiring) authority that the Office of Personnel Management (OPM) can give to Federal agencies for filling vacancies when a critical hiring need or severe shortage of candidates exists.

DHA can be used for a permanent or nonpermanent position or group of positions in the competitive service at GS-15 (or equivalent) and below. A DHA enables an agency to hire, after public notice is given, any qualified applicant without regard to typical competitive procedures.

The following positions can be hired using the DHA Authority:

  1. Information Technology Management (Information Security), GS-2210, GS-9 and above at all locations.
  2. Cyber Workforce positions, GS-15 and below in cyber specific occupational series at all locations. Positions must meet the definition of cyber workforce and be anticipated to become part of the cyber excepted service.
  3. Financial Management (FM) positions, GS-5 and above at all locations. Please see appendix H for the Direct Hire Checklist for FM Experts. Candidates must possess a finance, accounting, management or actuarial science degree, or a related degree or equivalent experience directly-related to the functions of the financial management position being filled.
  4. Operations Research positions, GS-1515 series.
  5. Post-Secondary Students and Recent Graduates. Provides the ability to recruit and appoint qualified post-secondary students and recent graduates directly to positions in the competitive service for Professional and Administrative occupations at the GS-11 or below

Naval Acquisition Development Program (NADP)

The Naval Acquisition Development Program is a two to three year developmental and leadership program designed to enhance the professional knowledge and capabilities of personnel recruited into the Acquisition Workforce (AWF) for the Department of the Navy (DON).  The NADP is managed by the Naval Acquisition Career Center (NACC) in a joint effort with naval commands to replenish and sustain the acquisition workforce by providing entry level positions across the country, to include Hawaii and Guam.  Positions start at the GS-7 or GS-9 level depending upon education and job series requirements with promotion potential to the GS-12 level.  The NADP supports the below 26 job series within the AWF and position availability will vary by location:

0180 Engineering Psychologist                         
0343 Program Analyst
0346 Logistics Management Specialist
0401 Natural Resources Specialist
0501 Financial Management Analyst
0804 Fire Protection Engineer
0806 Materials Engineer
0808 Architect
0810 Civil Engineer
0819 Environmental Engineer
0830 Mechanical Engineer
0850 Electrical Engineer
0854 Computer Engineer
0855 Electronics Engineer
0861 Aerospace Engineer
0871 Naval Architect
0893 Chemical Engineer
0896 Industrial Engineer
1102 Contract Specialist
1170 Realty Specialist
1320 Chemist
1515 Operations Research Analyst
1550 Computer Scientist
1560 Data Scientist
1750 Instructional Systems Specialist
2210 Information Technology Specialist

NADP Entry Level Employees (ELE) are eligible for rapid promotions, opportunities to travel, extensive on-the-job training, networking opportunities, and mentorship support during the program which has a structured Master Development Plan that is tailored to an Individual Development Plan.  Since 1992, the NADP and its command partners have been providing the DON with the best, brightest and most talented ELE’s.  Many successful participants have gone onto high-ranking positions with the DON – a further testament to the power of our program in developing future acquisition leaders.  If you’re interested in starting a career with the DON, consider the opportunities offered by NADP!

Visit the NADP website at https://www.secnav.navy.mil/rda/workforce/Pages/NADP.aspx
Follow the NADP on LinkedIn at http://www.linkedin.com/showcase/naccnadp


The Department of Defense College Acquisition Internship Program (DCAIP)

 

DCAIP is a paid, 10-week summer internship that provides students with real-world exposure to Department of Defense acquisition workforce career opportunities. The program targets full-time second-and third-year students currently enrolled in an undergraduate program at an accredited college or university. The DoD College Acquisition Internship Program for 2020 will have several tracks such as technical, financial, contracting, and business. Students in all degree fields are encouraged to apply. DCAIP Offers:

  • Paid salary and the opportunity to earn annual leave, sick leave and paid federal holidays
  • Training/mentoring
  • Security Clearance initiation
  • Interns may qualify for a Student Intern Relocation Incentive
  • Interns may gain the opportunity to non-competitively convert to an entry-level permanent acquisition workforce position upon successful completion of the program that may have a full performance potential to the GS-12
Interns receive hands-on, practical experience in analysis, research, report writing, oral briefings, policy development, program analysis and computer applications.

Program Length:
Selected students will work full-time (40 hours/week) over 10 consecutive weeks between May and August 2020. There may be opportunities to work over winter break and to return during the summer of 2021; this is determined by DoD Component need, continued eligibility, and student’s availability. Interns may gain the opportunity to be non-competitively convert to an entry-level permanent acquisition workforce position upon successful completion of the program and may have a full performance potential to the GS-12.

Click below for more informaiton.

https://www.hci.mil/dodcareers/internship.html

Competitive Hiring Infomation

Depending on the situation, NAVSUP recruits via a variety of competitive hiring authorities procedures.
Under most competitive hiring procedures, applicants are required to undergo an examination process.
Below are some of the types of competitive hiring procedures that NAVSUP uses for recruiting.


Delegated Examining (DE).

DE authority are subject to civil service laws and regulations to ensure fair and open competition, recruitment from all segments of society, and selection on the basis of the applicants’ competencies. The DE process uses a specific vacancy announcement advertised as open to U.S. citizens and nationals (those who owe permanent allegiance to the U.S.). The announcement will be advertised and posted on the OPM USAJOBS web site. Applicants are evaluated against the Qualification Standards for the position, and rated based on their qualifications.


Merit Promotion (MP)

MP is primarily an internal recruitment source that uses competitive procedures to ensure a fair and systematic process. MP provides career opportunities for employees and ensuring that all employees are fully informed of those opportunities. Although merit promotion is categorized as an internal recruitment source, the Area of Consideration (AOC) can be expanded outside of DON as needed to ensure adequate numbers of qualified applicants for consideration.


Pathways Programs.

Pathways programs were developed to promote employment opportunities for students and recent graduates in the Federal workforce. There are three different Pathways programs:

  • The Internship Program for current students.
  • The Recent Graduates Program for people who have recently graduated from qualifying educational institutions or programs.
  • The Presidential Management Fellows (PMF) Program for people who obtained an advanced degree (e.g., graduate or professional degree) within the preceding 2 years.
All Pathways opportunities can be found at www.usajobs.gov. Type “Pathways” in the search bar to see opportunities.
 

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