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#21 Posted : Tuesday, November 14, 2017 12:49:33 PM(UTC)

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Originally Posted by: OverQualified Go to Quoted Post
I'm a 30% or more disabled veteran, and thus eligible for VRA. I was about 2/3 of the way through my CPT time when I decided to get out. Have a successful 2 year company command on my resume.

After the stress of being a leader in the Army and also because I was entertaining thoughts of eventually starting my own business, I ended up taking a GS-5 position with the idea of taking it easy while I explored other interests.

After a while my viewpoint has changed and I'd like to start applying for positions more in line with my experience and skills. That shouldn't be an issue as I am eligible for VRA. However, it is an issue because it seems that virtually no one in the HR departments of agencies around here understand that I don't have a TIG requirement under VRA. I just got a rejection letter from a job posting on USAJobs saying that I do not meet TIG requirements. Another guy that works in my office who is also a veteran says he's been stuck in his GS-7 job because our HR department insists to him that he has to meet TIG. He tried to explain VRA to them, but they just act obtuse like they don't know what he's talking about.

My question is, how do I get some support on this? Is there a centralized point of contact for this issue that I can notify of this problem so that they set these people straight?

Even with VRA you still have to qualify for the positions by education or relevant federal experience which means time in grade applies. You can't just apply and say "hey, I was a officer in the military, I want start as a GS-11". It doesn't work like that. And while the agency "could" just jump you to an 11, they don't have to. Maybe I misunderstood your post, but you seem to be thinking the VRA is a get a good job free card, and its not.
#22 Posted : Friday, December 01, 2017 12:11:57 AM(UTC)

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The advice in this thread is really good. I came in at a lower grade just to get my foot in the door. I took a 7/9/11/12 ladder. At 7 I changed my first work experience in the job builder to more of an executive summary and I did the math for the HR rep for what I believe in my experience represented the TIG requirements. I.e. xyz position at 52+ weeks doing x desired experience. My referral rate as a 7 for 11/12 graded positions went to almost 100%. Prior to doing that, my resume got kicked back from HR for TIG most of the time, with me having to ask a second party to review. They would see a Grade 7 in chronological order and reject for TIG - this is very natural when you think about the sheer volume of applicants they have to review.

One of the larger misconceptions I see floating around is that VRA should entitle you to a free pass.

Edited by user Friday, December 01, 2017 12:15:43 AM(UTC)  | Reason: Not specified

thanks 1 user thanked Joe! for this useful post.
cyberfx1024 on 12/1/2017(UTC)
#23 Posted : Friday, December 01, 2017 7:39:32 PM(UTC)

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If you are 30%, try getting on at 10pt CPS instead of VRA, its normally a non-compete
-J Hughes
USAF Veteran 2004-2012
DA Civilian Police Officer
Aberdeen Proving Ground, MD
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