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Veterans Recruitment

TSA is committed to supporting the employment of veterans. An active recruitment strategy has specifically been developed to ensure TSA career opportunities reach the veteran community and exiting active duty military personnel. Currently, veterans make up a significant proportion of our work force, providing a tremendous source of skills and abilities.

Under the provisions of TSA MD 1100.30-17, Uniformed Services Employment and Reemployment, TSA has adopted provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), which requires employers to ensure that individuals who volunteer or are called to serve in the uniformed services do not suffer loss in their civilian employment because of their military service.

TSA strongly supports the primary goals and purpose of USERRA as part of its commitment to a model workplace, such as:

TSA employees entering military service may choose to be placed in a leave without pay status or choose to separate from TSA employment. Military service members who meet specific requirements have the right to be reemployed in their civilian job if they leave it to perform service in the uniformed services. TSA management officials and employees are encouraged to contact their local HR Specialist with specific questions or to obtain a copy of the TSA policy on USERRA.

Veterans’ Preference

Veterans' Preference gives eligible veterans preference in appointment over many other applicants. Veterans' Preference applies to virtually all new appointments. Veterans' Preference does not guarantee veterans a job and it does not apply to internal agency actions such as promotions, transfers, reassignments and reinstatements.

Veterans’ Preference:

For MAP positions, TSA provides Veterans’ Preference at the point of selection to those defined under the provisions of 5 USC 2108.

Note that the final verification of Veterans’ Preference is completed after the Hiring Manager has made his or her selection. Therefore there are some instances where additional information received (or information that has not been received) can affect the final determination for Veterans’ Preference. Some examples are: if an applicant retires just prior to selection, or was promoted to Major, or submits documentation with an Other than Honorable separation, or said they had a compensable disability but provided no documentation.

Veterans Preference Levels

  1. CPS - Compensated disabled veteran (30% or more disability rating)

  2. CP - Compensated disabled veteran (10 - 29% disability rating)

  3. XP - A veteran who received a Purple Heart OR spouse, widow/widower or mother of a 100% disabled veteran or veteran who died under honorable conditions while on active duty during a war

  4. TP - Served during authorized periods, during identified campaign, or received authorized medal(s)*

  5. SSP – Veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a “sole survivorship discharge”

  6. NV - Non-veteran; someone that either served in the military but does not meet one of the definitions above or did not serve in the military

*NOTE: TP may also be given to active duty service member who submits with his/her application an appropriate “certification” of expected discharge or release from active duty service in the armed forces under honorable conditions within 120 days after the certification is submitted. The VOW (Veterans Opportunity to Work) Act requires agencies to treat certain active duty service members as preference eligibles who begin their civilian job search prior to being discharged or released from active duty service.

For additional information, go to:

TSA MD 1100.30-17, Uniformed Sevices Employment and Reemployment

Handbook to MD 1100.30-17, Uniformed Sevices Employment and Reemployment

TSA has recently completed a comprehensive strategy for the enhanced recruitment of Veterans for career opportunities within the agency for CY2014.  For more information, go to:

Veteran Recruitment Strategy CY2014 approved Final 2014


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