The U.S. Federal Government offers diverse Serving Positions, each with specific appointment types that define employment status and career progression. Navigating these different categories is crucial for both prospective and current federal employees. This guide provides a comprehensive overview of the various appointment types, from permanent career paths to temporary roles, helping you understand how you can start or advance your federal service career.
Permanent vs. Temporary Serving Positions
Federal employment generally falls into two main categories: permanent and temporary positions. Understanding the distinction is the first step in navigating federal serving positions.
Permanent Serving Positions
Permanent roles are designed for long-term federal service. These positions offer stability and opportunities for career advancement. Within permanent positions, there are two primary types of appointments:
- Permanent – Career-Conditional Appointment: This is often the entry point for a career in federal service. Individuals appointed under this status must complete a one-year probationary period. Following this, and after accumulating a total of three years of continuous creditable service, employees can achieve a:
- Permanent – Career Appointment: This status signifies full career status within the federal government, offering enhanced job security and benefits.
Temporary Serving Positions
Temporary appointments are designed to meet short-term needs within federal agencies. These positions do not lead to permanent status but can provide valuable experience and entry into federal service. Temporary appointments include:
- Temporary Appointment – Time-Limited (Less than 1 Year): These appointments are for a specified period, not exceeding one year. The duration can be shorter depending on the agency’s needs.
- Term Appointment – Time-Limited (More than 1 Year, Up to 4 Years): These appointments are for projects or needs expected to last longer than a year but not more than four years. Like temporary appointments, term appointments do not confer permanent status.
It’s important to note that temporary and term appointments do not provide competitive or permanent status, meaning employees in these roles do not have the same rights and benefits as those in permanent positions.
Pathways to Serving Positions: Appointing Authorities
The U.S. Office of Personnel Management (OPM) outlines various appointing authorities that federal agencies can use to fill serving positions. These authorities dictate the process and eligibility requirements for different types of appointments. Understanding these pathways is key to targeting your job search and application strategy.
Direct-Hire Authorities: Expedited Hiring for Critical Needs
Authorities: 5 U.S.C. Section 3304 and 5 CFR Part 337, Subpart B
Direct-hire authorities allow agencies to bypass traditional competitive examining processes when filling positions where there is a severe shortage of candidates or a critical hiring need. OPM must approve the use of direct-hire authority for specific positions or groups of positions.
Key Points about Direct Hire:
- Expedited Process: Agencies can appoint candidates more quickly than through competitive examining.
- Public Notice Required: Agencies must still adhere to public notice requirements and displaced employee procedures.
- Two Authority Codes: Agencies use “AYM” and a second code specific to the direct-hire authority when documenting these appointments.
Examples of Governmentwide Direct-Hire Authorities:
- Medical Occupations (Code BAB): For positions like Diagnostic Radiologic Technologist (GS-0647), Medical Officer (GS-0602), Nurse (GS-0610, GS-0620), and Pharmacist (GS-0660) across all grade levels and locations.
- Information Technology Management (Information Security) (Code BAC): For GS-2210 positions at GS-9 and above, addressing critical cybersecurity needs.
- Iraqi Reconstruction Efforts (Code BAD): For positions requiring Arabic or Middle Eastern language fluency, supporting international initiatives.
- Federal Acquisition Positions (Code BAE): Addressing shortages in acquisition professionals, this authority was extended to September 30, 2017 (note: this date is in the past, check for current extensions or similar authorities).
- Veterinary Medical Officer (VMO) Positions (Code BAG): For GS-11 to GS-15 positions nationwide, recognizing the demand for veterinary expertise in public service.
Competitive Examining: The Traditional Merit-Based System
Authorities: 5 U.S.C. Chapter 33; 5 CFR Part 332; 5 CFR Part 315, Subpart C; 5 CFR Part 337
Competitive examining is the standard process for filling most competitive service positions. It emphasizes open competition and selection based on merit.
Key Features of Competitive Examining:
- Open to the Public: Vacancies are advertised publicly, allowing broad participation.
- Merit-Based Selection: Candidates are evaluated based on their competencies, knowledge, skills, and abilities (KSAs).
- OPM Oversight: OPM may delegate examining authority to agencies but maintains oversight to ensure fairness and compliance.
Serving Positions for Current and Former Competitive Service Employees
Authorities: 5 CFR Part 315, Subparts D and E
Federal agencies also have mechanisms to appoint individuals who already have or previously held competitive status:
- Transfer (Subpart E): Current career and career-conditional employees can transfer to different agencies or positions.
- Reinstatement (Subpart D): Former career and career-conditional employees can be reinstated to federal service, sometimes with time limits depending on how long they have been out of service.
These processes streamline hiring for experienced federal employees, although agencies may require competition under merit promotion programs (5 CFR Part 335).
Noncompetitive Conversion: Transitioning from Other Service Types
Noncompetitive conversion authorities allow agencies to transition employees from certain excepted service or temporary appointments to permanent career or career-conditional appointments without further competition. This recognizes prior service and facilitates the retention of skilled individuals.
Examples of Noncompetitive Conversion Authorities:
- Veterans Recruitment Appointment (VRA): For eligible veterans, recognizing their service and facilitating their entry into federal civilian careers.
Authorities: 38 U.S.C. 4214; 5 CFR Part 307; 5 CFR 315.705 - Disabled Veterans: Providing opportunities for veterans with disabilities.
Authorities: 5 U.S.C. 3112; 5 CFR 316.402(b)(4); 5 CFR 315.707 - Persons with Disabilities: Creating pathways for individuals with intellectual, severe physical, or psychiatric disabilities.
Authorities: Executive Orders 12125, and 13124; 5 CFR 3.1(b); 5 CFR 213.3102(u); 5 CFR 315.709 - Student Career Experience Program: For students gaining federal work experience, facilitating their transition to permanent roles.
Authorities: Executive Order 12015; 5 CFR 213.3202(b) - Presidential Management Fellows (PMF) Program: A prestigious program for advanced degree graduates, offering a structured pathway to leadership positions in federal service.
Authorities: Executive Order 12364; 5 CFR 213.3102(ii); 5 CFR Part 362; 5 CFR 315.708
Interchange Agreements: Mobility Between Merit Systems
Authorities: Civil Service Rule 6.7 (5 CFR 6.7)
Interchange agreements facilitate movement between the federal competitive service and other merit systems, recognizing equivalent service and qualifications. OPM has agreements with various organizations, including:
- Tennessee Valley Authority
- Nuclear Regulatory Commission
- Veterans Health Administration of the Department of Veterans Affairs
- Department of Defense (Defense Civilian Intelligence Personnel System)
- Nonappropriated Fund (NAF) employees of the Department of Defense
- Federal Aviation Administration
- Department of Homeland Security, Transportation Security Administration
- AmeriCorps (formerly Corporation for National and Community Service)
These agreements outline specific conditions for appointment, including service duration and qualifying criteria. They promote workforce mobility and recognize prior public service experience.
Appointment of Foreign Service Employees
Authorities: Executive Order 11219 (5/6/65); Executive Order 12292 (2/23/81); 5 CFR 315.606
Foreign Service employees, who serve in U.S. embassies and consulates abroad, have unique appointment pathways into the competitive service. Agreements allow for noncompetitive appointments to career or career-conditional positions for current and former Foreign Service employees who meet specific criteria, recognizing their international experience and skills.
Key Conditions for Foreign Service Appointments:
- Career-Type Appointment: Must have served under an unlimited, career-type Foreign Service appointment.
- Continuous Service: At least one year of continuous service immediately before separation.
- Qualification Standards: Meet competitive service qualification standards (but competitive examination may be waived).
- Time Limits: Appointment within 3 years of Foreign Service separation (exceptions for veterans’ preference eligibles or those with substantial continuous service).
Miscellaneous Authorities
Beyond the major categories, several miscellaneous authorities exist, regulated both by OPM and statutes outside of Title 5 U.S.C.
OPM Regulated Authorities:
- Career or Career-Conditional Appointment Under Special Authorities (5 CFR Part 315, Subpart F): Covers situations like Peace Corps volunteers and former overseas employees.
- Conversion from Other Types of Employment (5 CFR Part 315, Subpart G): For converting nonpermanent employees to permanent status.
- Employment in Senior-Level (SL) and Scientific and Professional (ST) Positions (5 CFR Part 319): Governs appointments to high-level competitive service positions.
Authorities Not Regulated by OPM (Statutory Authorities):
These authorities are defined in statutes outside of Title 5 U.S.C. and are not detailed in CFR. Examples include:
- Postal Career Service Employees (39 U.S.C. 1006)
- Postal Rate Commission Employees (39 U.S.C. 3604(e))
- Government Accountability Office (GAO) Employees (31 U.S.C. 732(g))
- Administrative Office of the U.S. Courts Employees (28 U.S.C. 602, Public Law 101-474)
Agencies use these authorities to appoint eligible individuals who meet qualification standards without competitive examinations.
Navigating Your Path to Federal Service
Understanding the different types of serving positions and appointment authorities is essential for anyone seeking federal employment. Whether you are a student, veteran, experienced professional, or transitioning from another merit system, various pathways can lead to a fulfilling career in public service. By researching specific agency needs and aligning your qualifications with relevant appointment authorities, you can effectively navigate the federal hiring landscape and secure a serving position that matches your career goals.
Disclaimer: This guide provides a general overview of serving positions and appointment types in the U.S. Federal Government. For detailed information and specific eligibility requirements, always refer to official sources such as the U.S. Office of Personnel Management (OPM) and the Code of Federal Regulations (CFR). Laws and regulations are subject to change.
References:
- 5 U.S.C. Section 3304
- 5 U.S.C. Section 3319
- 5 U.S.C. Section 3112
- 31 U.S.C. 732(g)
- 38 U.S.C. 4214
- 39 U.S.C. 1006
- 39 U.S.C. 3604(e)
- 28 U.S.C. 602, Public Law 101-474
- 5 CFR Part 3
- 5 CFR Part 6
- 5 CFR Part 300
- 5 CFR Part 307
- 5 CFR Part 315
- 5 CFR Part 316
- 5 CFR Part 317
- 5 CFR Part 319
- 5 CFR Part 330
- 5 CFR Part 332
- 5 CFR Part 335
- 5 CFR Part 337
- 5 CFR Part 362
- 5 CFR Part 531
- 5 CFR Part 536
- 5 CFR Part 550
- 5 CFR Part 847
- 5 CFR Part 1620
- Civil Service Rule 6.7
- Executive Order 12015
- Executive Order 12125
- Executive Order 12292
- Executive Order 12364
- Executive Order 13124
- Executive Order 11219
- Public Law 101-474
- Public Law 101-508
- Public Law 104-106
