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Frequently Asked Questions Employment

  • Male applicants born after 12/31/59 who are required to register with the Selective Service under section 3 of the Military Selective Service Act must be registered (or must have registered at the time that they were required to do so) in order to be eligible for appointment under this program. See 5 U.S.C. § 3328(a) and 5 CFR Part 300, Subpart G.
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  • No. 5 CFR § 315.802 only allows for prior Federal service in the same agency and in the same line of work.
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  • Yes. There is no longer a restriction that would bar a student from working at the same agency as his/her parent. The only requirement is that the parent and student have no direct reporting relationship and that the relative not advocate the employment, promotion or advancement of the student. See 5 CFR 5 CFR § 213.3202(a)(7) and (b)(7).
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  • Yes, a student enrolled in GED courses and pursuing a GED diploma meets the definition of student. See 5 CFR § 213.3202. Depending on the nature of the student's coursework, the student might not be eligible for the Student Career Experience Program but would be eligible for the Student Temporary Employment Program.
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  • No. Schedule B positions are exempt from the usual competitive examining procedures (5 CFR § 213.3201) and students appointed under the Schedule B Student Educational Employment Program are also exempt from the rating and ranking requirements under the Excepted Service. See 5 CFR § 302.101. However, agencies may want to establish a ranking procedure to place themselves in a better position to explain and defend their decisions. For example, based on the qualification standards used for the position, students may be evaluated to determine only eligibility or ineligibility for the position or may be ranked according to more qualitative factors. It is recommended that procedures be documented and applied consistently to avoid any appearance of impropriety.
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  • If the critical functions of a job involve the need to travel, it is important that job candidates and employees are made aware of this requirement. Many people with disabilities are not limited in their ability to travel or perform temporary duty away from the office. In this case, no accommodation is needed. In other cases, a person's disability may affect his or her ability to travel. As with all reasonable accommodations, start with the employee. The accommodation needed for traveling will vary according to a person's disability and the mode, frequency and duration of travel. Constant travel is far different from an occasional trip. Local travel needs are far different from international air travel needs. For an employee who uses the services of an interpreter, reader, or personal assistant, it may be a matter of ensuring that the personal assistant, reader, or interpreter accompany the individual on a trip or be available once the individual reaches the destination. The General Services Administration travel regulations also provide authority to allow airline travel by first-class accommodation when a person with a disability is unable to travel standard coach because of space requirements or mobility limitations. In some cases, travel may not be involved in a critical job function, and it may be possible to redistribute duties in a work center, giving travel duties to some employees and other duties to those employees who have limitations with regard to travel. Sometimes, after looking at the job requirements and consulting with the individual and professional resources on job accommodations, you may find that the particular job requirements and the particular needs/limitations of a person with a disability are simply not compatible.The important point is not to assume that travel is impossible for a disabled person. In many situations, with a little thought and advance planning, a person with a disability can perform required travel and effectively accomplish the requirements of his/her job. For helpful information for travelers with disabilities, see the Disability.gov website.
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  • As with all interviews, the interviewer should have a full understanding of the job requirements before interviewing any candidate. The interviewer should be familiar with his/her agency’s own policies and practices. The interview must focus on abilities and how the applicant will accomplish tasks and meet the goals and objectives of the position. Ask all applicants the same questions including whether or not they have any needs that will require reasonable accommodation. Do not ask specific questions about an applicant's disability even if the disability is obvious. Some applicants will voluntarily explain how their disability relates to their ability to do the job, but others will not. Even if the applicant does discuss a disability, do not ask any questions about the disability that are not relevant to the actual position. It is important not to speculate about how you would perform a specific job if you had the applicant’s disability. For more tips on interviewing people with disabilities, visit the Mainstream website and the Job Accommodation Network (JAN) website.
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  • Yes, if the student is from a different agency. However, if the student is going from one location/activity/component to another location/activity/component in the same agency, the agency has discretion on whether to give RPL registrants priority over students. For purposes of the RPL, all DOD agencies are considered the same agency. DOD agencies (e.g., Defense Logistics Agency, Defense Investigative Service) and the Departments of Army, Navy, and Air Force are all considered DOD. See 5 CFR § 330.201(a).
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  • Yes. The student, school and agency need to work together to accommodate the academic needs of the student and the work related needs of the agency. For students participating in the Student Career Experience Program there must be a written agreement (5 CFR § 213.3202(b)(12)) and a formally arranged schedule of school and work
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  • No. It is at the discretion of the agency. Agencies should ensure that the student is making reasonable progress towards the attainment of the degree/diploma, etc., and that the needs of the manager are also considered.
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