Frequently Asked Questions (FAQs)

Q. How do I know if an announcement is open competitive or merit promotion?
A. The vacancy announcement will specify at the top of the announcement whether the announcement is open competitive or merit promotion. Open competitive announcements allow anyone to apply. Merit Promotion announcements require applicants to have attained status as a Federal employee or eligibility under a special placement program.

Q. What are special placement programs?
A. Special placement programs are hiring methods authorized by the Office of Personnel Management that permit candidates to be considered along with merit promotion candidates. Examples of special placement Programs include Individuals with disabilities, former Peace Corps, Vista, and Action Cooperative volunteers, VRA eligibles, Veteran's Preference eligibles, and 30% Disabled Veterans.

Q. Is it recommended that Federal employees apply under both merit promotion and competitive vacancy announcements?
A. This is a personal decision; however, this provides employees the opportunity to be considered for the same position twice. We require the submission of two application packages to be considered under both methods. Employees should read the vacancy announcement (s) carefully and submit all required information.

Q. What is the effect of being selected off an open competitive certificate?
A. Normally, candidates selected off an open competitive certificate must complete a new probationary period. The new probationary period is not required if the employee remains in the same agency, in the same line of work and contains no more than a single break in service that does not exceed 30 calendar days.

Q. When applying for a vacancy utilizing USA Staffing, what is the difference between an Occupational Questionnaire, Form C and an on-line application?
A. None. They are one and the same.

Q. Will I receive additional points for veterans' preference when applying for a merit promotion vacancy?
A. No. Additional points for veterans' preference are only awarded under open competitive procedures.

Q. What is a bargaining unit vacancy?
A. A bargaining unit vacancy is a vacancy within an organization that is covered by a negotiated union/management contract.

Q. May I submit application materials after the closing date of the vacancy announcement?
A. Vacancy announcements specifically state all application materials must be received by the time and closing date listed in the vacancy announcement. Application materials received after the closing date will not be considered.

Q. Can I fax or E-mail my application?
A. Only if the vacancy announcement permits this option.

Q. I am a current Federal employee in a professional Accountant position and recently competed for a professional Accountant position under merit promotion procedures that had an educational prerequisite. I was not considered because I failed to submit my college transcripts. Isn't this found in my Official Personnel Folder (OPF)?
A. Under the Merit Promotion Plan, the OPF is not reviewed to determine qualifications. The vacancy announcement clearly states that all employees must submit their college transcript to receive consideration. It is important to remember to review the vacancy announcement carefully and submit all required materials.

Q. When is a college transcript required?
A. Education serves as a substitution for experience for many positions. If you are using your college education to substitute for experience, it is necessary to submit your college transcript. In addition, some positions, i.e., Accountants, Contract Specialists, Economists, require a specific degree or a certain amount of college course work.

Q. When I apply for a position, does my application get filed in my OPF?
A. No. Your application remains in the vacancy announcement case file. You must submit a separate application and annotate "OPF update" to ensure inclusion in your OPF.

Q. Why do some announcements require a SF-50, Notification of Personnel Action, and others do not?
A. There are many variations to the merit promotion procedures. Applicants are encouraged to read each vacancy announcement (s) carefully and follow all instructions included in that particular vacancy announcement. Procedures may vary significantly from one announcement to the next announcement for which you may apply.

Q. What is a selective placement factor?
A. Selective placement factors are special qualifications that are in addition to the minimum requirements for a position. Applicants who do not meet these requirements are ineligible for further consideration. An example of a selective placement factor for an Information Technology position might be experience programming in C++.

Q. What information is available to me concerning a merit promotion vacancy that I applied for?
A. Applicants may be advised of the following information:
· Explanations and supporting regulations concerning the Merit Promotion Plan.
· Qualification requirements for the position.
· If you were considered and basically qualified.
· Whether you were among the best qualified and how you were evaluated by the Merit Promotion Panel or Human Resources Specialist.
· Cut-off score of best qualified.
· Scores of other candidates (not identified by name).
· Number of qualified candidates.
· Number of candidates certified as best qualified.
· Who was selected

Q. Who do I contact if I have questions about a vacancy?
A. Each announcement includes a point of contact that may be utilized to obtain additional information.

Q. I recently applied for a vacancy; when will I hear something?
A. Normally, candidates will receive notification as to the status of their application 30 days after the closing date of the announcement.

Q. I received notification that I was placed on the best qualified list for a merit promotion vacancy; what does that mean?
A. Best qualified candidates are those applicants who receive the highest ratings above a discernable level in the evaluation process.

Q. I received notification that I was placed on a merit promotion certificate as a non-competitive referral; what does that mean?
A. A non-competitive referral candidate is a candidate who is not required to compete for an advertised vacancy. A non-competitive referral candidate is currently at the full performance level of the advertised vacancy or has previously served in a position with the same full performance level as the advertised vacancy.

Q. How do I know what the full performance level of my position is?
A. Typically, the full performance level is contained in the introduction of your position description.

Q. I received notification that I was placed on a merit promotion certificate; will I be called for an interview?
A. The selecting official is provided a promotion certificate with a list of names. Normally, supervisors will interview those candidates and make a selection within 90 days.

Q. I received notification that I was placed on an open competitive certificate; will I be called for an interview?
A. The selecting official is not required to interview candidates on an open competitive certificate. Generally, supervisors have the option to interview or not interview open competitive candidates. Regardless of whether you are called for an interview, all candidates who apply for a position should be notified that a selection was made.

Q. Is a selecting official required to make a selection?
A. No. A selecting official may decide to cancel a position, re-advertise at a different grade level, or utilize other recruitment methods.

Q. How can I learn more about the qualification requirements for various occupations?
A. The Qualification Standards for General Schedule Positions may be found on the Office of Personnel Management's web-site at www.opm.gov/qualifications/index.htm.