You did your time. You earned a disability rating, or you served in a combat zone, or you received a Purple Heart. Now you are applying for federal jobs and you see "10-point veterans preference" on the USAJOBS announcement. The question that matters: do you actually qualify, and what does it get you?

Ten-point preference is the strongest form of veterans preference in federal hiring. It applies to a specific group of veterans and eligible family members, and it works differently than the 5-point preference that honorably discharged veterans receive. If you qualify, your name moves up the hiring list in ways that 5-point preference cannot match. But the eligibility rules are specific, and getting them wrong means leaving a real advantage on the table.

This article breaks down exactly who qualifies for 10-point veterans preference in 2026, how it works inside federal hiring, and what you need to do to claim it on your applications. If you want a broader comparison of 5-point vs 10-point preference, check out our full veterans preference breakdown. This one goes deep on the 10-point side.

What Is 10-Point Veterans Preference?

Veterans preference is a federal hiring advantage codified in 5 U.S.C. 2108. It adds points to your score during the competitive hiring process for federal positions. Five-point preference (TP) goes to veterans who served on active duty during certain periods and separated under honorable conditions. Ten-point preference goes further and covers veterans with service-connected disabilities, Purple Heart recipients, and certain eligible family members.

The 10 points are added to your passing examination score. In a competitive service announcement where applicants are ranked numerically, those extra points push you above candidates with equal or even slightly higher raw scores. For category rating announcements (which most USAJOBS postings use now), 10-point preference veterans are placed at the top of the highest quality category they qualify for.

There are four sub-categories of 10-point preference, each with its own eligibility criteria. Knowing which one applies to you determines what documentation you need and how agencies must treat your application.

Who Qualifies for 10-Point Preference?

Ten-point preference is not a single eligibility bucket. OPM defines four distinct sub-categories under the 10-point umbrella, each identified by a code that shows up on federal job applications. Here is who falls into each one.

XP — Disability Rating of 10% or More

This is the most common 10-point category. You qualify if you have a service-connected disability rating of at least 10% from the VA. The rating can be for any condition, physical or mental, as long as the VA has assigned it a compensable percentage. This includes veterans with ratings of 10%, 20%, 30%, or higher. Your DD-214 plus your VA disability rating letter are the primary documents for claiming XP preference.

CP — Disability Rating of 30% or More (Compensable)

CP preference applies to veterans with a service-connected disability rating of 30% or more. The distinction from XP matters because CP preference carries additional protections. Under 5 U.S.C. 3313, agencies cannot pass over a CP-eligible veteran to select a non-preference eligible candidate without getting approval from OPM. That is a much stronger protection than what XP provides.

CPS — Disability Rating of 30% or More (Compensable, Severe)

CPS applies to veterans with a severe compensable disability of 30% or more. The practical difference between CP and CPS is narrow, but CPS-eligible veterans receive the strongest pass-over protections in competitive hiring. An agency that wants to hire a non-veteran over a CPS-eligible veteran must submit detailed justification to OPM and get written approval before making the selection. Few hiring managers want to go through that process, which means CPS veterans are selected at very high rates when they are on the certificate.

XP — Purple Heart Recipients

Any veteran who received the Purple Heart automatically qualifies for 10-point preference regardless of disability rating. You could have a 0% disability rating or no VA claim at all. The Purple Heart itself is the qualifying event. This is one of the few cases where a specific military decoration directly triggers a federal hiring benefit.

XP — Derived Preference (Spouses, Widows, Mothers)

Ten-point preference also extends to certain family members through derived preference. This includes the spouse of a disabled veteran who cannot work due to a service-connected disability, the unremarried widow or widower of a veteran, and the mother of a veteran who died in service or is permanently and totally disabled. Derived preference uses the veteran's service as the qualifying basis but applies to the family member's own federal job applications.

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How Does 10-Point Preference Work in the Hiring Process?

Understanding that you qualify is step one. Understanding how the points actually move your application through the system is where the real advantage kicks in.

In competitive service announcements (the majority of USAJOBS postings), applicants are evaluated and ranked. The hiring process generally follows one of two methods: numerical scoring or category rating.

With numerical scoring, your examination score gets a straight 10-point addition. If you scored 85, you become 95. If another applicant scored 90 without preference, you outrank them. This is the traditional method and still applies to some positions, particularly those filled through OPM-administered exams.

With category rating (which is more common now), applicants are sorted into quality categories like "Best Qualified," "Well Qualified," and "Qualified." A 10-point preference veteran who meets the minimum qualifications for the highest category gets placed at the top of that category. The hiring manager sees your name before non-preference candidates in the same tier.

For both methods, the agency generates a certificate of eligibles, which is the list of names sent to the hiring manager. Ten-point preference veterans appear higher on that certificate than 5-point preference veterans and non-preference candidates with equivalent qualifications.

Does 10-Point Preference Guarantee a Federal Job?

No. And this is where some veterans get frustrated.

Preference points help you rank higher. They do not override minimum qualification requirements. If a GS-12 Contracting Specialist position requires a Level II Federal Acquisition Certification and you do not have it, 10-point preference will not get you referred. You still have to meet every qualification listed in the announcement, including specialized experience, education requirements, and any certifications or licenses.

Preference also does not apply to every federal hiring action. It applies to competitive service appointments. It does not apply to positions in the excepted service (unless the agency voluntarily applies it), to Senior Executive Service positions, or to direct hire authority announcements where the agency has been granted permission to skip the competitive process entirely.

What preference does guarantee is that when you and another candidate are equally qualified, you come out ahead. And for CP/CPS veterans, it means the agency has to actively justify passing you over rather than simply picking someone else. That is a significant structural advantage. But you still have to be qualified for the job in the first place.

This is exactly why your USAJOBS application has to be airtight. Preference points only matter after you clear the qualification gate. If your federal resume does not clearly demonstrate that you meet the specialized experience requirement, you get screened out before preference even comes into play.

What Documentation Do You Need to Claim 10-Point Preference?

Claiming 10-point preference requires specific documentation submitted with your USAJOBS application. This is not optional. If you do not submit the right paperwork, the agency will not apply your preference, even if you obviously qualify.

The core document is the SF-15 (Application for 10-Point Veteran Preference). This is the standard form that OPM requires for all 10-point preference claims. You fill it out, attach your supporting documents, and upload it with your application on USAJOBS.

Upload everything together in your USAJOBS application. Do not assume the agency will pull your records from another system. Each application is evaluated independently, and missing documentation means your preference is not applied to that specific announcement.

How Does 10-Point Preference Compare to Other Veteran Hiring Authorities?

Veterans preference is one advantage, but it is not the only path into federal service. Understanding where 10-point preference fits alongside other hiring authorities for veterans helps you decide which approach to use for each application.

The 30 Percent Disabled Veteran hiring authority lets agencies hire veterans with 30%+ disability ratings directly, without competition. This is a non-competitive appointment authority. If a hiring manager wants to use it, they can bring you on board without posting the job publicly or ranking applicants. That is fundamentally different from 10-point preference, which still operates within the competitive process.

Veterans Recruitment Appointment (VRA) is another non-competitive authority that applies to positions up to GS-11. VRA has its own eligibility requirements (campaign badge, Armed Forces Service Medal, recently separated, or VA disability). It is separate from preference and can be used even if you qualify for 10-point preference.

VEOA lets preference-eligible veterans apply to merit promotion announcements that would otherwise be open only to current federal employees. If you have 10-point preference, you are automatically VEOA-eligible. This opens up job announcements that many veterans do not realize they can apply to.

For veterans with a VA disability rating who also qualify for Schedule A, that is yet another non-competitive appointment authority. You can stack multiple authorities. Apply under competitive service with your 10-point preference AND mention your eligibility for 30% Disabled Veteran authority or Schedule A. Give the hiring manager options.

The smart approach is to know all the veteran federal hiring paths available to you and claim every one you qualify for on each application. Preference and hiring authorities work together, not as alternatives to each other.

What Are the Pass-Over Protections for 10-Point Veterans?

Pass-over protections are the part of 10-point preference that many veterans do not know about, and it is arguably the most powerful piece.

Under 5 U.S.C. 3318, when a hiring manager wants to select a non-preference candidate over a preference-eligible veteran on the certificate, they must provide a written reason. For 5-point preference veterans, the agency head can approve the pass-over internally. For 30%+ disabled veterans (CP and CPS categories), the pass-over request goes to OPM for adjudication. OPM reviews the justification and either approves or denies the pass-over.

This means a hiring manager cannot simply skip your name because they liked someone else better. They have to document why you were not selected, and for CP/CPS veterans, an external agency reviews that decision. In practice, many hiring managers will select the CP/CPS veteran rather than deal with the OPM pass-over process. It adds time, paperwork, and scrutiny to their hiring action.

If you believe you were improperly passed over, you can file an appeal with the Merit Systems Protection Board (MSPB). The MSPB has the authority to order the agency to reconsider the hiring action or provide a remedy. This appeal right exists specifically for preference-eligible veterans and is another layer of protection that non-preference candidates do not have.

Can You Lose 10-Point Preference?

Once you are preference-eligible, you generally retain that eligibility for your entire federal career and beyond. But there are a few situations where 10-point preference changes or becomes inapplicable.

If your VA disability rating is reduced below 10% through a re-evaluation, you would lose XP preference based on disability. However, you might still qualify for 5-point preference based on your service alone. Veterans whose ratings are reduced should request a review and understand the timeline for VA rating decisions before assuming their preference has changed.

Preference does not apply to promotions within the federal government. Once you are a federal employee, promotions through the merit promotion process do not use preference points. Preference applies to initial appointments and reinstatements into the competitive service.

Retired military members at the rank of O-4 (Major/Lieutenant Commander) and above generally do not receive preference unless they are disabled veterans. This is a statutory restriction under 5 U.S.C. 2108 designed to prevent senior officers from double-dipping into federal civilian preference alongside their retirement benefits. If you retired as an O-4 or above with a service-connected disability, you still qualify.

Finally, preference does not apply to positions specifically excluded by law, including the Senior Executive Service, positions filled through direct hire authority (when OPM has authorized it), and some excepted service positions. Always read the "Who May Apply" section of each USAJOBS announcement to confirm whether veterans preference applies to that specific posting.

How Should Your Federal Resume Support a 10-Point Preference Claim?

Your preference documentation and your resume serve different purposes, but they work together. The SF-15 and supporting documents establish your eligibility for 10 points. Your resume establishes whether you are qualified for the specific position.

A federal resume needs to clearly demonstrate that you meet the specialized experience requirement listed in the announcement. For a GS-11 position, that typically means one year of experience at the GS-9 level or equivalent. Your resume must spell out what you did, how long you did it, how many hours per week, and who your supervisor was. Federal resumes include more detail than civilian resumes, but the current best practice is still 2 pages maximum.

After helping 17,500+ veterans build federal resumes through BMR, I can tell you the pattern I see repeatedly: veterans with strong preference eligibility who get screened out because their resume does not clearly match the specialized experience language in the announcement. The preference points only activate after you are found qualified. If the HR specialist reviewing your resume cannot connect your military experience to the specific requirements of the position, you never make it to the certificate where preference matters.

Write your resume for the HR specialist who is evaluating qualifications, not for the hiring manager who makes the final selection. Use the language from the announcement. Mirror the specialized experience requirements in your experience descriptions. Make it obvious that you meet every qualification.

BMR's federal resume builder handles this translation automatically. You paste the job announcement, and it builds a 2-page federal resume that matches the specialized experience language. Your preference documentation gets you the advantage. Your resume gets you past the qualification gate so that advantage actually counts.

What Should You Do Next?

If you have a service-connected disability rating, a Purple Heart, or you are an eligible family member, 10-point veterans preference is one of the strongest advantages available to you in federal hiring. But the advantage only works when you claim it correctly and back it up with a resume that gets you past the qualification review.

Here is the action plan:

• Confirm your preference category — check your VA rating letter and determine whether you fall under XP, CP, or CPS. The difference between these codes affects your pass-over protections.
• Download and complete the SF-15 — you need this form for every application where you claim 10-point preference. Have it ready before you start applying.
• Gather your documentation — DD-214 (Member 4), VA disability letter, Purple Heart citation if applicable. Keep these in a folder you can access for every application.
• Build a federal resume that matches the announcement — preference points are worthless if you do not make it past the qualification screen. Use BMR's federal resume builder to create a 2-page resume that mirrors the specialized experience requirements.
• Apply under every authority you qualify for — do not limit yourself to preference alone. If you are eligible for 30% Disabled Veteran authority, VRA, VEOA, or Schedule A, claim all of them on your application.

The federal hiring system has real structural advantages built in for veterans who qualify. Ten-point preference is the strongest of those advantages. Use it.