What Is Schedule A and Why Should Veterans Know About It?

Schedule A (specifically, Schedule A 213.3102(u)) is a federal hiring authority that allows agencies to appoint people with severe physical, psychiatric, or intellectual disabilities into competitive service positions without going through the traditional competitive hiring process. For disabled veterans, it represents another powerful path into federal employment — one that's often overlooked because most veteran employment resources focus on veterans' preference and the 30% disabled veteran authority.

What makes Schedule A different from other veteran hiring authorities is that it's not a veteran-specific program. It's a disability hiring authority available to anyone with a qualifying disability, but many veterans qualify because of service-connected conditions. This means you might have access to a hiring path that most of your fellow veterans don't even know exists, giving you an additional tool for getting into the federal workforce.

Like the 30% disabled veteran authority, Schedule A is a non-competitive appointment. The hiring manager can bring you on directly without posting the position on USAJOBS or ranking you against other candidates. You still need to be qualified for the job, but the process is dramatically simpler than competing through a traditional announcement.

Who Qualifies for Schedule A?

Schedule A eligibility is based on having a "severe physical disability, psychiatric disability, or intellectual disability" that doesn't prevent you from performing the essential functions of the job with or without reasonable accommodation. The key word is "severe" — but the definition is broader than most people expect.

Qualifying conditions commonly seen among veterans include:

Physical disabilities: Traumatic brain injury (TBI), loss of limb or limited mobility, chronic pain conditions, hearing loss or tinnitus, vision impairment, spinal injuries, and other physical conditions resulting from military service.

Psychiatric disabilities: Post-Traumatic Stress Disorder (PTSD), major depressive disorder, anxiety disorders, and other mental health conditions — many of which are among the most common service-connected disabilities rated by the VA.

Intellectual disabilities: Cognitive impairments resulting from TBI or other service-connected conditions that affect processing speed, memory, or executive function.

There is no minimum VA disability rating required for Schedule A. You don't need a 30% or any specific percentage. What you need is documentation from a qualified professional certifying that you have a disability that meets the Schedule A criteria and that you can still perform the essential functions of the job.

Bradley Landed a GS Management & Program Analyst Role.

"BMR assisted me with the federal resume and made the translations from military jargon to civilian language so easy."
— Bradley, E-8, Army

Read their story →

OPM data built in — goes beyond the job announcement Full 2-page federal format for USAJOBS Tailored to every GS position you apply for

Get My Free Resume

2 free tailored resumes, cover letters & LinkedIn optimization

How to Get a Schedule A Letter

To use Schedule A, you need a certification letter — commonly called a "Schedule A letter" — from a qualified medical professional. This letter is separate from your VA disability rating and serves a different purpose. Your VA rating establishes the percentage of disability for compensation. The Schedule A letter certifies that your disability qualifies you for the non-competitive hiring authority.

Who Can Write the Letter?

The letter must come from a licensed medical professional, a licensed vocational rehabilitation specialist, or any federal or state agency that issues or provides disability benefits. For veterans, the most common sources are:

VA physicians or psychologists: Your VA healthcare provider can write a Schedule A letter based on your medical records. This is often the easiest route for veterans already receiving VA care.

VA Vocational Rehabilitation counselors: If you're enrolled in VA Voc Rehab (Chapter 31), your counselor can provide a Schedule A letter and may actively help you use it as part of your employment plan.

Licensed private physicians or psychologists: Any licensed medical professional who is familiar with your condition can write the letter. This includes your private therapist, psychiatrist, or physician.

State Vocational Rehabilitation agencies: Your state's vocational rehabilitation office can evaluate you and provide a Schedule A letter.

What the Letter Must Say

The letter doesn't need to be long or complicated, but it must include specific elements:

1. It must be on official letterhead from the certifying professional or agency.

2. It must state that you have a severe physical, psychiatric, or intellectual disability (it does not need to name the specific condition).

3. It must certify that you are able to perform the essential functions of the position you're seeking, with or without reasonable accommodation.

4. It must be signed and dated by the certifying professional.

Notice what the letter does NOT need to include: your specific diagnosis, your VA rating percentage, or details about how your disability affects you. The letter is a certification of eligibility, not a medical report. Many veterans are relieved to learn they don't need to disclose specific conditions to use this authority.

How to Use Schedule A in Your Job Search

Once you have your Schedule A letter, you can use it in two primary ways: applying through USAJOBS announcements that accept Schedule A applicants, and connecting directly with agency Selective Placement Program Coordinators.

Applying Through USAJOBS

Many USAJOBS announcements include "Schedule A" or "People with Disabilities" in the "Who May Apply" section. When you see this, upload your Schedule A letter as a supporting document with your application. Make sure your resume clearly demonstrates you meet the qualification requirements for the position — Schedule A bypasses the competitive process but not the qualification standards.

Even when an announcement doesn't specifically mention Schedule A, it's worth contacting the HR point of contact listed on the announcement to ask if they'll accept a Schedule A application. Some agencies accept Schedule A candidates for any position, even if the announcement doesn't explicitly list it as an eligibility.

Working with Selective Placement Program Coordinators

Just like with the 30% disabled veteran authority, every federal agency has a Selective Placement Program Coordinator (SPPC). These coordinators are specifically tasked with helping people with disabilities find federal employment. They can connect you with hiring managers, identify upcoming vacancies before they're posted, and guide you through the Schedule A appointment process.

For veterans, SPPCs are often your best starting point. They understand both disability hiring authorities and veteran-specific programs, and they can help you determine which authority gives you the best chance for a particular position. Contact your target agency's SPPC early in your job search — building that relationship before you find a specific position gives you an advantage when vacancies open up.

Networking and Direct Outreach

Because Schedule A is a non-competitive authority, networking with federal hiring managers is extremely valuable. Many managers are aware of Schedule A and actively look for qualified candidates they can hire through it because the process is faster and simpler than a competitive announcement. Veteran-focused hiring events, federal career fairs, and LinkedIn are all effective channels for connecting with managers who use Schedule A.

Schedule A vs. 30% Disabled Veteran Authority: Which Should You Use?

If you qualify for both, the short answer is: use whichever one gets you hired faster. But there are practical differences worth understanding.

Eligibility threshold: The 30% authority requires a VA rating of 30% or more. Schedule A has no minimum VA rating — it's based on a medical professional's certification that your disability is "severe," regardless of the VA percentage.

Conversion process: Both start as temporary or excepted appointments that can be converted to permanent competitive service positions. The 30% authority conversion is typically straightforward after satisfactory performance. Schedule A conversion requires two years of satisfactory service before you can be non-competitively converted to the competitive service.

Position restrictions: Neither authority has a grade cap — both can be used for positions at any level. However, agencies may have internal policies about which authority they prefer to use in specific situations.

Documentation: The 30% authority requires a VA rating letter. Schedule A requires a separate certification letter from a medical professional. These are different documents, and having one doesn't automatically give you the other.

Best strategy: If you qualify for both, mention both in your applications and let the hiring manager choose which authority to use. Some agencies have a preference, and giving them options increases your chances. List all your hiring authorities on your federal resume and in your USAJOBS profile.

Tips for a Successful Schedule A Job Search

Veterans who have the most success with Schedule A approach it strategically rather than passively. Here are proven approaches that work.

Start with agencies that have strong disability hiring programs. The Department of Defense, VA, Department of Homeland Security, Social Security Administration, and Department of Labor all have robust disability employment programs and SPPCs who are experienced with Schedule A appointments. These agencies process Schedule A hires regularly, so the administrative path is well-worn.

Attend federal hiring events specifically for people with disabilities. Events like the Workforce Recruitment Program (WRP) career fair and agency-specific disability hiring events connect you directly with recruiters and hiring managers who are actively looking to fill positions through Schedule A and other disability hiring authorities. These events happen throughout the year — check with your local VA employment coordinator or state vocational rehabilitation office for upcoming dates.

Keep your resume updated and ready to send. Schedule A opportunities can move quickly. When a hiring manager identifies a vacancy they want to fill through Schedule A, they may be looking for a qualified candidate immediately. Having a polished federal resume ready — one that clearly demonstrates you meet OPM qualification standards for your target positions — means you can respond within days rather than weeks.

Follow up consistently. After connecting with an SPPC or hiring manager, follow up every two to three weeks. Federal hiring moves slowly, and the person you spoke with may be juggling dozens of other priorities. A brief, professional follow-up keeps your name visible without being pushy. Reference your previous conversation and reiterate your interest in specific position types or grade levels.

Reasonable Accommodations on the Job

Using Schedule A doesn't mean you're expected to perform the job without support. Federal agencies are required to provide reasonable accommodations for employees with disabilities under the Rehabilitation Act. This includes accommodations during the application process, on the job, and for career advancement opportunities.

Common reasonable accommodations for veterans include modified work schedules (particularly helpful for medical appointments), telework arrangements, ergonomic equipment, assistive technology, quiet workspaces, and flexible leave policies for disability-related needs. You can request accommodations at any time — during the hiring process or after you've started the job.

The key principle is that the accommodation must enable you to perform the essential functions of the position. Your agency's Disability Program Manager can help you identify appropriate accommodations and facilitate the process with your supervisor. Don't hesitate to request what you need — the federal government has a stronger accommodation infrastructure than most private sector employers, and using accommodations is your legal right, not a special favor.

Whether you use Schedule A, the 30% disabled veteran authority, or the competitive process, you still need a federal resume that proves you're qualified. BMR's federal resume builder translates your military experience into the language HR needs to see, and our career translation guides can help you identify which federal positions best match your background.

→ Joshua got referred at GS-12 and GS-13. Build yours free

Also see federal resume format requirements.

Related: How VA disability affects federal employment and best federal agencies for veterans in 2026.

Explore positions: Browse 350+ federal job series matched to military experience.