Veterans Recruitment Appointment (VRA): GS-1 to GS-11
What Is VRA and Why Does It Matter?
The Veterans Recruitment Appointment (VRA) is a non-competitive federal hiring authority that allows agencies to appoint eligible veterans to positions up to and including GS-11 (or equivalent) without going through the traditional competitive examination process. It's one of the fastest paths into the federal workforce for recently separated veterans, and it doesn't require a disability rating or any special certification beyond your DD-214.
Think of VRA as a fast lane specifically designed for veterans transitioning into federal careers. While other applicants compete through lengthy USAJOBS announcements — getting scored, ranked, and placed on certificates — VRA lets a hiring manager bring you on directly. You still need to meet the basic qualification requirements for the position, but you skip the competitive scoring process entirely.
The catch? VRA has a time limit and a grade cap that the other major veteran hiring authorities don't have. Understanding these limitations is critical to using VRA effectively before your eligibility window closes.
VRA Eligibility: Who Qualifies?
VRA eligibility is based on two factors: your veteran status and a time limit tied to your separation date. Here are the specific eligibility categories:
Category 1 — Disabled veterans. Veterans with a service-connected disability rating from the VA. There is no minimum percentage and no time limit on eligibility. If you have any disability rating — even 0% service-connected — you qualify for VRA with no expiration date.
Category 2 — Recently separated veterans. Veterans who served on active duty during a war, campaign, or expedition for which a campaign badge or expeditionary medal was authorized, and who separated within the last 3 years. For most post-9/11 veterans, the Global War on Terrorism Expeditionary Medal or campaign medals from Iraq or Afghanistan qualify.
Category 3 — Recently separated Armed Forces service medal veterans. Veterans who separated within the last 3 years and received an Armed Forces Service Medal for participation in a military operation. This is a broader category than campaign medals and covers many peacetime operations.
Category 4 — Recently separated veterans (general). Veterans who separated from active duty within the last 3 years with an honorable or general discharge. This is the broadest category and covers most recently separated veterans regardless of medals or campaigns.
Brad's Take
The 3-year clock is the critical detail here. If you separated in 2024, your VRA eligibility under Categories 2-4 runs out in 2027. Once it's gone, it's gone — unless you have a disability rating, which makes your eligibility permanent. If you're within your 3-year window, start using VRA now. Don't wait until you've exhausted the competitive process and realize you've run out of time for the non-competitive path.
The GS-11 Grade Cap: What It Means for Your Career
VRA can only be used for positions at GS-11 or below (or the equivalent under other pay systems like Federal Wage System). This is the biggest difference between VRA and other non-competitive authorities like the 30% disabled veteran authority, which has no grade cap.
For many transitioning veterans, GS-11 is actually a solid entry point. Here's how that grade range maps to typical veteran experience:
GS-5 to GS-7: Entry-level professional positions. Appropriate for junior enlisted (E-4 to E-5) with a bachelor's degree or equivalent experience. These positions often have promotion potential to GS-9 or higher.
GS-9: Journey-level positions requiring either a master's degree or one year of specialized experience at the GS-7 level. Many mid-grade NCOs (E-6 to E-7) and junior officers (O-1 to O-2) qualify at this level based on their military experience.
GS-11: The upper limit for VRA. Positions at this level require significant specialized experience or advanced education. Senior NCOs (E-7 to E-8) and company-grade officers (O-3) often qualify. GS-11 positions frequently have promotion potential to GS-12 or GS-13 without further competition.
The key insight: VRA gets you in the door. Once you're in a career ladder position (like a GS-9/11/12), you promote to the full performance level based on satisfactory job performance — not by competing against other applicants. A veteran who enters as a GS-9 through VRA can be a GS-12 within two years through normal career progression.
What If You Qualify for a Higher Grade?
If your military experience qualifies you for GS-12 or above, VRA won't work — the grade cap is firm. In that case, consider the 30% disabled veteran authority (if you have a 30%+ rating), Schedule A (if you have a qualifying disability), VEOA (Veterans Employment Opportunities Act), or the traditional competitive process with veterans' preference.
However, some veterans strategically enter at GS-11 through VRA even when they might qualify for GS-12 competitively. Why? Because VRA is non-competitive and fast, while competing for a GS-12 through USAJOBS can take six months or longer with no guarantee of selection. Getting into a GS-11 position with GS-12 promotion potential means you could reach GS-12 within a year — possibly faster than if you'd waited to compete for a GS-12 directly.
Important Note
Not all positions have promotion potential. A GS-9 position with promotion potential to GS-12 is very different from a GS-9 position with no promotion potential. Always check the "Promotion Potential" field on the USAJOBS announcement. Entering at GS-9 through VRA only makes strategic sense if the position has a career ladder that gets you to your target grade.
How VRA Appointments Work
The VRA process is simpler than the traditional competitive process, but there are important details to understand about the appointment structure.
Initial Appointment
VRA appointments are made to the excepted service, not the competitive service. This is an administrative distinction that matters for your long-term federal career. During the initial VRA appointment period (up to 2 years), you're technically in the excepted service, which means some competitive service rules about transfers and promotions don't fully apply to you yet.
Conversion to Competitive Service
After completing 2 years of satisfactory performance under a VRA appointment, you are automatically converted to the competitive service. This conversion is a routine HR action — no competition, no new application, no additional requirements. Once converted, you have the same career status as any other competitive service federal employee, including the ability to transfer to other agencies and apply to merit promotion announcements.
During the VRA Period
While in your VRA appointment, you receive the same pay, benefits, leave accrual, and retirement contributions as competitive service employees in the same position. The practical differences are minimal. You can still apply for other positions (both competitive and excepted), receive within-grade increases, and participate in training and professional development opportunities.
Finding and Applying for VRA Positions
VRA is a tool that hiring managers can use, but not all hiring managers know about it or know how to initiate a VRA appointment. Here's how to find and pursue VRA opportunities effectively.
On USAJOBS
Look for announcements that list "Veterans Recruitment Appointment" or "VRA" under the "Who May Apply" or "How to Apply" sections. These announcements are specifically open to VRA-eligible veterans. Apply through the normal USAJOBS process, but make sure you upload your DD-214 and any supporting documentation (VA rating letter if applicable) with your application.
Also apply to announcements open to "All U.S. Citizens" or "Public" — even if they don't mention VRA specifically. In many cases, the hiring manager can choose to use VRA to appoint you even if the announcement was posted as a competitive action. Your application establishes that you're interested and qualified, and a proactive HR specialist may suggest VRA to the hiring manager as a faster hiring path.
Direct Outreach
Because VRA is a non-competitive authority, direct networking with federal hiring managers is one of the most effective approaches. Federal career fairs, veteran hiring events, agency open houses, and LinkedIn all create opportunities to connect with managers who have vacancies. When you explain that you're VRA-eligible and qualified for their position, you're essentially telling them they can hire you without waiting months for a competitive announcement to close and a certificate to be issued.
Contact the human resources office at your target agency and ask to speak with someone about VRA hiring. Many agencies have dedicated veteran employment coordinators or human resources specialists who handle non-competitive appointments and can connect you with hiring managers who have open positions.
Veteran Service Organizations and Programs
Organizations like Hire Heroes USA, American Corporate Partners, and the VA's Compensated Work Therapy program can help connect VRA-eligible veterans with federal opportunities. Your local VA Medical Center's Vocational Rehabilitation office may also have relationships with federal agencies that actively use VRA.
Making the Most of Your VRA Eligibility
If you're within your VRA eligibility window, here are strategies to maximize your chances of landing a federal position before the clock runs out.
Start early. Don't wait until your third year to start using VRA. The federal hiring process — even non-competitive appointments — takes time. Between identifying positions, connecting with hiring managers, getting HR to process the appointment, and completing background checks, the process can take two to four months from initial contact to start date. Give yourself plenty of runway.
Target positions with career ladders. A GS-7/9/11 position with promotion potential to GS-12 is worth more than a GS-11 with no promotion potential. Look for the "Promotion Potential" field on USAJOBS announcements and prioritize positions that let you grow beyond the GS-11 VRA cap through normal career progression.
Don't limit yourself to one agency. Cast a wide net across multiple agencies. Each agency has different hiring timelines, different levels of familiarity with VRA, and different urgency to fill positions. Applying to five agencies simultaneously significantly increases your odds compared to focusing on just one.
File your VA claim if you haven't already. If you have any service-connected conditions — even minor ones — file a VA disability claim. A rating of even 0% service-connected makes your VRA eligibility permanent, removing the 3-year time limit entirely. This is one of the most important steps a recently separated veteran can take for long-term federal career flexibility.
Prepare a federal-format resume in advance. VRA opportunities can appear quickly, and you don't want to spend weeks building a federal resume when a hiring manager is ready to bring you on board. Have a polished federal resume ready that addresses common specialized experience requirements in your target career fields.
VRA vs. Other Veteran Hiring Authorities
Understanding how VRA compares to other authorities helps you choose the right tool for each situation.
VRA vs. 30% Disabled Veteran Authority: VRA is capped at GS-11; the 30% authority has no grade cap. VRA requires separation within 3 years (unless disabled); the 30% authority has no time limit but requires a 30%+ rating. If you qualify for both and the position is GS-11 or below, either works. For GS-12+, only the 30% authority applies.
VRA vs. Veterans' Preference: Veterans' preference adds points to your competitive score on DEU announcements. VRA bypasses the competitive process entirely. They serve different purposes — use VRA for non-competitive appointment and veterans' preference when applying competitively to USAJOBS announcements.
VRA vs. VEOA: The Veterans Employment Opportunities Act (VEOA) lets eligible veterans apply to merit promotion announcements that are otherwise limited to current federal employees. VEOA has no grade cap but requires competing through the merit promotion process. VRA is non-competitive but capped at GS-11.
Key Takeaway
List every hiring authority you qualify for on your resume and in your USAJOBS profile. For a recently separated veteran with a disability rating, that might include VRA, 30% disabled veteran authority, Schedule A, VEOA, and competitive veterans' preference. Giving the hiring manager multiple options makes it easier for them to bring you on board through whichever path is fastest.
Your federal resume still needs to clearly demonstrate that you meet OPM qualification standards regardless of which hiring authority you use. VRA bypasses the competitive process but not the qualification requirements. BMR's federal resume builder helps you translate military experience into the specialized experience language federal HR needs to see, and our career translation guides show you which GS series and positions match your military occupation.
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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.
Frequently Asked Questions
QWhat is VRA (Veterans Recruitment Appointment)?
QWho is eligible for VRA?
QWhat is the grade limit for VRA?
QDoes the 3-year time limit apply to disabled veterans?
QIs a VRA appointment permanent?
QCan I use VRA and veterans preference at the same time?
QShould I enter at a lower grade through VRA instead of competing for a higher grade?
About the Author
Brad Tachi is the CEO and founder of Best Military Resume and a 2025 Military Friendly Vetrepreneur of the Year award recipient for overseas excellence. A former U.S. Navy Diver with over 20 years of combined military, private sector, and federal government experience, Brad brings unparalleled expertise to help veterans and military service members successfully transition to rewarding civilian careers. Having personally navigated the military-to-civilian transition, Brad deeply understands the challenges veterans face and specializes in translating military experience into compelling resumes that capture the attention of civilian employers. Through Best Military Resume, Brad has helped thousands of service members land their dream jobs by providing expert resume writing, career coaching, and job search strategies tailored specifically for the veteran community.
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