Veterans Preference - Incorporating into your hiring process
Wednesday, July 22, 2015
The Veterans Employment Opportunities Act of 1998 established that veterans need preference for civil service positions during hiring and promotion processes. In 2011, Oregon passed HB 3207 expanding veterans’ preference by requiring that a veteran receive an interview when they meet the requirements of the job. Veterans Preference is applied through the entire hiring process and during any promotion decisions.
The Requirements on Employers
Under a scored hiring process you must give an additional 5% of the score to qualifying veterans or 10% for a disabled veteran scored system.
The preference for a veteran needs to be applied at every step of the hiring process. (application, interview, efficiency tests, etc.)
Applicants that indicate a veteran’s preference must be given an interview if they meet the minimum requirement, any other required special qualifications and provide evidence that they have the transferable skills required of the position. ORS 408.237
This applies regardless of how many qualified applicants you might have.
The best way to create an efficient process is to provide an applicant the ability to declare a veterans preference. The example below can be easily incorporated into any application.
Are you a “Veteran” as defined under Oregon law (ORS 408.225(f))? If you answer "yes" to this question, your service record should be reflected in the Work Experience section of your application.
□ Yes □ No
Are you a “Disabled Veteran” as defined under Oregon law (ORS 408.225(c))? If you answer "yes" to this question, your service record should be reflected in the Work Experience section of your application.
□ Yes □ No
How Does The Veteran Verify Their Status?
A veteran will need to submit the following:
Copy of the Certificate of Release or Discharge from Active Duty (DD Form 214 or 215). OR
Proof of receiving a non-service connected pension from the US Dept. of Veteran’s Affairs.
Disabled veterans must also submit a copy of their Veterans disability preference letter.
The easiest way to comply with the requirements is to score each interview on a 100 point matrix and give a veteran the additional points towards their total. 5 Points for a veteran OR 10 points for a disabled veteran
Creating a Scored Interview
Interview Rating Form 1 is a template that can be implemented with an interview to provide a graded interview process that contains ten questions. If you use this template for a different amount of questions it is important to remember that the system still grants a 5% preference to veterans and 10% for disabled veterans. Additionally, Interview Rating Form 2 and Interview Rating Form 3 can be used in coordination with an interview; provided by Lincoln County School District.
If you do not want to use a scored system you have to be able show that you created a method that gave special consideration to a veteran.
Incorporating an additional question in your interview that inquires about military training can help fulfill this requirement. Below is an example of a question that could be used. “Do you have any military experience? If so, how has your experience prepared you for this position?”
Recruitment Records Retention
10 years: Hiring process documents (position announcements, descriptions, test and rating records).
2 years: Unsuccessful applications, graded application, and interview notes.
3 months: Unsolicited application.
3 years: All other selection and recruitment records.