HIRING PREFERENCE SELECTION PROCESS: Applicants in the following hiring preference categories are extended a hiring preference in the order listed below. Therefore, it is essential that these applicants accurately describe their status on the application. Failure to do so may result in a determination that the applicant is not eligible for a hiring preference.
HIRING PREFERENCE ORDER:
(1) AEFM / USEFM who is a preference-eligible U.S. Veteran*
(2) AEFM / USEFM
(3) FS on LWOP and CS in LWOP **
* IMPORTANT: Applicants who claim status as a preference-eligible U.S. Veteran must submit a copy of the most recent Member Copy Four (4) of the DD-214, Certificate of Release or Discharge from Active Duty, and, if applicable, a letter from the U.S. Department of Veterans Affairs. If claiming conditional eligibility for U.S. Veterans’ preference, applicants must submit proof of conditional eligibility. If the written documentation confirming eligibility is not received in the HR office by the closing date of the vacancy announcement, the U.S. Veterans’ preference will not be considered in the application process. Mission HR’s decision on eligibility for U.S. Veterans’ preference after reviewing all required documentation is final.
** This level of preference applies to all Foreign Service employees on LWOP and CS in LWOP status with re-employment or reinstatement rights back to their agency or bureau.
What is an EFM, USEFM, AEFM, MOH, etc?
ADDITIONAL SELECTION CRITERIA:
1. The Mission may consider any of the following when determining successful candidacy: nepotism, conflicts of interest, budget, and residency status.
2. Current employees of the Mission who have not successfully completed their initial probationary periods are not eligible to apply. Current employees with an Overall Summary Rating of Needs Improvement or Unsatisfactory or MBC score of 100 points or less, on their most recent Employee Performance Report (EPR) are not eligible to apply.
3. Current employees of the Mission hired on a Family Member Appointment (FMA) or a Personal Service Agreement (PSA) are not eligible to apply within the first 90 calendar days of their employment. This does not apply for employees on a PSA (Temp), or those are hired on a When Actually Employed (WAE) or intermittent work schedule.
4. Candidates must have at least one year remaining on their sponsor’s tour of duty to be considered eligible to apply for this position.