Veterans Employment Preferences Texas A&M University Rita - - PowerPoint PPT Presentation

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Veteran’s Employment Preferences

Texas A&M University

Rita Bowden, Manager of Recruitment and Workforce Planning at Texas A&M University

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Veteran’s Employment Preferences

Texas Government Code, Chapter 657

Division of Human Resources and Organizational Effectiveness May 3, 2017

Definitions

• State Agency includes a board,

commission, council, committee, department, office, agency including institutions of higher education

• Veteran includes a veteran, veteran

w/disability, veteran’s surviving spouse who has not remarried and orphan of a veteran killed on active duty

Eligibility

• Eligible for Veteran’s Employment

Preference if:

– Served in army, navy, air force, coast guard,

• r marine corps of the US or the US Public

Health Service or the Texas military forces or an auxiliary service of those branches of the armed forces – Were honorably discharged

Interviewing Goals

• For a posted vacancy, the hiring

department must interview a certain number of individuals that qualify for Veteran’s Preference if they meet the minimum qualifications for the position

• Goal is determined by number of

applicants interviewed

Interviewing Goals

• If up to seven applicants are interviewed

and a veteran’s preference applicant is not in that seven, one Veteran’s Preference applicant should be added to those interviewed

• If eight or more applicants are interviewed,

twenty percent of the number interviewed must be Veteran’s Preference applicants

Interviewing Goals

• This chart can be used as a reference:

– If the pool has applicants who self-identify as eligible for Veteran’s Preference

# of Individuals Selected for Interview Minimum # of individuals to interview with Veteran’s Preference (required) 1-6 1 7 1 (20% of 7 = 1.4, round down to 1) 8 2 (20% of 8 = 1.6, round up to 2) 9 2 10 2

Interviewing Goals

• If there are no applicants that self-identify

as eligible for Veteran’s Preference, the interview goal does not apply

• The Veteran’s Preference applicants must
• nly meet the minimum requirements, not

in the top rated pool. They are added to the pool of applicants interviewed.

• We do not require proof at interview time

Interviewing Goals

• Update web and other process documentation

with information on new interviewing goals

• Send email directly to hiring manager when new

position is posted, reminding them of need to include Veteran’s Preference eligible applicants and the goals

• Check posting documentation before completing

and communicate directly with those not including eligible applicants

• Make sure communication includes the

information that this is State Law compliance – not just a new process

Hiring order

• New hiring order priority set when applying

Veteran’s Preference in hiring decisions

– When applicants do not have greater qualifications

• ver an applicant self-identified as eligible for

Veteran’s Preference, the order of application is:

• Veteran with disability
• Veteran
• Veteran’s surviving spouse, not remarried
• Orphan of veteran killed on active duty

Employment Goal

• Each state agency shall establish a goal of

hiring, in full-time positions at the agency, a number of veterans equal to at least 20 percent of the total number of employees

• f the state agency

Veteran’s Employment Positions

• State agency may designate an open

position as a veterans position and only accept applications for that position from individuals who are eligible for veteran’s preference

• Some positions could have an eligible

individual directly hired or appointed if TWC automated labor exchange is used

Reporting

• Quarterly report filed with comptroller:

– Percentage of total number of employees hired or appointed during the reporting period eligible for veteran’s preference – Percentage of total number of employees who are entitle to preference – Number of complaints filed with executive director and number of complaints resolved

• Comptroller will make available to public on

internet website

Complaints

• An individual entitled to preference who is

aggrieved in hiring, appointing or reduction in workforce may appeal decision by filing a written complaint with the executive director

• r designee as determined by the agency
• Executive director/designee who receives a

written complaint shall respond to complaint by 15 business day after receipt

– Executive Director/designee may render a different decision if determined preference was not applied

Veteran’s Employment Liaison

• Each state agency with at least 500 full-

time equivalent positions shall designate an individual from the agency to serve as the Veteran’s Employment Liaison

• Veteran’s Employment Liaison contact

information shall be available on the agency’s Internet website

Website information

• Texas A&M University has added

information under Job Seekers on our website

• Included Veteran’s Employment Liaison

information and Veteran’s Preference information

Website

Website

Lessons Learned

• Those eligible for the Veteran’s Preference

designation do not completely understand what the preference includes:

– Many believe if they are eligible for Veteran’s Preference, they get a job

• The Veteran’s Employment Liaison

educates those eligible for the Veteran’s Preference

Lessons Learned

• Ongoing educational process, hiring

managers/interview committees need to be updated regularly about the interviewing goals.

Rita Bowden Manager of Recruitment & Workforce Planning, Veteran’s Employment Liaison

979.862.1015 rbowden@tamu.edu employees.tamu.edu

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Questions?

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Thank You!