Can applying through Schedule A backfire?

[Anonymous]

I will be starting in a new professional field soon, with (objectively) great qualifications (schools, grades, etc.) and open to federal jobs. I qualify for Schedule A hiring, but my disability is not visible and I do not need accommodations, so I don't necessarily need to apply through Schedule A or bring it up at all. I am concerned that, although the fed gov't talks a big game about hiring people with disabilities, it might count against me in the positions I am applying for (high security clearance positions). I am especially concerned that, since the reason I qualify is not obvious, hiring managers cannot ask and are free to make assumptions. I would prefer not to preemptively bring it up, because it inevitably makes everything awkward, and it is truly irrelevant. I am only considering hiring through Schedule A because I do have some needs associated with the disability (primarily frequent doctors appointments) that would happen on my own time, but would be much easier to manage with a regular, predictable schedule. I don't mind mentioning this as part of the process, but I am only applying to jobs with compatible schedules to begin with.

Has anyone here gotten a professional job through Schedule A? What was your experience like? Has anyone who qualifies decided not to apply through Schedule A?

Thanks, everyone!

[Anonymous]

This is the OP again. I don't get the impression that many people here are/have been in my situation, so maybe I can broaden the question and ask for any of you who may have been in hiring positions in the fed gov't- what would you think if someone was applying Schedule A but did not have a visible disability? Would it influence your decision in a negative way?

[Anonymous]

Not snark, but genuine question - if it's a non visible disability that needs no accommodation, why are you mentioning it at all? Is it just a question of getting special parking? For most large places another office deals with that anyway.

Disability does not affect your ability to get a security clearance.

[Anonymous]

I am struggling with this as well. I have an invisible disability that does need accommodation. I am not severely disabled though, so I have been reluctant to use it in the past. Then I spoke with one of the disability hiring people at one of the agencies, described my issues, and she said I absolutely qualified. So in the past few months, I have been doing so. I don't think it would backfire wrt security clearance. My concern is occupied it backfire because someone knows you are disabled and they may not want to deal with that?

[Anonymous]

Pp here. Oh, or you worried they will think you are mentally ill? No, there are tons of invisible disabilities that are hysical, not mental. I wouldn't worry about that.

[Anonymous]

The beauty of a fed job is that it really is no big deal for them to accommodate. They have offices and departments to do that, and usually have logistics branches with stuff on hand. Also, even with tight budgets, they have access to funds for it.

[Anonymous]

OP again, answering some questions. Schedule A is a special hiring channel, and in order to apply that way, I would be disclosing disability. I wouldn't bring it up in an interview, but it's implied if you go through Schedule A recruiting channels (which require documentation of disability and job readiness). I would apply through Schedule A because I would like to get a position where the employer is welcoming (and not hostile) to disabled people, and being recruited through disability hiring would make that more likely, I think. The only accommodation I could imagine needing would be to keep a regular schedule (and not necessarily a "light" schedule, but a predictable one, since I have several doctors appointments each week, on my on time but often just after work), which the gov't has a little bit of an advantage for.

I'm not so concerned about someone thinking I am mentally ill (that's illness too, so I'm not disrespecting mental illness). What I am concerned about is someone thinking I am either being dishonest about not needing accommodations, or assuming my work would be inferior or that I am less committed (since, yes, sometimes I cannot stay late and taking care of myself is important).

[Anonymous]

I think schedule A has some advantages to hiring officials, right? I think you can direct-hire and sidestep some of the other requirements to compete a position? I think that would be a net positive to many Federal agencies right now that, if they don't have hiring freezes have limited ability to hire.

[Anonymous]

And, no, I wouldn't worry about the impact on a clearance - different people do that review and evaluation.

[Anonymous]

OP here in response to 23:14- my understanding is that the advantage of Schedule A is that candidates apply to a recruiting office, even if a job isn't posted, so that when a position is available, they already have your resume and if you're a good fit they will contact you. It's not like anyone in fed gov't can just create a position, but sometimes you can be considered for a position right as it's becoming available. It still is a long shot right now but it seems like it would be of some benefit.

[Anonymous]

Anonymous wrote:OP here in response to 23:14- my understanding is that the advantage of Schedule A is that candidates apply to a recruiting office, even if a job isn't posted, so that when a position is available, they already have your resume and if you're a good fit they will contact you. It's not like anyone in fed gov't can just create a position, but sometimes you can be considered for a position right as it's becoming available. It still is a long shot right now but it seems like it would be of some benefit.

Honestly, my husband had his resume sent in to nearly all of the SPPCs listed, and he never heard anything back from them. Granted this was 3 years ago.

The best use of Schedule A, from what I've seen, is to apply to Status positions using the hiring authority. You can apply under the US Citizens announcement without it as well. This can give you the chance of appearing on multiple certs sent to the hiring manager to select from for interviews. All of the interviews that he went on were through this method of applying, and he eventually was hired into his agency using the hiring authority.

The only downside is the 2 years of probation in the excepted service, but nearly everyone that we know who was hired through it was converted into a competitive appointment.

For reference, my husband is completely deaf, so it is not a disability that can hide since he needs accommodations starting with the interview. He recently received an offer for a higher position in another agency that he is in the process of transferring to. This time he just applied as a status candidate based on being a federal employee and not on Schedule A, and the first they knew of his disability was when he scheduled the interview and he requested an interpreter.

[Anonymous]

OP again.

Thanks, 9:44! I am tempted to skip the whole process of contacting SPPCs, since I have not heard anyone who had a good experience that way.

Congratulations to your husband on his new position!

[Anonymous]

bump.

Anyone?

Individual physical disability here that requires accommodation. Best to click "yes" for schedule A? Or can that backfire because people might discriminate against you?

[Anonymous]

A colleague of mine used a Schedule A letter to get in without a visible disability (pacemaker) and it's been going great. We don't look at him any differently as "most" don't know how he made the cert.

As long as you have the letter your totally fine.

[Anonymous]

I am a contractor who was asked to apply through schedule A; I am 51, have a pacemaker and cancer. The thing is 1) it would be a pay cut, and 2) I don't think of myself as disabled. I am pretty sure I am not who the EO was intended for. But, I have been having problems getting through USA Jobs.