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[quote=Anonymous][quote=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.[/quote]

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. [/quote]

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