1. Compliance: Interviewing and Hiring
Veteran Employment Preference
SB 805
Compliance: Interviewing and Hiring

2. Objectives HR Policy Suggested Compliance Steps
Applicant(s) Review/Screening
Interview Requirement(s)
Selection Requirement(s)

3. HR Policy Chapter 1 Selection, F.
Interviewing Applicants Qualified for a Veteran’s Employment Preference
Refer to HR policy ch1 selection
Contact HR employee relations specialist
All applicants must meet ALL initial screen criteria
Ask:
Why is screening crucial?
What are you determining when screening applicants?

4. Human Resources Manual
Chapter 657 of Texas Government Code requires that for each posted position, the hiring authority must interview applicants eligible for a veteran’s employment preference as follows:
if the total number of individuals to be interviewed for a position is six or fewer, at least one of those selected for interview must be an individual qualified for a veteran's employment preference; or
if the total number of individuals to be interviewed for the position is more than six, at least 20 percent of those selected for interview must be an individual qualified for a veteran's employment preference.
Note: This policy only applies when one or more applicants for a position are qualified for a veteran's employment preference and meet all initial selection criteria and registration or licensure requirements for the position.

5. Veteran Employment Preference Compliance “Suggested” Steps
Identify applicants who possess a veteran employment preference
Review those applications for “Initial Screening Criteria, Licensure & Registration” ONLY
From those applications, identify veteran employment preference applicant(s) to be interviewed
Select veteran employment preference candidate, If similarly qualified with non-hiring preference candidate
Purpose:
CYA for future questioning
Consistency
Fairness
Honesty
Objectivity not Subjectivity

6. Screening Applicants Which one to use:
it does not matter if consistent
--Whole application
--Matrix
--Both or Mixed

7. Identify Hiring Preference(s)
Abbreviation
Description E
Employee FE
Former Employee
RIF
RIF Applicant V
Veteran VO
Veteran Orphan VS
Widow of a Veteran *
Felony Y
Former Foster Youth
Holistic approach to ID best candidates
Uses :
--the stacking method or
--HR0106 Optional Matrix Tool for Screening Applications
--the blended method

8. Review for “Initial Screening Criteria, Licensure & Registration” ONLY
NOTE: Veteran employment preference applicants are qualified if they meet the basic requirements of your postings.
EXAMPLE:
Registration or Licensure Requirements:
None
Initial Selection Criteria:
Bachelor's degree from an accredited college or university with major coursework in finance, public policy, or related area is required. Master's degree is preferred. At least six years of experience in healthcare administration or related experience. Demonstrated experience in leading projects and teams. Experience and education may be substituted for one another.

9. Veteran Employment Preference Interview Requirements
At least one qualified individual having a veteran's employment preference MUST be interviewed if candidate pool is six or fewer
At least 20% of candidate pool MUST consist of qualified individuals having a veteran's employment preference if interviewing more than six candidates
Go over PG 13-14

10. Veteran Employment Preference Selection Requirements
Review interview notes
Compare the applicants on each selection criteria
ID best match
qualifications
performance
If candidates are similarly qualified, determine if eligible for a hiring preference
HR0107 Optional matrix interviewing tool

11. Order of Consideration Similarly Qualified
Applicants are considered similarly qualified when the hiring authority cannot make a reasonable determination that the qualifications possessed by one or more applicants are significantly better suited for the position than the qualifications held by another applicant. When making a selection among these individuals, the hiring authority must consider applicants in the following order:
1st Consideration: Applicants entitled to both a veteran's employment preference and a former foster child employment preference.
2nd Consideration: Applicants entitled to both a veteran's employment preference and a RIF hiring preference.
3rd Consideration: Applicants entitled to both a former foster child employment preference and a RIF hiring preference.
4th Consideration: Applicants entitled to a veteran's employment preference in the following order:
a veteran with a service-connected disability (if self-disclosed).
a veteran with no service-connected disability.
a veteran’s surviving spouse who has not remarried.
an orphan of a veteran, if the veteran was killed while on active duty.
5th Consideration: Applicants entitled to a former foster child employment preference.
6th Consideration: Applicants entitled to a RIF hiring preference.
7th Consideration: All remaining applicants.
Note: It is the responsibility of the veteran to disclose whether he or she has a disability. The supervisor must not ask if the applicant has a disability.

12. Veteran Employment Preference Checkpoint
Did any veteran employment preference applicant(s) meet the “Initial Screening Criteria, Registration and Licensure” requirements?
Was a qualified veteran employment preference applicant who met the “Initial Screening Criteria, Registration and Licensure” ONLY interviewed?
After the interview, was the veteran employment preference eligible candidate similarly qualified with top candidate(s)?

13. SB 805 Veteran Employment Preference Compliance Questions
Mr. Andre D. Smith
HHS Veteran Advocate
(512) Or