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Veterans’ Preference Procedure

Purpose and Scope

To outline the procedure used for administering Florida’s Veterans’ Preference at every step in the appointment, promotion, and retention of Eligible Individuals.

References

The Pinellas County Veterans’ Preference Procedure abides by Florida State Statute Chapter 295 and Florida Administrative Code Chapter 55A-7.

Positions and Recruitments Covered

  • All Unified Personnel System (UPS) positions, whether exempt or classified.
  • Exceptions: Positions filled by officers elected by popular vote or persons appointed to fill vacancies in such offices, members of boards and commissions, persons employed on a temporary basis without benefits, or positions that require membership in the Florida Bar.

Persons Covered (Eligible Individuals)

  • Only those veterans and family members eligible under Florida State Statute Chapter 295. Such persons will be referred to as Eligible Individuals throughout this procedure.
  • Veterans must have been honorably discharged as indicated on their DD214 or equivalent documentation to be eligible for preference.
  • This is a summary only. For complete information, refer to Florida State Statute Chapter 295.
  1. A disabled veteran who has served on active duty in any branch of the U.S. Armed Forces, has received an honorable discharge, and has established the present existence of a service-connected disability that is compensable under public laws administered by the U.S. Department of Veterans Affairs; or who is receiving compensation, disability retirement benefits, or pension by reason of public laws administered by the U.S. Department of Veterans Affairs and U.S. Department of Defense.
  2. The spouse of a person who has a total disability, permanent in nature, resulting from a service-connected disability and who, because of this disability, cannot qualify for employment, and the spouse of a person missing in action, captured in line of duty by a hostile force, or forcibly detained or interned in line of duty by a foreign government or power.
  3. A wartime veteran as defined in s. 1.01(14), who has served in active duty at least one day during a wartime period. Active duty for training is not allowed for eligibility under this paragraph.
  4. The unremarried widow or widower of a veteran who died of a service-connected disability.
  5. The mother, father, legal guardian, or unremarried widow or widower of a member of the U.S. Armed Forces who died in the line of duty under combat-related conditions, as verified by the U.S. Department of Defense.
  6. A veteran as defined in s. 1.01(14) who has served in active duty. Active duty for training is not allowed for eligibility under this paragraph.
  7. A current member of any reserve component of the U.S. Armed Forces or the Florida National Guard.

Preference Summary

Pinellas County gives preference in employment, promotions after deployment, and retention to individuals who qualify for Veterans’ Preference as follows:

Employment

  • Eligible Individuals applying for employment with Pinellas County are eligible for Veterans’ Preference.
    • Eligible Individuals currently employed by Pinellas County are eligible for Veterans’ Preference when being considered for a vacant Pinellas County position, defined as one that is open for recruitment and available to all applicants (not positions limited to internal candidates). 

Return from Deployment

  • Eligible Individuals currently employed by Pinellas County who are deployed for service in the Armed Forces are eligible for reinstatement or reemployment to the same or equivalent position and a one-time preference for promotion.

Retention

  • Eligible Individuals currently employed by Pinellas County are eligible for Veterans’ Preference when being considered for layoff.

Process

  1. Announcements and Applications
  • Job announcements and advertisements state that eligible veterans and family members of veterans receive preference in employment.
  • Application forms ask whether applicants are claiming Veterans’ Preference and require the applicant to provide documentation of their eligibility before the application close date.
  • Human Resources will determine eligibility for Veterans’ Preference by reviewing the applicant’s Veterans’ Preference Eligibility Form. Applicants claiming Veterans’ Preference will be notified by Human Resources if any required information or documentation is missing. Human Resources will provide the applicant at least 5 business days to cure the deficiency.
  1. Initial Screening of Applications
  • Hiring managers will receive a list from Human Resources of all individuals who have self-reported that they meet the minimum qualifications as identified on the job posting. The list will designate Eligible Individuals who are eligible for Veterans’ Preference if they meet the minimum qualifications for the position.
  • It is up to the hiring manager to determine if an Eligible Individual meets the minimum qualifications for the position. Eligible Individuals who do not meet the minimum qualifications will be excluded from further consideration if a higher level of management (as determined by the hiring department) upholds the hiring manager’s determination.
  • Eligible Individuals who meet the minimum qualifications must receive Veterans’ Preference. At every step in the hiring process, the hiring department must grant each Eligible Individual special consideration and priority.
  1. Interviews
  • There may be several levels of interviews.
  • All Eligible Individuals who meet the minimum qualifications for the position will proceed in the process and be interviewed at least once.
  1. Further Evaluation of Candidate
  • Minimally qualified Eligible Individuals who are not sufficiently qualified to advance to a next step in the hiring process will be excluded from further consideration if a higher level of management (as determined by the hiring department) upholds the hiring manager’s determination.
  • If there are steps beyond screening and interviews (e.g. written assessments, demonstrated skills tests, physical agility assessment and behavioral assessments), contact Human Resources for assistance in how to apply a preference to those steps.
  1. Selection:
  • The best qualified candidate may be selected without regard to preference. The best qualified candidate is the applicant whose skills, knowledge, experience, education, and training most closely encompass the background and qualifications the hiring department seeks in filling the position.
    • If there is more than one equally qualified applicant and one is an Eligible Individual, that Eligible Individual must be selected (i.e., in the event of a tie, the Eligible Individual is selected).
    • If there is more than one equally qualified Eligible Individual, the following selection hierarchy must be applied:
      • First preference to those Eligible Individuals in categories 1 and 2 (see above).
      • Second preference to those Eligible Individuals in categories 3 to 7 (see above).
  1. Documentation
  • The hiring department must be able to demonstrate what preference was given to each Eligible Individual at each step of the selection process and may be required to demonstrate why an Eligible Individual was not selected.
  • Interview questions and notes are good examples of appropriate documentation to support the Veterans’ Preference requirement. Documents must be retained for four years by the hiring department according to Florida’s public records law.
  1. Compliance
  • If there are Eligible Individuals on the list, the hiring department shall notify Human Resources of the preliminary selection by sending a memo/email to hiring@pinellas.gov providing the name of the selected candidate and details about actions taken to provide a preference to qualified Eligible Individuals during each step of the selection process.
  • Upon receipt of the email, Human Resources will review the document to ensure compliance with Veterans’ Preference laws and County recruitment procedures. Human Resources will advise the hiring department whether additional steps are recommended.
  • In the event that a preference-eligible applicant is not selected for a position, the applicant must be notified within 14 business days of the hiring decision, which time clock begins to run when the employer secures a commitment from the selected applicant for a date certain to start work.
  1. Reinstatement or Reemployment and/or First Promotional Preference Rights of County Employees
  • When an eligible employee leaves employment for active duty (voluntary or involuntary active duty) in the Armed Forces and is honorably discharged, and seeks reinstatement, the eligible employee’s Appointing Authority will reinstate the employee consistent with applicable law upon provision of any necessary documentation.
  • Employees reinstated under this provision will be awarded preference in promotion until their first promotion after reinstatement. 

For more information, contact Pinellas County Human Resources at (727) 464-3367 or by email at hiring@pinellas.gov.

6/23/25