The 90-day rule for federal jobs primarily determines the eligibility of current federal government employees to apply for specific internal job vacancies.
This rule states that federal government career employees and career-conditional employees may apply for job opportunities designated for "Status" candidates only after they have served at least 90 days following their placement in a competitive appointment.
Understanding the 90-Day Rule
The 90-day rule acts as a foundational requirement for internal mobility within the federal service, particularly for those looking to apply for positions that are not open to the general public.
Key Aspects of the Rule:
- Who It Applies To:
- Career Employees: Individuals who have completed their probationary period and hold permanent federal competitive service status.
- Career-Conditional Employees: Those who are currently serving their two-year probationary period and are working towards permanent career status.
- The "Competitive Appointment" Clause: This refers to the method by which an employee was initially hired. A competitive appointment means the employee successfully competed for a position through a public announcement, as opposed to being hired under a special hiring authority (e.g., certain excepted service appointments or non-competitive hiring paths).
- "Status" Vacancy Announcements: These job opportunities are specifically open to current or former federal employees who meet certain eligibility criteria, often related to their competitive service status. They offer a more limited applicant pool compared to announcements open to the public, potentially leading to faster hiring processes.
Why Does the 90-Day Rule Exist?
The 90-day waiting period serves several practical purposes:
- Initial Adjustment: It allows newly appointed employees sufficient time to adjust to their roles, learn agency-specific procedures, and demonstrate their capabilities in their initial position.
- Commitment to Position: It encourages a degree of commitment to the first federal job, ensuring that employees are not immediately seeking transfers or promotions before demonstrating suitability.
- Administrative Efficiency: It provides a clear, standardized waiting period that agencies can rely on for internal hiring processes.
Practical Implications for Federal Employees
If you are a new federal employee hired through a competitive appointment, this rule directly impacts when you can start applying for other federal positions that are posted for "Status" candidates.
- Before 90 Days: You are generally restricted from applying to internal "Status" job announcements, even if you are a current federal employee. Your primary focus during this period should be on performing well in your current role.
- After 90 Days: Once you have completed your initial 90 days in a competitive appointment, you become eligible to apply for "Status" vacancy announcements. This opens up a wider range of internal opportunities for career advancement or lateral moves.
Eligibility Overview for "Status" Vacancies:
| Candidate Type | Eligibility for "Status" Vacancies (After 90 Days) | Notes |
|---|---|---|
| Career Employee | Yes | Provided they were initially placed via a competitive appointment. |
| Career-Conditional Employee | Yes | Provided they were initially placed via a competitive appointment and have served the requisite 90 days. |
| External (Public) Applicant | No | These candidates apply through announcements open to the public (e.g., "Open to the Public" or "All U.S. Citizens") on platforms like USAJOBS. |
It's important to note that the 90-day rule typically applies to applying for internal opportunities. Current federal employees can generally still apply for jobs open to the public at any time, as these announcements do not require prior federal service status.
