VERA/VSIP Eligibility Checklist: What to Verify

Do you appear eligible for your agency’s current offer?

1. Find the active agency announcement

   Use the current offer letter, agency notice, or human-resources posting, not a government-wide summary. Confirm whether your agency is offering VERA, VSIP, or both, and record the application window, required forms, separation dates, and any limit on approvals.

2. Match your position to the covered group

   Compare your organization, duty location, occupational series, grade or band, and position against the agency’s approved coverage. Federal law allows VSIP offers to target specific organizational units, occupations, locations, skills, or time periods, so employment at the agency alone is not enough.

3. Test the VERA age-and-service combinations

   Check whether you are at least age 50 with at least 20 years of creditable federal service, or any age with at least 25 years. These are the basic combinations in OPM’s VERA eligibility guidance, but your records and agency coverage still control the result.

4. Verify your appointment and position history

   Review your Standard Form 50s and official personnel file for appointment type, agency continuity, retirement coverage, and time in the covered position. OPM's VERA guide states that VERA generally requires continuous employment with the agency for at least 31 days before the agency requested VERA authority, along with an appointment without a time limit; ask HR to confirm these dates against your record.

5. Reconcile your creditable service records

   Compare HR’s service computation with your civilian appointments, military-service documentation, deposits, redeposits (money you repaid after withdrawing retirement contributions), breaks in service, and retirement deductions. Do not use projected annual or sick leave to satisfy the VERA age or minimum-service test; request a written determination when a period of service is uncertain.

6. Confirm every application and separation deadline

   Identify both the deadline to request consideration and the last permitted separation date. Make sure your proposed retirement or resignation can be processed within the authorized window, and ask whether the agency may close the offer after receiving a stated number of applications.

7. Screen for VSIP separately

   Verify that you occupy a position covered by the VSIP plan and hold an appointment without a time limit. VSIP offers are governed by 5 CFR 576.103, which lets your agency set a window period and cap the number of accepted applications, and requires that employees on military duty be treated as though still on the job. Ask HR to confirm the continuous-service length required under your offer, along with any exclusions that apply to you, such as prior receipt of a similar incentive or reemployed-annuitant status (already drawing a federal annuity while working for the government).

8. Request the payment terms and repayment rules

   Obtain the agency’s written VSIP calculation, payment method, deductions, and agreement before signing. Also ask HR whether accepting compensated federal work after separation could require repayment of the incentive, and have them confirm in writing any restriction or exception that applies to your situation.

9. Ask whether VERA and VSIP can be combined

   Do not assume approval for one authority includes the other. Ask HR to identify the separate authority numbers, confirm that your position and separation date qualify under both offers, and state in writing whether you may retire under VERA while receiving the VSIP.

10. Get estimates and final confirmation in writing

    Request an agency retirement estimate for your future income, showing creditable service, high-three salary information (your highest average basic pay over three consecutive years), retirement system, projected annuity, and any applicable reduction. Then ask HR to confirm each of the following in writing before you sign: - Federal Employees Health Benefits: whether your coverage continues into retirement - Federal Employees' Group Life Insurance: whether coverage carries over and at what cost - Thrift Savings Plan: how you can access your account after separation - Annual leave: how your unused balance will be paid out - Sick leave: whether it counts toward your creditable service Have HR also confirm your eligibility, deadlines, and whether VERA and VSIP may be combined under your offer.

Questions to settle before accepting VERA or VSIP