Careers Mon, 01/10/2022 - 14:25
Woman operating the COPE-PAK machine.

Join Our Team and Be a Part of a World Class Organization!

Here at BEP you can build a successful career in public service as a member of the organization that makes and safeguards America’s paper currency.


Varied Opportunities

You’ll find a wide range of career opportunities at BEP.  We are an innovative, diverse bureau in the Department of the Treasury.  We offer the possibility of employment in information technology, financial management, manufacturing, public affairs, engineering, security, procurement, science, and human resources, just to name a few.



Many different careers use the problem-solving and innovation techniques taught in Science, Technology, Engineering, Art and Math, and these skills are in demand now more than ever.  Did you know BEP uses STEAM to make currency?  We use science as a method of quality control, including chemistry to form the special inks, special chrome and nickels baths to make plates for the presses, cleaning solutions that contain acids and oils, and innovative technology to monitor and control presses.  We use technology to develop state-of-the-art overt and covert security features, engineering to maintain our equipment, and art to design the banknote.



BEP employees enjoy valuable benefits and competitive pay.  What makes the experience of working at BEP uniquely satisfying is the knowledge that you are part of the team connecting the American public to our country’s shared heritage and values through manufacturing U.S. currency.  Forging the American spirit onto our nation’s currency gives our employees a feeling of purpose and achievement that’s hard to find anywhere else.

Visit for federal payscale information.

Federal Employees Retirement System

The Federal Employees Retirement System, or FERS, became effective January 1, 1987.  Almost all new employees hired after December 31, 1983, are automatically covered by FERS. Certain other federal employees not covered by FERS have the option to transfer into the plan.  FERS is a three-tiered retirement plan.  The three components are:

  • Social Security Benefits
  • Basic Benefit Plan
  • Thrift Savings Plan

You pay full Social Security taxes and a small contribution to the Basic Benefit Plan.  In addition, the agency puts an amount equal to 1% of your basic pay each pay period into your Thrift Savings Plan (TSP) account.  You can make tax-deferred contributions to the TSP and a portion is matched by the government.

The three components of FERS work together to give you a strong financial foundation for your retirement years.

For more comprehensive information, you may visit the OPM website on retirement.

Health Benefits

The Federal Employees Health Benefits (FEHB) program helps protect you and your eligible family members from the expenses of illness and accident.  It is a voluntary program, and you have 60 days from the date of your appointment to enroll in the plan of your choice or waive coverage.

  • Fee-for-service
  • HMO
  • High Deductible
  • Consumer Driven

You and the government share the cost of your enrollment.  Premiums and coverage are adjusted annually.  There is an annual opportunity (open season) to make changes in your enrollment.  This coverage is also available to federal retirees who were enrolled in an FEHB plan for the five years of service immediately before retirement.  For more comprehensive information, you may visit the OPM website on health benefits.

Thrift Savings Plan

The Thrift Savings Plan (TSP) is a retirement savings and investment plan for federal employees covered by the FERS and the Civil Service Retirement System (CSRS).

  • Before tax savings and tax deferred investment earnings
  • Low administrative and investment expenses
  • Choice of three investment funds
  • Interfund transfers
  • Attractive loan program
  • Choice of withdrawal options

TSP is a defined contribution plan.  The retirement income that you receive will depend upon how much you (and your agency, if you are a FERS employee) have contributed to your account during your working years and the earnings on those contributions.  The contributions that you make to your TSP account are voluntary and separate from your contributions to your FERS or CSRS.

TSP is an integral part of FERS employee retirement package.  FERS participants can contribute up to 10% of their basic pay each pay period. FERS employees are also entitled to receive agency contributions.  Once a FERS employee is eligible to participate in TSP, the agency contributes an amount equal to 1% of basic pay each pay period.  When FERS employees begin contributing to their TSP account, the agency makes matching contributions that apply to the first 5% of pay each pay period.  Your contributions are matched dollar for dollar for the first 3% and 50 cents on the dollar for the next 2%.

Although CSRS employees do not receive agency matching or 1% contributions, they may contribute up to 5% of their basic pay to TSP.

On October 1, 2020, the Federal Retirement Thrift Investment Board (FRTIB) increased the automatic enrollment percentage to 5% of pay for all FERS, CSRS, and Blended Retirement System (BRS) participants who are automatically enrolled in TSP on or after October 1, 2020, and for BRS participants automatically re-enrolled in TSP on or after January 1, 2021, per 5 CFR § 1600.34 and 1600.37.

For more comprehensive information, you may visit

Work-Life Flexibility

Work-Life Tue, 01/18/2022 - 13:06
Hands unrolling a yoga mat on the floor

Work-Life Enrichment Programs create a more flexible, responsive work environment to support an employee’s commitments to community, family and home. Balancing family, personal and work life is important to maintain a diverse, effective and engaged workforce.

Unique Work Schedules

The BEP offers a variety of work schedules depending on the position into which you are hired.  Due to the uniqueness of our mission, BEP operates on a 24-hour, three-shift schedule for manufacturing employees.  Evening and midnight shift employees earn 15% night-differential pay.

Flexible work schedules for some employees offer options to manage today’s family and work needs.  Eligible employees can take advantage of flextime or compressed work schedules with their supervisor’s approval.


Holidays and Vacation Time

Vacation time accrues according to the length of your service.  In addition to 10 paid holidays per calendar year, paid vacation can range from 13 to 26 days per year for fulltime employees, depending on how long you have worked for the federal government.  Paid vacation time is earned at a pro-rated rate for part-time employees.


Sick Leave

Full-time employees receive 13 paid sick days per year.  Sick leave is earned at a prorated rate for part-time employees.



Telework offers employees in eligible positions the opportunity to perform their duties at alternative work sites, which may include an employee’s home.


Transportation Cost Assistance

A transportation subsidy may be available to employees who come to work via public transportation.


Leave Programs

Family and personal leave programs provide Family/Medical leave to employees to care for newborns, adopted children and other family members under covered circumstances.


Nursing Room

All BEP locations provide a quiet room with a locking refrigerator and comfortable chairs to help nursing mothers make the transition back to work.


Employee Assistance Program

The Employee Assistance Program (EAP) is a program offered to assist employees and their family members manage issues in their work and personal lives.  EAP offers assessment and referral services along with short-term counseling.  Counseling is available on a voluntary basis to help manage issues surrounding substance abuse, emotional distress, major life events, health care concerns, financial concerns, family/personal relationship issues and work relationship issues.


Life Insurance

The Federal Employees’ Group Life Insurance (FEGLI) program offers affordable coverage and benefits amounts which the employee shares the cost of a basic plan with the federal government.  There are three additional insurance options available (Standard, Additional and Family) which increases coverage for the employee and/or his or her family.


Medical Insurance

The Federal Employee’s Health Benefits Program (FEHB) provides a variety of shared-costs plans, which are even more affordable because employees pay their premiums with pre-tax dollars.


Health Insurance

Health Insurance options include Fee-for-Service with a Preferred Provider Organization (PPO), Health Maintenance Organizations (HMO), Point of Service, High Deductible Health Plans or Consumer Driven Health Plans.  Typical benefits include, but are not limited to, hospital, in-patient and out-patient, mental health and substance abuse care. Prescription drug coverage is also included.  There are no waiting periods or preexisting condition limitations under FEHB.


Vision or Dental Insurance

The Federal Employee Dental/Vision Program (FEDVIP) is available to employees eligible to enroll in FEHB and their family members.  Premiums are withheld from employees’ salaries on a pre-tax basis.


Flexible Spending Accounts (FSA)

An account where pre-tax dollars are contributed by employees for projected medical expenses.  Employees have the option of two different flexible spending accounts:  health care and dependent care.


Long Term Care Insurance Program

Long Term Care Insurance offers comprehensive coverage for nursing home, assisted living facility, home health care, hospice and respite care services if you become unable to care for yourself or qualifying family members.  For more information regarding the healthcare and insurance available to BEP employees, visit the U.S. Office of Personnel Management.

Education, Training and Development

Education, Training and Mon, 01/10/2022 - 14:25
Two men getting trained on operating offset printing machine

The Office of Human Resources’ Center for Excellence provides quality training for employees.  Its mission is to enable achievement of individual excellence and organizational high performance by creating continuous learning and development opportunities for all BEP employees.  Its vision is to bring continuous educational opportunities to the world's premier securities printer.

Goals of the Office of Human Resources’ Center for Excellence:

Add to BEP productivity through individual improvement in:

  • Leadership and Management
  • Technical Experience
  • Business Excellence

The Center for Excellence provides BEP employees with assistance in all their training and development needs, whether they are professional or organizational.  The Center for Excellence was formed in response to advancing technology and the need to prepare employees for such changes, and to make them aware of skills they may be underutilizing.

The Center for Excellence will make a concentrated effort toward improving the basic skills of the employees in the jobs most affected by changes in technology and will provide an array of different training vehicles such as computer-based, self-paced, video, as well as some other traditional training methods.

The BEP’s goal is that these varied learning opportunities will enrich employees' careers and promote organizational excellence.


The Merit Promotion Program

The underlying principle of our Merit Promotion Program is the identification, qualification evaluation and selection of candidates made without regard to political, religious, labor organization affiliation, marital status, race, color, sex, national origin, non-disqualifying physical or mental handicap, or age, and shall be based solely on job-related criteria in accordance with legitimate position requirements.


The Merit Promotion Program is directed toward:

  • Contributing to the accomplishment of mission goals by staffing positions with high-quality employees.
  • Providing career opportunities for employees and ensuring that all employees are fully informed of those opportunities.
  • Bringing to the attention of management high-quality employees who have the capacity to perform in more responsible assignments.
  • Fostering and facilitating the mobility of employees in the interest of broadening their experiences and increasing their qualifications.
  • Ensuring the maximum utilization of employees in positions for which they are best qualified.
  • Ensuring that the skills, qualifications, achievements and promotion potential of employees are recognized and fairly considered in the staffing process.
  • Encouraging employees to improve their performance to develop their knowledge, skills and abilities.

Veterans Hiring Programs

Veterans Hiring Mon, 01/10/2022 - 14:25
Two hands shaking in front of the American flag.

Veterans Hiring Preference

Veterans hiring preference gives eligible veterans preference over others on competitive lists of eligible candidates and applies to permanent and temporary appointments in the competitive and excepted services of the executive branch.  Preference does not apply to positions in the Senior Executive Service or to executive branch positions for which Senate confirmation is required.

Preference applies in hiring from civil service examinations conducted by Office of Personnel Management (OPM) and agencies under delegated examining authority, for most excepted service jobs including Veterans Recruitment Appointment (VRA), and when agencies make temporary, term, and overseas limited appointments. Veteran preference does not apply to promotion, reassignment, change to lower grade, transfer, reinstatement or direct hire announcements.

The following preference categories and points are based on 5 U.S.C 2108 and 3309 as modified by length of service requirement in 38 U.S.C 5303A(d).


0-Point Preference Sole Survivorship Preference (SSP)

This is a relatively new category was established for veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a “sole survivorship discharge.”

Under the sole survivorship preference, the individual (1) does not receive veterans’ preference points as other preference eligibles do when the “rule of 3” is applied; (2) is entitled to be listed ahead of non-preference eligibles with the same score on an examination, or listed ahead of non-preference eligibles in the same quality category when agencies are using category rating; (3) is entitled to receive the same pass over rights as other preference eligibles; and (4) is entitled to credit experience in the armed forces to meet the qualification requirements for federal jobs.

No points are added to the passing score or rating of a veteran who is the only surviving child in a family in which the father or mother or one or more siblings:

  • Served in the armed forces; and
  • Was killed, died as a result of wounds, accident, or disease, is in a captured or missing in action status, or is permanently 100% disabled or hospitalized on a continuing basis (and is not employed gainfully because of the disability or hospitalization), where the death, status, or disability did not result from the intentional misconduct or willful neglect of the parent or sibling and was not incurred during a period of unauthorized absence.


5-Point Preference (TP)

Five points are added to the passing examination score or rating of a veteran who served:

  • During a war; or
  • During the period April 28, 1952, through July 1, 1955; or
  • For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955, and before October 15, 1976; or
  • During the Gulf War from August 2, 1990, through January 2, 1992; or
  • For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on August 31, 2010, the last day of Operation Iraqi Freedom; or
  • In a campaign or expedition for which a campaign medal has been authorized. Any Armed Forces Expeditionary medal or campaign badge, including El Salvador, Lebanon, Grenada, Panama, Southwest Asia, Somalia and Haiti, qualifies for preference.

A campaign medal holder or Gulf War veteran who originally enlisted after September 7, 1980, (or began active duty on or after October 14, 1982, and has not previously completed 24 months of continuous active duty) must have served continuously for 24 months or the full period called or ordered to active duty.  The 24-month service requirement does not apply to 10-point preference eligibles separated for disability incurred or aggravated in the line of duty, or to veterans separated for hardship or other reasons under 10 U.S.C. 1171 or 1173.


10-Point Compensable Disability Preference (CP)

Ten points are added to the passing examination score or rating of:

  • A veteran who served at any time and who has a compensable service-connected disability rating of at least 10% but less than 30%.


10-Point 30% Compensable Disability Preference (CPS)

Ten points are added to the passing examination score or rating of:

  • A veteran who served at any time and who has a compensable service-connected disability rating of 30% or more.


10-Point Disability Preference (XP)

Ten points are added to the passing examination score or rating of:

  • A veteran who served at any time and has a present service-connected disability or is receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs but does not qualify as a CP or CPS; or
  • A veteran who received a Purple Heart.


10-Point Derived Preference (XP)

Ten points are added to the passing examination score or rating of spouses, widows, widowers or mothers of veterans as described below.  This type of preference is usually referred to as "derived preference" because it is based on service of a veteran who is not able to use the preference.

Both a mother and a spouse (including widow or widower) may be entitled to preference on the basis of the same veteran's service if they both meet the requirements.  However, neither may receive preference if the veteran is living and is qualified for federal employment.

Acceptable documentation of your preference or appointment eligibility must be provided at the time of the application.  This should include the member 4 copy of your DD214, “Certificate of Release or Discharge from Active Duty”.  If claiming 10 point preference due to disability, the letter from the Veterans Administration declaring your percentage of disability.

If claiming derived preference, you will need to submit a Standard Form SF15, “Application for 10 Point Veterans’ Preference.

For more information about veterans’ preference, please visit OPM’s FedsHireVets website.

Working at BEP

Working at Tue, 01/18/2022 - 13:15
Man in uniform inspecting sheet of currency with magnifying glass

The BEP has six directorates in two facilities that contribute to its overall mission:  “To develop and produce United States currency notes, trusted worldwide.”  The main responsibilities of each directorate, as well as some of its key positions, are listed below.

Director’s Directorate

Responsible for supporting the Director and the Senior Executive Team, and BEP’s mission and its strategic goals.  This directorate includes the Office of Chief Counsel and the Office of External Relations.

Key positions include:

  • Attorney
  • Public Affairs Specialist


Chief Information Officer Directorate

Responsible for overseeing BEP’s technological infrastructure.  This directorate is responsible for the management of our information assets and technology projects, information security, system development and maintenance, and product assurance.

Key positions include:

  • IT Specialist
  • IT Project Manager
  • Program Analyst


Manufacturing Directorate

Responsible for manufacturing U.S. paper currency and other security documents.

Key positions include:

  • Offset Printer
  • Plate Printer
  • Platemaker
  • Engraver
  • Electro-machinist


Product Design and Development Directorate

Responsible for the banknote development process for each denomination of U.S. currency.

Key positions include:

  • Designer
  • Technology Analyst
  • Physicist


Quality Directorate

Responsible for BEP’s Quality Objectives which include providing excellent service and quality products to our customers, ensuring products meet customer quality requirements, and continuously improving manufacturing operations and prevention capabilities.

Key positions include:

  • General Engineer
  • Quality Assurance Specialist
  • Chemist


Management Directorate

Responsible for security, human resources, facilities support, and environment, health and safety.

Key positions include:

  • Police Officer
  • Security Specialist
  • Emergency Management Specialist
  • Human Resources Specialist
  • Human Capital Analyst
  • Employee and Labor Relations Specialist
  • Safety and Occupational Health Manager
  • Plumber


Chief Financial Officer Directorate

Responsible for the development of BEP’s budget while overseeing the procurement of goods and services.

Key positions include:

  • Accountant
  • Budget Analyst
  • Financial Analyst
  • Contract Specialist
  • Internal Auditor
  • Mutilated Currency Examiner

Applying to BEP

Applying to Mon, 01/10/2022 - 14:25
Two hands using a laptop and smartphone


Review the list of job announcements on, decide which jobs you are interested in, and follow the instructions on the job posting. 


Preparing Your Resume

Here's what your resume or application must contain (in addition to specific information requested in the job vacancy announcement):

Job Information

  • Announcement number, and title and grade(s) of the job you are applying for 

Personal Information

  • Full name, mailing address (with ZIP Code) and day and evening phone numbers (with area code)
  • Country of citizenship (most federal jobs require United States citizenship)
  • Veterans preference (DD 214 or other proof may be required)
  • Reinstatement eligibility (if requested, attached SF 50 proof of your career or career-conditional status)
  • Highest federal civilian grade held (also give job series and dates held) 


  • High school - Name, City, and State (ZIP Code if known)
  • Date of diploma or GED
  • Colleges or universities - Name, City, and State (ZIP Code if known)
  • Majors
  • Type and year of any degrees received (If no degree, show total credits earned and indicate whether semester or quarter hours)
  • Send a copy of your college transcript only if the job vacancy announcement requests it

Work Experience

Give the following information for your paid and nonpaid work experience related to the job your are applying for.  (Do not send job descriptions.)

  • Job title (include series and grade if federal job)
  • Duties and accomplishments
  • Employer's name and address
  • Supervisor's name and phone number
  • Starting and ending dates (month and year)
  • Hours per week
  • Salary
  • Indicate if we may contact your current supervisor

Other Qualifications

  • Job-related training courses (title and year)
  • Job-related skills, for example, other languages, computer software/hardware, tools, machinery, typing speed 
  • Job-related honors, awards, and special accomplishments, for example, publications, memberships in professional or honor societies, leadership activities, public speaking, and performance awards (Give dates but do not send documents unless requested.)