No, you do not have to have any affiliation with the military to work for the Navy Exchange. We welcome all qualified candidates to apply for open positions. Approximately 70% of our workforce has no military affiliation, while 30% are retired military, military spouse or dependents.
No, you do not have to be a US citizen to work for the Navy Exchange. However, you must have authorization to work in the United States. You will be required to complete an I-9 form and show the required documentation upon hire that shows that you are authorized to work in the United States.
No, the Navy Exchange is not considered a “civil service” job, or an appropriated funds position. Navy Exchange employees are non-appropriated, and therefore are paid by the NAF pay schedule.
Non-appropriated Funds are generated by sales from Department of Defense military and civilian personnel and their dependents and used to augment funds appropriated by the Congress to provide a comprehensive, morale-building welfare, religious, educational, and recreational program, designed to improve the well-being of military and civilian personnel and their dependents. The Navy Exchange is self-sufficient and does not receive any federal monies, therefore is considered non-appropriated.
The GS (General Schedule) pay system applies to Civil Service appropriated fund jobs. It is established by law and does not apply to Department of Defense Nonappropriated Fund jobs. The GS schedule consists of 15 grades, each grade having 10 steps/rates. Employees start at the step 1 salary and progress through 10 salary rates within the grade based on time in grade (not performance).
The NAF pay schedules are developed by the Department of Defense for Non-appropriated fund jobs. The schedules consist of 6 broad bands. Pay is set within a range based on employee skills and private sector considerations, and subsequent pay increases based on performance (not time in grade).
Yes, you and your dependents will receive shopping privileges that will allow you to shop in our Navy Exchanges, as well as other military exchanges such as AAFES, the Army and Air Force Exchange Service. The only items that the Navy Exchange employees are not allowed to purchase include alcohol, tobacco, and uniforms. If you are a military spouse or dependent, you retain your full shopping privileges.
Navy Exchange employees do not receive an “employee discount”, however the Exchange prices are, on average, 20% lower than other mass retailers such as Target, Sears, or Macys. In addition, you will not pay any sales tax in our stores.
Navy Exchange Associates are not authorized to shop in the commissary, unless on an overseas assignment. However, if you are a military spouse or dependent you will retain your commissary shopping privileges.
The hiring process timeline varies on how many applicants we have for the position. Once a position is posted, resumes are reviewed for the minimum qualification requirements (MQRs). Candidates that meet the MQRs are sent to the hiring manager for review. The hiring manager will select those for interviews, complete the interviews and reference checks and forward their selection back to Human Resources. Human Resources will make the offer contingent on the successful completion of the background check.
MQRs are the minimum qualification requirements that a candidate needs to perform the essential functions of the position. Keep in mind that meeting the MQRs does not guarantee you an interview for the position. The MQRs are the absolute minimum skill set needed to perform the functions of the position. We will select the best qualified person for the position.
Due to the large volume of resumes received, you will only be contacted should you be selected for an interview.
You can apply for a position that has closed. However, your resume will not be reviewed unless the hiring supervisor determines that they cannot find a qualified candidate for the position in the resumes that met the closing date deadline.
The interview process varies by position and department at NEXCOM. The interview process may include preliminary phone screen, individual interviews with your perspective first or second level supervisor, or perhaps a panel interview. Reference and background checks are completed before an offer of employment is made.