The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
This will depend largely on the job analysis method you are using. Please check with your agency’s human resources office for scoring, rating cut-offs, and other determinations of task and competency criticality based on your specific job analysis procedures.
For detailed instructions regarding OPM’s recommendations for determining critical tasks and competencies, please see Appendix G of the Delegated Examining Operations Handbook, (http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf).
For more information regarding job analysis, please visit OPM’s Assessment and Selection website, http://www.opm.gov/policy-data-oversight/assessment-and-selection/, or contact us at Assessment_Information@opm.gov.
When assessing the appropriateness of an employee selection procedure, it is important to distinguish between competencies that are needed upon entry to the job and those that are acquired after selection, either through on-the-job experience or training. Only those competencies that applicants are expected to possess the first day on the job are appropriate to use for selection purposes.
Conversely, those competencies that employees will be expected to learn on the job should not be the subject of an employee selection requirement. Competencies not considered essential on the first day of the job – even those that eventually will be critical for job performance – can unfairly eliminate otherwise qualified applicants.
Please see Appendix G in the Delegated Examining Operations Handbook for more information regarding competency importance and ratings: http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf
There was an unexpected error when performing your action.
Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.