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.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
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.
Yes, OPM approval is required when using tests to determine basic eligibility or as the sole basis for ranking applicants for inservice placement (reference Part E.9[d] of the Operating Manual on Qualification Standards for General Schedule Positions (http://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-policies/#url=app). For occupations not requiring an OPM test, agencies may develop and implement their own tests for inservice placement without OPM approval as long as such tests are used as part of a comprehensive set of assessment procedures.
However, for delegated competitive examining, OPM approval is not required as long as the assessment procedure is consistent with the technical standards of the Uniform Guidelines on Employee Selection Procedures (http://uniformguidelines.com/). Specifically, the Uniform Guidelines require that the method of test use (e.g., as a screening device with a passing score, for grouping or ranking, combined with other assessments) be supported by findings of a job analysis and test validation study. For example, if the test is to be used for ranking, the agency should have evidence showing that higher scores on the test are related to better job performance.
When a test is used as a "screen out," it becomes part of the minimum requirements for the position and is subject to the same job-relatedness requirements as any other selective placement factor (see the guidance in the Delegated Examining Operations Handbook on the use of selective factors in Chapter 5, Section B, 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.