This section describes the development of this Position Classification Standard for the Information Technology Management Series. This section will highlight some key dates and milestones and provide information about the development of the series and addresses concerns expressed by reviewing agencies.

Background, Key Dates, and Milestones

The U.S. Office of Personnel Management (OPM) has updated this standard for alignment with skills-based hiring initiatives.

This new framework integrates general, technical, and emerging competencies directly into Federal classification standards. Competencies help identify the paramount knowledge requirements for positions, reinforce consistent grade‑level determinations, and support the shift to skills‑based hiring and assessment across Government.

Competency‑Based Classification Standards for White Collar Work

This competency‑driven framework integrates general, technical, and emerging competencies directly into Federal classification standards. Competencies help identify the paramount knowledge requirements for positions, reinforce consistent grade‑level determinations, and support the Governmentwide transition to skills‑based hiring and assessment.

 

Purpose and scope of competency‑based classification

Competency‑based classification modernizes how agencies describe and evaluate Federal work by focusing on the actual capabilities required for successful job performance. This framework embeds up‑to‑date competencies into occupational structures to reflect evolving mission needs, technologies, and work environments. It provides a clearer, more consistent way to define work, differentiate levels of responsibility, and support fair and transparent classification decisions.

 

Relationship between classification, qualifications, and assessment policy

Competencies function as the shared foundation that connects classification, qualifications, and assessment.

• In classification, competencies define the level and nature of knowledge required, helping agencies determine the proper series and grade.
• In qualification policy, they establish minimum proficiency expectations for applicants.
• In assessment, they form the basis for evaluating candidates’ demonstrated behaviors, skills, and abilities through valid and job‑related tools.

This integration creates a unified talent management framework that is consistent with merit system principles and ensures agencies can identify, hire, and develop employees based on demonstrated capability rather than credentials alone.

 

Alignment between competencies, knowledge, skills, and abilities (KSAs) and the relationship to classification

Competencies translate the underlying knowledge, skills, and abilities (KSAs) needed for a job into observable, measurable indicators of performance. This alignment ensures that classification decisions reflect not only the technical subject‑matter knowledge required but also the behavioral expectations, problem‑solving demands, and interaction patterns inherent in the work.

By integrating competency models into classification—particularly in evaluating Factor 1 (Knowledge Required)—agencies can more accurately describe the nature of work, differentiate grade levels, and distinguish between related occupations. This results in classification standards that are more consistent, current, and reflective of real‑world job performance requirements.

 

How competency‑based standards support workforce agility, modernization, and mission alignment

Competency‑based standards strengthen the Federal workforce’s ability to adapt and evolve. Because competencies can be updated more rapidly than traditional classification narratives, they allow agencies to keep pace with new technologies, shifting mission priorities, and emerging skill sets.

This framework:

• Promotes workforce agility, enabling agencies to realign roles as mission needs change.
• Supports modernization, including digital transformation and data‑driven operations.
• Enhances mission alignment, ensuring employees possess the competencies needed to meet strategic objectives and deliver high‑quality public service.

Overall, competency‑based classification enables a more resilient, capable, and future‑ready workforce.

 

Timeline: Evolution of the Information Technology Management Series (GS‑2210)

Today – Competency‑Based Classification Era

OPM has modernized the 2210 series by integrating competencies directly into the classification standard. The updated approach embeds general, technical, and emerging competencies to improve grade distinctions, strengthen alignment with qualifications and assessment policy, and support skills‑based hiring. This shift creates a more agile, mission‑aligned, and future‑ready Federal IT workforce.

 

2018 – Major Revision and Expansion

A significant update added an expanded IT glossary, refined guidance on specialties, and clarified expectations for applying factor‑level descriptions. The revision reinforced the need for ongoing updates due to rapid evolution in IT work.

 

2011 – Policy and Structural Enhancements

Updates focused on strengthening consistency in grading criteria, updating specialty definitions, and refining occupational information to reflect changes in IT roles.

 

2008 – Additional Clarifications and Updates

OPM refined factor‑level descriptions, provided additional illustrations, and clarified the use of parenthetical specialty titles to help ensure uniform application across agencies.

 

2003 – Early Post‑Issuance Revisions

OPM reviewed agency feedback and released updates to strengthen clarity, enhance factor guidance, and resolve inconsistencies identified during early implementation.

 

May 2001 – Official Establishment of the GS‑2210 Series

OPM formally issued the Information Technology Management Series, 2210, replacing the outdated 0334 Computer Specialist Series. This was the first installment of the new Information Technology Group, 2200, and it set the foundation for a modern IT occupational structure across Government.

 

March 2001 – Final Agency Review Before Issuance

Agencies participated in a final 30‑day “quick review” of the near‑final draft, leading to additional refinements based on comments.

 

July 2000 – Draft Released for Governmentwide Testing

OPM released the draft IT Job Family Standard for a 90‑day review and test application period. More than 35 agencies submitted comments that shaped the final standard.

 

March–May 2000 – Intensive Fact‑Finding

OPM conducted extensive research through focus groups, position descriptions, organization charts, and other sources to develop the first full draft of the IT standard.

 

March 2000 – Introduction of 11 New IT Specialty Titles

Based on feedback from focus groups, OPM proposed eleven specialty titles to better reflect the evolving nature of IT work.

 

Summer 1999 – Large‑Scale Workforce Engagement

OPM held over 45 focus groups with more than 500 employees across major agencies to assess IT specializations and gather input for creating a new job family standard.

 

April 1999 – Launch of the IT Job Family Study

OPM announced the beginning of a comprehensive occupational study to replace the outdated 0334 series and formally recognize the rapidly expanding role of information technology in Federal operations.