Skills-based hiring emphasizes an individual’s capabilities and potential contributions over traditional credentials. Central to this approach are competencies—measurable patterns of knowledge, skills, abilities, behaviors, and other characteristics required for successful job performance.

In the fast-paced and ever-evolving field of Information Technology (IT), competencies must continuously adapt. This includes not only changes in technical knowledge and skills but also shifts in how emerging technologies reshape work behaviors, roles, and expectations. As the shelf life of skills shortens, it becomes increasingly important to update competencies in real time to reflect the demands of modern IT work.

Competencies serve as a unifying framework across multiple human capital functions. Many organizations, including those in the Federal Government, use competencies to integrate position classification, qualifications, and assessment policy. This integration ensures consistency and alignment across the talent lifecycle—from defining work and setting qualification standards to assessing candidates and developing the workforce.

Competency models have a proven track record in workforce development. They support the design of core curricula, training programs, and career pathways that align workforce capabilities with organizational needs. In IT, this alignment ensures that employees possess the up-to-date competencies necessary to deliver effective mission support and fosters a common language across roles and functions.

Competencies are also foundational to recruitment, assessment, selection, career development, succession planning, and retention. Identifying and evaluating critical competencies during the hiring process enhances staffing outcomes and builds a high-performing IT workforce. Sustaining, rewarding, and refreshing these competencies is essential for long-term workforce engagement and retention.

While competencies are often associated with individual qualifications, they also inform position classification standards. These standards, particularly through the Factor Evaluation System (FES), incorporate competencies in Factor 1 – Knowledge Required by the Position to define technical requirements and work contexts. Other classification factors similarly reflect a structured foundation of competencies.

In developing this Position Classification Standard (PCS), we have aligned IT competencies with all facets of IT work, including the knowledge, skills, abilities, and tasks required, to ensure effective integration with related human resources systems and programs. This alignment supports a cohesive approach to classification, qualifications, and assessment policy, enabling a more agile, capable, and mission-ready IT workforce.

 

Important General Competencies

 

Although there is a wide variability among positions in the IT Management Series, there are certain general competencies applicable to these types of positions. The IT 2210 Competency Based Qualifications Standard includes the following competency requirements described below as well as proficiency levels found at various grade levels throughout the series.

The specific important general competencies are defined below.

• Attention to Detail - Is thorough when performing work and conscientious about attending to detail.
• Customer Service - Works with clients and customers to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. Note: Clients and customers include any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government.
• Decision Making - Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change.
• Information Management - Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems.
• Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations.
• Oral Communication - Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.
• Problem Solving - Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.
• Reasoning - Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions.
• Teamwork - Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals.
• Technical Competence – Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues.

 

Since the IT Series covers a broad and varied spectrum of positions some may require specialized KSAs and competencies not identified in these qualifications. In addition, to the general competencies identified as important for IT work, OPM as part of the Federal Workforce Competency Initiative for IT 2210 work in a separate issuance identified technical competencies for agency use. The IT 2210 technical competencies may be used for assessing and hiring talent as supported by a job analysis. In appropriate cases, selective factors may be constructed by agencies to indicate those knowledge and skills considered essential in producing a list of eligibles qualified to perform the duties of the position satisfactorily. The selective factors for a position should represent the basic qualifications for the job and must be demonstrably job-related and reflected in the duties and responsibilities assigned to the position. Selective factors must represent knowledge or skills required of a candidate at the time of entry into a position or those which could not be learned without a significant amount of training. For additional information concerning selective factors and a discussion of quality ranking factors, see the General Schedule Operations Handbook. The General Schedule Handbook also includes guidance on applying Competency Based Qualification Requirements.

 

Impact of Automation

 

Automation, artificial intelligence (AI), digital tools, and cloud technologies—alongside traditional IT systems—are now essential to enhancing program operations, organizational efficiency, and overall productivity across the federal workforce. These technologies empower employees to work more intelligently and effectively by enabling real-time project tracking, complex data analysis, file and information management, and the generation of actionable insights. Employees routinely input, store, and retrieve information across multiple digital platforms, often leveraging cloud-based systems. Additionally, internet-based and AI-powered tools are used to conduct research, streamline workflows, and improve the quality and impact of their work.

While these tools significantly enhance how work is performed, they do not change the fundamental nature or purpose of the work itself. The core requirement for successful performance remains the employee’s subject-matter knowledge, such as understanding rules, regulations, and work processes. Automation tools typically replace or supplement manual or machine-assisted methods, but they do not alter the paramount knowledge required to carry out the duties.

For example:

• In the IT Operations and Security cluster, employees may use automated monitoring tools to detect network anomalies or AI-driven threat intelligence platforms to support cybersecurity operations. However, the classification of these roles still depends on the knowledge of security protocols, systems architecture, and incident response—not the tools themselves.
• In the IT Development and Analysis cluster, software developers may use AI-assisted coding environments or automated testing frameworks, but the work remains rooted in the application of programming principles, system design, and data modeling.
• In the IT Strategy and Planning cluster, professionals may use cloud-based dashboards and predictive analytics to inform enterprise architecture or policy decisions. Yet, the classification is based on their ability to interpret strategic objectives, apply governance frameworks, and align IT investments with mission goals.

Ultimately, the proper classification of positions must be based on the knowledge and skills required to perform the primary duties of the role—not on the tools used to execute those duties. This principle aligns with the guidance in the Introduction to the Position Classification Standards, the Additional Occupational Considerations, and the broader framework for determining whether a position belongs in the IT Management Series (GS-2210) or in a professional series requiring a positive education requirement or specialized expertise in another domain.

 

Additional Occupational Considerations

Some positions may include administrative work requiring IT knowledge and skills typically associated with the Information Technology Series, 2210 In some cases, a closer look may reveal classification to a series in this standard may not always be appropriate. The General Series Determination Guidelines section of this Standard offers guidance on selecting the most appropriate series.

The following table provides examples of work similar to work performed in the 2210 series, but not to the extent the paramount knowledge required, the reason for the position’s existence, the mission and/or function of the organization, and the recruitment source for the best qualified candidates would warrant classification to a series in this PCS.

NOTE: In the table below, the term job family standard is abbreviated as JFS, and position classification standard is abbreviated as PCS.

Table: Work Involvement and Corresponding Series Definitions

If Work Involves…	See This Standard or Series Definition
Knowledge of security concepts, methods, practices, and procedures as the paramount requirement in developing, evaluating, maintaining, and/or operating systems, policies, devices, procedures, and methods used for safeguarding information, property, personnel, operations, and materials.	Security Administration, 0080
Knowledge of a specific subject-matter field(s) (e.g., human resources management, inventory management) as the paramount requirement even when performing IT assignments.	Human Resources Management, 0200
Skill in the use of personal computers and knowledge of specialized and/or general office software applications, e.g., desktop publishing, to provide administrative support.	Miscellaneous Clerk and Assistant, 0303 Secretary, 0318
Operating or supervising the operation of computer systems, including the operation of peripheral equipment.	Computer Operation, 0332
IT support or services functions. Work requires a practical knowledge of IT systems, workflow, and controls.	Computer Clerk and Assistant, 0335
When the paramount qualification requirements are management and executive knowledge and when the position does not require competence in a specialized subject matter or functional area.	Program Management, 0340
Substantive knowledge of agency programs and activities; agency mission, policies, and objectives; management principles and processes; and analytical and evaluative methods as they relate to the evaluation of government programs and operations.	Management and Program Analysis, 0343
Acquisition, technical acceptance, installation, testing, modification, or replacement of telecommunications equipment, services, and systems.	Telecommunications, 0391
Designing new automated financial accounting systems or developing modifications to existing systems.	Accounting and Budget Group, 0500
Professional knowledge of mathematics, engineering, physics, or related fields as the paramount requirement even when performing IT assignments.	Natural Resources Management and Biological Sciences Group, 0400 Engineering and Architecture Group, 0800 Mathematical Sciences Group, 1500 Physical Science Group, 1300
Professional knowledge of fundamentals and principles of computer engineering; computer hardware, systems, software, and computer systems architecture and integration.	Computer Engineering, 0854
Communicating information through visual means that requires knowledge of the principles of visual design.	Visual Information, 1084
Professional knowledge of the theories, principles, and techniques of library science.	Librarian, 1410
Knowledge of one or more scientific, engineering, technical, or other fields and practical knowledge of techniques for organizing, accessing, or disseminating information.	Technical Information Services, 1412
Professional knowledge of theoretical foundations of computer science; specialized knowledge of design characteristics, limitations, and potential applications of information systems.	Computer Science, 1550
Applying data science principles, including statistical analysis, machine learning, data mining, and predictive modeling, to extract insights and support decision-making.	Data Science, 1560
Knowledge of investigative techniques, rules of evidence, Federal laws and statutes, and criminal laws in planning and conducting investigations of computer and Internet-related crimes.	Criminal Investigating, 1811
Knowledge of quality assurance methods, principles and practices in assuring the quality of products acquired and used by the Federal Government.	Quality Assurance, 1910
Operating computerized analytical test and diagnostic equipment to install, test, troubleshoot, maintain, and repair electronic equipment.	Electronic Equipment Installation and Maintenance Family, 2600
Preparing and updating subject-matter information on an organization’s Website that requires knowledge of subject-matter programs and processes and basic Website development techniques.	Appropriate subject-matter series

Crosswalk: Series Comparison with IT Work

Series	Title	Modern Work Description	Paramount Knowledge Required	IT Classification?
0080	Security Administration	Managing physical and information security systems	Security policies, procedures, and physical safeguards	❌ Not IT unless digital systems are central
0200	Human Resources Management	Managing HR systems, data, and workforce analytics	HR laws, policies, and practices	❌ IT user; not IT work
0303	Misc. Clerk and Assistant	Using office software for clerical support	Administrative procedures and office tools	❌ IT user; not IT work
0318	Secretary	Scheduling, correspondence, and digital file management	Office management and communication	❌ IT user; not IT work
0332	Computer Operation	Operating mainframes and peripheral systems	System operation procedures	⚠️ Possibly IT if duties expand to system administration
0335	Computer Clerk and Assistant	Providing IT-related clerical support	Workflow and data entry knowledge	❌ Entry-level support; not professional IT
0340	Program Management	Leading programs and initiatives	Executive and management knowledge	❌ Not IT unless technical oversight is required
0343	Management and Program Analysis	Evaluating programs using data and systems	Analytical methods and program knowledge	⚠️ Related to IT analytics but not IT unless systems design is involved
0391	Telecommunications	Installing and maintaining telecom systems	Telecom hardware, signal flow, and electronics	❌ IT‑adjacent; not IT unless IT systems are primary
0500	Accounting and Budget	Designing or modifying financial systems	Accounting principles and standards	❌ Not IT unless system design is paramount
0854	Computer Engineering	Designing hardware and embedded systems	Engineering, hardware, and systems integration	✅ Professional IT (requires positive education)
1084	Visual Information	Designing digital content and interfaces	Visual design and communication	❌ Related to IT (e.g., UX/UI), but not IT
1300	Physical Sciences	Applying scientific principles in IT contexts	Physics, chemistry, or related sciences	❌ Not IT unless IT knowledge is paramount
1410	Librarian	Managing digital and physical knowledge resources	Library science and metadata	❌ Not IT unless managing digital systems
1412	Technical Information Services	Disseminating technical content using IT tools	Technical subject matter and communication	❌ IT‑enabled, not IT
1500	Mathematical Sciences	Applying math and statistics to solve problems	Mathematics and modeling	⚠️ Related to IT (e.g., algorithms), but not IT unless systems are involved
1550	Computer Science	Designing software, algorithms, and systems	Computer science theory and application	✅ Core professional IT series
1560	Data Science	Applying machine learning and analytics	Data modeling, statistics, and AI	✅ Often IT; classified here if data science is paramount
1811	Criminal Investigating	Investigating cybercrime and digital forensics	Law enforcement and investigative techniques	❌ Not IT; cyber‑enabled law enforcement
1910	Quality Assurance	Ensuring software and system quality	QA principles and testing methods	⚠️ Related to IT testing; not IT unless systems design is involved
2600	Electronic Equipment Installation and Maintenance	Installing and repairing electronic systems	Electronics and diagnostic tools	❌ Technical support; not professional IT

Key Distinction: IT vs. Non-IT Work

IT Work (GS-2210) requires:

• Knowledge of IT principles, concepts, and methods.
• Application of IT systems, software, security, and architecture.
• Work that is technical or analytical in nature, not just enabled by IT tools.

Non-IT Work involves:

• Use of IT tools to perform non-technical duties.
• Paramount knowledge in another discipline (e.g., HR, accounting, law enforcement).
• Classification in a different occupational series, even if IT systems are used.

 

 

Crosswalk to the Standard Occupational Classification

 

The Office of Management and Budget requires all Federal agencies to use the Standard Occupational Classification (SOC) system for statistical data reporting purposes. The Bureau of Labor Statistics (BLS) uses SOC for the National Compensation Survey and other statistical reporting. OPM and other Federal agencies maintain a “crosswalk” between OPM authorized occupational series and the SOC codes to serve this need. These SOC codes and this requirement have no effect on the administration of any Federal human resources management system. The information in this table is for information only and has no direct impact on classifying positions covered by this job standard. The SOC codes shown here generally apply only to nonsupervisory positions in these occupations. As changes occur to the SOC codes, OPM will update this information. More information about SOC is available at http://stats.bls.gov/soc.

 

Federal IT Occupational Crosswalk (Updated for ONET Alignment)

IT Cluster	Specialty Areas	Position Title	SOC Code (Title-Based)	SOC Code (Series-Based)
IT Operations & Security	- Customer Support - Systems Administration - Network Operations - Cybersecurity - Cloud Infrastructure - Help Desk Services	- IT Specialist - IT Cybersecurity Specialist - Network Administrator - Cloud Operations Engineer	- 15-1231: Computer User Support Specialists - 15-1232: Network Support Specialists - 15-1244: Network & Computer Systems Administrators - 15-1212: Information Security Analysts - 15-1299: Computer Occupations, All Other	15-1299: Computer Occupations, All Other
IT Development & Analysis	- Software Development - Application Engineering - Data Management - Data Science - AI/ML Engineering - DevOps	- Software Developer - Data Scientist - Application Engineer - DevOps Engineer	- 15-1251: Software Developers - 15-1252: Software QA Analysts - 15-2051: Data Scientists - 15-1242: Database Administrators - 15-1243: Database Architects - 15-1299: Computer Occupations, All Other	15-1299: Computer Occupations, All Other
IT Strategy & Planning	- Enterprise Architecture - IT Policy & Governance - Strategic Planning - Program Management - Project Management - Digital Transformation	- Enterprise Architect - IT Program Manager - IT Project Manager - Strategic Planner	- 15-1241: Computer Network Architects - 11-3021: Computer & Information Systems Managers - 15-1299: Computer Occupations, All Other	15-1299: Computer Occupations, All Other 11-3021: CIS Managers (for PM roles)

Cross-Cutting Work Areas

Area	Description	Aligned SOC Codes
Artificial Intelligence (AI)	Designing and deploying AI/ML models for automation, decision support, and analytics	15-2051: Data Scientists 15-1299: Computer Occupations, All Other
Digital Services	Building and managing user-centered digital platforms and services	15-1251: Software Developers 15-1241: Network Architects 15-1299: Computer Occupations, All Other
Cloud Management	Architecting, deploying, and maintaining cloud-based infrastructure and services	15-1244: Network & Systems Administrators 15-1241: Network Architects 15-1299: Computer Occupations, All Other

Important Classification Note

• All IT 2210 positions remain aligned with SOC 15-1299 (Computer Occupations, All Other) at the series level.
• Specialty work aligns with more specific SOC codes based on duties (e.g., cybersecurity → 15-1212; software development → 15-1251; data science → 15-2051).