Competency-Based Qualification Standard for the Information Technology Management Series, 2210
Overview
The U.S. Office of Personnel Management Competency-Based Qualifications Standard for Information Technology Management Series, 2210 includes cross-cutting critical competencies and related proficiency levels by grade. This section provides general information and guidance on using competency-based qualification standards for establishing minimum qualifications of job applicants. For additional guidance on how to apply this Competency‑Based Qualification Standard, consult the relevant OPM resources before use.
In September 2023, OPM released the FWCI General Competencies and Competency Models for 80 occupational series. OPM continued this work with phase 2 of the FWCI to update Governmentwide competency models for the Information Technology (IT) Management 2210 occupational series. This study supplements the general competency information gathered in the original FWCI study with additional competency frameworks which include general and technical competency and task information specific to the IT Management, 2210, workforce.
OPM aligned the FWCI General Competencies to develop the IT Management, 2210, Competency Based Qualification Standard. Qualification standards are intended to identify applicants who are likely to perform successfully on the job, and to screen out those who are unlikely to do so. In application this requires a comprehensive and holistic approach when evaluating applicants’ skills and the entirety of their background. Qualification standards are not designed to rank candidates, identify the best qualified applicants for particular positions, or otherwise substitute for a careful analysis of the applicant's competencies and knowledge, skills, abilities.
Agencies are required to use validated (i.e., job-related) assessment tools when examining applicants for competitive service positions. Assessment tools include, but are not limited to, cognitive ability tests, work samples, situational judgment tests, job knowledge tests, and structured interviews. OPM’s Assessment and Selection webpage contains multiple skills-based assessment options and the Assessment Decision Guide that agencies can use to make assessment decisions.
This standard replaces and consolidates the two previously issued qualification standards (Information Technology Management Alternative A and Alternative B). The distinction between entry level and non-entry level work and education requirements is no longer a minimum qualification. Instead, OPM is establishing a competency-based approach for determining minimum qualifications for IT Management, 2210, positions.
Competency-Based Qualification Standard
This standard identifies a set of required competencies and related proficiency levels by grade. Competencies may be general (for example, Problem Solving), meaning they may be required for many occupations, or technical, meaning they are required for a specific series. OPM has identified the required proficiency levels for cross-cutting critical IT general competencies. As technical competency requirements differ from agency to agency, and position to position, agencies are responsible for identifying the required proficiency level for any technical competencies identified in a standard or used to supplement the standard. This approach provides agencies flexibility to design jobs aligned with their mission and strategic goals. Additional guidance is provided for agencies to select general and technical competencies based on job analysis. OPM's FWCI and MOSAIC Competency Library provides agencies with other competencies to select based on job analysis for qualifying talent. The job analysis provides the foundation for determining the appropriate competencies and corresponding proficiency levels for each grade.
Applicants are expected to demonstrate the required proficiency level of the OPM established competencies and/or competencies and proficiency levels modified by the agency in alignment with the specific job analysis. Education may not be required, used as in lieu of, or as an alternative for demonstrating the specific competencies identified. For each competency, an individual may demonstrate proficiency through understanding and/or applying the competency. The five proficiency levels range from Level 1 - Awareness to Level 5 - Expert. The Proficiency Level Table presents the proficiency level scale and definitions for both general and technical competencies. If an applicant fails to meet the required proficiency level on the validated competencies based on job analysis, the applicant may be considered ineligible and qualified from further consideration for the position. Agencies will determine their assessment strategy for hiring, including the appropriate qualification factors and the step in the hiring process applicants are determined to be disqualified.
Competency-based qualification requirements include a set of required competencies and related proficiency levels by grade. A competency-based qualification provides a flexible way for agencies to determine if applicants are qualified for a position because of the many options for assessing applicants (e.g., ability tests, work samples, structured interviews). In addition, the same assessments may be used for rating purposes, enabling a more seamless assessment process for both the applicant and agency. The Competency Based Qualifications Standard are individual occupational requirements (IOR’s). Individual Occupational Requirements are unique to occupations and are minimum requirements e.g., experience or other requirements, for particular occupational series or positions within a series based on statistical validity, legal requirements and/or statue.
Applicants are expected to demonstrate the required proficiency level of the OPM established competencies and/or competencies and proficiency levels modified by the agency in alignment with the specific job analysis. For each competency, an individual may demonstrate proficiency through understanding and/or applying the competency. The five proficiency levels range from Level 1 - Awareness to Level 5 - Expert. The Proficiency Level Table presents the proficiency level scale and definitions for both general and technical competencies. If an applicant fails to meet the required proficiency level on the validated competencies based on job analysis, the applicant may be considered ineligible and qualified from further consideration for the position. Agencies will determine their assessment strategy for hiring, including the appropriate qualification factors and the step in the hiring process applicants are determined to be disqualified.
Competency-based qualification requirements include a set of required competencies and related proficiency levels by grade. A competency-based qualification provides a flexible way for agencies to determine if applicants are qualified for a position because of the many options for assessing applicants (e.g., ability tests, work samples, structured interviews). In addition, the same assessments may be used for rating purposes, enabling a more seamless assessment process for both the applicant and agency. The Competency Based Qualifications Standard are individual occupational requirements (IOR’s). Individual Occupational Requirements are unique to occupations and are minimum requirements e.g., experience or other requirements, for particular occupational series or positions within a series based on statistical validity, legal requirements and/or statue.
Supervisory Positions
For supervisory or managerial positions, use the Supervisory Qualification Guide in conjunction with the Individual Occupational Requirements below.
Classification Standard
The competency-based classification standard for the 2210 Competency-Based Classification Standard series may be found on our website. The competencies included in this standard are also represented in the Position Classification Standard.
Individual Occupational Requirements
Usage of this standard
When this qualification standard is used, agencies must have documentation based on a job analysis to substantiate the competencies the position requires (5 CFR 300.103). Competencies are a measurable pattern of knowledge, skills, abilities (KSAs), behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Competencies specify the "how" of performing job tasks, or what the person needs to do the job successfully. The terms competencies and KSAs are sometimes used interchangeably and serve the same function in the job analysis process. Agencies may supplement the required competencies at any/all grades with additional general or technical competencies, as needed, based on a job analysis. Agencies must also use an assessment to determine individuals’ proficiency levels. Skills Based Assessment are used to test whether applicants meet the standards of performance (knowledge, skills, abilities, behaviors, and other characteristics/competencies) required for a given job.
Application of this standard
There may be applicants who may not meet exactly the stated requirements for a particular series, but who, in fact, may be demonstrably well qualified to perform the work in that series because of exceptional experience or a combination of skills and experience. In such instances, a more comprehensive or holistic evaluation must be made of the applicant's entire background, with full consideration given to skills, training, education and/or experience. To be considered qualified, the applicant's experience must reflect significant accomplishment directly applicable to the position to be filled and be verified by a review of at least two people (e.g., Human Resources, technical subject matter experts) who have professional standing in the field. Such verification is necessary to ensure that the applicant's background is compared to the appropriate duties and responsibilities required at the full performance level in the occupation. It is important that the comparison be based on a correctly classified position description or on OPM position classification standards or grade level criteria as well as an analysis of the work. Similarly, there may be instances where applicants do not fully meet the competency requirements identified in a standard due to its generalized nature. Agencies should exercise judgment when applying competency-based standards, as they have flexibility to qualify an applicant with a deficit in one area if that deficit is offset by strengths in other areas supported through job analysis. Any deviation from OPM-identified minimum competencies for the occupation or grade level must be supported by detailed documentation. For example, agencies may adjust the minimum proficiency level needed for entry to further best qualified assessments above those identified in cases where individual job analysis supports such adjustment.
Agencies have discretion to supplement required competencies with additional general or technical competencies based on a documented job analysis. While OPM establishes minimum proficiency levels for core competencies, agencies may adjust or add competencies to reflect mission-specific needs.
Applicants may also be considered to have satisfied the minimum qualification requirements for a position if they can present evidence that clearly justifies a high evaluation of their competence, such as one or more of the following:
- Appropriate licensure, registration(s), certification(s); or
- A substantial record of experience, achievement, and publications that demonstrates eminence in the appropriate profession/technical field.
Applicants can qualify fully on the basis of licensure, certification, registration, or special training as an alternative to experience. Agencies can establish requirements for specific credentials (e.g., registration, licenses, or certificates) when such credentials are necessary for satisfactory job performance. However, it is important that agencies not overemphasize the possession of credentials as a means of determining whether applicants meet minimum qualification requirements in this series where the standard permits qualification on the basis of experience. Staffing personnel must examine the background of all applicants and give full credit to any acceptable experience, as well as to training or non-formal experience an applicant may possess.
Agencies can make minimum qualifications determinations as described above independently without having to request a waiver approval from OPM. An agency waiver may include verifying alternative substitution of a minimum qualifications, but not the omittance of a legal qualification requirement.
Refer to the General Schedule Operating Manual for additional information on agency flexibilities and application as all qualification standards must be applied in conjunction with the foundational guidance contained therein.
Agencies have discretion to supplement required competencies with additional general or technical competencies based on a documented job analysis. While OPM establishes minimum proficiency levels for core competencies, agencies may adjust or add competencies to reflect mission-specific needs.
Applicants may also be considered to have satisfied the minimum qualification requirements for a position if they can present evidence that clearly justifies a high evaluation of their competence, such as one or more of the following:
- Appropriate licensure, registration(s), certification(s); or
- A substantial record of experience, achievement, and publications that demonstrates eminence in the appropriate profession/technical field.
Applicants can qualify fully on the basis of licensure, certification, registration, or special training as an alternative to experience. Agencies can establish requirements for specific credentials (e.g., registration, licenses, or certificates) when such credentials are necessary for satisfactory job performance. However, it is important that agencies not overemphasize the possession of credentials as a means of determining whether applicants meet minimum qualification requirements in this series where the standard permits qualification on the basis of experience. Staffing personnel must examine the background of all applicants and give full credit to any acceptable experience, as well as to training or non-formal experience an applicant may possess.
Agencies can make minimum qualifications determinations as described above independently without having to request a waiver approval from OPM. An agency waiver may include verifying alternative substitution of a minimum qualifications, but not the omittance of a legal qualification requirement.
Refer to the General Schedule Operating Manual for additional information on agency flexibilities and application as all qualification standards must be applied in conjunction with the foundational guidance contained therein.
Qualifications by Grade Level
Grades 5 and 7 (GS or Equivalent)
No IOR’s have been established by OPM at these trainee levels. Duties assigned to trainee positions are recognizably different from duties performed by experienced employees in the same occupation. Trainee assignments are purposely designed to:
- Provide orientation, training, and familiarization with the work processes of the occupational field and specific job.
- Reinforce and supplement previous experience and education.
- Allow the trainees to carry out progressively more difficult and responsible tasks.
Generally, these positions are subject to close active supervision and review.
Qualification of applicants to trainee positions must take into account their developmental nature, and judgment should be applied when comparing the assignment to minimum qualification criteria. Position of this nature will normally require the same competencies found at the target full performance grade level; however, proficiency levels as appropriate should be adjusted to reflect the nature of the training assignments which are designed to develop further competence in required areas.
Grade 9 (GS or Equivalent)
Applicants may qualify at the GS-9 grade level by meeting or exceeding the minimum proficiency level established for each of the required competencies for this grade level in addition to meeting the specialized experience requirements as demonstrated through the assessment of applicant’s skills supported by an agency job analysis. There may be instances where applicants do not fully meet the competency requirements outlined in this standard but are nonetheless demonstrably well qualified to perform the work. Agencies should exercise judgment in applying these standards, as they have flexibility to qualify an applicant with a deficit in one area if that deficit is offset by strengths in other areas identified through the job analysis and appropriate evaluation. Any rationale for such deviations must be thoroughly documented.
|
Required Competencies* |
Minimum Proficiency Level** |
|
Attention to Detail |
3 |
|
Customer Service |
3 |
|
Interpersonal Skills |
3 |
| Reasoning |
2 |
|
Teamwork |
3 |
*Note: Agencies may supplement the required competencies at any/all grades with additional general or technical competencies, as needed, based on job analysis.
**Note: Agencies may require skills-based assessments to determine individuals’ proficiency levels.
The demonstration of knowledge, skills, and abilities/competencies which demonstrate the likelihood to perform successfully the duties of the position and is related to the work of the position to be filled. These knowledge, skills, and abilities/competencies are normally attained through the equivalent of one year of specialized experience equivalent to the next lower grade level of the position being filled but may now be obtained through other means. Such demonstratable knowledge, skills, and abilities/competences may be typically gained in the IT field or through the performance of work where the primary concern is IT. The employing agency is responsible for defining the demonstratable skills based on the requirements of the position (i.e., job analysis, official position description) being filled. The skills required must be validated through the assessment process, which must be aligned with the job analysis for the given grade level.
Grade 11 (GS or Equivalent)
Applicants may qualify at the GS-11 grade level by meeting or exceeding the minimum proficiency level established for each of the required competencies for this grade level in addition to the specialized experience requirements as demonstrated through the assessment of skills identified through the agency job analysis. There may be instances where applicants do not fully meet the competency requirements outlined in this standard but are nonetheless demonstrably well qualified to perform the work. Agencies should exercise judgment in applying these standards, as they have flexibility to qualify an applicant with a deficit in one area if that deficit is offset by strengths in other areas identified through the job analysis. Any rationale for such deviations must be thoroughly documented.
|
Required Competencies* |
Minimum Proficiency Level** |
|
Attention to Detail |
3 |
|
Customer Service |
3 |
|
Interpersonal Skills |
3 |
|
Problem Solving |
3 |
|
Teamwork |
3 |
|
Technical Competence |
3 |
*Note: Agencies may supplement the required competencies at any/all grades with additional general or technical competencies, as needed, based on job analysis.
**Note: Agencies may require skills-based assessments to determine individuals’ proficiency levels.
Specialized Experience
Grade 12 and Above (GS or Equivalent)
For positions at the GS-12, GS-13, GS-14, or GS-15 grade levels, applicants may qualify by meeting or exceeding the minimum proficiency level established for each of the required competencies, in addition to meeting the specialized experience requirement as demonstrated through the assessment of skills identified through the agency job analysis. There may be instances where applicants do not fully meet the competency requirements outlined in this standard but are nonetheless demonstrably well qualified to perform the work. Agencies should exercise judgment in applying these standards, as they have flexibility to qualify an applicant with a deficit in one area if that deficit is offset by strengths in other areas identified through the job analysis. Any rationale for such deviations must be thoroughly documented.
|
Required Competencies* |
Minimum Proficiency Level** |
|
Attention to Detail |
4 |
|
Customer Service |
4 |
|
Decision Making |
3 |
|
Information Management*** |
4*** |
|
Interpersonal Skills |
4 |
|
Oral Communication |
3 |
|
Problem Solving |
3 or 4*** |
|
Teamwork |
4 |
|
Technical Competence |
3 or 4*** |
*Note: Agencies may supplement the required competencies at any/all grades with additional general or technical competencies, as needed, based on job analysis.
**Note: Agencies may require skills-based assessments to determine individuals’ proficiency levels.
***Note: Positions at the GS-13 and above require minimum proficiency levels of 4 for Information Management, Problem Solving and Technical Competence.
Specialized Experience
The demonstration of knowledge, skills, and abilities/competencies which demonstrate the likelihood to perform successfully the duties of the position and is related to the work of the position to be filled. These knowledge, skills, and abilities/competencies are normally attained through the equivalent of one year of specialized experience equivalent to the next lower grade level of the position being filled but may now be obtained through other means. Such demonstratable knowledge, skills, and abilities/competencies may be typically gained in the IT field or through the performance of work where the primary concern is IT or other means. The employing agency is responsible for defining the demonstratable skills based on the requirements of the position (i.e. official position description) being filled. The skills required must be validated through the assessment process, which must be aligned with the job analysis for the given grade level.If you have any questions about your agency’s implementation of the Information Technology Management Series, 2210, Competency-Based Qualifications Standard, please contact your human resources servicing office. The Classification and Assessment Policy team is available to answer agency leadership questions on qualifying positions via email at fedclass@opm.gov and competency and assessment questions at competency@opm.gov.
Overview: Policy Alignment and Skills-Based Hiring Transformation
The Office of Personnel Management (OPM) has undertaken a comprehensive modernization of Federal hiring practices, aligning its efforts with key policy directives including Executive Order (EO) 13932, EO 14170, the Merit Hiring Plan, and the Chance to Compete Act. These initiatives collectively emphasize the shift toward skills-based hiring, aiming to reduce reliance on educational credentials and instead prioritize validated, job-relevant competencies.
- EO 13932 (Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates) directs agencies to increase the use of valid, competency-based assessments.
- EO 14170 (Advancing Economic Security for Workers) reinforces equitable hiring practices and workforce development.
- The Merit Hiring Plan and Chance to Compete Act further institutionalize skills-based hiring by requiring rigorous, job-related assessments and eliminating unnecessary degree requirements.
Together, these policies underscore the need for a unified, competency-driven approach to Federal hiring, classification, and workforce development
OPM’s Competency Modeling and the FWCI Transition
For over two decades, OPM has conducted Governmentwide occupational studies using its Multipurpose Occupational Systems Analysis Inventory – Close-Ended (MOSAIC) methodology. This survey-based approach gathers data from incumbents and supervisors across nearly 250 occupations to identify the critical tasks and competencies required for successful job performance.
The Federal Workforce Competency Initiative (FWCI) builds upon this foundation. Launched in two phases, FWCI updates and refines the Governmentwide competency models:
- Phase 1 (completed in 2023) focused on general competencies.
- Phase 2 (launched in 2024) targets technical competencies for the 2210 IT Management series, using a cluster analysis approach to group related parentheticals based on shared competency requirements.
The FWCI study process includes:
- Environmental scans of existing frameworks (e.g., NIST NICE, DoD Cyber Exchange), PDs, and JOAs.
- SME panels to review and refine draft competencies and tasks.
- Online surveys administered to incumbents and supervisors.
- Data analysis to finalize competency models.
These models are designed to support the full human capital lifecycle from job design and recruitment to performance management and career development. Please refer to OPM's FWCI and MOSAIC Competency Library for more information.
Conclusion: Integrating Policy with a Competency-Based Framework
The integration of classification, qualifications, and assessment policy around a competency framework is central to achieving the goals of skills-based hiring. OPM’s MOSAIC and FWCI efforts provide agencies with validated, Governmentwide models that serve as the foundation for:
- Modernized classification systems that reflect evolving work and emerging technologies.
- Qualification standards that emphasize demonstrated ability over formal credentials.
- Assessment strategies that are job-relevant, equitable, and predictive of performance.
By aligning these HR functions with a shared competency language, agencies can build more agile, inclusive, and effective workforces delivering on the promise of recent policy reforms and preparing for the future of Federal work
Additional information concerning competencies and proficiency levels may be found in the Guide to Using Competency-Based Qualification Standards.
Competency Definitions Used in This Standard
The specific competencies used in this standard are defined below. Agencies may supplement the required competencies with additional general and technical competencies, as needed, based on job analysis. It is important to note that any additional competencies used for making qualifications determinations must be required to satisfactorily perform the job. That is, those individuals who do not possess the competency at the identified proficiency level are unlikely to be able to perform the requirements of the job.
As the specific technical competency requirements differ from agency to agency, and from position to position, the employing agency is responsible for establishing the level of proficiency required at each grade level based on the requirements of the position being filled.
Attention to Detail - Is thorough when performing work and conscientious about attending to detail.
Customer Service - Works with clients and customers (that is, 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) 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.
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 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.
Proficiency Level Scale
The table below provides the proficiency level scale associated with the competency proficiency levels.
|
Proficiency Level Scale |
General Competencies |
Technical Competencies |
|
Level 5 - Expert |
- Applies competency in exceptionally difficult situations. - Serves as a key resource and advises others. |
- Applies competency in exceptionally difficult situations. - Serves as a key resource and advises others. - Demonstrates comprehensive, expert understanding of concepts and processes. |
|
Level 4 – Advanced |
- Applies competency in considerably difficult situations. - Generally, requires little or no guidance. |
- Applies competency in considerably difficult situations. - Generally, requires little or no guidance. - Demonstrates broad understanding of concepts and processes. |
|
Level 3 – Intermediate
|
- Applies the competency in difficult situations. - Requires occasional guidance. |
- Applies the competency in difficult situations. - Requires occasional guidance. - Demonstrates understanding of concepts and processes. |
|
Level 2 – Basic |
- Applies the competency in somewhat difficult situations. - Requires frequent guidance.
|
- Applies the competency in somewhat difficult situations. - Requires frequent guidance. - Demonstrates familiarity with concepts and processes. |
|
Level 1 – Awareness |
- Applies competency in the simplest situations. - Requires close and extensive guidance.
|
- Applies competency in the simplest situations. - Requires close and extensive guidance. - Demonstrates awareness of concepts and processes. |
Agencies may supplement the scale with illustrations in agency supplemental guidance, that is, behavioral examples that represent a particular proficiency level. The illustrations may be useful for making proficiency level determinations and can be tailored to the specific occupation.
Note: Proficiency levels for Leadership specific competencies may be found on our website at https://www.opm.gov/policy-data-oversight/assessment-and-selection/competencies/proficiency-levels-for-leadership-competencies.pdf.
Example Application of Full Minimum Qualification Requirements for a Position
Example Full Minimum Qualification Requirements for a GS-13 Information Technology Specialist Position
|
Required OPM General Competencies for Example Position |
Minimum Proficiency Level |
|
Attention to Detail* |
4 |
|
Customer Service* |
4 |
|
Decision Making* |
3 |
|
Information Management* |
4 |
|
Interpersonal Skills* |
4 |
|
Oral Communication* |
3 |
|
Problem Solving* |
4 |
|
Teamwork* |
4 |
|
Technical Competence* |
4 |
*Note: Established by OPM Qualification Standard at this grade level
Job analysis reveals:
|
Important Technical Tasks Identified |
||
|
Advises management, staff, and users on cybersecurity policy. |
||
|
Conducts or assists with cybersecurity incident investigations. |
||
|
Conducts security or compliance inspections. |
||
|
Determines implications of new and upgraded technologies to the cybersecurity program. |
||
|
Develops cybersecurity action plans and milestones. |
||
|
Develops cybersecurity policies and procedures. |
||
|
Develops, identifies, or implements IT system security standards and requirements. |
||
|
Develops, reviews, or implements IT system cybersecurity plans and procedures. |
||
|
Identifies system security requirements. |
||
|
Identifies vulnerabilities and critical assets. |
||
|
Implements organizational security policies and procedures. |
||
|
Implements system cybersecurity policies. |
||
|
Provides cybersecurity advice on implementation plans, standard operating procedures, maintenance documentation, and maintenance training materials. |
||
|
Recommends required actions to correct software, network, and system deviations from implemented security postures. |
||
|
Recommends security changes to systems and system components. |
||
|
Recommends security control remediations based on security reviews. |
||
|
Researches, resolves, or recommends solutions to IT system security problems. |
||
|
Supports cybersecurity compliance activities. |
||
|
Verifies security processes and procedures are followed by staff when performing their work. |
||
|
Additional Identified Important Technical Competencies |
||
|
Computer Network Defense |
Requirements Analysis and Management |
Security |
|
Information Systems and Network Security |
Risk Management |
Security Incident Management |
|
Final Required Competencies for Example Position |
Minimum Proficiency Level |
|
Attention to Detail* |
4 |
|
Customer Service* |
4 |
|
Decision Making* |
3 |
|
Information Management* |
4 |
|
Interpersonal Skills* |
4 |
|
Oral Communication* |
3 |
|
Problem Solving* |
4 |
|
Teamwork* |
4 |
|
Technical Competence* |
4 |
|
Computer Network Defense** |
4** |
|
Information Systems and Network Security** |
4** |
|
Requirements Analysis and Management** |
4** |
|
Risk Management** |
4** |
|
Security** |
4** |
|
Security Incident Management** |
4** |
*Note: Established by OPM Qualification Standard at this grade level
**Note: Supplementary competencies established by agency job analysis of position
Below is a detailed explanation of the Proficiency Level Scale used to evaluate both General and Technical Competencies for the GS-13 IT Specialist position. This version is aligned with the FWCI framework and updated qualification standards:
Proficiency Level Scale – Detailed Explanation
|
Level |
General Competencies |
Technical Competencies |
|
Level 5 – Expert |
- Applies the competency in exceptionally difficult or novel situations. |
- Applies competency in exceptionally complex or high-risk technical environments. |
|
Level 4 – Advanced |
- Applies the competency in considerably difficult or varied situations. |
- Applies competency in complex technical scenarios with minimal supervision. |
|
Level 3 – Intermediate |
- Applies the competency in moderately difficult situations. |
- Applies the competency in standard technical situations. |
|
Level 2 – Basic |
- Applies the competency in somewhat routine or structured situations. |
- Applies the competency in basic technical tasks. |
|
Level 1 – Awareness |
- Applies competency in the simplest or most structured situations. |
- Applies the competency in entry-level technical tasks. |
This scale helps ensure consistency in evaluating candidates and employees, supports skills-based hiring, and aligns with the expectations of Executive Orders 13932 and 14170, the Merit Hiring Plan, and the Chance to Compete Act.
Support and Contact
- Agency HR specialists and hiring managers should contact their agency CHCO office for support in applying this guidance.
- Agency CHCOs may direct policy-related classification questions to OPM’s Classification and Assessment Policy office at Fedclass@opm.gov.