Job Announcement Listing of Minimum Qualifications
Agencies use OPM's Qualification Standards to define the minimum qualifications for the job. Specialized Experience describes requirements needed for day one on the job. Often, agencies describe these experience requirements as overly specific job tasks.
In the job announcement under “Qualifications,” HR lists the technical competencies that they helped SMEs to identify and define during job analysis. These technical competencies describe the specialized experience as the minimum qualifications for the position to assess applicants throughout the hiring action.
Resume Review/Minimum Qualifications
HR reviews resumes to determine whether applicants demonstrate the required qualifications for the posted position. Applicants who pass this review are “minimally qualified.”
Before sending resumes to SMEs, HR reviews all applications to remove applicants who are missing resumes and who do not meet eligibility requirements (such as citizenship and confirming the submission of a resume). SMEs review the resumes of the remaining applicants to determine whether their technical competencies meet the proficiency requirements established during job analysis. Instead of performing a separate minimum qualification check, HR ensures that the SMEs provide sufficient justification to retrace their decisions.
Most commonly, HR assesses applicants using a self-rated occupational questionnaire. HR uses the results to confirm qualification and to determine category placement.
Applicants whom SMEs move forward past resume review are assessed for technical qualifications using assessments such as structured interviews. No applicant receives 70 points to be considered qualified until after the assessment phase.
Applicants who do not achieve a high enough rating on the first breadth interview do not need to complete the second depth interview.
The assessment ratings are combined to create an overall passing score where passing requires the applicant to demonstrate that they meet the required proficiency levels. The passing score then transmutes to a minimum passing score of 70 or higher.
Certification (Category Rating and Veterans' Preference)
HR uses applicants’ self-reported occupational questionnaire scores to assign them to a quality category and applies veterans’ preference. HR issues the certificate to the hiring manager for further interviews.
For applicants who achieved an overall passing score from the assessments, HR adjudicates veterans’ preference and assigns applicants to a quality category based on their overall score and veterans’ preference. HR ensures that the applicants on the certificate meet GS level requirements for the position. HR then issues the certificate to the hiring manager for further interviews or to make immediate selections off the resumes and assessment materials.