May 2022 In accordance with 5 CFR 338, this site contains policy established by the U.S. Office of Personnel Management (OPM) for General Schedule (GS) (or equivalent) white collar occupations in the Federal Government. This information is primarily for Federal agencies that need to determine whether applicants meet the minimum requirements for
the positions being filled. 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. The 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 knowledge, skills, abilities, and competencies. The
General Schedule Qualification Standards section of the Operating Manual contains group qualification standards, associated individual occupational requirements (IORs), individual qualification standards, and competency based qualification policy and guidance. This section contains the policies, instructions, and standards used to help
determine the qualifications of applicants for Federal employment. The qualification requirements in this section are used when filling General Schedule (GS) positions at grades GS-1 through GS-15. The requirements must be met by all individuals appointed to General Schedule positions in the competitive service. The qualification requirements in this section, other than testing, may be used for excepted service positions under Schedule B and also used for Veterans' Recruitment Appointment (VRA)
applicants. Unless otherwise specified, the same policies, instructions and standards apply to both initial appointments and in-service placement actions. The U.S. Office of Personnel Management (OPM) OPM is responsible for developing and issuing minimum qualification standards,policies, and instructions. OPM is also responsible for approving qualification standards for particular positions when no standard in
this section is appropriate for filling an agency's position(s). Federal executive branch agencies are responsible for applying the appropriate standards in individual personnel actions and when examining for positions under a delegated examining authority. Agencies are required to establish and outline policies that implement the OPM provisions prescribed in this operating manual in their agency merit promotion plans, policy, and guidance. Information
provided in OPM qualification standards generally is not sufficiently specific to be used directly in examining for positions or quoted in job announcements. Therefore,agencies must include in their job announcements the general or specialized experience or education required for their positions. It is not adequate to state,"See Qualification Standards Operating Manual for General Schedule Positions for experience requirements. (See
(c)) on describing experience in job announcements). All job postings must include specific qualifications based on the knowledge, skills, and abilities (KSAs)/competencies from a job analysis for each employment action (5 CFR 300.103). Agencies are also responsible for developing
selective factors, when needed, to supplement the standards in this section. Selective factors may only be prescribed if the KSAs/competencies are required upon entry to the position and are essential to performing work successfully as validated by a job analysis
(Delegated Examining Operations Handbook, Chapter 2). Agencies are responsible for establishing medical standards without OPM approval for occupations for which they are the predominant employer, i.e., have 50 percent or more of the positions in the occupation (See
9(b)). Agencies can also modify qualification requirements for certain inservice placement actions (See 8(c)). When agencies define or modify
particular requirements, they are responsible for supporting their decisions. Agencies can also waive or modify qualification requirements when assigning employees in reductions in force or in lieu of reductions in force. (See OPM guidance on reduction-in-force procedures.) Agencies may request from OPM waivers of qualification requirements on a case-by-case basis if after
careful analysis of applicant qualifications, it is determined applicants may qualify based on other qualifications gained through experience, education or training. (See Waiver Request) In those rare instances where qualification standards supplemented by selective factors will not meet agencies' needs, agencies are responsible for proposing new standards for OPM's approval. When filling Schedule B positions, an agency's standards can include more restrictive requirements, e.g.,
qualifying experience, but they cannot be lower than or substantially different from the OPM standards. Agencies are responsible for justifying, based on the work of the Schedule B positions involved, any qualification requirements used in addition to those in OPM qualification standards. Agency appointing officials are responsible for verifying employees' qualifications prior to appointment or assignment. Major concepts and
terms, defined for the purposes of this section, follow below in alphabetical order. Purpose of
Standards
The qualification standards in this section help determine which applicants would be able to perform satisfactorily in the positions to be filled. The education, training, experience, or other requirements included in the qualification standards are minimum requirements, i.e., it would be unlikely that an applicant for employment would be able to perform satisfactorily in a particular position or occupational series if he or she did not possess these qualifications. The standards
are designed to be easy to understand and to eliminate artificial barriers that hinder entrance into Federal occupational series. The standards provide flexibility through a job analysis to identify the needed KSAs/competencies to meet agencies missions. Many qualification standards include requirements such as the ability to communicate orally and/or in writing, or to produce information through the use of computers or other machines. Such ability requirements are not intended to limit
how an applicant will physically perform a duty, i.e., they are not meant to exclude from consideration applicants with disabilities who have demonstrated that they can do the work in other ways, such as by using readers, interpreters, voice-activated equipment, or assistive technology. The required abilities are to ensure that the end product of the speaking, writing, etc., is of the appropriate level of competence. Agencies should keep in mind that reasonable accommodation, including job
restructuring, must be considered in determining whether an individual meets the required KSAs/competencies. Content of Standards Most qualification standards permit applicants to qualify on the basis of education/training, experience, or a combination of the two. They include the patterns of education, training, and/or experience most commonly applicable to a particular occupational series. Some qualification standards, however, have specific educational,
licensure, or certification requirements that may apply only to specific positions in an occupational series. Furthermore, the requirements in OPM qualification standards can be supplemented by selective or quality ranking factors as described below in 6. and
7. OPM qualification standards include broad requirements used governmentwide. Agencies must identify the competencies needed for their positions and not copy minimum qualifications verbatim.
Agencies must conduct job analyses to supplement OPM qualification standards (5 CFR 300.103). Selecting the Appropriate Qualification Standard Agencies and examining offices should
select the qualification standard that covers the occupational series to which a position has been classified. If there is more than one standard for an occupational series, they should select the standard for the applicable position(s). For competitive appointments, OPM or agency examining offices will
have determined the appropriate qualification standard to apply. For inservice placement actions, agencies should apply the appropriate standards and instructions in this section. If, however, at the time of an inservice placement action, the qualification requirements in an open competitive examination for an occupation are different from those in this section, agencies can apply the requirements in either the competitive examination or in this section. For
details, employees do not have to meet the qualification requirements for the position to which they are detailed, except for any minimum educational, licensure and certification requirements. Implementing New or Revised Standards New or revised qualification standards issued by OPM must be implemented immediately upon the date of publication, unless otherwise specified by OPM. Agencies may submit a request to OPM for an extension to
implement new or revised qualification standards when doing so will create a burden on the agency due to other agency or governmentwide competing priorities or initiatives. Experience Requirements Experience is typically described in a qualification standard as either general or specialized experience. Crediting one-grade interval or wage grade experience -- If the experience demonstrated the KSAs/competencies required to perform the work successfully,technician, paraprofessional, and substantive clerical support experience may be qualifying for two-grade interval positions, and wage grade experience may be
qualifying for General Schedule positions, this is true for either lateral or promotion actions. The basic requirements for type and level of experience and/or education apply to all applicants, whether their experience has been in the same occupation as the position being filled or in related support or wage grade occupations. Work experience that included both qualifying and non qualifying duties is credited based on the percentage of time spent on the creditable experience. Applicants
with specialized experience can have that experience credited towards meeting the basic requirements for professional occupations that permit qualification on the basis of experience as well as education. Such experience may be creditable not only for meeting the basic requirements, but also for positions at GS-7 and above if it is comparable to that which would have been gained in a two-grade interval professional series and clearly demonstrates that the applicant has the necessary background
to perform satisfactorily the duties of the position to be filled. Since two-grade interval positions may differ significantly in the nature of the work (e.g., greater independence, responsibility, and judgment), it is important that applicants be evaluated on the variety and progressive nature of their work assignments and on any applicable training or course work completed. Part-time work is prorated in crediting experience. For example, an employee working 20 hours per week for a 12-month period should be credited with 6 months of experience. Creditable experience should generally be determined on the basis of hours in a pay status (excluding overtime) rather than scheduled hours in order to recognize the service of part-time employees who frequently are required to work
additional straight-time hours. Applicants who have the same amount of experience should generally receive the same credit. For example, a seasonal employee who worked full time for 9 months a year and a part-time employee who worked 30 hours a week for a year would receive the same credit. However, as stated in paragraph (d), agencies
should ensure that the quality of an applicant's experience clearly demonstrates the KSAs/competencies necessary to perform the work of the position to be filled. Agencies should be careful in totaling small segments of time worked to ensure that they materially add to a person's qualifications, e.g., that substantive knowledge or skills have been gained. Instances may occur where applicants worked
significantly less than their scheduled hours. For example, applicants may have been employed normally on a full-time, part-time, or seasonal basis, but took extended leave. In such instances, it would be reasonable to evaluate any significant consecutive period of leave (e.g., 35 workdays or more in a year) to determine whether it effectively reduces the applicant's qualifications for a position. Concurrent experience in more than one position-- Concurrent experience can
be credited as follows: General experience -- Credit may be given for general experience gained concurrently in more than one position depending on its applicability. If the experience meets the requirements of the standard, credit should be given for the time, excluding overtime, worked in each position. However, credit can be given for only 1 year of experience for any 12-month period. For example, a person who worked full time in each of two clerical positions for over
6 months during a 12-month period, performing duties comparable to the GS-3 level, can only be credited with a year of general clerical experience. Crediting work-study experience for initial appointment -- Experience gained by graduates of work-study programs can be credited towards meeting specialized experience requirements if the work-study experience was related to and integrated with education above the high school level and contributed to the development of competence in the specialized field of the position being filled. To meet the
specialized experience requirements, the applicant must have12 months of work experience in a work-study program, with at least 2 months(320 hours) of work equivalent to the next lower grade level or band in the normal line of progression for the position to be filled. (Undergraduate work-study experience is normally comparable to experience gained at GS-5 or below.) Work-study experience is creditable, even when it is a mandatory requirement of the school, unless academic credit, i.e.,
grades or credit hours, has been given for such experience. Note that credit cannot be granted both as education and experience for the same period of work. (See paragraph (i) above.) Determining level of experience based on crediting required KSAs/competencies--Most jobs are classified and graded on the
basis of the duties that constitute the primary reason for establishing the position. However, a position may include many other significant duties that are not grade-controlling, i.e., that are not the duties that determine the particular grade assigned to a position. Some of these duties may be similar to those performed at lower grade levels, or in positions in other series. Applicants must have experience performing the grade-controlling work at the next lower grade level, and work
experience that demonstrates possession of the other required KSAs/competencies at the appropriate level. However, they should not be screened out if their background does not reflect 1year of experience at the next lower grade level performing all of the duties in a position description. For example, a position is classified as a GS-12 Exhibits Specialist. The grade-controlling duties as described in the position description might be planning and preparing gallery spaces for exhibits, but the position also involves analyzing how various exhibits were received by the public and providing written reports and recommendations on how such exhibits could be improved in the future. If an U.S. Office of Personnel Management General Schedule Operating Manual 20 applicant has at least GS-11 level skill in planning and preparing gallery spaces for exhibits and has GS-9 level experience analyzing work processes and methods and writing reports, he or she can be considered qualified if the GS-9 level experience was sufficient to perform the GS-12 Exhibits Specialist job, as described in the position description. In systems where groups of positions have been placed in a pay or grade band, all of the duties and responsibilities of a position would typically fall within the same band. However, agencies would still need to determine the duties that constitute the primary reason for placing a position within a particular band and the level of the qualifications required to perform the work of the position. Educational and Training Provisions or Requirements The educational provisions referenced in a qualification standard normally pertain to either high school graduation or the equivalent, or to education above the high school level (post high school education). Whether at the high school or post high school level, 5 U.S.C. §3308 prohibits requiring education for positions in the competitive service, unless OPM has determined that the duties of a scientific, technical, or professional position cannot be performed by an individual who does not have the prescribed minimum education. An agency may consider education (e.g., coursework) in determining a candidate’s satisfaction of a minimum qualification only if the candidate’s education directly reflects the KSAs/competencies necessary to satisfy the qualifications and the duties of a position. However, education alone may not be considered qualifying when using a multiple hurdle assessment approach. Under 5 U.S.C. §3313, the names of disabled veterans with a compensable service-connected disability of 10 percent or more who have qualified in an examination are entered on civil service examination registers ahead of other eligibles, except on registers established for scientific and professional positions at grades GS-9 and above. The identified occupations in Appendix K of the Delegated Examining Operations Handbook should be used as the basis for determining whether such compensably disabled veterans should "float to the top" of the competitive examination Certificate of Eligibles. OPM also recognizes generally accepted professional credentials, such as engineering registration, successful completion of certain actuarial examinations, or a Certified Public Accountant certificate as being equivalent to meeting minimum educational requirements. Examples of such alternate provisions are included in the qualification standard for the occupational series if applicable. Agencies should use the following criteria to determine the acceptability of post high school education or training at an accredited business or technical school, junior college, college, or university. It is the applicant's responsibility to provide documentation or proof that he or she has met the applicable educational provisions described in this subsection. An official transcript; statement from the institution's registrar, dean, or other appropriate official; or equivalent documentation is acceptable. Agencies must ensure that the applicants' education or credentials meet the criteria below.
Crediting Combinations of Education and Experience Education and experience can be combined to meet the minimum qualification requirements, as allowed in the applicable standard. To combine education and experience, determine the applicant's total qualifying experience as a percentage of the experience required for the grade level. Then determine the applicant's education as a percentage of the education required for the grade level. Finally, add the two percentages. The total percentage must equal at least 100 percent to qualify an applicant for that grade level. The group coverage standards contain examples of how to combine education and experience. Note that only graduate education in excess of the amount required for the next lower grade level can be combined with the appropriate level of experience to qualify applicants for positions at grades GS-9 and GS-11. For example, if a school's requirement for 1 year of graduate study is 18 semester hours, only graduate education beyond the first 18 semester hours or 27 quarter hours can be combined with GS-7 level experience to qualify for a GS-9 level position. Thus, 9 semester hours of graduate education and 6 months of GS-7 level experience cannot be combined to qualify for a GS-9 position. Competency-Based Qualification Requirements Screening an applicant for minimum qualifications is not the same as assessing applicants for the competencies and proficiency levels necessary to perform the job. 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 competency-based assessment options and the Assessment Decision Guide that agencies can use to make assessment decisions. Job applicants must be assessed appropriately using a passing grade assessment to demonstrate their KSAs/competencies for positions (Delegated Examining Operations Handbook, Chapter 4). Assessments tools are effective for determining if job applicants possess KSAs/competencies based on their work, education, or training experiences. Agencies’ assessment of applicants may not rely solely on a self-assessment of KSAs/competencies. Applicants should be assessed to determine the quality of their KSAs/competencies aligned with the position as demonstrated by their educational attainment, experience, or a combination of the two. Agencies must finalize assessment methods and prompts before posting a job announcement. In the “How You Will Be Evaluated section” of the job announcement, the job posting must clearly spell out each assessment hurdle and whether or not they are pass/fail and/or also used for ranking and rating for categories. Applicants must know how they will be evaluated when they apply, and agencies must treat all applicants equally (Delegated Examining Operations Handbook, Chapter 3). In an effort to enhance competency-based hiring practices agencies may use competency-based approaches for assessing and selecting job applicants. Agencies are required to conduct job analysis as the basis for employment practices in the Federal Government (5 CFR 300.103). A job analysis is used to identify the competencies and proficiency levels for work. KSAs/competencies identified via job analysis along with proficiency levels can be used to develop competency-based assessments. Competencies may be general (e.g., Problem Solving), meaning they may be required for many occupations, or technical, meaning they are required for a specific occupation. The Delegated Examining Operations Handbook, Chapter 2 provides guidance on conducting a job analysis and identifying proficiency levels for application by agencies to carry out their hiring functions. OPM develops, for agency use, governmentwide competency models that may be used to conduct job analysis as well as identify competencies for their positions. OPM has been conducting Governmentwide occupational studies using its Multipurpose Occupational Systems Analysis Inventory - Close-Ended (MOSAIC) methodology for more than two decades. MOSAIC, a multipurpose, survey-based occupational analysis approach, is used to collect information from incumbents and supervisors on many occupations for a wide range of human resource management functions. Through these studies, OPM has identified the critical competencies and tasks employees need to perform successfully in nearly 200 Federal occupations, as well as for leadership positions. OPM provides agencies with a basis for building integrated human resource management systems that use a common set of tasks and competencies to structure job design, recruitment, qualification and assessment, selection, performance management, training, and career development so that employees receive a consistent message about the factors on which they are selected, trained, and evaluated. Competency-based qualifications approaches incorporate required proficiency levels for competencies that may be used to qualify talent. Agencies can identify through a job analysis and following the guidance in the Delegated Examining Operations Handbook, Chapter 2, KSAs/competencies for their positions. OPM provides tools and resources for agencies to develop and implement competency-based qualification requirements. OPM will continue work with agencies to ensure they have the rights policy, tools, and guidance to employ competency-based assessments and practices. This is part of a larger OPM effort to revise the way OPM establishes qualification requirements to encourage agencies to measure the critical competencies required to perform effectively in Federal occupations and to transition Federal agencies to use competency-based assessments in the hiring process. Competency-based qualifications may be used for minimum qualifications screening and subsequent assessments, which represents two separate steps in the examining process. Screening for minimum qualifications is usually the first hurdle in the selection process. When using competency-based qualifications, applicants are required to meet the proficiency level on all required competencies through various means, including experience, education, or training. If any applicant fails to meet the required proficiency level on any of the competencies through any assessment even after the minimum qualifications step but before the certificate is issued, the applicant is ineligible and is automatically disqualified from further consideration for the position (Delegated Examining Operations Handbook, Chapter 4). Competency-based qualification requirements may be used in conjunction with the appropriate individual and/or group qualification standard. However, the use of competencies and proficiency levels are mandatory when using competency-based approaches to determine if applicant’s meet qualification requirements. Using Selective Factors It is critical that agencies clearly and adequately identify the requirements of a position in the job announcement so that applicants understand the basis on which their application will be evaluated. In most instances, this explicit description of required general or specialized experience in the job announcement will ensure that applicants possess the necessary KSAs/competencies to perform the work of a position. (See 3(c).) There are some positions, however, where specific qualifications are absolutely required because a person cannot perform successfully in the position without such qualifications. These can include requirements for specific KSAs/competencies or Federal or State requirements for licensure or certification. In such instances, it may be appropriate to consider the use of selective factors. A selective factor becomes part of the minimum requirements for a position, and applicants who do not meet it are ineligible for further consideration. A selective factor can be used for positions at any grade level where its use would be appropriate. The use of selective factors is especially helpful in situations where an agency uses an OPM list of eligibles, since individuals on the register would meet the requirements of the published qualification standard, but might not meet any additional, agency-specific requirement(s). Their use would also be helpful in those situations in which an agency has a nationwide job announcement, but has a special requirement for positions in a particular location because a duty performed is not routinely associated with the occupation, e.g., a contact representative position that requires fluency in Spanish. If an agency wishes to use a selective factor when filling a vacancy through use of a civil service list of eligibles, it must complete a request and provide justification for the examining office's consideration and approval. The request should list the selective factor(s), include the position description, job analysis, or other official communication describing the duties and responsibilities of the position, and describe why selective factors are necessary for successful performance. Selective factors cannot (1) be so narrow that they preclude from consideration applicants who could perform the duties of the position, (2) require KSAs/competencies that could be learned readily during the normal period of orientation to the position, (3) be so specific as to exclude from consideration applicants without prior Federal experience, or (4) be so restrictive that they run counter to the goal of placing applicants from priority placement lists established to assist in the placement of employees affected by reductions in force. It is essential that any selective factors used in filling a particular vacancy be included in the job announcement. Agencies cannot require applicants to meet selective factors that were not established prior to advertising a position, nor can they require selective factors that were not made known to applicants. This disclosure in the job announcement must include as well how agencies will assess applicants for selective factors. The KSAs and competencies gained from experience and education may be used as selective factors in accordance with the following instructions:
Using Quality Ranking Factors Agencies can request quality ranking factors to help determine which of the basically qualified applicants are likely to be better qualified for a position. Quality ranking factors are KSAs/competencies that could be expected to significantly enhance performance in a position, but, unlike selective factors, are not essential for satisfactory performance. (For example, skill in public speaking might be used as a quality ranking factor for a position in an organization where policy changes are communicated to the public in several ways, and oral communication is one of the ways.) Applicants who possess the quality ranking factors can be ranked above those who do not, but no one can be rated ineligible solely for failure to possess a quality ranking factor. The KSAs/competencies used as quality ranking factors may have been obtained through either experience or education. Therefore, relevant academic courses can provide evidence of possession of quality ranking factors even for occupations where their use as selective factors is prohibited by title 5 U.S.C. 3308. This would be particularly true at entry grade levels where many applicants may not possess experience that demonstrated the applicable KSAs/competencies. For example, a budget analyst position may involve duties such as determining whether the budget requests of several divisions in an agency are justified based on economic forecasts. While no particular courses are required for basic eligibility as a budget analyst, for applicants who meet the minimum qualification requirements on the basis of education, courses such as business administration, finance, or economics might reasonably be expected to enhance performance in the position. Special Inservice Placement Provisions Inservice placement applicants may meet minimum qualification requirements based on education (including superior academic achievement) and/or experience, as specified in the appropriate qualification standard. To qualify, they must usually have the same level and type of experience or education that is required for initial appointment. However, there are some special provisions, as follows:
Other Requirements or Provisions
Supervisory Positions All supervisory positions require a combination of subject-matter knowledge and skills and managerial abilities related to getting work done through other people, e.g., planning, assigning, and reviewing work, and evaluating performance. The relative importance of supervisory skills and subject-matter knowledge will depend on the specific duties of the position being filled. Therefore, applicants for supervisory positions may be evaluated using the appropriate standard for the series and/or the Supervisory Guide. In determining the level of subject-matter knowledge required, it should be kept in mind that the subject-matter duties are not always classified at the same grade level as the supervisory duties. In some instances, employees are assigned to supervise work in a series other than the one to which their positions are classified, and it will be necessary to determine whether this supervision provided them with appropriate experience to qualify for a position in the series supervised. For example, was the supervision purely administrative in nature, or was the supervisor also required to have substantial subject-matter knowledge of the work performed to provide technical direction? If it is determined that the supervisor provided technical direction, the grade-level of the subject-matter duties involved should be determined so that they may be appropriately credited. Updating Qualification StandardsOPM's goal is to keep the requirements in the qualification standards as current as possible. Therefore, agencies are requested to inform Talent Acquisition and Workforce Shaping of substantive changes to occupational or agency requirements so that the appropriate qualification standard can be revised. Additionally, if agencies are having difficulty in obtaining well qualified applicants on the basis of current qualification requirements, they should contact Employee Services, Talent Acquisition, Classification and Veterans Programs Center so that a determination can be made on whether the standard is in need of revision. Establishment of Additional StandardsThe standards contained in this section, adapted by use of agency selective factors, when necessary, should fit most jobs. Agencies may submit requests for updates to standards through their Chief Human Capital Officers for OPM to consider establishing new or revising existing standards at any time. The formal request must come through an agency’s Headquarters Human Resources Office. Agency requests for new standards and revisions must include the following basic information in order to be properly considered:
OPM conducts comprehensive occupational studies to substantiate the need for updating or establishing classification and qualification standards. OPM may request additional information based on the scope of the study and evidence needed to inform policymaking efforts. Requests for updates to qualification standards, new qualification standards, and waivers of OPM qualification standards should be sent to . An OPM representative will contact you regarding your request. The time frame is contingent upon the work that has to be completed, current priorities, and current projects. Incomplete requests will not be processed. Requests to establish additional standards or to update standards may also be sent to: U.S. Office of Personnel Management References and Sources
Test RequirementsThis section contains a summary of occupational series for which the U.S. Office of Personnel Management currently requires written and/or performance tests. It will be updated periodically to reflect changes in test coverage as they occur. The test coverage list in this section of the Manual takes precedence over any information in specific qualification standards about which occupations require written and/or performance tests. Test requirements are for competitive appointments only, unless otherwise specified. Agencies should refer to the "written and performance tests " section for general policy guidance on the use of written and performance tests. Please note that this section contains only a summary listing of test coverage, and does not reflect special examining provisions, such as "outstanding scholar" direct-hire appointments, waivers based on shortage labor market conditions, or other special circumstances that permit applicants to be exempted from written test requirements. (Note that references to "ACWA," the Administrative Careers With America examinations, pertain only to positions that meet the ACWA criteria.) Occupations / Positions for Which Written and/or Performance Tests are Required
Back to Top Medical RequirementsThis section provides a summary of the occupational series that have medical requirements. Title 5 CFR 339, "Medical Qualification Determinations," contains the U.S. Office of Personnel Management's basic guidance on the establishment of medical standards and physical requirements for Federal civilian positions. Applicants and employees cannot be disqualified arbitrarily on the basis of medical standards, physical requirements, fitness tests, or other criteria that do not relate specifically to job performance. In addition, agencies are required to provide reasonable accommodation to persons with disabilities who demonstrate that they can perform the work of the position to be filled. In accordance with 5 CFR 339, agencies have the authority to establish medical standards for positions for which they are the predominant employer, i.e., have 50 percent or more of the employees in the occupational series. In establishing such standards, they must comply with the provisions in 5 CFR 339 pertaining to job-relatedness, reasonable accommodation, etc. Generally, when medical requirements have been established by OPM, those requirements are included in the individual qualification standard or individual occupational requirements. The following occupations have medical and/or physical requirements:
In addition, some medical requirements apply to positions that have unique duties, require motor vehicle operation, or involve work performed in a particular environment. Information about such requirements is provided to applicants by the employing agency. Technical Notes and UpdatesThis section of the Manual is included to highlight special staffing requirements or provisions. Regular users of the Manual may also want to retain their own notes here for ready reference when questions arise about recurring issues. Special Staffing SituationsAttorney Positions (GS-905 and GS-1222)The U.S. Office of Personnel Management (OPM) is prohibited by law from examining for attorney positions or establishing qualification requirements for them. Therefore, Federal agencies that employ attorneys set their own requirements.Air Force and Army Reserve Technician (ART) PositionsThese positions require the appropriate military reserve status. Qualifications criteria for these positions are currently updated in connection with examining delegation agreements. Installations staffing ART positions should consult the appropriate office in their chain of command if they need further information.Aerospace Technology Positions with the National Aeronautics and Space Administration (NASA)The legislation that established NASA permitted special staffing incentives for aerospace technology positions in a variety of engineering and scientific fields. Information about the requirements for positions filled through the Aerospace Technology program may be obtained from NASA.Department of Defense (DOD) Acquisition PositionsThe Defense Acquisition Workforce Improvement Act requires that Defense civilian acquisition personnel in the Contracting Series, GS-1102, and other acquisition-related positions meet specific educational criteria or the equivalent as determined by DOD. Information about these requirements may be obtained from DOD.Maximum Entry AgeUnder title 5 U.S.C. 3307, agencies are authorized to establish a maximum entry age for original appointment to law enforcement officer, firefighter, and U.S. Park Police positions. A maximum entry age has also been established under this statutory provision for original appointment to air traffic controller positions at terminals and centers. Information about maximum entry age limits will be provided to applicants by the employing agencies.Panama Canal Employment SystemThe legislation that established the Panama Canal Commission authorized that Commission and other Federal agencies with employees in the Republic of Panama to establish qualification standards for positions covered by the Panama Canal Employment System. OPM qualification standards are used for many positions; however, alternate requirements are permissible as determined by the employing agency.Department of Veterans Affairs Qualification Standards Under title 38 U.S.C. 7402, the Secretary of Veterans Affairs has the authority to establish qualification standards for a variety of occupations, primarily those involving health care. The list that follows identifies the occupations/positions for which the Department of Veterans Affairs has approved use of the OPM qualification standards in lieu of establishing separate standards under its authority. In some cases, approval of the OPM standard is for use in conjunction with a VA standard. Those occupations or positions are so noted. The list will be updated periodically as changes occur. Occupations/positions for which the Department of Veterans Affairs has approved use of the OPM qualification standards
Back to top Qualifications-Related Policy MemorandaWhich concept does the acronym team represent in teamwork?TEAM acronym (together everyone achieves more), teamwork motivation concept, color sticky notes, white chalk handwriting on blackboard.
What must a dentist in the United States who has graduated from a dental university?The dentist trained in the United States must graduate from a dental university approved by the Commission on Dental Accreditation (CODA) of the American Dental Association (ADA). Before going into practice, all dentists must pass a written national board examination.
What is required before a dental laboratory technician can fabricate a crown quizlet?What is required before a dental laboratory technician can fabricate a crown? The training required for a dental degree in the United States includes: completion of a dental education. Which team member is legally responsible for the care of the patient?
Which member of the dental healthcare team is primarily responsible for removing?dental healthcare team. |