Opm delegated examining handbook

A higher level staff member Senior HR Specialist or Chief Employment will be designated to conduct the second level review e. If the first level review was conducted by the Employment Section Chief, then the second level reviewer would be the Employment Branch Chief or higher. The second level review decision is final; there is no further appeal to OPM.

Applicants may change their responses to questions in an automated application system or submit supplemental information only if the vacancy announcement is still open.

Additional information submitted by the applicant after the closing date of the announcement will not be considered.

Changes will not be retroactive. Ineligible applicants will only have their qualifications reviewed if a reconsideration request is received from the applicant. An SF, Request for Certificate of Eligibles, or equivalent and certificate, must be returned by the expiration date unless the issuing office has authorized an extension. When merging categories under the category rating process, selections must be from within the highest quality category regardless of the number of candidates as all candidates are equal.

Preference eligibles receive absolute preference within each quality category. A merged quality category will list all preference eligibles ahead of non-preference eligibles. However, if three or more candidates exist in the highest quality category, categories A and B cannot be merged. Refer to IRM 6. DEUs must determine and document the certificate with the appropriate audit code.

HCO, ETS, EOs must maintain certificate case files with sufficient documentation to allow for a complete reconstruction of the examination process in the event of oversight review or an appeal or legal action. Each certificate must be audited before the applicant enters on duty and the case file closed within 30 days of receiving the completed SF As outlined in the TREAS-1 Agreement, the DEU must ensure that the release of any information to an applicant does not compromise the examination process or disclose confidential materials.

The release of information must not interfere with the merit systems principles, or intrude upon the privacy of others. The following material may be made available for review or photocopying by applicants when requested under the Privacy Act of DEU must maintain the information below in locked filing cabinets or secured in the case of computer-based applications , to prevent unauthorized access from a non-delegated examining person.

Correspondence files directly related to the DE certification process e. Guidance regarding information requests with Servicewide impact can also be found in IRM 6.

HCO, ETS, EOs will implement a 80 calendar day hiring cycle as required by the governmentwide requirement to improve the Federal recruitment and hiring process. HCO, ETS, EOs will ensure compliance with employment laws and regulations and provide consistent hiring practices while implementing this policy. The analysis of current workforce processes can identify problem areas and prompt the development of new streamlined approaches for recruiting.

The analysis should identify successful recruitment strategies previously used to fill occupations that may assist in meeting future recruitment needs and meet or surpass the E2E hiring goals. The HCO and the BODs will consider the various options provided in Federal regulation to streamline hiring processes and to attract, recruit, and retain a highly competent workforce.

The IRS has a diverse mission that requires different and extensive occupational requirements for employment e. Due to these extensive requirements, it is necessary that certain occupations or specific positions are exempt from the E2E Hiring Model. Occupations and positions that are exempt from the E2E Hiring Model are:. Positions which require extensive up-front assessments before a "conditional offer" can be made to an applicant e.

Read less. How It Works. How to fill out and sign opms online? Click on the Get form button to open the document and move to editing. Submit the requested fields they will be yellow-colored. The Signature Wizard will help you put your electronic autograph after you? Add the relevant date. Double-check the entire document to be certain you have filled in all the data and no corrections are required. Press Done and download the ecompleted document to your device.

Get form. Get Form. A Direct Hire Authority DHA permits an agency who has delegated examining authority to hire, after public notice, any qualified applicant to fill competitive service positions at GS and below without having to rate applicants or apply veterans' preference 5 CFR , Subpart B.

Pass overs and Objections. Pass over. An agency request to "pass over" a preference eligible to select a non-preference eligible. An agency request to remove a preference eligible from consideration from a certificate. Preference Eligible. Individuals who receive preference in appointment over other applicants because of their military service or because they are a family member of a military service member. See 5 U. Public Notice. A legal requirement to post all job opportunity announcements JOA on USAJOBS when accepting applications from outside the federal workforce for competitive service positions lasting more than days 5 U.

An individual who is an expert of the job to be filled. A SME is typically an incumbent in the same position or first level supervisor but cannot be the selecting official or hiring manager to maintain objectivity in the hiring process and has knowledge of the competencies needed to perform the position and is asked to assist HR in the assessment process, i.

OPM does not have the authority to make exceptions to law, Executive Order, or court decision. Defined under 5 U. Serves as the liaison with OPM on matters pertaining to delegated examining for the Department. Submits to OPM any request for variation. Submits to OPM requests for final determination of the physical ability of a preference eligible to perform the duties of a position.

Maintain programmatic responsibility for the delegated examining process within their organization. Ensure that all human resources HR staff, including contractors, performing delegated examining activities have successfully completed the initial OPM delegated examining training and are currently certified to perform delegated examining.

Ensure that managers, supervisors and personnel involved in the competitive hiring process are trained and informed of merit systems principles and prohibited personnel practices. Establish internal Standard Operating Procedures SOPs for delegated examining activities, including category rating procedures, consistent with applicable law, regulations, the DEOH, and this Instruction. Fill vacant positions with the best qualified persons from a sufficient pool of diverse, well-qualified applicants.

Ensure that the restrictions on movement after competitive appointment 5 CFR , Subpart E are followed. Conduct delegated examining consistent with law, federal regulations, the DEOH, and this Instruction. Work with hiring officials to develop job analyses and assessment tools prior to posting the JOA. Ensure that each job analysis is signed and dated by the hiring official and HR Specialist. Ensure that qualification determinations for each applicant are in accordance with the appropriate OPM qualification standard.

Appropriately apply and adjudicate veterans' preference. All individuals responsible for conducting DE activities i. Certifications are valid for three 3 years. Recertification Assessments may be taken when DE certifications are within six 6 months of expiring. Individuals must be actively conducting delegated examining activities, or be in a policy or oversight role to delegated examining, to be eligible for recertification.

For additional information, including assessment preparation, recertification, costs, etc. Employee Conflict of Interest. Job Analysis. The job analysis must be signed and dated by the selecting official and HR Specialist.

Job analyses for multi-grade level announcements : There should be an approved job analysis for each grade level that distinguishes the differences in job duties and job-related competencies between grade levels. In cases where a Statement of Difference s is used, a single job analysis may be used. Job Assessments. Assessment questions must be based on reliable rating criteria that are fully documented by the appropriate job analysis and show a direct link to the competencies required for successful performance.

Other valid assessment tool s may be used when filling these competitive service positions as long as they comply with the assessment requirements described above in this Instruction. Citizenship Requirement. No individual may be appointed to a position in the competitive service unless the individual is a citizen or national of the United States, except in rare cases when approved by OPM 8 U.

In addition, HHS, along with many other federal agencies receiving appropriated funds, is restricted from compensating an individual who is not a U. Citizen or national of the United States for any federal position.