How you will be evaluated
This section tells the applicant how staffing specialists and managers will use their application to determine eligibility, qualifications and quality ranking for this position.
Current fields
This section may contain the following:
You will set the expectation of how you'll evaluate an applicant against their responses to the job questionnaire and the information in their resume.
This section will:
- Include a lead-in sentence: "You will be evaluated for this job based on how well you meet the qualifications above."
Required by USAJOBS
Yes
Required by policy
Yes
You must include the following:
- Basis for rating
- Type of rating
- Interview type
Basis for rating
The basis for rating is where you will describe how you will evaluate an applicant.
The method of rating may include one or more of the following:
- Resume
- Answers to the online job questionnaire
- Work samples (writing samples, project-related samples, design work etc.)
- An assessment (a written test, project related assessment, etc.)—sometimes this is called a work simulation.
- Interview
Details on rating procedures can be found in the DEO Handbook.
Do
- Always include the suggested text as the lead-in sentence.
- Include each type of evaluation criteria you're using—be specific.
- Explain any additional documents the applicant needs to provide.
- Explain any assessment the applicant will need to complete.
- Include whether they'll need to complete an in-person interview.
Do Not
- Include additional qualifications. List all in the Qualifications section.
- Duplicate this information in How to apply.
- Describe any information that belongs elsewhere in the job announcement or linked outside of the announcement.
Type of assessment
This describes additional assessments the applicant will need to participate in or complete. Describe what the assessment is, at what point in the process the applicant will need to submit this information and how to request reasonable accommodations.
This may include:
- Work-related assessment—give the applicant a sample job task or scenario and ask them how they would complete it.
- Written assessment—the applicant provides a writing sample.
- Other assessment methods.
Use this text as the first sentence in this section.
You will be evaluated for this job based on:
- The experience listed in your resume and whether your experience and skills match what we're looking for.
- A work-related assessment—we'll give you a sample job task that you need to complete.
- An in-person interview.
Criminal history inquiries
This section tells the job seeker if this job must follow the Fair Chance to Compete for Jobs Act of 2019. You must tell an applicant if these provisions cover this job announcement.
For jobs covered by this act, agencies cannot make criminal history inquiries before a job seeker receives the conditional offer of employment. Agencies must also publish a complaint process for applicants.
Required by USAJOBS
No
Required by policy
Yes
What are criminal history inquiries?
Suggested text if criminal history inquiries are not allowed before offer:
If you apply to this position and are selected, we will not ask about your criminal history before you receive a conditional job offer. If you believe you were asked about your criminal history improperly, contact the agency or visit (insert link to agency's webpage that has information about the complaint intake process).
Suggested text if criminal history inquiries are allowed before offer:
We may ask about your criminal history for this position before making a conditional job offer. We may ask you to provide or authorize us to collect your criminal history information. We will give you more details on these inquiries, including providing any required release of information form(s).
Do
- Include whether the agency can or can't ask an applicant about their criminal history before a tentative job offer.
- Include contact information for questions, complaints or any other information if inquiries are not allowed.
Do Not
- Describe what a criminal history inquiry is—use the suggested text above and link to the Help Center page with more information.
- Duplicate this information in any other section.
Type of rating
Each agency defines what the categories of rating are for their applicants. You are required to tell the applicant what the categories are and how you define them. For merit promotion and other types of hiring, explain the type of rating used.
Suggested text for category rating
- Best qualified: An applicant who demonstrates a superior level of all evaluation criteria.
- Well qualified: An applicant who demonstrates a satisfactory level of the evaluation criteria.
- Minimally qualified: An applicant who demonstrates the basic qualifications, with general knowledge, skills and abilities.
Do
- Include the type of rating and a description for each rating.
Do Not
- Repeat or include additional qualifications—this section is only to describe rating categories.
Interview type
This explains if or when you will interview an applicant and describes the type of interview. This section should also indicate whether the interview is pass/fail or scored.
Types of interview:
- Structured interview (panel or one-on-one)
- Indicate if the interview is by phone or in person.
- Job fit interview
- Indicate if the interview is by phone or in person.
Questions? Concerns?
This site is a work in progress. We will continue to work on this content until it is as complete as possible. If you have questions or concerns about anything you read here, please reach out to your human resources director who can contact the Office of Personnel Management policy.
If you have comments about the site itself or suggestions on content to add please write to recruiter-help@opm.gov.