MSPB has published an explanation of the proper use in the hiring process of “selective factors,” which are used in determining whether applicants meet minimum qualification requirements when a job has duties or functions not common to the occupation.
Such factors usually are geared to a specific ability such as language fluency or technical competency, and are commonly are developed between the hiring manager, subject matter experts and the HR office and made part of the vacancy announcement. An applicant who does not meet a selective placement factor can be eliminated from further consideration.
“Using selective factors appropriately will help the agency ensure that job applicants have the minimum required skills necessary to do the job. As such, using selective factors can save both applicants and agencies time and resources during the assessment process. Agencies will be able to screen out applicants who are not prepared for the job, and applicants will not spend time applying for a job they are not qualified to perform,” it said.
Because they are part of the minimum qualifications for a position, they must be consistent with the position description and supported by the job analysis, MSPB said.
Any competency that an individual could gain quickly, through training or orientation is not a proper selective factor, it said. Also, agencies are not to use them “to screen applicants for a competency or level of proficiency that is desirable but not essential. Desired attributes may only be used to sort applicants, not disqualify them.”
Nor should they be used to establish an education requirement or as a substitute for assessment, it said.
