All agencies, including independent agencies and those using shared services, are required to comply with the Merit Hiring Plan and new format. Image: Magnetic Mcc/Shutterstock.com
By: FEDweek StaffFollowing is a Q&A on OPM’s new two-page resume format as part of its Merit Hiring Plan, providing guidance to assist agencies with implementation.
The FAQs cover general implementation and reporting requirements; the formation and use of Talent Teams; guidance for STEM and early-career hiring; pooled hiring actions; updates to qualification standards and assessments (including the four short essay questions); the new two-page résumé requirement; coordination across USA Hire, USA Staffing, and USAJOBS; collection and use of workforce and applicant flow data; and available OPM training and resources.
Q1 — Are all agencies, to include small and independent agencies, covered by the Merit Hiring Plan?
Response: Yes. All agencies, including independent agencies, are required to comply with the requirements and implementation of the Merit Hiring Plan.
Q2 — Do agencies need to follow the requirements when filling positions covered by unique personnel systems and authorities that are outside of Title 5?
Response: While not all aspects of the Merit Hiring Plan apply to non-Title 5 personnel systems and authorities, agencies using such systems and authorities should align their processes with the Plan to the greatest extent practicable. For example, agencies should ensure their practices end racial discrimination in Federal hiring, recruitment, retention, and promotion and, to the extent practicable, use at least one technical assessment to identify top talent. Agencies may contact OPM with questions on whether a particular non-Title 5 system or authority is within scope.
Q3 — Are agencies serviced by shared service providers excluded from implementation?
Response: No. Agencies using a shared service provider are not excluded from complying with the Plan (unless otherwise exempt). Agencies should work closely with their providers to ensure elements of the Plan are implemented on their behalf.
Q4 — How soon do the requirements (resume limit, 4 essay questions, ending self-assessments) have to be implemented?
Response: Agencies should begin implementing immediately and follow OPM guidance. Specifically, agencies should immediately:
- End racial discrimination in Federal hiring, recruitment, retention, and promotion;
- End use of self-assessments for rating and ranking;
- Incorporate at least one technical assessment into the hiring process; and
- Use the four short essay questions (Constitution, Efficiency, Executive Orders, Work Ethic).
Q5 — Can we wait to implement the Plan until the hiring freeze lifts on October 15?
Response: No. Agencies with positions exempt from the hiring freeze should immediately begin implementation.
Q6 — My agency is not part of the CHCO Council; how do we participate?
Response: Non-CHCO Council agencies can participate through the Small Agency HR Council (SAHRC). For more information, contact HX@opm.gov. The Inspector General community can participate via CIGIE.
Reporting Requirements
Q7 — What are the agency reporting requirements?
Response: Agencies must upload monthly Action Plan updates (including sheet 2) to their folder on the Connect.gov Merit Hiring Plan Page by the last business day of each month and complete the online quarterly survey when received.
https://community.connect.gov/display/OPM/Merit+Hiring+Plan
Talent Teams
Q8 — Who is the OPM Federal Talent Team?
Response: The OPM Hiring Experience (HX) Group, in partnership with program areas across OPM, serves as the OPM Federal Talent Team. Contact: HX@opm.gov.
Q9 — My agency already has a Talent Team; does it need to change?
Response: No changes are needed if your team has proven, strong performers with required expertise, understands the Plan, and is implementing it.
Q10 — How do I make changes to my Talent Team?
Response: The primary Talent Team POC should update the Agency Talent Team tab (sheet 2) of the Merit Hiring Action Plan and upload it monthly to the Connect.gov page.
Q11 — How will small agencies without resources establish a Talent Team?
Response: OPM will work with small agencies to cluster agencies with similar hiring needs under one Talent Team.
Q12 — What about agencies without a delegated examining unit?
Response: Identify proven performers with key HR expertise to support hiring. OPM can meet with your agency to discuss needs and reforms.
STEM and Early Career Talent
Q13 — How does OPM define STEM positions?
Response: STEM includes roles such as Civil Engineers, Computer Scientists, Economists, IT Cybersecurity Specialists, and Mathematical Statisticians. In 2024, OPM extended the Governmentwide Direct Hire Authority (DHA) for STEM, acquisitions, and cyber through the end of 2028, adding positions (e.g., Criminal Investigators 1811 at GS-12 to GS-15; Computer Engineers (Cybersecurity) at GS-12 to GS-15). See the memo for the full list and grade levels.
https://www.opm.gov/chcoc/transmittals/2024/9-23-2024%20Governmentwide%20DHA%20STEM%20Cyber%20Extension%20and%20Amendment%20CHCO%20Memo.pdf
* These positions must require IT knowledge and competencies; work must include cybersecurity functions per the Guide to Data Standards and the NICE Cybersecurity Workforce Framework (2017), performed the majority of the time.
https://niccs.us-cert.gov/workforce-development/cyber-security-workforce-framework
Q14 — What is Early Career Talent?
Response: Early career talent spans students/trainees through those with less than 5 years of experience. Activities and hiring authorities should align with recruitment initiatives in the Plan (see Appendix 1). OPM will provide additional guidance.
Pooled Hiring Actions
Q15 — Must agencies use OPM centralized hiring actions for common occupations?
Response: Agencies may fill positions using any lawful mechanism consistent with the Plan. When an existing cross-government or shared certificate exists, agencies are strongly encouraged to review it and consult their Shared Certificate Coordinator before initiating a new action. For common series, consult with the Shared Certificate Coordinator and the OPM Federal Talent Team. Using ready-made certificates and cross-government actions can improve time-to-hire and candidate quality.
Three main mechanisms to share certificates:
- Internal certificate sharing within a department/agency;
- External sharing under the Competitive Service Act (CSA) for delegated examining; and
- OPM-run cross-government certificates built with SMEs across agencies.
See guidance and data resources:
https://www.opm.gov/chcoc/transmittals/2018/implementing-policy-guidance-competitive-service-act-shared-certificates_01-11-2018_508.pdf
https://www.opm.gov/policy-data-oversight/data-analysis-documentation/data-policy-guidance/#url=Data-Reporting-Guidance
https://www.opm.gov/chcoc/transmittals/2023/CHCO%20Memo%20on%20Talent%20Pools%20Launch_HX_0.pdf
Agencies should identify positions requiring critical/specialized skills across agencies for shared recruitment and certificates, consult their Talent Pool Manager, and use the USAJOBS Agency Talent Portal’s Talent Pools feature.
Qualification Standards
Q16 — Will OPM change job qualification standards (e.g., degree requirements)?
Response: Yes. OPM is piloting the Skills-Based Hiring for IT Management Positions Project to transition the 2210 series to fully skills-based hiring by the end of 2025. This includes roles such as product managers, software developers, and AI specialists. OPM will issue updated qualifications guidance for the 2210 series, serving as a prototype for other series. OPM has also updated the General Schedule Qualifications Operating Handbook to integrate competency-based requirements and assessments.
https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-policies/
Assessments
Q17 — What is a “technical assessment”?
Response: The Chance to Compete Act of 2024 (Public Law 118-188) defines a technical assessment as a position-specific tool that allows demonstration of job-related skills, abilities, knowledge, and competencies; is based upon a job analysis; and does not solely or principally rely on a self-assessment for automated examination (see 5 U.S.C. 3304(a)(9)).
https://www.govinfo.gov/content/pkg/PLAW-118publ188/pdf/PLAW-118publ188.pdf
https://uscode.house.gov/view.xhtml?req=(title:5%20section:3304%20edition:prelim)
Q18 — Will agencies have time to phase out self-assessments for rating and ranking?
Response: Yes. Agencies have until September 30, 2025, to stop using self-assessments for rating and ranking (except GS-4 and below, seasonal positions, and FWS positions filled under Job Element procedures). Agencies may continue using self-assessments to screen for minimum qualifications and eligibilities.
Q19 — What is considered a self-assessment?
Response: Tools allowing applicants to self-evaluate or self-certify proficiency (e.g., selecting “Novice”/“Expert”) based on job-task statements, often via occupational questionnaires.
Q20 — Are USA Hire assessments self-assessments?
Response: No. USA Hire delivers competency-based assessments that meet the definition of technical assessments; they are developed from job analyses and follow professional/legal standards.
Q21 — Must agencies use multiple assessments/hurdles or just one technical assessment?
Response: Use at least one technical or alternative assessment before issuing a certificate. Agencies are strongly encouraged to use two assessments and to develop multi-hurdle, skills-based approaches for mission-critical occupations.
Q22 — Difference between multiple assessments and multiple hurdles?
Response: Multiple assessments = two or more tools to gather job-relevant competency information. Multiple hurdles = sequential administration and scoring with cut scores; applicants below thresholds exit the process.
Q23 — If using a structured interview, is it pre- or post-certificate?
Response: It can be either. To satisfy the requirement to include at least one technical assessment before issuing a certificate, a structured interview used as the only technical assessment must occur pre-certificate. Post-certificate interviews can further evaluate referred candidates but cannot be used to re-rate or re-rank applicants on the certificate.
Q24 — USA Hire costs and small agencies?
Response: USA Hire is recommended but not required. Appendix 5 of the Plan lists technical/alternative assessments (e.g., structured interviews) that may be developed at little or no cost. Agencies are encouraged to select from pooled/shared certificates that used USA Hire and should budget resources to fully implement the Plan.
Four Short Essay Questions
Q25 — Must the four short essay questions be included in every JOA?
Response: Use the Constitution, Efficiency, Executive Orders, and Work Ethic questions on all competitive service JOAs open to the public at GS-05 or above, except teacher, Wage Grade, and seasonal positions. Agencies are encouraged (but not required) to use them for competitive merit promotion hiring. Agencies may exempt other positions with documented justification.
Q26 — How are answers used?
Response: Answers are not scored or rated and should be treated like a cover letter—an opportunity for candidates to provide additional information. They must not be used to determine qualifications or as an ideological litmus test. Applicants who do not answer are not disqualified.
Q27 — Who reviews the answers?
Response: Only the hiring manager and agency leadership (or designee) as part of the forwarded application packet. Use must align with Merit System Principles and be mindful of Prohibited Personnel Practices.
https://www.mspb.gov/msp/meritsystemsprinciples.htm
https://www.mspb.gov/ppp/ppp.htm
Q28 — Are ST/SL positions included?
Response: Yes.
Two-Page Resumes
Q29 — When does the 2-page resume limit go into effect?
Response: Transition period ends September 27, 2025. Applicants will need a 2-page resume to apply via USAJOBS. Agencies should consult their TAS providers for handling resumes uploaded directly into TAS.
Q30 — Will applicants be disqualified if they submit longer resumes?
Response: USAJOBS will implement a technical solution preventing submission of resumes longer than 2 pages. Application requirements should be clearly stated in the JOA. If an applicant fails to submit all required documentation, they can be removed from further consideration, with appropriate documentation.
Q31 — Will applicant guidance be updated?
Response: Yes. OPM will provide updated USAJOBS Help Center content and resume best-practices training covering the 2-page format and qualifying for Federal positions.
Q32 — Should JOAs include font/margin instructions?
Response: Agencies should provide clear instructions on submission requirements and recommended formatting. USAJOBS will enforce the 2-page limit and provide recommended font types, sizes, and margins. Resume Builder will be updated accordingly.
Q33 — Impact on non-Title 5 positions and judicial/legislative agencies posting on USAJOBS?
Response: USAJOBS will restrict all resumes to 2 pages. Judicial/legislative agencies wishing to accept longer resumes must include instructions in the JOA for how to submit them.
Q34 — Can I select a candidate with a resume longer than 2 pages from a Talent Program or RPL list?
Response: Yes. Placement resumes (Talent Programs and RPL) may exceed 2 pages. Hiring resumes for announcements must comply with the limit.
USA Hire, USA Staffing, USAJOBS
Q35 — What talent acquisition systems are compatible with USA Hire?
Response: USA Hire assessments are available only through USA Staffing; HR user functionality to enable/configure them resides in USA Staffing.
Q36 — Are USAJOBS and USA Staffing merging? Impact on staffing and the Plan?
Response: USAJOBS and USA Staffing are streamlining the online application process to eliminate redundancies and improve the applicant experience.
Workforce Data and Applicant Flow Data
Q37 — Should agencies continue to collect demographic data for reporting (e.g., MD-715) if not tied to individual applicants and not used for hiring decisions?
Response: Yes. Agencies will continue to collect/report information to OPM for required public reports such as MD-715 and FEORP. OPM will continue collecting demographic data on USAJOBS but will restrict provision to agencies unless justified.
OPM Training and Resources
Q38 — Will OPM provide training?
Response: Yes. OPM launched its Merit Hiring Learning Series for HR professionals, Talent Team members, hiring managers, and agency leadership.
https://www.eventbrite.com/cc/opm-merit-hiring-learning-series-4433703
Q39 — Will OPM provide additional resources?
Response: Yes. See the Merit Hiring Plan Resources webpage (training slides/recordings, assessments, job application process, pooled hiring).
https://www.opm.gov/policy-data-oversight/hiring-information/merit-hiring-plan-resources/#url=Overview
Q40 — Who should agencies contact?
Response: Headquarters-level HR offices may email:
HX@opm.gov for implementation assistance or questions about the Merit Hiring Plan;
MeritHiring@opm.gov for reporting or compliance questions;
Employ@opm.gov for hiring policy questions.
Component-level HR offices should contact their headquarters. Employees should contact their agency HR offices.
Related resources mentioned above:
https://community.connect.gov/display/OPM/Merit+Hiring+Plan
https://www.opm.gov/chcoc/transmittals/2018/implementing-policy-guidance-competitive-service-act-shared-certificates_01-11-2018_508.pdf
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