NOTE: SAQS indicates a single-agency qualification standard, and the
instructions to remove the standard apply to the agency designated and
OPM examining offices.
PART III:
Remove: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions, pages 1 and 2
Issue Date: Jan. 1992, (TS-233)
Insert: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions, pages 1 and 2
Remove: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 6.01, and
43
Issue Date: Jan. 1992, (T5-233) June 1991, (TS-232)
Insert: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 6.01,
6.02, 43, 44, and 45
Remove: Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions pages 1 and 2
Issue Date: Jan. 1992, (TS-233)
Insert: Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions, pages 1, 2, and
24.01
Remove: Multiseries Student Trainee Qualification Standard for
Schedule B Positions
Issue Date: Sept. 1988, (TS-225)
Insert: Multiseries Student Trainee Qualification Standard for
Schedule B Positions
Remove: GS-081, Fire Protection and Prevention Series, pages 3 and 4
Issue Date: Mar. 1982, (T5-198) May 1979, (TS-170)
Insert: GS-081, Fire Protection and Prevention Series, pages 3 and 4
Remove: GS-090, Guide Series
Issue Date: Aug. 1982, (TS-201)
Remove: GS-105, Social Insurance Administration (SAQS) (HHS)
Issue Date: July 1963, (TS-39)
Remove: GS-301, Insurance Specialist (SAQS) (VA)
Issue Date: Apr. 1962, (TS-25)
Remove: GS-301, Insurance Underwriter (Life and Medical) (SAQS) (VA)
Issue Date: Feb. 1965, (TS-55)
Remove: GS-361, Equal Opportunity Assistance Series
Issue Date: Nov. 1980, (TS-182)
Remove: GS-962, Contact Representative Series
Issue Date: June 1971, (TS-139) Dec. 1979, (TS-172)
Remove: GS-990, Annuitant Services Respresentative (SAQS) (OPM)
Issue Date: 1987
Remove: GS-993, Social Insurance Claims Examining (SAQS) (HHS) and
(Railroad Retirement Board)
Issue Date: July 1963, (TS-39)
Remove: GS-996, Veterans Claims Examining (SAQS) (VA)
Issue Date: Jan. 1969, (TS-90)
Remove: GS-1101, Open Mess Manager (SAQS)(Air Force)
Issue Date: Apr. 1978, OL 337-1043
Remove: GS-1101, Production Manager and Specialist (SAQS) (Treasury)
Issue Date: Letter
Remove: GS-1601, General Facilities and Specialist (SAQS) (Treasury)
Issue Date: June 1973, (TS-147)
Insert: GS-1601, General Facilities and Equipment Series
Remove: GS-1601, various positions (SAQS)(Army)
Issue Date: Letter
Remove: GS-1658, Laundry and Dry Cleaning Plant Management Series
Issue Date: May 1964, (TS-82)
Insert: GS-1658, Laundry and Dry Cleaning Plant Management Series
Remove: GS-1667, Steward Series
Issue Date: Dec. 1975, (TS-156)
Insert: GS-1667, Steward Series
Remove: GS-1667, Restaurant Manager (SAQS)(Air Force)
Issue Date: Nov. 1984, Letter
Remove: GS-1667, Steward (SAQS) (Army)
Issue Date: Letter
Remove: GS-1712, Training Instructor (Jet Aircraft Systems) (SAQS)
(Air Force)
Issue Date: Oct. 1980, Letter
Remove: GS-1896, Border Patrol Agent (SAQS)(Justice)
Issue Date: Jan. 1977, (TS-123) Sept. 1987, OL 271-224 Apr. 1988, OL
338-35
Insert: GS-1896, Border Patrol Agent Series
Remove: GS-1898, Admeasurement Series (SAQS)(Transportation)
Issue Date: Apr. 1969, (TS-92)
Remove: GS-2144, Cargo Scheduling Series
Issue Date: Dec. 1975, (TS-156)
Remove: Administrative Career Training (ACT)(SAQS)(Air Force)
Issue Date: Dec. 1985, Letter
PART IV:
Remove: Test Requirements in Qualification Standards, pages 1 and 2
Issue Date: Jan. 1992, (TS-233)
Insert: Test Requirements in Qualification Standards, pages 1 and 2
July 1992
TRANSMITTAL SHEET NO. 234
TS
Handbook X-118, QUALIFICATION STANDARDS
This transmits the material identified below for inclusion in this
Handbook.
Part II, General Policies and Instructions - Clarifies policy that an
individual is considered to meet qualification requirements when his or
her position is upgraded as a result of reclassification. Includes
reference to test requirements list in Part IV.
Part III, Qualification Standards
Supervisory Positions in General Schedule Occupations - Removes form
entitled, "Qualifications Analysis and Assessment of Potential for
Supervisory Positions." Appropriate pen and ink changes should be made
to the qualification standard to delete references to the inclusion of
the form in this Handbook. The form has been updated as an optional
form (OF-300, "Qualifications Analysis and Appraisal of Candidates for
Supervisory Positions") and attached to FPM Letter 338-20.
Minimum Qualfication Requirements for One-Grade Interval Clerical and
Administrative Support Positions - Changes the title of the
Communications Relay Operation Series, GS-390, to the Telecommunications
Processing Series, the title of the General Communications Series,
GS-392, to the General Telecommunications Series, and the title of the
Medical Record Technician Series, GS-675, to the Medical Records
Technician Series. Deletes the Teletypist Series, GS-385, and the
Cryptographic Equipment Operation Series, GS-388, which have been
abolished. Positions previously classified in those series, and in the
Radio Operating Series, GS-389, are now included in the expanded GS-390
series, and are covered by this qualification standard.
Minimum Qualfication Requirements for One-Grade Interval Technical,
Medical, and Program Support Positions - Deletes the Radio Operating
Series, US-389, which has been abolished.
Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions - Adds the Pension
Law Specialist Series, GS-958, to the printed standard.
Minimum Qualification Requirements for Two-Grade Interval
Professional Positions - Adds the Consumer Safety Series, GS-696, to the
printed standard.
Adds individual qualification standards for the following: GS-873,
Ship Surveying Series, and GS-2121, Railroad Safety Series.
Deletes individual qualification standard for the following: GS-392,
General Communications (Technician).
Part IV, Test Requirements in Qualification Standards - Includes
statement that this list supersedes information in qualification
standards. Adds GS-958, Pension Law Specialist to the list of
occupations for which tests are required for competitive appointment at
grades GS-5/7. Deletes the following series, which have been abolished:
GS-385, Teletypist; GS-388, Cryptographic Equipment Operation; and
GS-389, Radio Operating. Changes the title of the GS-390 series to
Telecommunications Processing and the title of the GS-675 series to
Medical Records Technician.
TABLE OF CHANGES
JURIS NOTE: Altered for JURIS display
Note: SAQS indicates a single-agency qualification standard.
PART II:
Remove: General Policies and Instructions, pages 5, 6,17, and 18
Issue Date: June 1991, (TS-232)
Insert: General Policies and Instructions, pages 5, 6, 17, and 18
PART III:
Remove: Supervisory Positions in General Schedule Occupations, pages
9 and 10
Issue Date: Nov. 1968, (TS-120)
Remove: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions, pages 1 and 2
Issue Date: June 1991, (TS-232)
Insert: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions, pages 1 and 2
Remove: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 9, and 10
Issue Date: June 1991, (TS-232) Sept. 1988, (TS-226)
Insert: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 9, and 10
Remove: Minimum Qualification Requirements for Two-Grade Interval
Professional Positions, pages 1 and 2
Issue Date: June 1991, (TS-232)
Insert: Minimum Qualification Requirements for Two-Grade interval
Professional Positions, pages 1, 2, and 54.01
Remove: GS-083, Federal Protective Officer (SAQS) (USA)
Issue Date: Sept. 1983, OL 337-1337
Remove: GS-392, General Communications (Technician)
Issue Date: Dec. 1969, (TS-130)
Remove: GS-696, Consumer Safety Officer (SAQS) (HHS)
Issue Date: June 1972, (TS-108)
Remove: GS-873, Marine Surveyor (SAQS)(Navy) and (Transportation)
Issue Date: Mar. 1981 and May 1990
Insert: GS-873, Ship Surveying Series
Remove: GS-990, Claims Examiner (SAQS)(HUD)
Issue Date: Mar. 1987, Letter
Remove: GS-1101, Employee Benefit Plan Specialist (SAQS) (Labor)
Issue Date: Aug. 1976, Letter
Remove: GS-1863, Food Inspector (SAQS)(Commerce)
Issue Date: Various Dates, Letters
Remove: GS-2121, Railroad Safety (SAQS)(Transportation)
Issue Date: Dec. 1979, (TS-148)
Insert: Railroad Safety Series
PART IV:
Remove: Test Requirements in Qualification Standards, pages 1, 2, 3,
4, 5, and 6
Issue Date: June 1991, (TS-232)
Insert: Test Requirements in Qualification Standards, pages 1, 2, 3,
4, 5, and 6
January 1992
TRANSMITTAL SHEET NO. 233
TS
HANDBOOK X-118
QUALIFICATION STANDARDS
Transmittal 230 mistakenly identified the Instructions to Users as
Part III for removal from the Handbook. Reference shonld have been made
to Part II, Instructions to Users, for removal from the Handbook.
This transmits the material identified below for inclusion in this
Handbook. Part I, Preface-This section is new, and is included to
explain the current format of the Handbook.
Part II, General Policies and Instructions - The "Table of Contents"
page is reissued to correct some page numbers. Several lines of text
mistakenly inserted in the "KSA" definition have been deleted, a number
of editorial changes have been made.
Part III, Qualification Standards - The single-agency qualification
standards listed in the Table of Changes for removal have already been
cancelled in coordination with the agencies involved. They for general
informational purposes. Other cancelled or superseded standards that
were not included in previous transmittals are also listed.
Minimum Qualification Requirements for One-Grade Interval Clerical
and Administrative Support Positions - Updates occupational coverage;
revises wording on written test requirements to refer to new Part IV;
footnotes VA approval of standard for the Medical Clerk Series, GS-679,
and the Library Technician Series, GS-1411, for title 38 positions; and
incorporates editorial changes. Specifically, adds the following
occupational series to the printed standard: Environmental Protection
Assistant, GS-029; Security Clerical and Assistance, GS-086; Office
Automation Clerical and Assistance GS-326; General Claims Examining,
GS-990 (one-grade interval positions); Education and Training
Technician, GS-1702 (one-grade interval positions); Transportation Rate
and Tariff Examining GS-2111; and Transportation Loss and Damage Claims
Examining, GS-2135. Deletes the Time and Leave Series, GS-590, which
has been abolished. Changes the series title for the GS-544 series to
Civilian Pay.
Minimum Qualification Requirements for One-Grade Interval Technical,
Medical, and Program Support Positions-Updates occupational coverage;
revises wording on written test requirements to refer to new Part IV;
footnotes VA approval of standard to be used in conjunction with VA
qualification standards for the Nuclear Medicine Technician Series,
GS-642, the Diagnostic Radiologic Techician/Technologist Series, GS-647,
and the Therapeutic Radiologic Technician/Technologist Series, GS-648,
for title 38 positions; footnotes VA approval of standard for the
Dental Assistance Series, (()) GS-681, for title 38 positions; and
incorporates editorial changes. Specifically, adds the following
occupational series to the printed standard: Economics Assistant,
GS-119; Plant Protection Technician, GS-421; and Consumer Safety
Insection, GS-1862. Changes the title of the GS-649 series to Medical
Instrument Technician.
Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions - Updates
occupational coverage, revises wording on written test requirements to
refer to new Part IV, and incorporates editorial changes. Specifically,
adds the following occupational series to the printed standard: Bond
Sales Promotion, GS-011; Unemployment Insurance, GS-106; Labor
Management Relations Examining, GS-244; Federal Retirement Benefits,
GS-270; Public Health Program Specialist, GS-685; Land Law Examining,
GS-965; Workers' Compensation Clalms Examining, GS-991; Interior
Design, GS-1008 (individual occupational requirements renumbered from
GS-1001 to GS-1008 to reflect the reclassification of Interior Design
positions); Education and Training Technician, GS-1702 (two-grade
interval positions); Training Instruction, GS-1712; Immigration
Inspection, GS-1816; Alcohol, Tobacco and Firearms Inspection, GS-1854;
Public Health Quarantine Inspection, GS-1864; Customs Inspection,
GS-1890; Motor Carrier Safety, GS-2123; and Highway Safety, GS-2125.
Deletes the Program Analysis Series, GS-345, and the Communications
Specialist Series, GS-393, which have been abolished. Deletes the
Contracting Series, GS-1102, which is now covered by a separate
(revised) qualification standard. Changes the title of the GS-343
series to Management and Program Analysis, the title of the GS-391
series to Telecommunications, and the title of the GS-669 series to
Medical Records Administration. Adds or expands the individual
occupational requirements for certain positions in the General Business
and Industry Series, GS-1101; the General Inspection, Investigation,
and Compliance Series, GS-1801; and the Transportation Operations
Series, GS-2150. Updates physical requirements for positions in the
Criminal Investigating Series, GS-1811.
Minimum Qualification Requirements for Two-Grade Interval
Professional Positions - Incorporates editorial changes and expands
individual occupational requirements for the Social Work Series, GS-185,
and the General Education and Training Series, GS-1701. Adds individual
occupational requirements for the Wildlife Refuge Management Series,
GS-485; the Internal Revenue Agent Series, GS-512; the Education
Program Series, GS-1720; the Public Health Educator Series, GS-1725;
and the Education Research Series, GS-1730, which were previously
covered by single-agency qualification standards. Adds individual
occupational requirements for the Education Services Series, GS-1740,
and the Instructional Systems Series, GS-1750, which were reestablished
by OPM's Office of Classification. Changes the title of the GS-804
series to Fire Protection Engineering.
Adds revised individual qualification standards for the following:
1. Park Ranger Series, GS-025.
2. Apprenticeship and Training Series, GS-243.
3. Miscellaneous Administration and Program Series, GS-3O1 Regulatory
Impact Analyst (Research) positions with the Environmental Protection
Agency.
4. Work Unit Supervising Series, GS-313.
5. Contracting Series, GS-1102.
6. Mine Safety and Health Series, GS-1822.
Part IV Index, is obsolete and is therefore cancelled. A new index
will be transmitted at a later date.
A new Part IV Test Requirements in Qualification Standards, is
transmitted.
TABLE OF CHANGES
JURIS NOTE: Altered for JURIS display
Note: SAQS indicates a single-agency qualification standard.
PART I:
Insert: Preface
PART II:
Remove: General Policies and Instructions
Issue Date: March 1990, (TS-230)
Insert: General Policies and Instructions
PART III:
Remove: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions
Issue Date: Sept. 1987, (TS-221)
Insert: Minimum Qualification Requirements for One-Grade Interval
Clerical and Administrative Support Positions
Remove: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 3, 4, 11,
12, 17, 18, 19, 20, 21, 22, 23, 24, 41, 42
Issue Date: Sept. 1988, (TS-226)
Insert: Minimum Qualification Requirements for One-Grade Interval
Technical, Medical, and Program Support Positions, pages 1, 2, 3, 4,
6.01, 11, 12, 12.01, 12.02, 17, 18, 19, 20, 21, 22, 23, 24, 24.01, 41,
42, 43
Remove: Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions, pages 1, 2, 3, 4,
5, 6, 9, 10, 13, 14, 15, 16, 17, 18, 19, 20, 25, 26, 35, 36, 37, 38, 39
Issue Date: Dec. 1988, (TS-227) Apr. 1989, (TS-228)
Insert: Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions, pages 1, 2, 3, 4,
5, 6, 6.01, 6.02, 9, 10, 10.01, 10.02, 10.03, 13, 14, 15, 16, 17, 18,
18.01, 18.02, 19, 20, 25, 26, 35, 36, 37, 38, 39, 40, 41, 42, 43, 44,
45, 46, 47, 48, 49
Remove: Minimum Qualification Requirements for Two-Grade Interval
Professional Positions, pages 1, 2, 3, 4, 17, 18, 47, 48, 55, 56, 91
Issue Date: June 1990, (TS-231)
Insert: Minimum Qualification Requirements for Two-Grade Interval
Professional Positions, pages 1, 2, 3, 4, 17, 18, 42.01, 47, 48, 48.01,
55, 56, 91, 92, 93, 94, 95, 96
Remove: GS-011, Bond Sales Promotion (SAQS)(Treasury)
Issue Date: Aug. 1968, (TS-86)
Remove: GS-025, Park Ranger Series
Issue Date: Nov. 1985, (TS-211)
Insert: GS-025, Park Ranger Series
Remove: GS-106, Unemployment Insurance (SAQS)(Labor)
Issue Date: Feb. 1969, (TS-89 - correction)
Remove: GS-187, Social Work Associate (SAQS)(VA)
Issue Date: Sept. 1969, (TS-95)
Remove: GS-199, Social Science Student Trainee Series
Issue Date: Nov. 1961, (TS-57)
Remove: GS-243, Apprenticeship and Training (SAQS) (Labor)
Issue Date: Jan. 1975, (TS-114)
Insert: GS-243, Apprenticeship and Training Series
Remove: GS-244, Labor Management Relations Examining (SAQS)
(National Labor Relations Board)
Issue Date: Dec. 1968, (TS-89)
Remove: GS-301, Administrative Officer (Voluntary Service)
(SAQS)(VA)
Issue Date: Aug. 1965, (TS-60)
Remove: GS-301, Community Action Program Assistant/Field
Repreaentative/Program Specialist (SAQS) (Community Services
Administration)
Issue Date: Dec. 1968, (TS-89) Jan. 1979, (TS-139)
Remove: GS-301, Physical Medicine and Rehabilitation Coordinator
(SAQS) (VA)
Issue Date: Feb. 1964, (TS-46)
Remove: GS-301, Regulatory Impact Analyst (Research) (SAQS) (EPA)
Issue Date: Apr. 1989, Letter
Insert: GS-301, Regulatory Impact Analyst (Research) (EPA)
Remove: GS-309, Correspondence Clerk (SAQS) (VA)
Issue Date: May 1962, (TS-26)
Remove: GS-313, Work Unit Supervising Series
Issue Date: Oct. 1980, (TS-181)
Insert: GS-313, Work Unit Supervising Series
Remove: GS-335, Computer Clerk and Assistant Series
Issue Date: Aug. 1982, (TS-201)
Remove: GS-340, Branch Manager, Deputy District Director, Deputy
Regional Administrator, District Director (SAQS) (SBA)
Issue Date: Mar. 1982, (TS-167)
Remove: GS-340, Young Adult Conservation Corps Manager (SAQS)
(Agriculture)
Issue Date: May 1978, (TS-132)
Remove: GS-404, Biological Laboratory Aid and Technician (SAQS) (VA)
Issue Date: July 1964, (TS-50)
Remove: GS-421, Plant Protection Aid and Technician (SAQS)
(Agriculture)
Issue Date: Aug. 1961, (TS-17)
Remove: GS-458, Soil Conservation Technician Series
Issue Date: Feb. 1987, (TS-216)
Remove: GS-485, Wildlife Refuge Management (SAQS) (Interior)
Issue Date: Dec. 1968, (TS-89)
Remove: GS-499, Biological Science Student Trainee Series
Issue Date: Nov. 1961, (TS-57)
Remove: GS-512, Internal Revenue Agent Series (SAQS) (Treasury)
Issue Date: May 1977, (TS-127)
Remove: GS-599, Accounting Student Trainee Series
Issue Date: Dec. 1971, (TS-140)
Remove: GS-621, Licensed Practical Nurse/Licensed Vocational Nurse
(SAQS) (VA)
Issue Date: Mar. 1973, (TS-109)
Remove: GS-621, Operating Room Nursing Assistant (SAQS) (VA)
Issue Date: Oct. 1970, (TS-102)
Remove: GS-633, Physical Therapist (SAQS) (VA)
Issue Date: Sept. 1962, (TS-29)
Remove: GS-644, Medical Technologist Series Addendum
Issue Date: July 1987, (TS-218)
Remove: GS-662, Optometrist (Clinical) (SAQS) (VA)
Issue Date: Dec. 1967, (TS-79)
Remove: GS-665, Audiologist/Speech Pathologist (SAQS) (VA)
Issue Date: Jan. 1969, (TS-90)
Remove: GS-669, Medical Record Librarian (SAQS) (VA)
Issue Date: Oct. 1963, (TS-42)
Remove: GS-670, Resident in Hospital Administration (SAQS) (VA)
Issue Date: Dec. 1965, (TS-63)
Remove: GS-672, Prosthetic Representative (SAQS) (VA)
Issue Date: Sept. 1965, (TS-61)
Remove: GS-685, Public Health Program Specialist (SAQS) (HHS)
Issue Date: Jan. 1982, OL 271-167
Remove: GS-899, Engineering Student Trainee Series
Issue Date: Nov. 1961, (TS-57)
Remove: GS-899, GS-1399, GS-1599, Student Trainee Series
(Appropriate Specialty) (Schedule B Positions)
Issue Date: Dec. 1968, (TS-121)
Remove: GS-965, Land Law Examiner (SAQS) (Interior)
Issue Date: June 1962, (TS-27)
Remove: GS-990, Pension Benefits Examiner (SAQS) (Pension Benefit
Guaranty Corporation)
Issue Date: Oct. 1980, (TS-178)
Remove: GS-991, Workers' Compensation Claims Examining (SAQS)
(Labor)
Issue Date: Oct. 1976, (TS-120)
Remove: GS-997, Civil Service Retirement Claims Examiner (SAQS)
(OPM)
Issue Date: Dec. 1963, (TS 44)
Remove: GS-1101, Business Management Specialist/Officer (SAQS) (SBA)
Issue Date: May 1979, (TS-142)
Remove: GS-1101, Futures Trading Specialist (SAQS) (Commodity
Futures Trading Commission)
Issue Date: Feb. 1975, OM 332-148
Remove: GS-1101, Institutional Review Specialist (SAQS) (Education)
Issue Date: Sept. 1987, OL 271-223
Remove: GS-1101, International Trade Analyst (SAQS) (International
Trade Commission)
Issue Date: Apr. 1974,
Remove: GS-1101, Lender Review Specialist (SAQS) (Education)
Issue Date: Sept. 1987, OL 271-223
Remove: GS-1101, Loan Servicing Assistant (SAQS) (SBA)
Issue Date: Mar. 1977, OM 337-253
Remove: GS-1101, Loan Technician (SAQS) (Agriculture)
Issue Date: Sept. 1979, OL 338-27
Remove: GS-1101, Produce Specialist (Fresh Fruits and Vegetables)
(SAQS) (Defense Logistics Agency)
Issue Date: Sept. 1987, OL 271-225
Remove: GS-1101, Program Clerk and Assistant (SAQS) (Agriculture)
Issue Date: Sept. 1979, OL 338-27
Remove: GS-1101, Regulatory Electric Utilities Specialist (SAQS)
(Federal Energy Regulatory Commission)
Remove: GS-1101, Underwriting Analyst (SAQS) (SBA)
Issue Date: Dec. 1975
Insert: GS-1102, Contracting Series
Remove: GS-1399, Physical Science Student Trainee Series
Issue Date: Nov. 1961, (TS-57)
Remove: GS-1410, Librarian (SAQS) (VA)
Issue Date: Jan. 1971, (TS-103)
Remove: GS-1599, Mathematical Science Student Trainee Series
Issue Date: Nov. 1961, (TS-57)
Remove: GS-1701, Instructional System Design Specialist (SAQS)
(Transportation)
Issue Date: Dec. 1988, OL 271-233
Remove: GS-1702, Child Care Center Director (SAQS) (Air Force)
Issue Date: Jan. 1984, OL 337-1351
Remove: GS-1702, Education and Training Technician Series
Issue Date: Sept. 1968, (TS-118)
Remove: GS-1712, Training Instruction Series
Issue Date: Feb. 1980, (TS-174)
Remove: GS-1720, Education Program Series (SAQS) (Education)
Issue Date: Oct. 1982, (TS-170) Jan. 1986, (TS-176)
Remove: GS-1725, Health Education Specialist/Health Promotion
Program Specialist (SAQS) (Air Force)
Issue Date: July 1990, Letter
Remove: GS-1725, Public Health Educator (SAQS) (HHS)
Issue Date: Jan. 1969, (TS-90)
Remove: GS-1730, Education Research Series (SAQS) (Education)
Issue Date: Oct. 1982, (TS-170) Jan. 1986, (TS-176)
Remove: GS-1740, Education Services Series
Issue Date: Oct. 1985, (TS-210)
Remove: GS-1750, Instructional Systems Series
Issue Date: Oct. 1982, (TS-202) Oct. 1985, (TS-210)
Remove: GS-1801, Canine Enforcement Officer (SAQS) (Treasury)
Issue Date: March 1985, Memorandum
Remove: GS-1816, Immigration Inspection (SAQS) (Justice)
Issue Date: Aug. 1969, (TS-94) Apr. 1987, (TS-178)
Remove: GS-1822, Mine Safety and Health (SAQS) (Labor)
Issue Date: July 1981, (TS-163)
Insert: GS-1822, Mine Safety and Health Series
Remove: GS-1854, Alcohol, Tobacco and Firearms Inspection (SAQS)
(Treasury)
Issue Date: Dec. 1971, (TS-106)
Remove: GS-1855, Alcohol Tax Technician (SAQS)(Treasury)
Issue Date: Mar. 1973, (TS-109)
Remove: GS-1862, Consumer Safety Insection (SAQS) (HHS)
Issue Date: May 1974, (TS-113)
Remove: GS-1864, Public Health Quarantine Inspection (SAQS) (HHS)
Issue Date: July 1965, (TS-59)
Remove: GS-1890, Customs Insection (SAQS) (Treasury)
Issue Date: Feb. 1977, (TS-124)
Remove: GS-2123, Motor Carrier Safety (SAQS) (Transportation)
Issue Date: Oct. 1980, (TS-154) July 1987, OL 271-220
Remove: GS-2125, Highway Safety (SAQS) (Transportation)
Issue Date: Oct. 1980, (TS-154)
Remove: GS-2150, Marine Transportation Specialist (SAQS) (Navy)
Issue Date: July 1981, OL 271-138
PART IV:
Remove: Index
Issue Date: June 1984, (TS-208)
Insert: Test Requirements in Qualification Standards
June 1991
TRANSMITTAL SHEET NO. 232
TS
HANDBOOK X-118
QUALIFICATION STANDARDS
This transmits the following qualification standard for inclusion in
Part III of this Handbook:
Minimum Qualification Requirements for Two-Grade Interval
Professional Positions. This is a new qualification standard covering
two-grade interval positions in 98 occupational series.
This standard supersedes all qualification standards listed in the
following Table of Changes. It should be filed after the standard for
Minimum Qualification Requirements for Two-Grade Interval Professional
Positions
Revised pages for the Alphabetical Index will be transmitted at a
later time.
TABLE OF CHANGES
(Altered for JURIS display)
NOTE: SAQS indicates a single agency qualification standard.
For the below list, insert the Minimum Qualification Requirements for
Two-Grade Interval Professional Positions.
REMOVE ----------------- ISSUE DATE
GS-020, Community Planning Series -- Apr. 1974 (TS 150)
GS-101, Social Sciences Series -- Dec. 1968 (TS 121)
GS-101, Rating Specialist (SAQS -- Veterans Affairs) -- June 1960 (TS
3)
GS-110, Economist Series -- Dec. 1968 (TS 121)
GS-130, Foreign Affairs Series -- Dec. 1968 (TS 121)
GS-131, International Relations Series -- Dec. 1968 (TS 121)
GS-140, Manpower Analyst (SAQS -- Labor) -- Dec. 1968 (TS 89)
GS-150, Geography Series -- Dec. 1968 (TS 121)
GS-170, History Series -- Dec. 1968 (TS 121)
GS-180, Psychology Series -- Jan 1969 (TS 122); Apr. 1978 (TS 165)
GS-184, Sociology Series -- Dec. 1968 (TS 121)
GS-185, Social WOrk Series -- Dec. 1968 (TS 121); Apr. 1978 (TS
165)
GS-190, General Anthropology Series -- Dec. 1968 (TS 121)
GS-193, Archeology Series -- Aug. 1983 (TS 204); Oct. 1985 (TS 210)
GS-401, General Biological Science Series -- Dec. 1068 (TS 121)
GS-401, Biologist (AAQS -- Veterans Affairs) -- Augs. 1968 (TS 86)
GS-403, Microbiology Series -- Dec. 1968 (TS 121)
GS-405, Pharmacology Series -- Aug. 1987 (TS 220)
GS-406, Agricultural Extention Specialist (SAQS -- Agriculture) --
Jan. 1955 (PES 1957)
GS-408, Ecology Series -- Nov. 1978 (TS 168)
GS-410, Zoology Series -- Dec. 1968 (TS 121)
GS-410, Zoologist (SAQS -- Veterans Affairs) -- Aug. 1968 (TS 86)
GS-413, Physiology Series -- Dec. 1968 (TS 121)
GS-413, Physiologist (SAQS -- Veterans Affairs) -- Nov. 1962 (TS 31)
GS-414, Entomology Series -- Dec. 1968 (TS 121)
GS-415, Toxicology Series -- Aug. 1987 (TS 220)
GS-430, Botany Series -- Dec. 1968 (TS 121)
GS-434, Plant Pathology Series -- Dec. 1968 (TS 121)
GS-435, Plant Physiology Series -- Dec. 1968 (TS 121)
GS-437, Horticulture Series -- Dec. 1968 (TS 121)
GS-437, Horticuturist (SAQS -- Agriculture) -- Aug. 1959 (PES 2038)
GS-440, Genetics -- Dec. 1968 (TS 121)
GS-454, Range Conservation Series -- July 1980 (TS 179)
GS-457, Soil Conservation Series -- Feb. 1987 (TS 216)
GS-460, Forestry Series -- Feb. 1980 (TS 174)
GS-470, Soil Science Series -- June 1970 (TS 134)
GS-471, Agronomy Series -- Dec. 1968 (TS 121)
GS-475, Agricultural Management Series -- Dec. 1968 (TS 121)
GS-482, Fishery Biology Series -- Dec. 1968 (TS 121)
GS-486, Wildlife Biology Series -- Dec. 1968 (TS 121)
GS-487, Animal Science Series -- Jan. 1983 (TS 203); Oct. 1985 (TS
210)
GS-493, Home Economics Series -- Dec. 1968 (TS 121)
GS-510, Accounting Series; GS-511, Auditing Series -- June 1982
(June 1982)
GS-601, General Health Science Series -- Mar. 1970 (TS 132); Dec.
1968 (TS 121)
GS-630, Dietitian and Nutritionist Series -- Dec. 1980 (TS 183)
GS-635, Corrective Therapist Series -- Dec. 1969 (TS 130)
GS-635, Corrective Therapist (SAQS -- Veterans Affairs) -- May 1968
(TS 83)
GS-637, Manual Arts Therapist Series -- Dec. 1969 (TS 130)
GS-638, Recreation/Creative Arts Therapist Series -- Sept. 1979 (TS
171)
GS-639, Educational Therapist Series -- Dec. 1969 (TS 130)
GS-639, Educational Therapist (SAQS -- Veterans Affairs) -- May 1968
(TS 83)
GS-690, Industrial Hygiene Series -- Oct. 1980 (TS 181)
GS-800, All Professional Engineering Series -- Mar. 1982 (TS 198)
GS-807, Landscape Architecture Series -- Dec. 1968 (TS 121)
GS-808, Architecture Series -- Aug. 1986 (TS 214) 171)
GS-1015, Museum Curator Series -- Dec. 1968 (TS 121)
GS-1221, Patent Adviser Series -- Dec. 1968 (TS 121)
GS-1301, General Physical Science Series -- May 1971 (TS 138)
GS-1306, Health Physics Series -- Mar. 1970 (TS 132); Dec. 1968 (TS
121)
GS-1310, Physics Series -- Dec. 1968 (TS 121)
GS-1310, Physicist (SAQS -- Veterans Affairs) -- Nov. 1962 TS 31)
GS-1313, Geophysics Series -- Dec. 1968 (TS 121)
GS-1315, Hydrology Series -- Aug. 1969 (TS 127)
GS-1320, Chemistry Series -- Mar. 1970 (TS 132); Dec. 1968 (TS 121)
GS-1320, Biochemist (SAQS -- Veterans Affairs) -- Nov. 1962 (TS 31)
GS-1321, Metallurgy Series -- Dec. 1968 (TS 121)
GS-1330, Astronomy and Space Science Series -- June 1970 (TS 134)
GS-1340, Meteorology Series -- June 1972 (TS 143); Feb. 1972 (TS
141)
GS-1350, Geology Series -- Dec. 1968 (TS 121); Dec. 1975 (TS 156)
GS-1360, Oceanography Series -- Dec. 1968 (TS 121)
GS-1370, Cartography Series -- Mar. 1982 (TS 198)
GS-1372, Geodesy Series -- June 1971 (TS 139)
GS-1373, Land Surveying Series -- Jan. 1979 (TS 169)
GS-1380, Forest Products Technology Series -- Dec. 1968 (TS 121)
GS-1382, Food Technology Series -- Dec. 1968 (TS 121)
GS-1384, Textile Technology Series -- Dec. 1968 (TS 121); July 1966
(TS-100)
GS-1384, Cotton Technologist (SAQS -- Agriculture) -- May 1956 PES
2049)
GS-1384, Fiber Technologist (SAQS -- Agriculture) -- May 1956 PES
2046)
GS-1386, Photographic Technology Series -- Dec. 1968 (TS 121)
GS-1420, Archivist Series -- Dec. 1968 (TS 121)
GS-1510, Actuary Series -- June 1987 (TS 219)
GS-1515, Operations Research Series -- Dec. 1968 (TS 121)
GS-1520, Mathematics Series -- Dec. 1968 (TS 121)
GS-1529, Mathematical Statistician Series -- Dec. 1968 (TS 121)
GS-1530, Statistician Series -- Dec. 1968 (Ts 121)
GS-1530, Statistician Series (Alternate Standard) -- May 1962 (TS
63); Dec. 1975 (TS 156)
GS-1550, Computer Science Series -- May 1977 (TS 162)
GS-1701, General Education and Training Series -- Dec. 1968 (TS 121)
June 1990
TRANSMITTAL SHEET NO. 231
TS
HANDBOOK X-118, QUALIFICATION STANDARDS
This transmits the following for replacement of Parts and II of this
Handbook: General Policies and Instructions for the Qualifications
Standards Handbook.
TABLE OF CHANGES
(Altered for JURIS display)
REMOVE: Part I, Introduction unnumbered title page, and page 3.
ISSUE DATE: May 1967 (TS 107)
INSERT: General Policies and Instructions for the
Qualification Standards Handbook
REMOVE: Part III, Instructions to Users. Unnumbered title page and
pages 1 thourgh 29
ISSUE DATE: Nov. 1987 (TS 227), Apr. 1980 (TS 176), Sept.
1979 (TS 171), Nov. 1978 (TS 168), July 1978 (TS 166)
INSERT: General Policies and Instructions for the
Qualification Standards Handbook
March 1990
TRANSMITTAL SHEET NO. 230
TS
HANDBOOK X-118, QUALIFICATION STANDARDS
This transmits the following material for inclusion in Part III of
this Handbook.
Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions. Pages 3 and 4 are
reissued to include several lines of text inadvertently omitted from the
"General Experience" section.
TABLE OF CHANGES
(Altered for JURIS display)
REMOVE: Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions, pages 3 and 4.
ISSUE DATE: Dec. 1988 (TS 227)
INSERT: Minimum Qualification Requirements for Two-Grade
Interval Administrative, Management, and Specialist Positions,
pages 3 and 4.
April 1989
TRANSMITTAL SHEET NO. 228
TS
HANDBOOK X-118, QUALIFICATION STANDARDS
This transmits the following qualification standard for inclusion in
Part III of this Handbook:
Minimum Qualification Requirements for Two-Grade Interval
Administrative, Management, and Specialist Positions. This is a new
qualification standard covering two-grade interval positions in 98
occupational series.
This standard supersedes all qualification standards listed in the
following Table of Changes. It should be filed after the standard for
Minimum Qualification Requirements for One-Grade Interval Technical,
Medical, and Program Support Positions.
Alphabetical Index. Revised pages will be transmitted at a later
time.
TABLE OF CHANGES
(Altered for JURIS display)
For the below list, insert the Minimum Qualification Requirements for
Two-Grade Interval Adminstrative, Management, and Specialist Positions
REMOVE ----------------- ISSUE DATE
Multi-Group Standard for Administrative Positions, GS-5/15 -- Apr.
1980 (TS-176) -- Minimum Qualification Requirements for Two-Grade
Interval Administrative, Management, and Specialist Positions
GS-018, Safety and Occupational Health Management Series -- Aug.
1981 (TS-191)
GS-023, Outdoor Recreation Planning Series -- June 1970 (TS-134) Dec.
1975 (TS-156)
GS-028, Environmental Protection Specialist Series -- Feb. 1977 (TS-
161)
GS-030, Sports Specialist Series -- Apr. 1970 (TS-133)
GS-062, Clothing Design Series -- Dec. 1975 (TS-156)
GS-080, Security Administration Series -- Dec. 1968 (TS-121)
GS-120, Food Assistance Program Specialist Series (SAQS) (Agri) --
June 1972 (TS-108)
GS-132, Intelligence Series -- Dec. 1968 (TS-121)
GS-142, Manpower Development Specialist Series -- Apr. 1975 (TS-153)
GS-160, Civil Rights Analysis Series -- Nov. 1980 (TS-182)
GS-188, Recreation Specialist Series -- Sept. 1979 (TS-171)
GS-200, Personnel Management and Industrial Relations Group -- June
1980 (TS-178) Aug. 1978 (TS-167)
GS-205, Military Personnel Management Series -- Apr. 1971 (TS-137)
GS-246, Contractor Industrial Relations Series -- Dec. 1968 (TS-121)
GS-260, Equal Employment Opportunity Series -- Nov. 1980 (TS-182)
GS-301, General Clerical and Administrative Series, Explanatory Note
-- Apr. 1980 (TS-176)
GS-334, Computer Specialist Series -- Mar. 1981 (TS-186)
GS-341, Administrative Officer Series -- Dec. 1968 (TS-121) May 1977
(TS-162)
GS-343, Management Analysis Series -- Feb. 1972 (TS-141)
GS-345, Program Analysis Series -- Nov. 1965 (TS-94) May 1977
(TS-162)
GS-346, Logistics Management Series -- Dec. 1986 (TS-215)
GS-360, Equal Opportunity Compliance Series -- Nov. 1980 (TS-182)
GS-362, Electric Accounting Machine Project Planning Series -- Jan.
1982 (TS-197)
GS-391, Communications Management Series -- Dec. 1969 (TS-130)
GS-393, Communications Specialist Series -- Dec. 1969 (TS-130)
GS-501, Financial Administration and Program Series -- Apr. 1982
(TS-199)
GS-505, Financial Management Series -- Dec. 1968 (TS-121)
GS-560, Budget Analysis Series -- June 1981 (TS-189)
GS-570, Financial Institution Examining Series -- Apr. 1969 (TS-124)
GS-669, Medical Record Librarian Series -- Dec. 1971 (TS-140)
(Continued on Next Page)
GS-670, Health System Administration Series -- June 1981 (TS-189)
GS-671, Health System Specialist Series -- June 1981 (TS-189)
GS-673, Hospital Housekeeping Management Series -- Nov. 1978 (TS-168)
Oct. 1981 (TS-193)
GS-828, Construction Analyst Series -- Jan. 1966 (TS-96) (Dec. 1975
(TS-156)
GS-930, Hearings and Appeals Series -- June 1974 (TS-151)
GS-950, Paralegal Specialist Series -- July 1986 (TS-213)
GS-1001, Fine and Applied Arts Series (Interior Decorator/Color
Designer) -- Apr. 1951
GS-1010, Exhibits Specialist Series -- July 1960 (TS-43)
GS-1020, Illustrating Series -- Sept. 1979 (TS-171)
GS-1035, Public Affairs Series -- June 1981 (TS-189)
GS-1040, Language Specialist Series -- Oct. 1981 (TS-193)
GS-1051, Music Specialist Series -- Apr. 1970 (TS-133) Feb. 1976
(TS-158)
GS-1054, Theater Specialist Series -- Apr. 1970 (TS-133) Feb. 1976
(TS-158)
GS-1056, Art Specialist Series -- Apr. 1970 (TS-133)
GS-1071, Audio-Visual Production Series -- Dec. 1968 (TS-121) Apr.
1975 (TS-153)
GS-1082, Writing and Editing Series -- Dec. 1968 (TS-121) June 1970
(TS-134)
GS-1083, Technical Writing and Editing Series -- May 1962 (TS-63)
Dec. 1975 (TS-156)
GS-1084, Visual Information Series -- May 1962 (TS-63) Feb. 1974
(TS-149)
GS-1102, Contracting Series -- Nov. 1983 (TS-205) Mar. 1984 (TS-207)
Oct. 1985 (TS-210)
GS-1103, Industrial Property Management Series -- June 1970 (TS-134)
GS-1104, Property Disposal Series -- June 1970 (TS-134)
GS-1130, Public Utilities Specialist Series -- Dec. 1968 (TS-121)
GS-1130, Electric Utility Management Specialist (SAQS) (Agri) -- June
1965 (TS-58)
GS-1140, Trade Specialist Series -- Dec. 1968 (TS-121)
GS-1144, Commissary Store Management Series -- June 1981 (TS-189)
GS-1150, Industrial Specialist Series -- Dec. 1968 (TS-121)
GS-1160, Financial Analysis Series -- Dec. 1968 (TS-121) Sept. 1973
(TS-148)
GS-1163, Insurance Examining Series -- Dec. 1968 (TS-121)
GS-1165, Loan Specialist Series -- Jan. 1962 (TS-59) Dec. 1975
(TS-156)
GS-1170, Realty Series -- June 1971 (TS-139)
GS-1171, Appraising and Assessing Series -- June 1972 (TS-143)
GS-1173, Housing Management Series -- Sept. 1981 (TS-192)
GS-1176, Building Management Series (SAQS) (GSA) -- Dec. 1971
(TS-106)
GS-1361, Navigational Information Series -- Dec. 1962 (TS-69) Dec.
1975 (TS-156)
GS-1397, Document Analysis Series -- June 1965 (TS-90)
GS-1421, Archives Technician Series (Specialist Positions) -- July
1968 (TS-116)
GS-1630, Cemetery Administration Series -- (SAQS) (Army, ABMC, VA) --
June 1971 (TS-105) (Dec. 1973)
GS-1640, Facility Management Series -- June 1973 (TS-147)
GS-1654, Printing Management Series -- May 1979 (TS-170)
GS-1670, Equipment Specialist Series -- June 1987 (TS-217)
GS-1715, Vocational Rehabilitation Series -- Mar. 1970 (TS-132)
GS-1801, General Inspection, Investigation, and Compliance Series --
Oct. 1980 (TS-180)
GS-1810, General Investigating, and GS-1811, Criminal Investigating,
Series -- Dec. 1968 (TS-121)
GS-1831, Securities Compliance Examining Series (SAQS) (SEC) -- Aug.
1976 (TS-118)
GS-1910, Quality Assurance Series -- Jan. 1983 (TS-203) Oct. 1985
(TS-210)
GS-2001, GS-2003, GS-2010, GS-2030, GS-2050, Supply Group -- June
1972 (TS-143)
GS-2032, Packaging Series -- May 1971 (TS-138)
GS-2110, Transportation Industry Analysis Series -- Oct. 1981
(TS-193)
GS-2130, Traffic Management Series -- Dec. 1971 (TS-140) Jan. 1973
(TS-144)
GS-2150, Transportation Operations Series (Automotive Transportation
Administrator/Specialist -- Apr. 1953 (TS-6)
GS-2161, Marine Cargo Series -- Sept. 1961 (TS-55) Dec. 1975 (TS-156)
December 1988
TRANSMITTAL SHEET NO. 227
TS
HANDBOOK X-118, QUALIFICATION STANDARDS
GENERAL POLICIES AND INSTRUCTIONS FOR THE QUALIFICATION STANDARDS
HANDBOOK
TABLE OF CONTENTS
A. SCOPE
B. PURPOSE
C. RESPONSIBILITIES
1. The Office of Personnel Management
2. Agencies
D. EXPLANATION OF TERMS
E. DESCRIPTION OF THE QUALIFICATION STANDARDS SYSTEM
F. APPLICATION OF QUALIFICATION STANDARDS
1. Implementation of the Standards
2. Selecting and Using the Appropriate Qualification Standard
3. Using Position Classification Standards
(a) Identifying specialized experience
(b) Determining level of experience
4. Use of Selective Factors
(a) Experience
(b) Education
5. Use of Quality Ranking Factors
6. Experience
(a) Crediting experience
(b) Crediting one-grade interval or wage grade experience
(c) Determining normal work week/work year
(d) Concurrent experience in more than one position
(e) Crediting teaching experience for non-teaching positions
(f) Education and experience gained concurrently
(g) Military experience
(h) Crediting experience gained on detail
(i) Experience level required for promotion in one-grade
interval series
(j) One-year specialized experience provision
7. Education
(a) Qualifying education
(b) Academic year
(c) Superior academic achievement
(d) Crediting work-study experience for initial appointment
(e) Crediting education or training as experience
(f) Acceptability of higher education
(g) Interpreting minimum educational requirements
8. Crediting Combinations of Education and Experience
9. Special Inservice Placement Provisions
(a) Minimum educational requirements
(b) The "add-on rule"
(c) Modifying experience requirements for certain inservice
placement actions
10. Other Qualification Requirements or Provisions
(a) Medical/Physical
(b) Age
(c) Written and performance tests
(d) Licensure, certification, and other requirements or
provisions
G. ESTABLISHMENT OF SINGLE-AGENCY STANDARDS
REFERENCES AND SOURCES
A. SCOPE
This Handbook contains instructions and standards used to determine
applicants' qualifications for General Schedule (GS and GM) positions at
grades GS-1 through GS-15. The requirements in this Handbook must be
met by all appointees to positions in the competitive service and to
positions in the excepted service that are filled under Schedule B
authorities, but do not apply to positions filled under Schedule A and C
authorities. Application of the qualification requirements in these
standards, other than minimum educational requirements, is not mandatory
for employees temporarily assigned to a different position on a detail.
The qualification requirements in this Handbook, other than testing, may
also be used for Veterans Readjustment Appointment (VRA) applicants.
Unless otherwise specified, the same standards and requirements apply to
both initial appointments and inservice placement actions.
In addition to qualification requirements, time-ingrade restrictions
must be observed. (See FPM Chapter 300.)
B. PURPOSE
Qualification standards make it possible to examine the
qualifications of applicants for Federal employment and help determine
which applicants would be able to perform satisfactorily in the
positions to be filled. The education, 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. They represent the patterns of education and/or
experience most commonly applicable to a particular occupational series.
Qualification standards for most occupational series permit
applicants to qualify on the basis of education, experience, or a
combination of the two. Some, however, require applicants to possess
specific educational qualifications, which are so identified in the
standard.
C. RESPONSIBILITIES
1. The Office of Personnel Management (OPM)
OPM is responsible for developing and issuing minimum qualification
standards and policies. OPM will solicit agencies' views and comments
on major qualifications issues whenever practical, but retains
responsibility for the instructions and standards in this Handbook. OPM
is also responsible for approving single-agency qualification standards
for particular positions. Both the agency involved and OPM share
responsibility for such single-agency standards.
2. Agencies
Federal executive branch agencies are responsible for applying the
appropriate standards in individual personnel actions and developing
selective factors, when needed, to supplement the standards in this
Handbook. (See p. 5, F.4.) Agencies also have discretion in determining
the particular qualification standard to use in making qualification
determinations for VRA applicants. (See FPM Chapter 307.) Agencies can
also modify qualification requirements for certain inservice placement
actions. (See p. 16, F.9.(c).) When agencies define or modify particular
requirements, they are responsible for supporting their decisions. In
those rare instances where qualification standards supplemented by
selective factors will not meet agencies' needs, agencies are
responsible for proposing single-agency standards for OPM's approval.
(See p. 19, Section G.) Agencies are also responsible for any additional
qualification requirements used in filling Schedule B positions in the
excepted service and for justifying the standards based on the work of
the positions involved.
Agency appointing officials are responsible for verifying employees'
qualifications prior to appointment or assignment.
D. EXPLANATION OF TERMS
Major concepts and terms used throughout the Qualification Standards
Handbook are defined below in alphabetical order.
Accredited Education is education above the high school level
completed in a U.S. college, university, or other educational
institution which has been accredited by one of the accrediting agencies
or associations recognized by the Secretary, U.S. Department of
Education.
Administrative Series are occupational series which typically follow
a two-grade interval pattern and involve the application of a
substantial body of knowledge of principles, concepts, and practices
applicable to one or more fields of administration or management.
Clerical Series are occupational series which follow a one-grade
interval pattern and involve structured work in support of office,
business, or fiscal operations.
Competitive Appointment is an appointment to a position in the
competitive service following open competitive examination or under
directhire authority. The competitive examination, which is open to all
applicants, may consist of a written test, an evaluation of an
applicant's education and experience, and/or an evaluation of other
attributes necessary for successful performance in the position to be
filled.
Competitive Service includes all positions in which appointments are
subject to the provisions of chapter 33 of title 5, United States Code.
Positions in the executive branch of the Federal Government are in the
competitive service unless they are specifically excluded from it.
Positions in the legislative and judicial branches are outside the
competitive service unless they are specifically included in it.
Concurrent Experience is experience gained in more than one position,
during the same period of time, with either the same employer or with a
different employer.
Education Above the High School Level is successfully completed
progressive study at an accredited business or technical school, junior
college, college, or university where the institution normally requires
a high school diploma or equivalent for admission.
Fill-in Employment is employment held by persons during the time
period after leaving their regular occupation in anticipation of, but
before entering, military service.
Foreign Education is education acquired outside of any State of the
U.S., the District of Columbia, the Commonwealth of Puerto Rico, a Truss
Territory of the Pacific Islands or any territory or possession of the
U.S.
Generic Standards are standards prescribed for groups of occupational
series which have a common pattern of education and/or experience.
Graduate Education is successfully completed education in a graduate
program for which a bachelor's or higher degree is nor required for
admission. To be creditable, such education must show evidence of
progress through a set curriculum, i.e., it is part of a program leading
to a master's or higher degree, and thus, does not include
post-baccalaureate education consisting of undergraduate and/or
continuing education courses which would not lead to an advanced degree.
High School Graduation or Equivalent means the applicant has received
a high school diploma, General Education Development (GED equivalency
certificate, or proficiency certificate from a State or
territorial-level Board or Department of Education.
Individual Occupational Requirements are requirements (experience,
education, etc.) for individual occupational series and are used in
conjunction with a generic standard.
Inservice Placement for the purposes of thin Handbook includes
promotion, reassignment (()) change to lower grade, transfer,
reinstatement, reemployment, and restoration, based on an individual's
current or former competitive service employment. Inservice placement
also includes noncompetitive conversion of excepted appointees whose
Federal excepted positions are brought into the competitive service
under 5 CFR 316.702 and Department of Defense/Nonappropriated Fund
(DOD/NAF) employees whose positions are brought into the competitive
service. It does not include noncompetitive appointment of non-Federal
employees whose public or private enterprise positions are brought into
the competitive service under 5 CFR 316.701.
Knowledge, Skills and Abilities (KSA 's) Knowledge is a body of
information applied directly to the performance of a function. Skill is
an observable competence to perform a learned psychomotor act. Ability
is competence to perform an observable behavior or a behavior that for
consideration of the Senate bill, and the House amendment, and
modifications committee to conference: Messrs. results in an observable
product.
Modification of an OPM qualification standard means substitution by
an agency or OPM of qualification requirements that differ from those in
the published standard. While applicants who qualify under a modified
standard may not meet all of the specific requirements described in the
published standard, their overall backgrounds show clear evidence of
their potential success in the position to be filled. A modified
standard may apply to any number of positions in an organization.
Noncompetitive means a promotion, demotion, reassignment, transfer,
reinstatement, or appointment in the competitive service that is not
made by selection from an open competitive examination or under
direct-hire authority.
Normal Line of Promotion is the pattern of upward movement from one
grade to another for a position or group of positions in an
organization.
Position means the officially assigned duties and responsibilities
which make up the work performed by an employee.
Professional Series are occupational series which follow a twograde
interval pattern and are identified as "professional" in the series
definition. They involve work which is characteristically acquired
through education or training equivalent to a bachelor's or higher
degree with major study in a specialized field.
Quality Ranking Factors are knowledge, skills, and abilities which
could be expected to enhance significantly performance in a position,
but are not essential for satisfactory performance. Applicants who meet
the quality ranking factors may be ranked above those who do not, but no
one may be rated ineligible solely for failure to meet a quality ranking
factor.
Related Education is education above the high school level which has
equipped the applicant with the knowledge, skills, and abilities to
perform successfully the duties of the position being filled. Education
may relate to the duties of a specific position or to the occupation,
but must be appropriate for the position being filled.
Research Positions are positions in professional series which
primarily involve scientific inquiry or investigation, or research-type
exploratory development of a creative or scientific nature, where the
knowledge required to perform the work successfully is acquired
typically and primarily through graduate study. The work is such that
the academic preparation will equip the applicant to perform fully the
professional work of the position after a short orientation period.
Selective Factors are knowledge, skills, abilities, or special
qualifications that are in addition to or more specific than the minimum
requirements in the qualification standard, but which are determined to
be essential to perform the duties and responsibilities of a particular
position. Applicants who do not meet a selective factor are ineligible
for consideration.
Series or Occupational Series means positions similar as to
specialized work and qualification requirements. Series are designated
by a title and number such as the Accounting Series, GS-510; the
Secretary Series, GS-3 18; the Microbiology Series, GS-403.
Single-Agency Standards are qualification standards, approved by OPM,
which are established for positions in a particular agency when the
agency's jobs differ substantially from those covered by an OPM standard
or for which no Government-wide standard is applicable. Single-agency
standards supersede the OPM standard for the positions they cover.
Specialized Experience is experience which has equipped the applicant
with the particular knowledge, skills, and abilities to perform
successfully the duties of the position and is typically in or related
to the work of the position to be filled.
Technical Series are occupational series which follow a one-grade
interval pattern and are associated with and supportive of a
professional or administrative field.
Waiver of an OPM qualification standard involves setting aside
requirements in a published standard to place an employee in a
particular position usually to avoid some kind of hardship to the
employee, such as in cases of reduction-in-force or administrative error
on the part of the agency. Extra training and/or skills development may
be needed to help the employee adjust to the new position. Waivers are
granted by OPM or an agency, as appropriate, on a case-by-case basis,
and do not directly affect other positions in the organization.
Work-Study Programs are government or no government programs that
provide supervised work experience related to a student's course of
study, which are a part of or a supplement to education. Federal
student-trainee programs are examples of such programs.
E. DESCRIPTION OF THE QUALIFICATION STANDARDS SYSTEM
The qualification standards in this Handbook reflect minimum
requirements for education and experience. The standards are designed
to be easy to use and understand and to eliminate artificial barriers to
entry into Federal occupational series. At the same time, use of
selective factors allows agencies to focus on the specific knowledge,
sKills, and abilities (KSA's) essential for particular positions.
There are four generic qualification standards which cover the
following:
Clerical and Administrative Support Positions -- This standard covers
one-grade interval series with a single pattern of experience and
education.
Technical, Medical, and Program Support Positions -- This standard
covers one-grade interval series. All follow a similar pattern of
experience and/or education, but each of the series also has individual
occupational requirements.
Administrative, Management, and Specialist Positions -- This standard
covers two-grade interval series. All follow a similar pattern of
education and experience, but approximately half of the series also have
individual occupational requirements.
Professional Positions -- This standard covers two-grade interval
series. All follow a similar pattern of education and experience, but
each of the series also has individual occupational requirements.
The four generic qualification standards cover the majority of
series; the remainder are covered by separate qualification standards.
There are also qualification standards covering:
(1) student-trainee positions in the competitive service and
(2) Schedule B student-trainee positions.
In addition to qualification standards, the qualification standards
system also includes interpretive technical notes which aid in the
application of (()) standards and individual occupational requirements.
(b) Determining level of experience-Most qualification standards
require that a certain amount of the qualifying experience be at a level
of difficulty and responsibility equivalent to the next lower or second
lower grade. The grade-level criteria in the position classification
standard or guide help in making this determination.
4. Use of Selective Factors
Agencies may request that OPM standards be supplemented with
selective factors for positions for any grade level. (See FPM Chapter
332.) Selective factors represent KSA's or special qualifications that
are determined to be essential to perform the duties and
responsibilities contained in the official position description for a
particular position. They are qualifications that are in addition to or
more specific than the minimum requirements described in the
qualification standard. They may also include Federal or State
requirements for licensure or certification. OPM recognizes the use of
selective factors as a positive recruiting tool and encourages agencies
to make use of them. However, selective factors cannot (1) be so narrow
that they preclude from consideration applicants who could perform the
duties of the position; (2) require KSA's 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 (Displaced
Employee Program/Interagency Placement Assistance Program).
A selective factor becomes part of the minimum standard for the
position, and applicants who do not meet it are ineligible for
consideration for the position. If a vacancy will be filled by
selection from a civil serivce list of eligibles, a request and
justification for selective factors should be completed for the
examining office's consideration and approval. The request should list
the selective factor(s), include the position description or other
official communication describing the duties and responsibilities of the
position and describe why selective factors are necessary for successful
performance.
The KSA's gained from experience and education may be used as
selective factors in accordance with the following instructions:
(a) Experience - Agencies may request that examining offices honor
selective factors that could have been acquired only through experience.
This is especially appropriate for positions where the applicant must
have program, regulatory, and/or procedural knowledge, such as knowledge
of personnel, budget, laboratory or purchasing procedures. Education
alone may not have provided all the KSA's required for these positions;
however, education supplemented by work experience such as internships,
field work, and cooperative education that provided the program,
regulatory, or procedural knowledge may be qualifying for the position.
(b) Education-Agencies may request that consideration be limited to
fields of study that provide the specific KSA's for a particular
position for those applicants qualifying on the basis of education.
(See NOTE below.) In many instances, the KSA's required for successful
performance in a particular position can be demonstrated through
education as well as experience. (For example, an agency has a vacancy
for a physicist position specializing in a branch of solid state
physics. Although the standard permits qualifying on the basis of a
major in physics or a related field, the agency may wish to limit
consideration to those applicants with educational backgrounds that
provided knowledge of the particular branch of solid state physics.)
NOTE: Section 3308 of title 5 U.S.C. prohibits creation of minimum
educational requirements for positions in the competitive service,
unless OPM determines that the duties of a position cannot be performed
by an individual who does not have the prescribed mimimum education.
Thus, an agency cannot require applicants to qualify on the basis of
education alone when the applicable standard permits qualifying on the
basis of either experience or education.
5. Use of Quality Ranking Factors.
Agencies may also 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 KSA's that could
be expected to enhance significantly performance in a position, but,
unlike selective factors, are not essential for satisfactory
performance. Applicants who meet the quality ranking factors may be
ranked above those who do not, but no one may be rated ineligible solely
for (()) failure to meet a quality ranking factor. (For example, skill
in public speaking might be used as a quality ranking factor for a
position in a policy development organization where policy changes must
be communicated orally to the public.)
Quality ranking factors may also be demonstrated through relevant
academic courses even for positions where their use as selective factors
are prohibited by 5 U.S.C. 3308. (For example, while no particular
courses are required for basic eligibility as a budget analyst, courses
in business administration, finance, or economics might reasonably be
expected to enhance performance in the position.)
6. Experience.
(a) Crediting experience - Credit is given for experience of the type
and level specified in the appropriate standard when determining an
applicant's qualifications. Applicants are considered to have satisfied
the requirement for a year of experience for minimum qualification
purposes through completion of either 12 months or 52 weeks of work,
whichever comes first. Similarly, a requirement for 6 months of
experience may be met by an applicant with 26 weeks of experience; a
requirement for 3 months of experience may be met by an applicant with
13 weeks of experience. Regardless of the method used to determine the
amount of qualifying experience, agencies should again note that the
qualification standards in this Handbook describe minimum requirements
only. Therefore, they should ensure that an applicant's experience
clearly demonstrates the KSA's necessary to perform the work of the
position to be filled.
- If the standard distinguishes between general and specialized
experience, excess general experience cannot be credited as specialized,
but excess specialized experience can be credited as general.
- Applicants who meet the experience requirements for a higher grade
in a given series also meet the experience requirements for lower grades
in the same senes.
- Salary alone should not be used to determine the level of an
applicant's experience. Experience for which the applicant received
little or no pay is given the same credit as comparable paid experience.
- Federal employees are assumed to have gained experience by
performing duties and responsibilities appropriate for their official
series and grade level as described in their position description.
However, experience which would not normally be part of the employee's
position is creditable when documented by satisfactory evidence (e.g., a
memo from the personnel officer, SF-52, or other documentation).
Similarly, experience gained in the Federal service under a
misassignment or improper appointment is given the same credit as
experience under a proper appointment if the applicant submits
satisfactory evidence to substantiate his/her claim. Moreover, an
employee whose position is upgraded as a result of a reclassification is
considered to meet the qualification requirements of the upgraded
position, since he or she has been performing the higher-graded work.
Appropriate experience gained while on detail or in "mixed-grade" or
"mixed-series" positions is also creditable when satisfactorily
documented. Credit is given for the percentage of time that the
applicant spends on the qualifying duties.
(b) Crediting one-grade interval or wage grade experience-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 series, if the experience
demonstrates the KSA's required to perform the work successfully. 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. Experience that included both qualifying and
nonqualifying duties is credited based on the percentage of time spent
on the qualifying duties.
For professional positions at GS-7 and above, in addition to meeting
the basic educational requirements, applicants may be considered
qualified if their experience is comparable to that which would have
been gained in a two-grade interval 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 represent a significant
difference in the nature of the work (i.e., 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 tralning or course work completed.
-- Federal employees are assumed to have gained experience by
performing duties and responsibilities appropriate for their official
series and grade level as described in their position description.
However, experience which would not normally be part of the employee's
position is creditable when documented by satisfactory evidence (e.g., a
memo from the personnel officer, SF-52, or other documentation).
Similarly, experience gained in the Federal service under a
misassignment or improper appointment is given the same credit as
experience under a proper appointment if the applicant submits
satisfactory evidence to substantiate his/her claim. Appropriate
experience gained while on detail or in "mixed-grade" or "mixed-series"
positions is also creditable when satisfactorily documented. Credit is
given for the percentage of time that the applicant spends on the
qualifying duties.
(b) Crediting one-grade interval or wage grade experience --
Technician, para-professional, and substantive clerical support
experience may be qualifying for two-grade interval positions, and wage
grade experience may be qualifying for General Schedule series, if the
experience demonstrates the KSA's required to perform the work
successfully. 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. Experience that included both qualifying and
nonqualifying duties is credited based on the percentage of time spent
on the qualifying duties.
For professional positions at GS-7 and above, in addition to meeting
the basic educational requirements, applicants may be considered
qualified if their experience is comparable to that which would have
been gained in a two-grade interval 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 represent a significant
difference in the nature of the work (i.e., 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.
(c) Determining normal work week/work year -- Credit is given based
on the normal work week and work year for the particular type of
employment. Experience that involved less than the normal work week or
work year is credited based on the relation it bears to the norm. Work
weeks/work years are credited as follows:
In most occupations, the normal full-time work week is 35-40 hours
and the normal work year is 12 months. Employees are not expected to
work during scheduled days off, holidays, or normal vacation periods.
In occupations where the normal work year is less than the calendar
year, e.g., teaching, an applicant who works the prevailing work year
should be credited with a full year of required experience unless the
applicable standard specifies otherwise. An applicant who receives a
full year's credit for less than 12 months of actual work cannot gain
additional credit for doing more of the same work in the remaining
months (e.g., for teaching in summer school). However, credit may be
given for any applicable experience gained in a different type of work,
but no more than I year of experience may be claimed in any 12-month
period.
Part-time work is prorated in crediting experience. For example, an
employee working 20 hours per week should be credited with 6 months of
experience per year. Time should generally be figured 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 (for example, a
seasonal employee who worked 9 months a year and a part-time employee
who worked 30 hours a week) should generally receive the same credit.
Exceptions to this rule include employees who enter military duty while
serving under a career or career-conditional appointment in the
competitive service or employees who sustained compensable injuries on
the job. See FPM Chapter 353, Restoration to Duty From Military Service
or Compensable Injury and the subsection on Military experience, which
follows, to determine how to credit their leave as experience.
Questions have arisen from time to time concerning the qualifications
of applicants who have worked significantly less than their scheduled
hours. Applicants may normally be employed on a fulltime, part-time, or
seasonal basis, but have taken extended leave. If a question arises, it
would be reasonable to evaluate any significant consecutive period of
leave (e.g., 35 work days or more in a year) to determine whether it
effectively reduces the applicant's qualifications for a position.
(d) Concurrent experience in more than one position -- Concurrent
experience may be credited for general and specialized experience 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 I year
of experience for any 12-month period. For example, a person who works
full time in each of two clerical positions for 6 months or more during
a 12-month period, performing duties comparable to the GS-3 level, will
be credited with a year of general clerical experience.
Specialized Experience -- When evaluating specialized experience,
concurrent, straight-time experience may be credited only if the second
position contributes significantly to the applicant's possession of the
specific KSA's required for the position to be filled. For example, a
personnel staffing specialist position requires experience with
on-campus recruiting programs. An applicant who had 10 months of
personnel staffing experience in one position, and 3 months of
concurrent college recruiting experience in a second position at a
comparable level, will be credited with 12 months of specialized
experience. Credit may be given for only 1 year of experience for any
12-month period.
(e) Crediting teaching experience for non-teaching positions -- In
evaluating teaching experience for credit as specialized experience, the
nature of the material taught and the responsibility, scope, and
knowledge required by the teaching position should be compared to the
requirements of the appropriate standard. To be creditable as
specialized experience, the teaching and non-teaching activities should
have provided the applicant with the same type and level of KSA's that
would be required to perform qualifying work in the field. Normally,
teaching experience would have to be at the college level to be
creditable for professional positions.
(f) Education and experience gained concurrently -- When qualifying
education and experience have been gained concurrently, credit is given
for each based on the time spent and merit of each. In many instances,
supervised experience is required as part of an academic curriculum or
course work (e.g., nursing, teaching, or social work). Applicants may
not receive full credit for this supervised experience as education and
additional credit for the supervised experience as experience, except as
provided in a particular standard, since the practical experience is
integral to the educational curriculum. The applicant may, however,
receive full credit for supervised experience that was not considered as
part of the qualifying education.
(g) Military experience -- Military service that is creditable for
veterans preference or which is the basis for restoration to the former
civilian position should either be evaluated as an extension of the work
the individual was doing immediately before entry into the armed forces,
or on its own merits, whichever is more beneficial to the applicant. In
cases where employment in an occupation (()) interrupted by military
service was on a part-time basis, the extension of that experience is
creditable on the same part-time basis. (See FPM Chapters 337 and 353
for more information on restoration rights and crediting military
service.)
-- Extension of prior civilian experience -- Creditable military
service can be counted as an extension of the work the individual was
engaged in immediately prior to entry into service. ("Immediately prior
to" is defined as within the 90-day period preceding entry into military
service.) In those instances where a person accepts fill-in employment
while awaiting induction, applicants are considered as having been
employed in their regular occupations "immediately prior to" their entry
into military service if the period of fill-in employment does not
exceed 90 days. In crediting time spent in military service as an
extension of time spent in civilian occupations, military service can be
credited either as an extension of the regular employment or of the
fill-in employment, whichever is more advantageous to the person. All
military experience evaluated on this basis will be credited at the same
level of difficulty and responsibility as the prior civilian experience.
-- Military experience on its own merits -- If the actual military
experience is to be evaluated for credit, it is particularly important
that it is evaluated on the basis of the duties performed, rather than
on the basis of the military rank of the applicant.
(h) Crediting experience gained on detail -- Experience of employees
who have been detailed to a different position is credited in much the
same way as Military experience, above. That is, the experience is
credited as an extension of the work the employee was doing immediately
prior to the detail, or on its own merits, whichever is more beneficial
to the employee. As indicated in FPM Chapter 300, employees continue to
be incumbents of the positions from which detailed. Thus, they should
not be penalized for a detail to a position which may differ in duties
and responsibilities from those of their regular position.
(i) Experience level required for promotion in one-grade interval
series -- At GS-5 and above, the qualification standards for most
one-grade interval series call for 1 year of specialized experience
equivalent to the next lower level. This provision, however, need not
prohibit promotion of employees if there is no position in the normal in
of promotion in an organization in a one-grade interval series that is
one grade lower than the job being filled. In that situation, agencies
may advance employees who have at least 1 year of specialized experience
at the second lower level when such action would be consistent with
time-in-grade regulations. (See FPM Chapter 300.) When this provision
is used for promotions requiring competition under the agency's merit
promotion plan, the fact that employees may qualify with at least 1 year
at either the next lower level or the second lower level must be stated
in any vacancy announcement. This provision can be used only for
inservice placement actions.
(j) One-year specialized experience provision -- Applicants are to be
found qualified if they have 1 year of directly related specialized
experience equivalent to the next lower level and meet any minimum
education, licensure or other special qualification requirements and
selective factors established for the position being filled.
Applicants need not meet any cumulative years of experience
requirements or lower level general or specialized experience
requirements specified in the applicable standard, since their
creditable specialized experience demonstrates the knowledge, skills,
and abilities necessary for successful job performance. When applicants
meet the experience requirements for a given grade level, they also meet
the experience requirements for positions at lower grade levels in the
same occupation. This provision applies to both initial appointments
and inservice placement actions.
7. Education.
The provisions detailed in subsections (a)-(e) which follow may be
used to help determine creditable education. Subsection the describes
the type of education above the high school level that is acceptable for
credit under these provisions. Subsection (()) (g) discusses minimum
educational requirements and how these requirements are interpreted.
Educational course work may be at either the undergraduate or
graduate level. Successful completion of graduate level courses will be
accepted as evidence that an applicant also possesses the knowledge
taught in courses at lower levels in the same field. Note that in
qualification standards where education is used to meet specialized
experience requirements at the GS-5 level, the education must be at
least at the junior- and senior-year levels of a baccalaureate program.
Generally, courses in the same or related major fields taken in the same
institution can be assumed to be progressively more difficult and, thus,
credited at full value. The educational record of applicants who have
changed majors, attended several different schools, or taken courses
only sporadically should be reviewed closely. Course titles and numbers
may help determine level. (Courses titled "Introduction to . . ." or
with numbers beginning with A or 1 are almost always lower level
courses.) Transcripts noting whether the school considered the student
to be a junior or senior when the courses were taken may help also. If
the level of an applicant's courses is not clear, the degree to which
the courses relate to each other should be considered in determining
whether the education meets the requirements of the position being
filled.
It is the applicant's responsibility to provide documentation or
proof of meeting these provisions, e.g., official transcript, statement
from the institution's registrar, dean, or other appropriate official.
For positions where education above the high school level is creditable,
applications may be (()) accepted from students who expect to complete
qualifying education within 9 months from the date of application.
(a) Qualifying Education -- The following table shows the amount and
level of education required for each grade for which education alone can
be qualifying. At GS-13 and above, appropriate experience is required.
(b) Academic year-An academic year is computed as follows:
GRADE -- QUALIFYING EDUCATION
GS-1 -- None
GS-2 -- High school graduation or equivalent
GS-3 -- 1 academic year above high school
GS-4 -- 2 academic years above high school
GS-5 -- 4 academic years above high school leading to a-bachelor's
degree OR Bachelor's degree
GS-7 -- Bachelor's degree with Superior Academic Achievement for 2
grade interval positions OR 1 academic year of graduate education or law
school
GS-9 -- Master's or equivalent graduate degree OR 2 academic years of
graduate education OR LL.B. or I.D. (as specified in qualification
standards or individual occupational requirements)
GS-11 -- Ph.D. or equivalent doctoral degree OR 3 academic years of
graduate education OR For research positions, completion of all
requirements for a master's or equivalent degree (See section on
Research Positions in the Qualification Standard for Two-Grade Interval
Professional Positions.)
GS-12 -- For research positions, completion of all requirements for a
doctoral or equivalent degree (See section on Research Positions in the
Qualification Standard for Two-Grade Interval Professional Positions.)
(b) Academic year -- An academic year is computed as follows:
- At the undergraduate level, successfully completed education which
has not led to possession of a degree is credited based on its
relationship to 120 semester hours or 180 quarter hours. For example,
30 semester hours, or 45 quarter hours, or 36 weeks of study at a
business or technical school (20 + classroom hours per week) is
equivalent to 1 year of undergraduate education. Four years of
progressive study or 120 semester hours meets the requirements for a
degree. Additional credit cannot be given for duplicate course work.
- An academic year of graduate education is considered to be the
number of credit hours which the school attended has determined to
represent one academic year of full-time study. This determination is
made based on normal course loads for a full year of study in the
graduate program. If that information cannot be obtained from the
school, 18 semester hours or 27 quarter hours should be considered as
satisfying the 1 year of full-time study requirement. Part-time
graduate education is creditable in accordance with its relationship to
a year of full-time study at the school attended.
- When academic credit is expressed in contract months, units, or
other terms that differ from conventional semester or quarter hours, it
may be necessary for the applicant to provide an interpretation of such
credits from the appropriate college or university in order to equate
them to the semester or quarter hours in the standard.
(c) Superior academic achievement (S.A.A.) -- This provision covers
advanced trainee positions which provide opportunities for advancement
upon attaining required job skills and knowledge, require no prior
experience, and have work classified at two-grade intervals. It
recognizes students who have achieved superior academic standing as
evidenced by one of the three methods described below. In order to be
creditable under this provision, superior academic achievement must have
been gained in a curriculum which is qualifying for the position to be
filled.
This provision applies to both initial appointment and inservice
placement actions. It is to be used to determine eligibility for
applicable GS-7 level positions, based on class standing, gradepoint
average, or honor society membership, of persons who have completed (or
expect to complete within 9 months) all the requirements for a
bachelor's degree from an accredited collected or university.
1. Class standing -- Applicants must be in upper third of the
graduating class in the college, university, or major subdivision, such
as the College of Liberal Arts or the School of Business Administration,
based on completed courses.
2. Grade-point average (G.P.A.) -- Applicants must have a gradepoint
average of:
a. 3.0 or higher out of a possible 4.0 ("B" or better) as recorded
on their official transcript, or as computed based on 4 years of
education, or as computed based on courses completed during the final 2
years of the curriculum; or
b. 3.5 or higher out of a possible 4.0 ("B or better) based on the
average of the required courses completed in the major field or the
required courses in the major field completed during the final 2 years
of the curriculum.
Grade-point averages are to be rounded to one decimal place. For
example, 2.95 will round to 3.0 and 2.94 will round to 2.9.
The G.P.A. should be credited in a manner that is most beneficial to
the applicant. For example, applicants may list their G.P.A. as
recorded on their final transcript or they may choose to compute their
G.P.A. The specific provisions ace detailed below:
-- G.P.A. as recorded on the final transcript. The final transcript
must cover the period being used to determine G.P.A., i.e., all 4 years
or last 2 years.
-- G.P.A. including course work after bachelor's degree.
Undergraduate course work obtained after an applicant has received a
(()) bachelor's degree, which is qualifying for the position to be
filled, can be treated as described in the following example:
An applicant for a Biologist position has a bachelor's degree which
includes no biology course work, but has taken 24 semester hours in
undergraduate biology courses after obtaining the bachelor's degree.
The grades earned in the biology courses should be included in the
computation to determine this applicant's eligibility for GS-7 under the
Superior Academic Achievement provision. These courses should be
counted in determining (1) the overall grade-point average, (2) the
average obtained during the final 2 years of the undergraduate
curriculum, and/ or (3) the average in the major field of study. For
purposes of this example, biology would be considered the major field of
study.
-- G.P.A. excluding pass/fail courses. Applicants usually cannot
claim credit based on their overall G.P.A. if more than 10 percent of
their total credit was based on pass/fail or similar systems rather than
on traditional grading systems. The exception is if they can document
that only their freshman-year courses (25 percent or less of their total
credit) were credited on a pass/fail or similar system. If 10 percent or
fewer credits or only freshman-year courses were based on pass/fail or
similar systems, such credits may be ignored and the G.P. A. computed
on the graded courses. Applicants may, however, still claim credit
based on their last 2 years if 10% or fewer credits were based on
pass/fail or similar systems. Applicants who cannot claim credit under
the G.P.A. requirements may claim credit under the Superior Academic
Achievement provision only on the basis of class standing or honor
society membership.
3. Election to membership in a national scholastic honor society --
Applicants can be considered eligible based on membership in one of the
national scholastic honor societies listed below. These honor societies
are listed in the Association of College Honor Societies: Booklet of
Information (1986-89) and/or Board's Manual of American College
Fraternities (1977). Eligibility of any society not included in the
following list must meet the minimum requirements of the Association of
College Honor Societies. Freshman honor societies cannot be credited.
Alpha Chi, Alpha Delta Mu, Alpha Epsilon, Alpha Epsilon Delta, Alpha
Kappa Delta, Alpha Kappa Mu, Alpha Omega Alpha, Alpha Phi Sigma, Alpha
Pi Mu, Alpha Sigma Mu, Alpha Sigma Mu, Beta Gamma Sigma, Beta Kappa Chi,
Beta Phi Mu, Chi Epsilon, Delta Epsilon Sigma, Delta Mu Delta, Delta Phi
Delta, Delta Sigma Rho-Tau Kappa Alpha, Eta Kappa Mu, Gamma Sigma Delta,
Gamma Theta Upsilon, Iota Sigma Pi, Kappa Delta Pi, Kappa Gamma Pi,
Kappa Mu Epsilon, Kappa Omicron Phi, Kappa Tau Alpha, Lambda Iota Tau,
Mortar Board, National Collegiate Players, Omega Chi Epsilon, Omega Rho,
Omicron Delta Epsilon, Omicron Delta Kappa, Omicron Kappa Epsilon,
Omicron Mu, Order of the Coif, Phi Alpha Theta, Phi Beta Kappa, Phi
Kappa Phi, Phi Sigma, Phi Sigma Iota, Phi Sigma Tau, Phi Upsilon
Omicron, Pi Alpha Alpha, Pi Delta Phi, Pi Gamma Mu, Pi Kappa Lambda, Pi
Mu Epsilon, Pi Omega Pi, Pi Sigma Alpha, Pi Tau Sigma, Psi Chi, Rho Chi,
Sigma Delta Pi, Sigma Gamma Epsilon, Sigma Gamma Tau, Sigma Lambda
Alpha, Sigma Pi Sigma, Sigma Tau Delta, Sigma Theta Tau, Sigma Xi, Tau
Beta Pi, Tau Sigma Delta, Theta Alpha Kappa, Xi Sigma Pi
S.A.A. for senior students
Senior students may apply for positions prior to graduation and be
considered for a GS-7 level appointment based on their grades at the
time of application. Some applicants, however, may not receive their
final grades in a timely fashion after graduation. Therefore, agencies
may either:
1. require that senior students provide evidence that they
maintained the required grades during their senior year prior to entry
on duty; or
2. appoint applicants based on their claimed academic achievement,
pending verification of final grades. Agencies should inform such
applicants that if the required grades were not maintained through their
senior year, there is a possibility that they may not be able to retain
either the GS-7 grade or the position.
(d) Crediting work-study experience for initial appointment --
Experience gained by gradual of work-study programs may be credited
towards meeting 1 year of specialized experience, if it was related to
and integrated with education abode the high school level and
contributed to the development of competence in the specialized field of
the position being filled. The applicant must have successfully
completed 12 months of work-study experience that included at least 2
months (320 hours) of work equivalent to the next lower level 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. Note that credit may net be granted both as education
and experience for the same period of work. (See p. 8, F.6th.)
(e) Crediting education or training as experience -- Education or
training may be credited as experience towards promotion for employees
who are detailed or are granted leave without pay for the purpose of
obtaining specialized knowledge and skills. The agency must determine
that the education or training contributes materially to the competence
of the employee in his/her work and that the employee possesses the
knowledge and abilities needed for successful performance in the
position to be filled. This education cannot be credited again towards
meeting the basic education requirements in a standard. (See p. 8, F.
6th.)
(f) Acceptability of higher education -- Education meeting the
following criteria may be used to meet qualification requirements:
Conventional -- The entire institution, school attended, or the
applicable curriculum was appropriately accredited at the time the
education was obtained by an accrediting organization recognized by the
Secretary, U.S. Department of Education. Institutions accredited by
these organizations are listed in the Directory of Postsecondary
Institutions, U.S. Department of Education, National Center for
Education Statistics; or in publications such as those listed under
REFERENCES AND SOURCES.
Consider only those institutions identified as degree-offering under
this provision. Education in (()) institutions which do not offer
degrees must be evaluated by the provisions described under Other
Education, which follows.
Other Education -- Other education (e.g., foreign education, home
study and correspondence courses, academic credit for work experience,
military education, continuing education units, etc.) is acceptable to
the extent that it is determined to be equivalent to conventional higher
education programs of U.S. institutions. Such education must meet one of
the following provisions:
- The specific courses have been accepted for college-level credit by
an accredited U.S. college or university.
- The academic credit earned through a special credit program (e.g.,
College Level Examination Program, CLEP) has been awarded by an
accredited college, university, or institution.
- A State university of the U.S. reports the institution as one whose
transcript is given full value or full value in subject areas applicable
to curricula at the State university.
- The courses have been evaluated and approved by a State department
of education for a specific number of semester or quarter hours.
- The education completed outside the U.S has been submitted to a
private organization which specializes in interpretation of foreign
educational credentials and such education has been deemed at least
equivalent to that gained in conventional U.S. education programs. The
Council on Postsecondary Accreditation may be of some help in providing
information on these organizations.
In addition, credits from the United States Department of Agriculture
(USDA) Graduate School, or other institutions which may be determined to
be equivalent for this purpose, are accepted on the same basis as study
in accredited colleges and universities.
Education or training which cannot be accepted under the above
criteria may still be valuable and should be considered in the ranking
process when evaluating an applicant's overall qualifications for a
position.
(g) Interpreting minimum educational requirements -- Minimum
educational requirements are established when it is not reasonable to
expect applicants to be able to perform the work of an occupation
without the required minimum education. This includes instances where
it would not be cost-effective for an individual to acquire, through
on-the-job training, the KSA's necessary for successful performance of
the critical duties within a reasonable period of time. In addition,
sometimes education is required by law because the critical duties, if
not performed properly, could adversely affect public health and safety
or national security.
The same minimum educational requirements apply to all applicants and
employees, including employees detailed to an occupational series with
minimum educational requirements.
It is important to recognize that on rare occasions there maybe
applicants who may not meet exactly the qualification requirements for a
particular series, but who, in fact, may be demonstrably well qualified
to perform the work in that series because of exceptional education
and/or experience. Such applicants may lack, for example, a small
number of semester hours credit in specific course work, or may possess
a degree in a field not specifically identified in the applicable
qualification standard. If, however, an applicant's work experience
reflects significant full performance level accomplishment directly
applicable to the position to be filled, which is verified by a panel of
at least two persons who have professional standing in the field, then
the applicant should not be considered unqualified simply because he or
she may not meet the exact requirements of the qualification standard.
A more comprehensive evaluation must be made of the applicant's entire
background, with full consideration given to education and experience.
The following are examples of such situations:
- An applicant with a Ph.D. in mathematics applies for a GS-1701,
Educational Research Specialist position at the GS-13 grade level. (())
Since the qualification standard for GS-1701 requires a degree in
education or a major in a field appropriate to the work of the position,
it might appear that this person is not qualified for the GS-1701
position because the position to be filled is not directly related to
mathematics. However, a review of the applicant's 20 years of
experience shows that previous positions held include the post of dean
of academic affairs at a large university, as well as several years'
experience in educational research comparable to the position being
filled. In this example, the applicant should be rated qualified, since
it is obvious that the lack of the specific educational requirement is
more than offset by the long history of successful and high-level
directly applicable experience.
- An applicant concluded his formal education at the end of the first
semester of his senior year to pursue a research opportunity in his
major field with a private company. The research led to advancement of
the state of the art in his field. The applicant became a permanent
employee with the company and worked there for 6 years, advancing to a
senior position. During this time, the applicant took continuing
education courses in his field.
The basic educational requirement specified in a standard is
considered to be met if the applicant has (1) successfully demonstrated
the ability to perform fully professional work comparable to at least
the GS-11 level in the appropriate field and (2) demonstrated a good
knowledge of the specialty field of the position to be filled and the
related and underlying discipline comparable to at least a bachelor's
degree.
- The qualification standard for the Microbiology Series, GS-403,
requires 20 semester hours of microbiology plus 20 semester hours in the
physical and mathematical sciences. An applicant has 23 semester hours
in microbiology and 17 hours in the physical and mathematical sciences.
Since the applicant meets the 20 semester hour requirement in
microbiology, the primary requirement, the 3 hours in excess of 20 may
be used to meet the 20 semester hour requirement in the physical and
mathematical sciences.
Applicants may be considered to have satisfied the minimum
qualification requirements for a position if they can present evidence
which clearly justifies a high evaluation of their competence, such as
one of the following:
1. Registration as a professional engineer architect; or
2. A substantial record of experience, achievement, and publications
which demonstrate eminence in the appropriate professional/scientific
field.
8. Crediting Combinations of Education and Experience.
Education and experience may be combined to meet total qualification
requirements. 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;
and then add the two percentages. The total percentages must equal at
least 100 percent to qualify an applicant for that grade level. See the
four generic standards for specific examples of how to combine education
as experience. Note that only graduate education in excess or 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, 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.
9. Special Inservice Placement Provisions.
Inservice placement applicants may qualify based on education
(including superior academic achievement) or experience. To qualify,
they must usually have the same level and type of experience or
education required for initial appointment. However, there are some
special provisions, as follows:
(a) Minimum educational requirements -- When there is a change to or
addition of minimum educational requirements for an occupational series,
Federal employees currently classified to that series do not have to
meet the new educational requirements. (Also see (b) below.)
(b) The "add-on rule" -- If an employee qualified for his or her
current position by meeting the provisions of the appropriate standard
(either an OPM standard or an agency-modified standard, as described in
(c) below), the agency need only add on the difference between the
length of experience required for the current position and the length of
experience required for the proposed position. For example, a GS-2
employee in a clerical position qualified for his or her current
position on the basis of high school graduation. The employee would be
eligible for promotion to GS-3 after 3 months of employment, since the
difference between the experience requirements for GS-2 (3 months) and
the experience requirements for GS-3 (6 months) is 3 months. Note that
at the GS-2 level, a high school diploma is credited the same as 3
months of experience. Thus, an applicant with a high school diploma and
3 months or less of experience cannot be given additional credit for
that experience.
The "add-on rule" can be used even when the current and proposed
positions are classified in different series if the level and quality of
the experience required for the two series are not significantly
different. The "add-on rule" can be used for any inservice placement
action as defined in this Handbook; however, the following restrictions
apply:
- If minimum educational requirements have been established or
changed for an employee's former series, the "add-on rule" can be used
to return the employee to that series only if:
(1) The employee has maintained current occupational knowledge
through employment or education; and
(2) Comparison of the position descriptions or other
documentation of work performed shows clearly that the employee's
former position included all the basic duties of the position to
be filled. (This is particularly important when a minimum
educational requirement has been added to an occupational series
that did not have one when the employee served in it. In that
instance, some positions formerly classified in the series may not
have required full occupational knowledge and are now classified
in a different series.)
- If an employee has been placed in a position based on waiver of
qualification requirements, the "add-on rule" does not apply, since the
waiver provisions are normally applicable to that position only.
(c) Modifying experience requirements for certain inservice placement
actions -- Occasionally, an agency may determine that an individual can
successfully perform the work of a position even though that person may
not meet all the requirements in the OPM qualification standard. In
that situation, agencies are authorized to modify OPM qualification
standards, including single-agency standards, for reassignments,
voluntary changes to lower grades, and transfers or reinstatements to
the same or lower grade than that currently or previously held, when the
applicant's background includes related experience which provided the
KSA's necessary for successful job performance. This authority should
be used only when there is a reasonable likelihood that the employee
will successfully make the transition to the new position and cannot be
used for directed reassignments to positions for which an employee
obviously would not be able to perform the work.
This authority is not to be used for promotions. However, this
authority may be used to assign an employee to a position with greater
promotion potential than the position currently or previously held,
provided the requirements for competition under the agency's merit
promotion plan are met. That is, if an agency's merit promotion plan
requires announcement of the position and a modified standard is being
used, the qualification requirements to be met must be identified in the
vacancy announcement. The experience accepted as qualifying should
equip the employee to meet (()) the critical elements set out in the
performance standard for the position. This provision does not
authorize agencies to disregard minimum educational requirements for
professional positions or licensure or certification requirements in OPM
standards.
The agency's use of a modified standard should be documented
sufficiently to show that it was intentional and that the assignment did
not result from misinterpretation of the OPM standard. When an employee
has been placed in a position based on modification of a qualification
standard under this provision, the "add-on rule" may be applied in any
subsequent inservice placement action.
10. Other Qualification Requirements or Provisions.
(a) Medical/Physical -- The basis on which agencies may establish
specific medical standards or physical requirements is discussed in FPM
Chapter 339. In general, there must be a direct relationship between
the medical standard or physical requirement and the actual duties of
the position being filled. If there is evidence that an applicant can
safely perform the essential duties of a position notwithstanding a
potentially disqualifying condition, the standard or requirement must be
waived. Agencies must provide reasonable accommodation to qualified
handicapped individuals in accordance with Equal Employment Opportunity
Commission regulations.
Positions with sedentary, light, or moderately active duties are
covered by the following medical qualification standard:
Applicants must be physically and mentally able to efficiently
perform the essential functions of the position, with or without
reasonable accommodation, without hazard to themselves or others.
Depending on the essential duties of a specific position, usable
vision, color vision, hearing, or speech may be required.
However, in most cases, a specific physical condition or
impairment will not automatically disqualify an applicant for
appointment. The loss or impairment of a specific function may be
compensated for by the satisfactory use of a prosthesis or
mechanical aid. Reasonable accommodation, in accordance with 29
CFR 1613.704, must also be considered in determining an
applicant's ability to perform the duties. Also, all positions
involving Federal motor vehicle operation carry the additional
medical requirements specified in FPM Chapter 930, Appendix A,
Physical Standards for Motor Vehicle Operators and Incidental
Operators.
The requirements for positions with specific medial standards and
which involve arduous/hazardous duties, or require a high standard of
human reliability must meet the following provisions:
The medical qualifications required by this standard are based on
the arduous or hazardous nature of the duties typically performed
by most of the positions covered by the standard. However, since
individual positions may not include all such duties, a physical
condition or impairment may be disqualifying for employment only
if there is a direct relationship between the condition and the
nature of the duties of the specific position to be filled. In
some instances, a physical impairment will not disqualify an
applicant for appointment if the condition is compensated for by a
satisfactory prosthesis, mechanical aid, or by reasonable
accommodation. Also, all positions involving Federal motor
vehicle operation carry the additional medical requirements
specified in FPM Chapter 930, Appendix A, Physical Standards for
Motor Vehicle Operators and Incidental Operators.
(b) Age -- The basis on which age requirements have been established
is discussed in FPM Chapter 338. Generally, unless a different minimum
age requirement is contained in the standard or examination announcement
for a particular position, applicants for any position in the petitive
service must be either (1) 18 years old or (2) 16 years old and:
-- Have graduated from high school or been awarded a certificate
equivalent to graduating from high school; or
-- Have completed a formal vocational training program; or
-- Have been out of school for at least 3 months, not counting the
summer vacation, and have received a statement from school authorities
agreeing to their employment; or
-- Be currently enrolled in a secondary school and either work only
during school vacation periods or work part-time during the school year
under a formal student employment program.
In addition, agencies must observe the provisions of the Fair Labor
Standards Act, as well as Federal, State, and local laws which relate to
the employment of minors in hazardous positions or in positions
requiring the use of firearms.
There are no maximum age requirements for most positions in the
competitive service except as specifically authorized under:
- 5 U.S.C. 3307, which provides for establishment of maximum age
limits for initial appointment of air traffic controllers, United States
Park Police, law enforcement officers, and firefighters; or
- 29 U.S.C. 633a, which permits establishment of a maximum age
requirement only where age is a bona fide occupational qualification
necessary to the performance of the duties of a particular position.
(c) Written and performance tests - A list of occupations/positions
with written and/or performance test requirements is in Part IV of this
Handbook. The information in Part IV takes precedence over that in the
qualification standards. Written and performance tests are to be used
as follows:
o Initial appointments - Tests are required for some occupational
series, either for all applicants or for those applicants who do not
meet specific requirements indicated in the standard. If a test is
required, applicants who are subject to that test must pass or have
previously passed it to be eligible for initial appointment. This
includes competitive appointments, temporary appointments in the
competitive service made outside the register, and appointments under
most noncompetitive appointing authorities.
o Inservice placement - (1) Testing required by OPM. There are a few
occupational series for which a test is required by OPM for inservice
placement. For such series, agencies must use the appropriate OPM test
designated in the qualification standard as one of the means of
evaluating applicants.
(2) Testing required by agencies. Agencies may develop and use tests
without OPM approval for positions for which a test is not required by
OPM. However, the use and appropriateness of such tests are the
responsibility of the agency and are guided by FPM Chapter 335 and FPM
Supplement 335-1. Agencies cannot, however, use existing OPM tests for
such positions, unless specific approval has been received from OPM.
(3) How tests can be used. If an agency prefers to use alternatives
to testing (e.g., evaluation of training and experience, interview, or
performance appraisal) to measure qualifications, it can do so, or may
use a test as one of several tools in evaluating applicants. Tests can
be used to determine basic eligibility (i.e., on a pass-fail basis) or
as the sole basis for ranking inservice (()) placement applicants, only
when specific approval has been received from OPM.
(4) Performance tests. As a general guide, performance tests (e.g.,
typing proficiency tests) may be used to evaluate inservice placement
applicants when they have not performed successfully within the past 3
years in a position that required proficiency in the same skills needed
for the position to be filled.
(d) Licensure, certification, and other requirements or provisions -
Applicants for positions in some occupational series must meet
certification, licensure, or registration requirements in addition to
meeting experience and/or education requirements. In other series,
applicants may qualify fully on the basis of licensure, certification,
registration, or special training even though they may not meet
experience and/or education requirements. Such requirements or
provisions are noted in qualification standards or individual
occupational requirements for those series. Licensure or other special
requirements may also be used as selective factors when needed for
performance in individual positions.
Agencies can establish requirements for specific credentials (e.g.,
registration, licenses, or certificates) when such credentials are
necessary for satisfactory job performance. However, it is important
that agencies not overemphasize the possession of credentials as a means
of determining whether applicants meet minimum qualification
requirements in a series where the standard permits qualification on the
basis of experience or education. Staffing personnel must examine the
background of all applicants and give full credit to any acceptable
experience, as well as to education or training.
11. 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, i.e., 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 standard in this Handbook. 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.
G. ESTABLISHMENT OF SINGLE-AGENCY STANDARDS
The standards contained in this Handbook, adapted by use of agency
selective factors when necessary, should fit most jobs. Agencies may
request establishment of single-agency standards only when there is
clear evidence that the pattern of experience/education for their
positions does not follow that of one of the published standards. The
agency requestrng a single-agency standard will have the burden of proof
for showing both that OPM's standards, even combined with selective
factors, cannot be applied successfully, and that the standard proposed
by the agency is appropriate for the positions it will cover. At a
minimum, the request must include the following information:
Approxtmate number of jobs in the agency that would be covered by the
proposed standard, with their grades, organizational and geographic
locations;
o Representative position descriptions, including at least one at the
full-performance level, evaluation statements, and related
classification information explaining the duties that demand unique
qualifications;
A description of the recruiting sources, standards, and selective
factors previously used to fill the positions, with an explanation of
why each was unsatisfactory;
o A proposed qualification standard and job analysis showing how the
proposed requirements at entry, full performance, and higher levels
relate to the work to be performed at those levels;
o A list of any other agencies known to have similar positions; and
o Any additional information that would support creation of a special
standard.
Requests for single-agency standards should be sent to:
U.S. Office of Personnel Management
Office of Staffing Policy and Operations
Career Entry Group
1900 E Street, N.W.
Washington, D. C. 20415
January 1992, TS 233
GENERAL POLICIES AND INSTRUCTIONS FOR THE QUALIFICATION STANDARDS
HANDBOOK
PART A
HANDBOOK X-118, QUALIFICATION STANDARDS
This qualification standard covers positions in the General Schedule
which involve the performance of one-grade interval clerical and
administrative support work. A list of the occupational series covered
by this standard is provided below. This standard may also be used for
other one-grade interval positions for which the education and
experience pattern is determined to be appropriate. While some of the
occupational series covered by this standard include both one- and
two-grade interval work, the qualification requirements described in the
Handbook of Occupational Groups and Series and/or to individual position
classification standards.
GS-029 Environmental Protection Assistant
GS-072 Fingerprint Identification
GS-086 Security Clerical and Assistance
GS-134 Intelligence Aid and Clerk
GS-203 Personnel Clerical and Assistance
GS-204 Military Personnel Clerical and Technician
GS-302 Messenger /1/
GS-303 Miscellaneous Clerk and Assistant
GS-304 Information Receptionist
GS-305 Mail and File
GS-309 Correspondence Clerk
GS-312 Clerk-Stenographer and Reporter
GS-318 Secretary
GS-319 Closed Microphone Reporting
GS-322 Clerk-Typist
GS-326 Office Automation Clerical and Assistance
GS-332 Computer Operation
GS-335 Computer Clerk and Assistant
GS-344 Management Clerical and Assistance
GS-350 Equipment Operator
GS-351 Printing Clerical
GS-356 Data Transcriber
GS-357 Coding
GS-359 Electric Accounting Machine Operation
GS-361 Equal Opportunity Assistance
GS-382 Telephone Operating
GS-390 Telecommunications Processing
GS-392 General Telecommunications
GS-394 Communications Clerical
GS-503 Financial Clerical and Assistance
GS-525 Accounting Technician
GS-530 Cash Processing
GS-540 Voucher Examining
GS-544 Civilian Pay
GS-545 Military Pay
GS-561 Budget Clerical and Assistance
GS-592 Tax Examining
GS-593 Insurance Accounts
GS-675 Medical Records Technician
GS-679 Medical Clerk /2/
GS-963 Legal Instruments Examining
GS-986 Legal Clerical and Assistance
GS-998 Claims Clerical
GS-1001 General Arts and Information
GS-1046 Language Clerical
GS-1087 Editorial Assistance
GS-1101 General Business and Industry
GS-1105 Purchasing
GS-1106 Procurement Clerical and Assistance
GS-1107 Property Disposal Clerical and Technician
GS-1152 Production Control
GS-1411 Library Technician /2/
GS-1421 Archives Technician
GS-1531 Statistical Assistant
GS-1802 Compliance Inspection and Support
GS-1897 Customs Aid
GS-2005 Supply Clerical and Technician
GS-2091 Sales Store Clerical
GS-2102 Transportation Clerk and Assistant
GS-2111 Transportation Rate and Tariff Examining
GS-2131 Freight Rate
GS-2132 Travel
GS-2133 Passenger Rate
GS-2134 Shipment Clerical and Assistance
GS-2135 Transportation Loss and Damage Claims Examining
GS-2151 Dispatching
/1/ Under 5 U.S.C. 3310, appointment to Messenger positions is
restricted to persons entitled to veteran preference as long as such
persons are available.
/2/ These qualification requirements have been approved for use
within the Veterans Health Administration of the Department of Veterans
Affairs under the provisions of section 7402, title 38, U.S.C.
CLERICAL AND ADMINISTRATIVE SUPPORT POSITIONS
GS-1/6 and above: The following table shows the amounts of general
and/or specialized experience and education that meet the requirements
for each grade. (Altered for JURIS display)
GRADE/POSITIONS: GS-1 All positions
EXPERIENCE: General - None; Specialized - None, OR
EDUCATION: None
GRADE/POSITIONS: GS-2 All positions
EXPERIENCE: General - 3 months; Specialized - None, OR
EDUCATION: High school graduation or equivalent
GRADE/POSITIONS: GS-3 Clerk-Steno
EXPERIENCE: General - 6 months; Specialized - None, OR
EDUCATION: High school graduation or equivalent
POSITIONS: All other positions
EXPERIENCE: General - 6 months; Specialized - None, OR
EDUCATION: 1 year above high school
GRADE/POSITIONS: GS-4 All positions
EXPERIENCE: General - 1 year; Specialized - None, OR
EDUCATION: 2 years above high school
GRADE/POSITIONS: GS-5 Clerk-Steno
EXPERIENCE: General - 2 years; Specialized - None, OR
EDUCATION: 4 years above high school (There is no substitution
for Reporting Stenographer, Shorthand Reporter, or Closed
Microphone Reporter positions
POSITIONS: All other positions
EXPERIENCE: General - None; Specialized - 1 year equivalent
to GS-4 OR
EDUCATION: 4 years above high school (There is no substitution
for Reporting Stenographer, Shorthand Reporter, or Closed
Microphone Reporter positions
GRADE/POSITIONS: GS-6 All positions
EXPERIENCE: General - None; Specialized - 1 year equivalent
to next lower grade level OR
EDUCATION: Generally, not applicable
Equivalent combinations of education and experience are qualifying
for all grade levels and positions for which both education and
experience are acceptable.
EXPERIENCE
General Experience -- (All positions except Reporting Stenographer.
Shorthand Reporter, and Closed Microphone Reporter): Progressively
responsible clerical, office, or other work which indicates ability to
acquire the particular knowledge and skills needed to perform the duties
of the position to be tilled. Specialized experience may be substituted
for general experience.
Specialized experience --( All positions except Reporting
Stenographer, Shorthand Reporter, and Closed Microphone Reporter):
Experience which has equipped the applicant with the particular
knowledge, skills, and abilities (KSA's) to perform successfully the
duties of that position and which is typically in or related to the
position to be filled. To be creditable, specialized experience must
have been at least equivalent to the next lower grade level.
Experience for Reporting Stenographer, Shorthand Reporter, and Closed
Microphone Reporter -- One year of experience at least equivalent to the
next lower grade level using the skills and equipment appropriate to the
position to be filled is required for all positions. Follwoing is a
description of qualifying experience for these positions.
Reporting Stenographer, GS-5: Experience as a
clerkstenographer, secretary, reporting stenographer, or in
another position which included application of stenography and
typing skills as a significant part of the work.
Reporting Stenographer, Shorthand Reporter, and Closed
Microphone Reporter, GS-6: Experience as a reporting
stenographer, hearing reporter, or in another position in which
the primary duty was to make and transcribe manual or
machinewritten shorthand records of hearings, interviews, or
similar proceedings.
Shorthand Reporter and Closed Microphone Reporter, GS-7 and
above: Experience as a court reporter, or hearing reporter, or in
another position in which the primary duty was to make verbatim
records of proceedings
EDUCATION
High school graduation or the equivalent is creditable at the GS-2
level for the occupations listed, except Clerk-Stenographer, where it
may be substituted for experience that the GS-3 entry level.
Successfully completed education above the high school level in any
field for which high school graduation or the equivalent is the normal
prerequisite is creditable at grades GS-3 through GS-5 for all positions
except Reporting Stenographer, GS-5. This education must have been
obtained in an accredited business, secretarial or technical school,
junior college, college or university. One full year of full time
academic study is 30 semester hours, 45 quarter hours, or the
equivalent, of college or at least 20 hours of classroom instruction per
week for approximately 36 weeks in a business, secretarial, or technical
school.
As a general rule, education is not creditable above GS-5 for most
positions covered by this standard; however, graduate education may be
credited in those few instances where the graduate education is directly
related to the work of the position.
Intensive Short-Term Training -- Completion of an intensive
specialized course of study of less than 1 year (such as for computer
operator) may meet in full the experience requirements for GS-3.
Courses of this type (()) normally require completion of up to 40 hours
per week of instruction rather than the usual 20 hours per week and are
usually of at least 3 months duration. Such courses may have been
obtained through a variety of programs such as those offered by business
or technical schools, and through military training programs. To be
creditable, such a course must have been designed specifically as career
preparation for the work of the position being filled and must have
provided the applicant with the necessary knowledge, skills, and
abilities to do the work.
Combining Education and Experience
Equivalent combinations of successfully completed post high school
education and experience may be used to meet total experience
requirements at grades GS-5 and below, except for Reporting
Stenographer, GS-5.
For GS-3 and GS-4 level positions, 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; then add the two
percentages. The total percentage must equal at least 100 percent to
qualify an applicant for that grade level.
For all GS-5 level positions (except Clerk-Stenographer, which does
not require specialized experience), only education in excess of the
first 60 semester hours (i.e., beyond the second year) is creditable
toward meeting the specialized experience requirement. One full
academic year of study (30 semester hours) beyond the second year is
equivalent to 6 months of specialized experience.
The following are examples of how education and experience may be
combined. They are examples only, and are not all inclusive:
o The position to be filled is a Payroll Clerk, GS-4. An applicant
has 8 months of qualifying experience and 20 semester hours of college.
The applicant meets 67 percent of the required experience and 33 percent
of the required education. The applicant meets 100 percent of the total
requirements and is qualified for the position.
o The position to be filled is a Clerk-Typist, GS-4. The applicant
has 4 months of qualifying experience and 1 year of business school.
The applicant meets 33 percent of the required experience and 50 percent
of the required education. The applicant meets 83 percent of the total
requirements and is not qualified for the position.
o The position to be filled is a Clerk-Stenographer, GS-5. An
applicant has 1 year of qualifying experience and 90 semester hours of
college. The applicant meets 50 percent of the required experience and
75 percent of the required education. The applicant exceeds 100 percent
of the total requirements and is qualified for the position.
o The position to be filled is a Personnel Clerk, GS-5. The
applicant has 9 months of specialized experience and 75 semester hours
of college (15 semester hours beyond the second year and the equivalent
of 3 months of specialized experience). The applicant meets 75 percent
of the required experience and 25 percent of the required education.
The applicant meets 100 percent of the requirement for 1 year of
specialized experience and is qualified for the position.
USE OF SELECTIVE FACTORS
Agencies may identify some positions in an occupation, especially at
the higher grade levels, that require KSA's that are in addition to or
more specific than the minimum requirements described in this standard.
The need for these special requirements can be met through the use of
selective factors in both the competitive and inservice recruitment
processes. Selective factors must be job related, essential for the
successful performance of the position, and represent KSA's which could
not be reasonably acquired on the job during the period of training
customary for the position being filled.
WRITTEN TEST REQUIREMENTS
For information on the occupational series and positions covered by
this standard which require written tests, refer to the Test
Requirements in Qualification Standards section (Part IV) of this
Handbook.
PROFICIENCY REQUIREMENTS
Clerk-Typist, Office Automation Clerk/Assistant, Clerk-Stenographer,
Data Transcriber, and Positions with Parenthetieal Titles of (Typing),
(Office Automation), (Stenography), or (Data Transcription)
In addition to meeting experience or education requirements,
applicants for these positions must show possession of the following
skills, as appropriate. Applicants may meet these requirements by
passing the appropriate performance test, presenting a certificate of
proficiency from a school or other organization authorized to issue such
certificates by the Office of Personnel Management local office, or by
self-certifying their proficiency. Performance test results and
certificates of (()) proficiency are acceptable for 3 years. Agencies
may verify proficiency skills of self-certified applicants by
administering the appropriate performance test.
Clerk-Typist, GS-2/4, Office Automation Clerk-Assistant (any grade),
(Typing) (any grade), and (Office Automation) (any grade):
40 words per minute typing speed /3/
Data Transcriber, GS-2/4, and (Data Transcription)(any grade):
skill in operating an alphanumeric data transcribing machine, or 20
wordsper minute typing speed /3/ for GS-2 transcription duties, or 25
words per minute typing speed /3/ for GS-3 and GS-4 transcription duties
Clerk-Stenographer, GS-3/4:
40 words per minute typing speed /3/ and 80 words per minute
dictation speed /4/
Clerk-Stenographer, GS-5:
40 words per minute typing speed /3/ and 120 words per minute
dictation speed /4/
(Stenography) (any grade):
40 words per minute typing speed /3/ and either 80 words per minute
dictation speed /4/ for GS-3 and GS-4 stenographic duties or 120 words
per minute dictation speed /4/ for GS-5 stenographic duties
NOTE: The level of proficiency for stenographic and data
transcribing duties required by positions with parenthetical titles is
based on the grade level of those duties and not necessarily on the
overall grade of the position. For example, a position classified as
Secretary (Stenography), GS-318-5, may require either 80 or 120 words
per minute dictation speed depending upon the level of difficulty of the
stenographic duties. Or, a position classified as Payroll Clerk (Data
Transcription), GS-544-4, may require either 20 or 25 words per minute
typing speed depending upon the level of difficulty of the transcribing
duties. Therefore, before filling positions of this type, first
determine the grade level of the duties which require the additional
skill, and then determine the skill level required.
Reporting Stenographer, Shorthand Reporter, and Closed Microphone
Reporter
In addition to meeting the experience requirements, applicants for
these positions must show possession of the following skills with
equipment appropriate to the specific position.
Reporting Stenographer, GS-5/6: 120 words per minute dictation speed
/5/
Shorthand Reporter and Closed Microphone Reporter, GS-6: 160 words
per minute dictation speed /5/
Shorthand Reporter and Closed Microphone Reporter, GS-7 and above:
175 words per minute dictation speed /5/
Applicants must also be able to produce accurate type-written
transcripts of recorded proceedings.
Applicants for competitive appointment and inservice applicants for
initial assignment to these three positions at all grade levels must
demonstrate the specific skill and level of proficiency required by the
position to be filled. Also, inservice applicants for promotion to
positions which have a higher proficiency requirement than the position
previously held must demonstrate the higher level of proficiency.
Applicants may demonstrate that proficiency by either passing a
dictation test at the required speed or presenting a certificate of
proficiency showing speed and accuracy equivalent to those used in the
Office of Personnel Management performance tests for these positions.
The certificate must show that the candidate demonstrated the required
proficiency, i.e., dictation speed and accuracy, to a teacher of
stenography, shorthand reporting, or closed microphone reporting, within
the past year. Applicants for these positions may not self-certify
dictation proficiency.
/3/ Words per minute are based on a five minute sample with three or
fewer errors.
/4/ The maximum number of errors allowed in a dictation sample equals
10% of the required dictation speed (80 wpm or 120 wpm) multiplied by
the number of minutes in the sample.
/5/ The maximum number of errors allowed in a dictation sample for
these three positions equals 5% of the required dictation speed
multiplied by the number of minutes in the sample.
July 1992 TS 234
MINIMUM QUALIFICATION REQUIREMENTS FOR ONE-GRADE INTERVAL CLERICAL
AND ADMINISTRATIVE SUPPORT POSITIONS (7/92 TS 234)
PART A
Handbook X-118
Qualification Standards
MINIMUM QUALIFICATION REQUIREMENTS FOR ONE-GRADE INERVAL TECHNICAL,
MEDICAL, AND PROGRAM SUPPORT POSITIONS
This qualification standard covers positions in the General Schedule
which involve the performance of one-grade interval technical, medical,
and program support work. A list of the occupational series covered by
this standard is provided below. This standard may also be used for
other one-grade interval positions for which the education and
experience pattern is determined to be appropriate.
This standard contains common patterns of creditable experience and
education to be used in making qualifications determinations. Examples
of qualifying experience and education for the specific occupations
covered by this standard may be found in attachments to the basic
standard. For a description of the work performed in these occupations,
refer to the Handbook of Occupational Groups and Series and/or to
individual position classification standards.
GS-019 Safety Technician
GS-090 Guide
GS-119 Economics Assistant
GS-181 Psychology Aid and Technician
GS-186 Social Services Aid and Assistant
GS-189 Recreation Aid and Assistant
GS-404 Biological Technician
GS-421 Plant Protection Technician
GS-455 Range Technician
GS-458 Soil Conservation Technician
GS-459 Irrigation System Operation
GS-462 Forestry Technician
GS-621 Nursing Assistant
GS-636 Rehabilitation Therapy Assistant
GS-640 Health Aid and Technician
GS-642 Nuclear Medicine Technician
GS-645 Medical Technician
GS-646 Pathology Technician
GS-647 Diagnostic Radiologic Technologist
GS-648 Therapeutic Radiologic Technologist
GS-649 Medical Instrument Technician
GS-651 Respiratory Therapist
GS-661 Pharmacy Technician
GS-681 Dental Assistant
GS-683 Dental Laboratory Aid and Technician
GS-698 Environmental Health Technician
GS-704 Animal Health Technician
GS-802 Engineering Technician
GS-8O9 Construction Control
GS-817 Surveying Technician
GS-818 Engineering Drafting
GS-856 Electronics Technician
GS-895 Industrial Engineering Technician
GS-1021 Office Drafting
GS-1311 Physical Science Technician
GS-1316 Hydrologic Technician
GS-1341 Meteorological Technician
GS-1371 cartographic Technician
GS-1374 Geodetic Technician
GS-1521 Mathematics Technician
GS-1541 Cryptanalysis
GS-1862 Consumer Safety Inspection
GS-1898 Admeasurement
GS-1981 Agricultural Commodity Aid
GS-2144 Cargo Scheduling
Several of the listed occupations have requirements that have been
approved by the Secretary of Veterans Affairs for use by the Veterans
Health Administration under the provisions of section 7402 (formerly
4105), title 38, U.S.C. Such approval is indicated on the individual
occupational requirements for those occupational series.
EXPERIENCE AND EDUCATION REQUIREMENTS
GS-1/6 and above: The following table shows the amounts of general
and/or specialized experience and education that meet the requirements
for each grade.
GRADE EXPERIENCE OR EDUCATION
General Specialized
GS-1 None None None
GS-2 3 months None High school
graduation or
equivalent
GS-3 6 months None 1 year above high
school with
course(s) related to
the occupation, if
required
GS-4 6 months 6 months 2 years above high
school with
courses related to
the occupation, if
required
GS-5 None 1 year at 4-year course of
least study above high
equivalent school leading to a
to GS-4 bachelor's degree
with courses
related to the
occupation, if
required
GS-6 None 1 year at See the NOTE under
& above least the Education
equivalent section
to next
next lower
grade level
Equivalent combinations of education and experiencc are qualifying
for all grade levels for which both education and experience are
acceptable.
General Experience
(1) Any type of work that demonstrates the applicant's ability to
perform the work of the position, or (2) experience that provided a
familiarity with the subject-matter or processes of the broad subject
area of the occupation. Specialized experience may be substituted for
general experience.
Specialized Experience
Experience which has equipped the applicant with the particular
knowledge, skills, and abilities (KSA'a) to perform successfully the
duties of the position and which is typically in or related to the work
ofthe position to be filled. To be creditable, specialized experience
must have been at least equivalent to the next lower grade level.
Education
High school graduation or the equivalent is qualifying for GS-2.
Successfully completed post-high school education is qualifying for
grades GS--3 through GS-5. This education muat have been obtained in an
accredited business or technical school, junior college, college or
university for which high school graduation or the equivalent is the
normal prerequisite. One year of full-time undergraduate study is
defined as 30 semester hours or 45 quarter hours in a college or
university or at least 20 hours of classroom instruction per week for
approximately 36 weeks in a business or technical school.
For some occupations covered by this standard, 6 semester hours of
specific courses are included in the 1 year of education which meets the
GS-3 requirements. The 6 semester hours allow for subjects which are
common to a broad range of degree programs, e.g., subjects in the
mathematical, physical, or biological sciences. This inclusion
corresponds to the second part of the description of general experience,
i.e., the subjects provide evidence of a familiarity with the subject
matter or processes of the broad subject area of the occupation.
At grades GS-4 and above, a portion of the education is usually
directly related to the work of the position to be filled. Examples of
related courses are provided where applicable. However, agencies may
require other courses if they are considered to be more related to the
position to be filled.
NOTE: Graduate education or an internship meets the specialized
experience required above GS-5 only in those instances where it is
directly related to the work of the position. One full year of graduate
education meets the requirements for GS-7. Two full years of graduate
education or a master's degree meets the requirements for GS-9. A year
of full-time graduate education is considered to be the number of credit
hours which the school attended has determined to represent 1 year of
full-time study. If that information cannot be obtained from the
school, 18 semester hours should be considered as satisfying the 1 year
of full-time study requirement.
Training
Completion of appropriate training such as inservice training
programs, training acquired while serving in the Armed forces, and
government-sponsored developmental training programs will be allowed
credit on a month-for-month basis, generally through the GS-5 level.
Such training will meet general or specialized experience requirements
depending upon its applicability.
Completion of an intensive, specialized course of study of less than
1 year may meet in full the experience requirements for GS-3. Courses
of this type normally require completion of up to 40 hours per week of
instruction rather than the usual 20 hours per week and are usually of
at least 3 months duration. Such courses may have been obtained through
a variety of programs such as those offered by technical schools and
military training programs. To be creditable, such a course must have
been designed specifically as career preparation for the work of the
position being filled and must have provided the applicant with the
necessary knowledge, skills, and abilities to do the work.
Combining Experience and Education
Equivalent combinations of successfully completed education and
experience are qualifying for most positions. The combinations
described below are those most typical for these positions, i.e., for
grades GS-3 through GS-5. If education is used to meet specialized
experience requirements, then such education must include courses
related to the work of the position. (When crediting education, prorate
the number 0/hours of directly related courses required as a proportion
of the total education to be used.)
For GS-3 level positions, determine the applicant's total qualifying
experience as a percentage of the 6 months' experience required for
GS-3; then determine the applicant's education as a percentage of the 1
year of education which meets the requirements for GS-3. Add the two
percentages. The total percentage must equal at least 100 percent to
qualify an applicant for GS-3.
For GS-4 level positions, determine the applicant's total qualifying
experience as a percentage of the 1 year of experience required for
GS-4; then determine the applicant's education as a percentage of the 2
years of education which meets the requirements for GS-4. Add the two
percentages. The total percentage must equal at least 100 percent to
qualify an applicant for GS-4.
For GS-5 level positions, only education in excess of the first 60
semester hours of a course of study leading to a bachelor's degree is
creditable toward meeting the specialized experience requirements. Two
full academic years of study, or 60 semester hours, beyond the second
year is equivalent to 1 year of specialized experience.
Determine the applicant's total qualifying experience as a percentage
of the year of specialized experience required at the GS-5 level. Then
determine the applicant's education as a percentage of the education
which meets the requirements for GS-5. Add the two percentages. The
total percentage must equal at least 100 percent to qualify an applicant
for GS-5.
The following are examples of how education and experience may be
combined. They are examples only, and are not all-inclusive.
o The position to be filled is a Pharmacy Technician, GS-3. An
applicant has 2 months of experience and 20 semester hours of college.
The applicant meets 33 percent of the required experience and 67 percent
of the required education. The applicant meets 100 percent of the total
requirements and is qualified for the position.
o The position to be filled is an Industrial Engineering Technician,
GS-4. An applicant has 5 months of general experience and 36 semester
hours of college. The applicant meets 42 percent of the required
experience and 60 percent of the required education. The applicant
exceeds 100 percent of the total requirements and is qualified for the
position. (This example assumes that education is being used to meet the
specialized experience requirements and that at least 7 of the 36
semester hours are in courses directly related to the work of the
position. See examples of such courses listed in the individual
occupational requirements for the Industrial Engineering Technician
Series, GS-895.)
o The position to be filled is a Recreation Assistant, GS-5. An
applicant has 8 months of GS-4 level specialized experience and 80
semester hours of college. The applicant meets 67 percent of the
required experience and 33 percent of the required education (i.e., 20
semesters hours in excess of the first 60 semester hours). The
applicant meets 100 percent of the total requirements and is qualified
for the position. At least 8 of the 20 semester hours must be directly
related to the work of the position. See examples of such courses
listed in the individual occupational requirements for the Recreation
Assistant Series, GS-189.
USE OF SELECTIVE FACTORS
Agencies may identify some positions covered by this standard that
require knowledge, skills, and abilities or other qualifications, such
as certification or licensure, that are in addition to or more specific
than the minimum requirements described in this standard. The need for
these special requirements can be met through the use if selective
factors in both the competitive and inservice recruitment processes.
Selective factors must be job-related, essential for the successful
performance of the position and represent KSA's or other qualifications
which could not be reasonably acquired on the job during the period of
training customary for the position being filled.
OTHER QUALIFICATION PROVISIONS
Applicants for positions in some occupations must meet certification
or licensure requirements in addition to meeting the
education/experience requirements described above. Applicants can
qualify on the basis of licensure, certification, or registration in
lieu of education or experience in some other occupations. Such
provisions are noted in the individual occupational requirements.
WRITTEN TEST REQUIREMENTS
For information on the occupational series and positions covered by
this standard which require written tests, refer to the Test
Requirements in Qualification Standards section (Part IV) of this
Handbook.
July 1992 TS 234
MINIMUM QUALIFICATION REQUIREMENTS FOR ONE-GRADE INTERVAL TECHNICAL,
MEDICAL, AND PROGRAM SUPPORT POSITIONS
Part A
Handbook X-118
Qualification Standards
This qualification standard covers positions in the General Schedule
that involve the performance of two-grade interval administrative,
management, and specialist work. A list of the occupational series
covered by this qualification standard is provided below. This standard
may also be used for other two-grade interval positions for which the
education and experience pattern is determined to be appropriate. While
some of the occupational series covered by this standard include both
one- and two-grade interval work, the qualification requirements
described in this standard apply only to those positions which follow a
two-grade interval pattern.
This standard contains common patterns of undergraduate and graduate
education, general and specialized experience, and other information to
be used in making qualifications determinations. Some occupations
covered by this standard contain education or experience requirements
that are more specific than the requirements described in the generic
standard. These requirements are provided in attachments to the basic
standard. Such occupations are noted below with an asterisk. For a
description of the work performed in occupations covered by this
standard, refer to the series definitions in the Handbook of
Occupational Groups and Series of Classes and/or to individual position
classification standards.
GS-011 Bond Sales Promotion*
GS-018 Safety and Occupational Health Management *
GS-023 Outdoor Recreation Planning *
GS-028 Environmental Protection Specialist,
GS-030 Sports Specialist *
GS-062 Clothing Design *
GS-080 Security Administration
GS-105 Social Insurance Administration
GS-106 Unemployment Insurance*
GS-120 Food Assistance Program Specialist
GS-132 Intelligence
GS-142 Manpower Development
GS-160 Civil Rights Analysis
GS-188 Recreation Specialist *
GS-201 Personnel Management
GS-205 Military Personnel Management
GS-212 Personnel Staffing
GS-221 Position Classification
GS-222 Occupational Analysis
GS-223 Salary and Wage Administration
GS-230 Employee Relations
GS-233 Labor Relations
GS-235 Employee Development
GS-244 Labor Management Relations Examining*
GS-246 Contractor Industrial, Relations
GS-249 Wage and Hour Compliance*
GS-260 Equal Employment Opportunity
GS-270 Federal Retirement Benefits
GS-301 Miscellaneous Administration and Program
GS-334 Computer Specialist *
GS-340 Program Management
GS-341 Administrative Officer
GS-343 Management and Program Analysis
GS-345 Program Analysis
GS-346 Logistics Management
GS-360 Equal Opportunity Compliance
GS-362 Electric Accounting Machine Project Planning
GS-391 Telecommunications*
GS-501 Financial Administration and Program
GS-505 Financial Management
GS-560 Budget Analysis
GS-570 Financial Institution Examining *
GS-669 Medical Records Administration*
GS-670 Health System Administration *
GS-671 Health System Specialist *
GS-673 Hospital Housekeeping Management *
GS-685 Public Health Program Specialist*
GS-828 Construction Analyst *
GS-920 Estate Tax Examining
GS-930 Hearings and Appeals
GS-950 Paralegal Specialist
GS-958 Pension Law Specialist*
GS-962 Contact Representative
GS-965 Land Law Examining*
GS-990 General Claims Examining
GS-991 Workers' Compensation Claims Examining
GS-993 Social Insurance Claims Examining
GS-996 Veterans Claims Examining
GS-1001 General Arts and Information
GS-1008 Interior Design*
GS-1010 Exhibits Specialist *
GS-1020 Illustrating *
GS-1035 Public Affairs
GS-1040 Language Specialist *
GS-1051 Music Specialist *
GS-1054 Theater Specialist *
GS-1056 Art Specialist *
GS-1071 Audiovisual Production *
GS-1082 Writing and Editing
GS-1083 Technical Writing and Editing *
GS-1084 Visual Information *
GS-1101 General Business and Industry
GS-1103 Industrial Property Management *
GS-1104 Property Disposal
GS-1130 Public Utilities Specialist
GS-1140 Trade Specialist *
GS-1144 Commissary Store Management *
GS-1150 Industrial Specialist *
GS-1160 Financial Analysis *
GS-1161 Crop Insurance Administration*
GS-1162 Crop Insurance Underwriting*
GS-1163 Insurance Examining *
GS-1165 Loan Specialist *
GS-1170 Realty
GS-1171 Appraising and Assessing
GS-1173 Housing Management
GS-1176 Building Management
GS-1361 Navigational Information *
GS-1397 Document Analysis *
GS-1421 Archives Specialist
GS-1630 Cemetery Administration
GS-1640 Facility Management *
GS-1654 Printing Management *
GS-1670 Equipment Specialist *
GS-1702 Education and Training Technician
GS-1712 Training Instruction*
GS-1715 Vocational Rehabilitation *
GS-1801 General Inspection, Investigation, and Compliance*
GS-1810 General Investigating
GS-1811 Criminal Investigating*
GS-1812 Game Law Enforcement
GS-1816 Immigration Inspection
GS-1831 Securities Compliance Examining *
GS-1854 Alcohol, Tobacco and Firearms Inspection*
GS-1864 Public Health Quarantine Inspection*
GS-1890 Customs Inspection*
GS-1910 Quality Assurance *
GS-2001 General Supply
GS-2003 Supply Program Management
GS-2010 Inventory Management
GS-2030 Distribution Facilities and Storage Management
GS-2032 Packaging
GS-2050 Supply Cataloging
GS-2101 Transportation Specialist *
GS-2110 Transportation Industry Analysis *
GS-2123 Motor Carrier Safety*
GS-2125 Highway Safety*
GS-2130 Traffic Management *
GS-2150 Transportation Operations
GS-2161 Marine Cargo *
The requirements of this standard have been approved for the
following occupations for use within the Veterans Health Administration
of the Department of Veterans Affairs under the provisions of section
7402, title 38, U.S.C.: GS-301, Miscellaneous Administration and
Program, except for GS-301, Rehabilitation Medicine Coordinator
positions; GS-340, Program Management; GS-669, Medical Records
Administration; GS-670, Health System Administration; GS-671, Health
System Specialist; GS-672, Prosthetic Representative; GS-673, Hospital
Housekeeping Management; GS-1020 Illustrating; GS-1101, General
Business and Industry; and GS-1715, Vocational Rehabilitation.
GS-5 and above: The following table shows the amounts of education
and experience required for grades GS-5/15 for positions covered by this
standard. Applicants who meet experience requirements for a higher
grade also meet the experience requirements for positions at lower
grades in the same occupation. Possession of an advanced degree, e.g.,
Ph.D., without having earned the lesser degree, e.g., M.A., qualifies an
applicant for both the appropriate higher and lower grades.
GRADE EDUCATION OR EXPERIENCE
General Specialized
GS-5 4-year course of 3 years, 1 None
study above high year of which
school leading to a was at least
bachelor's degree equivalent to
GS-4
GS-7 1 full academic year None 1 year at
of graduate level least
education or law equivalent
school to GS-5
or
superior academic
achievement
GS-9 2 full academic years None 1 year at
of progressively least
higher level graduate equivalent
education to GS-7
or
master's or equivalent
graduate degese or
LL.B. or J.D.
GS-11 3 full academic years None 1 year at
of progressively least
higher level graduate equivalent
education to GS-9
or
Ph.D. or equivalent
doctoral degree
GS-12 None None 1 year at
least
equivalent
to next
lower grade
level
Equivalent combinations of education and experience are qualifying
for all grade levels for which both education and experience are
acceptable.
Undergraduate Education
Successful completion of a full 4-year course of study in any field
leading to a bachelor's degree, in an accredited college or university,
meets the requirements at the GS-5 level for all positions, except for
those covered by separate attachments to this standard. Applicants for
the latter positions must, in general, (1) have specific course work
that meets the requirements for a major in a particular field(s), or (2)
have at least 24 semester hours of course work in the field(s)
identified in the attachment covering the occupation. Course work in
fields closely related to those specified may be accepted if it clearly
provides applicants with the background of knowledge and skills
necessary for successful job performance. One year of full-time
undergraduate study is defined as 30 semester hours or 45 quarter hours,
and is equivalent to 9 months of general experience.
The superior academic achievement provision for entry at GS-7 is
applicable to all occupations covered by this standard.
Graduate Education
Education at the graduate level (including law school education) in
an accredited college or university in the amounts shown in the table
meets the requirements for positions at GS-7 through GS-11. Such
education must demonstrate the knowledge, skills, and abilities
necessary to do the work.
A year of full-time graduate education is considered to be the number
of credit hours which the school attended has determined to represent 1
year of full-time study. If that information cannot be obtained from
the school, 18 semester hours should be considered as satisfying the 1
year of full-time study requirement. Part-time graduate education is
creditable in accordance with its relationship to a year of full-time
study at the school attended.
For certain positions covered by this standard, the work may be
recognized as sufficiently technical or specialized, and the working
level such that graduate study alone may not provide the knowledge and
skills needed to perform the work. In such cases, agencies may use
selective factors to screen out applicants without actual work
experience.
General Experience
Three years of progressively responsible experience which
demonstrates the ability to:
1. Analyze problems to identify significant factors, gather
pertinent data, and recognize solutions;
2. Plan and organize work; and
3. Communicate effectively orally and in writing.
Such experience may have been gained in administrative, professional,
technical, investigative, or other responsible work. Experience in
substantive and relevant secretarial, clerical, or other responsible
work may be qualifying as long as it has provided evidence of the
knowledge, skills, and abilities (KSA's) necessary to perform the duties
of the position to be filled. Experience of a general clerical nature
(typing, filing, routine procedural processing, maintaining records, or
other nonspecialized tasks) is not creditable. Trades or crafts
experience appropriate to the position to be filled may also be
creditable for some positions. Specialized experience may be
substituted for general experience.
For some occupations, applicants must have had work experience which
demonstrated KSA's in addition to those identified above. Positions
with more specific general experience requirements than those described
here are shown in the attachment covering the occupation(s). (Also, see
the information below on use of selective factors.)
Specialized Experience
Experience which has equipped the applicant with the particular
knowledge, skills, and abilities to perform successfully the duties of
the position and which is typically in or related to the work of the
position to be filled. To be creditable, specialized experience must
have been at least equivalent to the next lower grade level in the
normal line of progression for the occupation in the organization.
Combining Education and Experience
Combinations of successfully completed education and experience may
be used to meet total qualification requirements, and may be computed by
first determining the applicant's total qualifying experience as a
percentage of the experience required for the grade level; then
determining the applicant's education as a percentage of the education
required for the grade level; and then adding the two percentages. The
total percentages must equal at least 100 percent to qualify an
applicant for that grade level. Only graduate education in excess of
the amount required for the next lower grade level may be used to
qualify applicants for positions at grades GS-9 and GS-11. (when
crediting education which requires specific course work, prorate the
number of hours of related courses required as a proportion of the total
education to be used.)
The following are examples of how education and experience may be
combined. They are examples only, and are not all-inclusive.
The position to be filled is a Loan Specialist, GS-1165-5. An
applicant has 2 years of general experience and 45 semester hours of
college, which includes 9 semester hours in related course work as
described in the attachment. The applicant meets 67 percent of the
required experience and 38 percent of the required education.
Therefore, the applicant exceeds 100 percent of the total requirement
and is qualified for the position.
The position to be filled is a Management Analyst, GS-343-9. An
applicant has 6 months of specialized experience equivalent to GS-7 and
1 year of graduate level education. The applicant meets 50 percent of
the required experience but none of the required education, since he or
she does not have any graduate study beyond that which is required for
GS-7. Therefore, the applicant meets only 50 percent of the total
requirement and is not qualified for the position. (The applicant's
first year of graduate study is not qualifying for GS-9.)
The position to be filled is a Music Specialist, GS-1051-11. An
applicant has 9 months of specialized experience equivalent to GS-9 and
2 1/2 years of creditable graduate level education in music. The
applicant meets 75 percent of the required experience and 50 percent of
the required education, i.e., the applicant has 1/2 year of graduate
study beyond that required for GS-9. Therefore, the applicant exceeds
the total requirement and is qualified for the position. (The
applicant's first 2 years of graduate study are not qualifying for
GS-11.)
OTHER QUALIFICATION PROVISIONS
Applicants for positions in some occupations must meet certification
or licensure requirements in addition to meeting the
education/experience requirements described above. Applicants can
qualify on the basis of licensure, certification, or registration in
lieu of education or experience in some other occupations. Such
provisions are noted in the attachment covering the occupation.
USE OF SELECTIVE FACTORS
Agencies may identify some positions covered by this standard that
require knowledge, skills, and abilities or other qualifications, such
as certffication or licensure, that are in addition to or more specific
than the minimum requirements described in this standard. The need for
these special requirements can be met through the use of selective
factors in both the competitive and inservice recruitment processes.
Selective factors may be used for all of the occupations covered by this
standard. They must be job related, essential for the successful
performance of the position, and represent KSA's or other qualifications
which could not be reasonably acquired on the job during the period of
training customary for the position being filled.
WRITTEN TEST REQUIREMENTS
For information on the occupational series and positions covered by
this standard which require written tests, refer to the Test
Requirements in Qualification Standards section (Part IV) of this
Handbook.
INDIVIDUAL OCCUPATIONAL REQUIREMENTS
This section provides information on occupations covered by this
standard which require education and/or experience that is more specific
than that described in the generic standard.
June 1991, TS 232
QUALIFICATION STANDARDS MINIMUM QUALIFICATION REQUIREMENTS FOR
TWO-GRADE INTERVAL ADMINISTRATIVE, MANAGEMENT, AND SPECIALIST POSITIONS
PART A
Handbook X-118
Qualification Standards
MINIMUM QUALIFICATION REQUIREMENTS FOR TWO-GRADE INTERVAL PROFESSIONAL
POSITIONS
This qualification standard covers positions in the General Schedule
which involve the performance of two-grade interval professional work.
The major provisions and definitions of terms pertaining to the
qualification requirements of professional positions, as well as
education and specialized experience requirements for most positions in
grade GS-7 and above begin on page 3.
The specific requirements for entry into each occupation covered by
this standard are attached as individual occupational requirements.
Following is a list of the occupational series covered by this standard.
For a description of the work performed in these occupations, refer to
the series definitions in the Handbook of Occupational Groups and Senses
and/or to individual position classification standards.
GS-020 Community Planning
GS-101 Social Science /1/
GS-110 Economist
GS-130 Foreign Affairs
GS-131 International Relations
GS-140 Manpower Research and Analysis
GS-150 Geography
GS-170 History
GS-180 Psychology
GS-184 Sociology /1/
GS-185 Social Work
GS-190 General Anthropology
GS-193 Archeology
GS-401 General Biological Science /1/
GS-403 Microbiology
GS-405 Pharmacology /1/
GS-406 Agricultural Extension
GS-408 Ecology
GS-410 Zoology
GS-413 Physiology /1/
GS-414 Entomology
GS-415 Toxicology /1/
GS-430 Botany
GS-434 Plant Pathology
GS-435 Plant Physiology
GS-437 Horticulture /1/
GS-440 Genetics /1/
GS-454 Range Conservation
GS-457 Soil Conservation
GS-460 Forestry
GS-470 Soil Science
GS-471 Agronomy
GS-475 Agricultural Management
GS-480 General Fish and Wildlife Administration
GS-482 Fishery Biology
GS-485 Wildlife Refuge Management
GS-486 Wildlife Biology
GS-487 Animal Science
GS-493 Home Economics
GS-510 Accounting
GS-511 Auditing
GS-512 Internal Revenue Agent
GS-601 General Health Science /1/
GS-630 Dietitian and Nutritionist /1/
GS-635 Corrective Therapist
GS-637 Manual Arts Therapist /1/
GS-638 Recreation/Creative Arts Therapist /1/
GS-639 Educational Therapist /1/
GS-690 Industrial Hygiene /1/
GS-696 Consumer Safety
GS-800 Engineering Group, includes:
General Engineering, GS-801
Safety Engineering, GS-803
Fire Protection Engineering, GS-804
Materials Engineering, GS-806
Civil Engineering, GS-810
Environmental Engineering, GS-819
Mechanical Engineering, GS-830
Nuclear Engineering, GS-840
Electrical Engineering, GS-850
Computer Engineering, GS-854
Electronics Engineering, GS-855
Biomedical Engineering, GS-858
Aerospace Engineering, GS-861
Naval Architecture, GS-871
Mining Engineering, GS-880
Petroleum Engineering, GS-881
Agricultural Engineering, GS-890
Ceramic Engineering, GS-892
Chemical Engineering, GS-893
Welding Engineering, GS-894
Industnal Engineering, GS-896
GS-807 Landscape Architecture
GS-808 Architecture
GS-1015 Museum Curator
GS-1221 Patent Adviser
GS-1301 General Physical Science /1/
GS-1306 Health Physics /1/
GS-1310 Physics /1/
GS-1313 Geophysics
GS-1315 Hydrology
GS-1320 Chemistry /1/
GS-1321 Metallurgy
GS-1330 Astronomy and Space Science
GS-1340 Meteorology
GS-1350 Geology
GS-1360 Oceanography
GS-1370 Cartography
GS-1372 Geodesy
GS-1373 Land Surveying
GS-1380 Forest Products Technology
GS-1382 Food Technology
GS-1384 Textile Technology
GS-1386 Photographic Technology
GS-1420 Archivist
GS-1510 Actuary
GS-1515 Operations Research
GS-1520 Mathematics
GS-1529 Mathematical Statistician
GS-1530 Statistician
GS-1550 Computer Science
GS-1701 General Education and Training /1/
GS-1720 Education Program
GS-1725 Public Health Educator
GS-1730 Education Research
GS-1740 Education Services
GS-1750 Instructional Systems
/1/ Individiaal occupational requirements have been approved by
Secretary of Veterans Affairs for use within the Veterans Health
Services and Research Administration under the provisions of Section
4105, Title 38. U.S.C.
BASIC REQUIREMENTS FOR ALL GRADES
Because of the highly specialized nature of the work classified to
the occupational series covered by this standard, basic requirements
vary for entry into each occupation.
All applicants for positions covered by this standard must have
successfully completed the appropriate basic requirements as described
in the individual occupational requirements. Applicants who meet the
basic requirements are fully qualified for the entry grade specified for
the occupation (generally grade GS-5). Applicants who wish to qualify
for positions at higher grade levels (generally grade GS-7 and above)
must also meet the requirements for such positions shown in the table on
page 4, in addition to meeting the basic requirements.
The individual occupational requirements in the attachment generally
provide two methods for applicants to qualify for occupations included
in this standard, as outlined below:
A. Successful completion of a full 4-year course of study in an
accredited college or university leading to a bachelor's or higher
degree, which included a major field of study or specific course
requirements generally as stated in paragraph A in the individual
occupational requirements. Where specific course requirements are not
indicated in paragraph A, the number of Semester hours required to
constitute a major field of study is the amount specified by the college
or university attended. If this number cannot be obtained, 24 semester
hours will be considered as equivalent to a major field of study. The
nature and quality of this required course work must have been such that
it would serve as a prerequisite for more advanced study in the field or
subject matter area. Related course work generally refers to courses
that may be accepted part of the program major. An applicant who
posseses a master's or higher degree with the appropriate major meets
the basic education requirements described above.
OR
B. Appropriate combination of education and experience, which is
typically specified in paragraph B of the individual occupational
requirements. The "paragraph B" method generally requires that an
applicant possess a core of educational credit, as described in
paragraph A above, plus additional education and/or experience.
The quality of the combination of education and experience must have
been sufficient to demonstrate that the applicant possesses the
knowledge, skills, and abilities required to perform work in the
occupation, and is comparable to that normally acquired through the
successful completion of a full 4-year course of study with a major in
the appropriate field. As in paragraph A, the number of semester hours
required to constitute a major field of study is that specified by the
college or university attended. If that number cannot be obtained, 24
semester hours will be considered as equivalent to a major field of
study. An academic year of undergraduate study comprises 30 semester
hours, or 45 quarter hours.
When combining education with experience, first determine the
applicant's total qualifying education as a percentage of the education
required for the grade level; then determine the applicant's experience
as a percentage of the experience 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. For
example, an applicant for a GS-184, Sociology, position has successfully
completed 60 undergraduate semester hours, including 24 semester hours
in sociology, and, in addition, has 2 full-time years of appropriate
sociology research, analysis, and report writing experience. This
applicant would qualify for GS-5, since the 60 semester hours (the
equivalent of 2 years of undergraduate education, or 50 percent of the
total requirement) were supplemented by 2 additional years of
appropriate professional experience, which provided the remaining 50
percent of the total required education and experience.
The individual occupational requirements for some series make no
provision for substituting experience for education. Therefore, they do
not include paragraph B provisions.
For a small number of series, applicants may possess certain kinds of
experience in lieu of education. In such cases, a pplicants may meet
minimum qualification requirements for those specific series througb a
combination of education and experience, or experience equivalent to a
4-year degree without any additional educational qualifications. These
situations are described in paragraph C of the individual occupational
requirements.
ADDITIONAL EXPERIENCE AND EDUCATION REQUIREMENTS FOR GS-7 AND ABOVE
In addition to meeting the basic entry qualification requirements,
applicants must have either specialized experience or directly related
education in the amounts shown in the table below. Applicants who meet
education requirements for a higher grade are also qualified for
appropriate positions at lower grades.
Grade Education OR Specialized Experience
GS-7 1 full year of graduate- 1 year at least
level education or equivalent to GS-5
superior academic
achievement
GS-9 2 full years of 1 year at least
progressively higher equivalent to GS-7
level graduate education
or master's or
equivalent graduate
degree
GS-11 3 full years of 1 year at least
progressively higher equivalent to GS-9
or Ph. D. or equivalent
doctoral degree
GS-12 & 1 year at least
equivalent to next
lower grade level
Research
Positions
GS-11 Master's or equivalent 1 year at least
research graduate degree equivalent
positions
GS-12 Ph.D. or equivalent 1 year at least
research doctoral degree equivalent to GS-11
positions
GS-13 1 year at least
and equivalent to
above next lower grade
research
poitions
NOTE: Education and experience may be combined to meet the above
requirements.
Specialized Experience: Experience which has equipped the applicant
with the particular knowledge, skills, and abilities to perform
successfully the duties of the position and which is typically in or
related to the work of the position to be filled. To be creditable,
specialized experience must have been at least equivalent to the next
lower grade level in the normal line of progression for the occupation
in the organization.
Superior Academic Achievement: The superior academic achievement
provision is applicable to all occupations covered by this standard.
Graduate Education: Education in a field of study which provided the
knowledge, skills, and abilities necessary to do the work.
Completion of graduate level education in the amounts shown in the
table, in addition to meeting the basic requirements, is qualifying for
positions at GS-7 through GS-11, and GS-12 research positions. A year
of full-time graduate education is considered to be the number of credit
hours which the school attended has determined represents 1 year of
full-time study. If this number cannot be obtained from the school, 18
semester hours should be considered an academic year of graduate study.
Research Positions: Positions which primarily involve scientific
inquiry or investigation, or research-type exploratory development of a
creative or advanced scientific nature, where the knowledge required to
successfully perform the work is typically and primarily acquired
through graduate study (master's or equivalent degree for GS-11, Ph.D.
or equivalent for GS-12). The work is such that the academic
preparation will equip the applicant to fully perform the professional
work of the position after a short orientation period.
1. Qualification on the basis of education - Applicants for such
research positions can be considered qualified for GS-11 if they possess
an appropriate master's or equivalent graduate degree, and qualified for
GS-12 if they possess a Ph.D. or equivalent doctoral degree.
2. Qualification on the basis of experience - Applicants who furnish
positive evidence that they have performed highly creative or
outstanding research that has led or can lead to major advances in a
specific area of research, to a major advance in the discipline or field
of science involved, or to major advances in science in general, can be
rated under this provision for highly demanding research positions
requiring similar abilities. Under these circumstances, applicants can
be rated eligible for the next higher grade above that for which they
would normally be rated, provided they have not been rated eligible at
this higher grade on the basis of meeting the graduate study
requirements described in paragraph 1. above. That is, applicants
cannot receive an "extra" grade for education, and an additional "extra"
grade for appropriate experience.
To receive this rating, the work must have been creative in the sense
that it developed a basic principle, product, concept, method, approach,
or technique, or provided a body of basic information that opened the
way for a major advance in the discipline or field of science involved,
or to advances in science in general, by providing a method of solving
other problems, opening areas of research, or providing the means of
exploiting the application of science in a major area.
COMBINATION OF GRADUATE EDUCATION AND PROFESSIONAL EXPERIENCE:
Combinations of successfully completed graduate level education and
specialized experience may be used to meet total experience
requirements. Only graduate level education in excess of the amount
required for the next lower grade level may be combined with experience.
For example, an applicant with six months of appropriate experience
equivalent to GS-7 (50 percent of the experience requirement for GS-9),
and 27 semester hours of appropriate graduate education (50 percent of
the education requirement for GS-9, in excess of that required for GS-7)
would be qualified for a GS-9 position (assuming that there is no
evidence that the attended college or university requires more than 18
hours as equivalent to a year of graduate study).
USE OF SELECTIVE FACTORS
Agencies may identify some positions covered by this standard
that require knowledge, skills, and abilities (KSA's) or other
qualifications that are in addition to the minimum requirements
prescribed in the standard. The need for these special requirements can
be met through the use of selective factors in both the competitive and
inservice recruitment processes for positions at any grade level covered
by this standard.
There are a variety of situations where agencies would be warranted
in limiting consideration to applicants who possess the particular
qualifications required to perform the work of such positions. For
example, an agency may require specific kinds of training appropriate
for filling positions concerned with scientific research and development
activities, or may require specific educational courses or combinations
of courses (where the individual occupational requirement permits
applicants to qualify based on several combinations of educational
course-work) to meet other specialized agency requirements. Also, an
agency filling an international economist position may require that
applicants for such a position possess certain kinds of knowledge in
international economics. In this case, since applicants can qualify on
the basis of education, the agency may also require certain types of
educational courses. That agency may not, however, require applicants
for statistical clerk, or other positions which do not require
completion of a degree, to have a degree. Similarly, in some cases,
consideration may be limited only to those applicants who possess an
appropriate license, registration, or certification, if possession of
such is determined to be necessary for carrying out the responsibilities
of a position.
Selective factors must be job related, essential for the successful
performance of the position and represent KSA's or other qualifications
which could not be reasonably acquired on the job during the period of
training customary for the position being filled.
ADDITIONAL QUALIFICATION REQUIREMENTS
In addition to meeting basic and additional requirements, all
applicants for some positions must also meet special requirements such
as certification or licensure in a particular occupation. These
situations are noted in individual occupational requirements in the
attachment.
INDIVIDUAL OCCUPATIONAL REQUIREMENTS FOR PROFESSIONAL POSITIONS
This section describes the basic requirements and alternate means of
entry for positions in each occupational series covered by this
standard. The material in this section is to be used in conjunction
with the group standard for professional positions.
January 1992, TS 233
MINIMUM QUALIFICATION REQUIREMENTS FOR TWO-GRADE INTERVAL
PROFESSIONAL POSITIONS
PART A
HANDBOOK X-118, QUALIFICATION STANDARDS