Recruitment and Selection Through Competitive Examination, and Employment in the Excepted Service (Rule of Many), 47059-47068 [2023-15374]
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47059
Proposed Rules
Federal Register
Vol. 88, No. 139
Friday, July 21, 2023
This section of the FEDERAL REGISTER
contains notices to the public of the proposed
issuance of rules and regulations. The
purpose of these notices is to give interested
persons an opportunity to participate in the
rule making prior to the adoption of the final
rules.
OFFICE OF PERSONNEL
MANAGEMENT
5 CFR Parts 302, 332, and 337
[Docket ID: OPM–2023–0015]
RIN 3206–AN80
Recruitment and Selection Through
Competitive Examination, and
Employment in the Excepted Service
(Rule of Many)
Office of Personnel
Management.
ACTION: Proposed rule; request for
comments.
AGENCY:
The Office of Personnel
Management (OPM) is proposing
regulations to implement changes
authorized by the National Defense
Authorization Act (NDAA) for Fiscal
Year 2019 governing the selection of
candidates from competitive lists of
those who are eligible. These changes
will provide expanded flexibility to
agencies in the selection of candidates
under delegated examining procedures.
These changes also affect how agencies
select candidates for excepted service
appointments.
SUMMARY:
Comments must be received on
or before September 19, 2023.
ADDRESSES: You may submit comments,
identified by Regulation Identification
Number (RIN) ‘‘3206–AN80’’ using any
of the following methods:
Federal eRulemaking Portal: https://
www.regulations.gov. Follow the
instructions for submitting comments.
All submissions received through the
Portal must include the agency name
and docket number or Regulation
Identification Number (RIN) for this
rulemaking.
Email: employ@opm.gov. Include
‘‘RIN 3206–AN80, Recruitment and
Selection’’ in the subject line of the
message.
Fax: (202) 606–4430.
Mail: Kimberly A. Holden, Deputy
Associate Director for Talent
Acquisition, Classification, and
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DATES:
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Veterans Programs, U.S. Office of
Personnel Management, Room 6551,
1900 E Street NW, Washington, DC
20415–9700.
FOR FURTHER INFORMATION CONTACT:
Roseanna Ciarlante by telephone at
(202) 936–3282 or Katika Floyd by
telephone at (202) 606–0960; by email at
employ@opm.gov; by fax at (202) 606–
4430; or by TTY at (202) 418–3134.
SUPPLEMENTARY INFORMATION:
Background
The proposed rule is written for the
immediate audience of Federal agency
human resources practitioners and
Federal agency hiring officials, who will
implement the rules. For reference,
many of the terms and concepts used
and referenced below are defined in
OPM’s Delegated Examining Operations
Handbook (DEOH), and its appendices,
available at https://www.opm.gov/
policy-data-oversight/hiringinformation/competitive-hiring/deo_
handbook.pdf. The DEOH handbook
also provides additional context.
The Federal civilian workforce
consists of three categories of service:
the competitive service, the excepted
service, and the Senior Executive
Service. The main differences between
the three classes of service are: the
manner in which candidates apply and
are selected for jobs, the qualifications
of the position being filled, the
opportunity for appointees to move
within or between the three classes of
Federal service, and the rights governing
appeal and redress options for
incumbents of these positions. Each
class of service (and its particular
employment system(s)) is governed by
different laws and regulations.
The competitive service consists of all
civil service positions in the executive
branch of the Federal Government with
some exceptions, which are defined in
section 2102 of title 5, United States
Code (U.S.C.). Four categories of
appointments comprise the competitive
service: those subject to delegated
examining procedures; those filled
through promotion and internal
placement (i.e., merit promotion)
procedures in accordance with 5 Code
of Federal Regulations (CFR) part 335;
those filled on a non-competitive basis
in accordance with 5 CFR part 315
subparts F and G; and those filled under
direct hire authority in accordance with
5 CFR part 337 subpart B. These
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proposed regulations impact positions
filled in the competitive service using
delegated examining procedures.
The Director of OPM has delegated to
agency heads the authority delegated to
the Director by the President to conduct
competitive examinations for positions
in the competitive service. [5 U.S.C.
1104]. Each agency with this delegated
authority is required to enter into a
written agreement with OPM. Agencies
with delegated examining authority may
fill competitive civil service jobs with
applicants from outside the Federal
workforce; Federal employees who do
not have competitive service status (i.e.,
temporary or term employees, and
individuals who hold or held an
excepted service position which did not
provide for conversion to the
competitive service); or Federal
employees with competitive service
status (i.e., career or career-conditional
employees).
Agencies use delegated examining
(also called ‘‘competitive examining’’)
procedures to fill positions in the
competitive service for which any U.S.
citizen may apply. Competitive
examining supports Federal merit
system principles by promoting
recruitment from all segments of
society, fair and open competition
among job-seekers, and selection based
on an applicant’s competencies or
knowledge, skills, and abilities. OPM
maintains oversight of its delegated
examining authority to ensure agencies
apply their delegated authority in
accordance with the merit system
principles in 5 U.S.C. 2301.
There are three stages to the
competitive service Federal hiring
process: the assessment process (i.e., the
rating and ranking of applicants and
application of veterans’ preference); the
certification process (i.e., the process
through which applicants are listed on
a certificate of eligible candidates
(‘‘certificate of eligibles’’) in order of
their assessed scores, adjusted for
veterans’ preference); and the selection
process (i.e., the process for choosing
among applicants based on their
numerical rankings in accordance with
veterans’ preference requirements).
Filling Jobs in the Competitive Service
Rule of Three
For readers not familiar with
delegated examining, traditionally,
applicants for Federal jobs in the
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competitive service are assigned
numerical scores (including veterans’
preference points, if applicable, for
preference eligible veterans), listed in
rank-order, and considered for selection
based on the ‘‘rule of three.’’ The rule
of three requires that each selection
must be made from among the highest
three candidates on the certificate with
the condition that a hiring official
cannot select a non-preference eligible
candidate over a preference eligible
veteran (i.e., an individual who served
in the U.S. Armed Forces, or a relative
of the individual, and meets certain
statutory criteria, making the individual
eligible for an advantage in Federal
hiring over those who did not serve or
do not meet the statutory criteria) with
an equal or higher ranking, unless the
agency follows the procedures for
formally passing over or objecting to the
preference eligible veteran. Under the
rule of three, preference eligible
candidates (or ‘‘eligibles’’) are given 0,
5, or 10 points, which are added to their
passing score on an assessment.
Individuals with 0 points added still
have an advantage over non-preference
eligible candidates with an equal or
lower score. [5 U.S.C. 3318(a); 5 CFR
part 332]. Numerical ranking is
appropriate when a hiring agency needs
to make granular distinctions between
applicants; i.e., an individual with a
score of 97 (out of a 100 possible points)
is deemed more qualified than an
applicant with a score of 96 or lower.
Category Rating
On June 15, 2004, OPM issued final
regulations which provided agencies
with increased flexibility in assessing
applicants using alternative (categorybased) rating and selection procedures
rather than individual numerical
ratings. This flexibility is known as
‘‘category rating’’ (see 5 CFR part 337,
subpart C). Under category rating
procedures, in lieu of numerical
ranking, applicants are assessed and
placed into two or more pre-defined
quality categories, with preference
eligible veterans listed above nonpreference eligible veterans in each
category to which the applicants are
assessed. Veterans who have a
compensable service-connected
disability of at least 10 percent must be
listed in the highest quality category,
except when the position being filled is
scientific or professional at the GS–9
grade level or higher. Hiring officials
may select from applicants in the
highest quality category provided that
any preference eligible veteran must be
considered before a non-preference
eligible applicant. A hiring official
cannot select a non-preference eligible
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veteran over a preference eligible
veteran without going through the
formal procedures for passing over or
objecting to the preference eligible
veteran. [5 U.S.C. 3319; 5 CFR part 337,
subpart C.] Category rating is
appropriate when the hiring agency
does not need to make such fine
distinctions among applicants as is
made using numerical ranking
procedures (i.e., all applicants placed in
a particular category are deemed equally
qualified). Category rating gives
selecting officials potentially more
applicants to choose from because all
applicants in a given category are
equally qualified: hiring officials are not
limited to selecting from only the three
highest rated applicants.
Filling Jobs in the Excepted Service
By definition, the excepted service
consists of those civil service positions
which have been excepted from certain
requirements of the competitive service
or the Senior Executive Service. [5
U.S.C. 2103]. Positions may be excepted
from title 5 U.S.C. entirely, or from
limited portions of title 5 U.S.C., e.g.,
excepted from public notice or selection
requirements, or from classification and
pay otherwise required in accordance
with 5 U.S.C. chapter 51. The reasons
for and scope of the exceptions vary,
depending on the circumstances
surrounding the exception and the
authority for the exception.
When filling a position in the
excepted service, the hiring agency must
follow the procedures in 5 CFR parts
213 and 302. Under these provisions,
agencies have more flexibility when
assessing, rating and ranking, and
selecting eligible applicants than they
do under competitive examining.
Agencies can:
• Use a numerical ranking procedure
similar to the rule of three,
• Place eligible applicants into
preference categories based on their
veterans’ preference status (i.e., in
descending order from 30 percent or
more disabled veterans (CPS); disabled
veterans with at least a 10 percent but
less than 30 percent disability (CP); less
than 10 percent disabled veterans (XP);
eligible parents and widows and
widowers of a disabled veteran or a
veteran killed on active duty (XPderived); veterans who served during
certain periods specified in statute or by
the President or who received an armed
forces expeditionary medal (TP); and
sole survivor veterans pursuant to the
Hubbard Act (SSP); 1 or
1 Veterans’ preference codes, e.g., ‘‘TP,’’ are a
shorthand reference used in competitive
examinations. Veteran’s preference is recognized by
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• Use an agency-developed method
that provides preference-eligible
veterans with at least as much
preference as they would receive under
the other two methods. Agencies
oftentimes use their competitive service
category rating process in conjunction
with this last option.
Introduction
The NDAA for Fiscal Year 2019 (or
‘‘the Act’’) authorizes changes governing
the selection of candidates from
competitive lists of those who are
eligible. Such lists are also known as
delegated examining certificates. The
Act eliminates the ‘‘rule of three’’ in
numerical rating and ranking, which
required that, for each selection,
consideration was limited to the top
three candidates on the certificate.
Instead, the Act authorizes agencies to
certify a ‘‘sufficient number’’ of names,
not less than three, from the top of the
appropriate register or list of eligible
candidates, to be considered for
selection, using a cut-off score 2 or other
mechanism established by OPM
(described below), known as the ‘‘rule of
many.’’ The Act also affects how
agencies may make selections under 5
CFR part 302, Employment in the
Excepted Service.
The proposed rule, called the ‘‘rule of
many,’’ encompasses the advantages of
both ‘‘rule of three’’ and category rating
procedures, allowing the hiring agency
to make finer distinctions among
applicants based on their relative
qualifications for the position being
filled, while at the same time expanding
the range of candidates from which a
hiring manager may make a selection.
Under the rule of many. a hiring
manager is not limited to choosing from
among only the three highest applicants
to fill each vacancy.
The Act does not change other
requirements of delegated examining
including public notice and the
application of veterans’ preference in
competitive examining—veterans are
still granted preference points under
‘‘rule of many’’ numerical rating
procedures and continue to be entitled
to selection preference over nonadding points to the veteran’s numerical score.
CPS–10 point 30 percent or more disabled veteran;
CP–10 point at least 10 percent disabled, but less
than 30 percent, disabled veteran; XP–10 point
other disabled veteran and those with derived
preference; TP–5 point preference; SSP–0-point sole
survivorship preference; and NV-non-veteran/nonpreference.
2 A cut-off score is an established score used to
filter out unqualified candidates on any particular
test or assessment. For purposes of this proposed
rule, a cut-off score is used to reflect a sub-group
of qualified applicants who demonstrated, through
the assessment, they are highly qualified and can
be successful in the position.
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preference eligible candidates with the
same or a lower numerical score unless
the requirements for passing over a
preference eligible are satisfied.
Certification Procedures Using
Numerical Rating
The Act requires OPM to prescribe
regulations for the administration of the
‘‘rule of many’’ numerical rating
procedure, which may include cut-off
scores. In considering the types of
mechanisms that may be appropriate for
this use, OPM reviewed candidate
assessment and referral procedures
when using rank-ordered selection 3
under competitive examining. OPM
identified four approaches that can be
reasonably and practically incorporated
into existing processes. OPM proposes
that agencies use one of the following
ways for determining the number of
applicants referred for selection:
1. A cut-off score based on the
assessment(s) 4 used, supported by job
analysis data. This referral mechanism
involves establishing a cut-off, or
minimum, score using test measurement
experts knowledgeable about the
assessment(s) used. This score should
reflect a sub-group of qualified
applicants who demonstrated, through
the assessment, that they are highly
qualified and can be successful in the
position.
2. A cut-off score based on business
necessity; for example, to keep the
number of applicants manageable for
costly or labor-intensive assessments
such as structured interviews. This way
of referring applicants involves
establishing a cut-off, or minimum,
score that results in identifying an
appropriate number of applicants to
move forward in the hiring process
based on the business needs of the
agency, taking into consideration the
resources available. This mechanism is
also useful when test measurement
expertise is not available.
3. A set number of the highest ranked
eligible applicants, for example, the top
10 names. This referral mechanism
involves establishing a number of
applicants to refer from the top of the
ranked list of applicants.
4. A percentage of the highest ranked
eligible applicants; for example, the top
10 percent will be referred for selection.
This referral mechanism involves
establishing a percentage of applicants
3 Rank-order
selection ranks applicants from
highest score to lowest score based on their
assessment results including veterans’ preference
points, and selections occur on a top-down basis.
4 A sample of the most common assessment tools
used in the Federal Government may be found in
chapter 2 of the Delegated Examining Operations
Handbook.
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to refer from the top of the ranked list
of applicants.
When using a set number of
applicants or top percentage of eligible
applicants, all applicants with the same
score as the last applicant in the cut will
also be referred. For example, if using
the top 10 eligible applicants and the
10th applicant has a score of 96.0, then
all applicants scoring 96.0 will be
referred.
In selecting an appropriate
mechanism, agencies should consider
the number of positions to be filled, the
assessment(s) used, historical applicant
data, current labor market conditions,
and other factors appropriate for the
hiring action. Agencies should
document their decision-making in the
case files sufficient to allow for
reconstruction or third-party review of
the decision. This should include the
data and factors used in making the
decision.
Each agency may choose which
methodology it will use to certify a
sufficient number of candidates to allow
them to consider at least three
candidates for each vacancy. The hiring
agency must decide the approach, or
mechanism, it will use before
announcing the vacancy and must
identify the methodology in the job
opportunity announcement.
Additionally, the approach used must
be clearly documented in the examining
case file and available for reconstruction
or third-party review. OPM is proposing
to amend 5 CFR 332.402 to include
these requirements.
Under this proposal, eligible
applicants are ranked in score order,
including veterans’ preference points,
with veterans’ preference breaking ties
in scores, and then the previouslychosen mechanism is applied to create
the certificate of eligibles. For example,
a preference eligible with a rating of
98XP (10-point veteran) 5 is listed ahead
of a preference eligible with 98TP (5point veteran). Similarly, a preference
eligible with a rating of 98TP is listed
ahead of a non-preference eligible with
a score of 98NV (non-veteran/nonpreference veteran). Compensably
disabled preference eligibles (CPS and
CP veterans) 6 go to the top of the
certificate of eligibles, regardless of
numerical rating and ahead of all other
eligibles, except when certifying for
scientific and professional positions 7 at
note 1, above, for an explanation of veterans
preference codes.
6 See note 1, above, for an explanation of veterans
preference codes.
7 Professional and scientific positions are
identified in the OPM publication Handbook of
Occupational Groups and Families. For a list of
professional and scientific positions, see Appendix
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5 See
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47061
the GS–9 grade level and above in
accordance with 5 U.S.C. 3313.
Using the rule of many procedures
will occur as the final step before
certification. Applicants will have
already applied, been reviewed and
assessed for qualifications, assessed for
rating and ranking purposes and have a
final rating. If a pass/fail assessment(s)
is used, any applicant who fails to meet
the passing grade of an assessment is no
longer eligible, including those with
priority or preference, and, therefore,
will not be certified or referred for
selection consideration.
It should be noted that delegated
examining certificates issued under rule
of many procedures may be shared with
other agencies consistent with the
Competitive Service Act requirements.
See 83 FR 5335.
Selection Procedures Using Numerical
Rating
As provided in 5 U.S.C. 3318(a), OPM
is proposing to revise 5 CFR 332.404 to
change selection procedures from
requiring that each selection must be
made from the top three candidates (the
‘‘rule of three’’) to state that a selecting
official may select any eligible
candidate on the certificate of eligibles.
However, under delegated examining
rules, a selecting official may not pass
over a preference eligible veteran to
select a lower ranked non-preference
eligible on the certificate unless there
are reasons for passing over the
preference eligible and the agency has
complied with the pass-over procedures
at 5 U.S.C. 3318(c). OPM notes that the
‘‘three consideration rule’’ at 5 CFR
332.405 may be used to remove an
eligible candidate (to include preference
eligibles) from the certificate who has
received three bona fide considerations,
as described in the next section.
The following is an example of a
certificate of eligibles ranked by
numerical ratings and veterans’
preference under the proposed rule of
many. In this example, the agency
established a cut-off score of 95.0 based
on the assessment used for the position.
Candidates with the same score are
ranked in veterans’ preference order.8
K of the Delegated Examining Operations
Handbook.
8 CPS–10 point 30 percent or more disabled
veteran and CP–10 point at least 10 percent
disabled, but less than 30 percent, disabled veteran;
XP–10 point other disabled veteran and those with
derived preference; TP–5 point preference; SSP–0point sole survivorship preference; and NV-nonveteran/non-preference.
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CERTIFICATE OF ELIGIBLES
Candidate
1
2
3
4
5
6
.............
.............
.............
.............
.............
.............
Candidate
Score/
veterans’
preference
(VP)
98.0
96.0
96.0
95.0
95.0
95.0
CERTIFICATE OF ELIGIBLES
Action
1
2
3
4
5
6
TP.
XP.
NV.
TP.
TP.
NV.
CERTIFICATE OF ELIGIBLES
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1
2
3
4
5
6
.............
.............
.............
.............
.............
.............
Score/VP
98.0
96.0
96.0
95.0
95.0
95.0
TP ......
XP ......
NV.
TP.
TP.
NV.
Action
Declined.
Selected.
For the next vacancy, using the
example above, the agency may select
candidate 3, 4, or 5. The first nonpreference candidate, number 3, may be
selected now that there are no available
veterans’ preference candidates ranked
above them on the list. Candidate 6 may
not be selected because there are
available veterans’ preference
candidates ranked above candidate 6.
It should be noted that a certificate
does not have to be worked from the top
down. In this example, any of the
preference eligible candidates may be
selected. The fifth candidate, a 5-point
preference eligible, may have been
selected first.
In another example, below, based on
the ranked certificate, an agency may
select from among any of the top 5
candidates. The top three nonpreference eligibles are within reach, or
legally eligible, for selection because
there are no higher ranked veterans’
preference candidates.
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Score/VP
98.0
96.0
96.0
95.0
95.0
95.0
Action
NV.
NV.
NV.
TP.
TP.
NV.
Three Bona Fide Considerations
In this example, 6 candidates are
eligible for consideration on the
certificate of eligibles. Any of the 4
preference eligible candidates
(candidates 1, 2, 4, or 5) may be
selected. Under the rule of many
procedures, the agency is not limited to
considering the top three candidates,
nor does the agency have to consider
candidates in groups of three. The two
non-preference eligibles may not be
selected without satisfying pass-over
requirements while there are higher
ranked veterans’ preference candidates
available on the certificate. If the agency
is filling multiple positions, a possible
scenario may look like the below
certificate where the first preference
eligible declined and the second was
selected:
Candidate
.............
.............
.............
.............
.............
.............
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The Act codifies at 5 U.S.C. 3318(e)
the long-standing practice under 5 CFR
332.405 of applying the ‘‘three
consideration rule’’ under numerical
rating and ranking selection procedures,
whereby, if an appointing officer
considers a candidate three times for
three separate appointments from the
same or different certificates for the
same position 9 and makes a valid (legal)
selection of another candidate each
time, the appointing officer may remove
that candidate from further
consideration. As stated above, the Act
also retains the pass-over rule, which
imposes certain requirements when an
appointing authority proposes to pass
over a preference eligible in favor of a
lower ranked non-preference eligible.
A pass-over must be based on proper
and adequate reasons. The Delegated
Examining Operations Handbook
provides information on proper and
adequate reasons. When substantiated
by documentation supporting the
conclusion that one of the adequate and
proper reasons has been demonstrated,
the eligible is either not qualified or not
suitable for the job and may be removed
from consideration. Agencies with
delegated examining authority have the
authority to make a determination on
most types of pass-overs. However, it
should be noted that OPM retains
exclusive authority to:
• Make medical determinations
pertaining to preference eligibles (5 CFR
part 339);
• Grant or deny an agency’s pass-over
request of a preference eligible with a
compensable service connected
disability of 30 percent or more (5
U.S.C. 3318); and
• Make suitability determinations
involving material, intentional false
statement or deception or fraud in
examination or appointment, or refusal
to furnish testimony as required by 5
CFR 731.103(a).
This proposed rule is not intended to
affect an agency’s obligation under 5
U.S.C. 3317 to notify a preference
eligible of the eligible’s removal from a
standing register based on being
9 In this context, the same position means the
same title, series, and grade level or equivalent.
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considered and passed over for
appointment three times.
Additionally, OPM proposes that the
three consideration rule does not always
apply in cases of filling positions
restricted to preference eligibles. Such
positions include guards, elevator
operators, messengers, and custodians
(including housekeeping aides). [5
U.S.C. 3310]. The statute requires that in
examining for such positions,
‘‘competition is restricted to preference
eligibles as long as preference eligibles
are available.’’ [5 U.S.C. 3310.] If
applications from both preference and
non-preference eligibles are accepted,
OPM proposes that agencies cannot
eliminate preference eligibles from
further consideration once they have
been certified and received three bona
fide considerations if doing so would
result in the selection of a nonpreference eligible. In such a case, an
approved pass-over would be needed to
remove the preference eligible from
consideration prior to selecting a nonpreference eligible candidate.
OPM is proposing the following
process to reconcile the use of the three
consideration rule in § 3318(e) and the
pass-over rule in § 3318(c) to preserve
veterans’ preference. OPM cautions
agencies to take a judicious approach
when using the three consideration rule.
An agency may not use the three
consideration rule to remove large
numbers of applicants in lieu of formal
pass-over procedures. Agencies should
continue to pursue pass-over procedures
when warranted and consider using the
three consideration provisions when
pass-over procedures are not justified.
An agency should limit use of the three
consideration rule to situations in
which an agency has made an
individualized determination that a
specific applicant does not possess the
specific skills or attributes needed for
the position being filled. Therefore, in
order to remove a candidate from
consideration, one or more hiring
managers must have made three valid
selections and given bona fide
consideration to the candidate during
this process. OPM has determined that
a bona fide consideration under the
three consideration rule requires, at a
minimum, that the hiring manager(s)
has considered the candidate’s
application material and interviewed
the candidate for the position. OPM
proposes the requirement of an
interview to ensure that a candidate is
treated as fairly and equitably as other
candidates being considered. The
interview must have been of the same
rigor and thoroughness as that provided
to other candidates. Such consideration
may have been given by one or more
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hiring managers from the same or
different certificates under the same
appointing officer. When more than one
hiring manager is involved, each hiring
manager must have interviewed the
candidate.
To use the three consideration
provision, an agency must document in
the case file the bona fide consideration
a candidate received (including a copy
of the interview and the interviewer’s
notes and rating) and its reason(s) for
removing the candidate from
consideration, including a description
of why the applicant is not receiving
additional consideration, such as the
applicant’s lack of a specific skill(s) or
attribute(s).
When making multiple selections
from a certificate, starting with the
fourth selection, one individual may be
removed per selection using the three
consideration rule. OPM is proposing to
amend 5 CFR 332.405 to include the
requirements for this provision.
Example of Using the Three
Consideration Rule
The following example goes through
the steps an agency may take when
making multiple selections under the
proposed rule of many. In this example,
the agency issued the following
certificate of eligibles based on a cutscore of 95. The agency expects to make
9 selections from this certificate and
conducts interviews with all 18
candidates.
CERTIFICATE OF ELIGIBLES
Candidate
ddrumheller on DSK120RN23PROD with PROPOSALS1
1 .............
2 .............
3 .............
4 .............
5 .............
6 .............
7 .............
8 .............
9 .............
10 ...........
11 ...........
12 ...........
13 ...........
14 ...........
15 ...........
16 ...........
17 ...........
18 ...........
Score/VP
98.0
98.0
98.0
98.0
98.0
96.0
96.0
96.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
Action
CP.
CPS.
TP.
TP.
TP.
TP.
NV.
NV.
TP.
TP.
TP.
TP.
TP.
NV.
NV.
NV.
NV.
NV.
Any of the veterans’ preference
candidates referred on the certificate
may be selected. In this example,
candidates 2 and 6 decline the position.
For the first three selections, the agency
selects candidates 1, 4, and 5. (For
purposes of this illustration, the agency
is selecting from the top of the
certificate. However, the agency could
have selected any preference eligible on
the certificate including those further
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down on the list, such as candidates 12
or 13.)
CERTIFICATE OF ELIGIBLES
Candidate
1 .............
2 .............
3 .............
4 .............
5 .............
6 .............
7 .............
8 .............
9 .............
10 ...........
11 ...........
12 ...........
13 ...........
14 ...........
15 ...........
16 ...........
17 ...........
18 ...........
Score/VP
98.0
98.0
98.0
98.0
98.0
96.0
96.0
96.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
CP ......
CPS ....
TP.
TP ......
TP ......
TP ......
NV.
NV.
TP.
TP.
TP.
TP.
TP.
NV.
NV.
NV.
NV.
NV.
Action
Selected.
Declined.
Selected.
Selected.
Declined.
The agency has now considered
candidate 3 in each of its earlier
selection decisions, that is, three times.
The agency documents the interview
and the hiring manager’s reason(s) to
remove the candidate. Candidate 3 is
removed from consideration. At this
point, the agency may consider
candidates 7, 8, or any of the veterans’
preference candidates. The agency
selects candidate 8 for the fourth
selection.
CERTIFICATE OF ELIGIBLES
Candidate
Score/VP
1 .............
2 .............
3 .............
98.0 CP ......
98.0 CPS ....
98.0 TP ......
4 .............
5 .............
6 .............
7 .............
8 .............
9 .............
10 ...........
11 ...........
12 ...........
13 ...........
14 ...........
15 ...........
16 ...........
17 ...........
18 ...........
98.0
98.0
96.0
96.0
96.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
TP ......
TP ......
TP ......
NV.
NV ......
TP.
TP.
TP.
TP.
TP.
NV.
NV.
NV.
NV.
NV.
Action
Selected.
Declined.
Removed—3 considerations.
Selected.
Selected.
Declined.
Selected.
For the fifth selection, the agency may
select candidate 7 or any of the veterans’
preference candidates. The agency
selects candidate 12. The agency has
also determined to eliminate candidate
10 on the basis of the three
consideration rule because three
selections have been made and
candidate 10 was not chosen. The
agency documents the interview and the
hiring manager’s reason(s) to remove the
candidate. Candidate 10 is removed
from consideration.
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CERTIFICATE OF ELIGIBLES
Candidate
Score/VP
1 .............
2 .............
3 .............
98.0 CP ......
98.0 CPS ....
98.0 TP ......
4 .............
5 .............
6 .............
7 .............
8 .............
9 .............
10 ...........
98.0
98.0
96.0
96.0
96.0
95.0
95.0
TP ......
TP ......
TP ......
NV.
NV ......
TP.
TP ......
11
12
13
14
15
16
17
18
95.0
95.0
95.0
95.0
95.0
95.0
95.0
95.0
TP.
TP ......
TP.
NV.
NV.
NV.
NV.
NV.
...........
...........
...........
...........
...........
...........
...........
...........
Action
Selected.
Declined.
Removed—3 considerations.
Selected.
Selected.
Declined.
Selected.
Removed—3 considerations.
Selected.
For the sixth selection, the agency
may select candidate 7 or any of the
veterans’ preference candidates. The
agency selects candidate 13. The agency
has determined that candidate 11 has
been considered 3 times and documents
the interview and the hiring manager’s
reason(s) to remove the candidate.
Candidate 11 is removed from
consideration.
CERTIFICATE OF ELIGIBLES
Candidate
Score/VP
1 .............
2 .............
3 .............
98.0 CP ......
98.0 CPS ....
98.0 TP ......
4 .............
5 .............
6 .............
7 .............
8 .............
9 .............
10 ...........
98.0
98.0
96.0
96.0
96.0
95.0
95.0
11 ...........
95.0 TP ......
12
13
14
15
16
17
18
95.0
95.0
95.0
95.0
95.0
95.0
95.0
...........
...........
...........
...........
...........
...........
...........
TP ......
TP ......
TP ......
NV.
NV ......
TP.
TP ......
TP ......
TP ......
NV.
NV.
NV.
NV.
NV.
Action
Selected.
Declined.
Removed—3 considerations.
Selected.
Selected.
Declined.
Selected.
Removed—3 considerations.
Removed—3 considerations.
Selected.
Selected.
For the seventh selection, the agency
may select candidate 7 or 9. Candidates
14 to 18 are still not within reach as
there is a higher ranked veterans’
preference candidate available. The
agency selects candidate 9. The agency
has determined that candidate 7 has
been considered 3 times and documents
the interview and the hiring manager’s
reason(s) to remove the candidate.
Candidate 7 is removed from
consideration. (It should be noted that
non-preference candidates may be nonselected at any time.)
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Federal Register / Vol. 88, No. 139 / Friday, July 21, 2023 / Proposed Rules
CERTIFICATE OF ELIGIBLES
Candidate
Score/VP
1 .............
2 .............
3 .............
98.0 CP ......
98.0 CPS ....
98.0 TP ......
4
5
6
7
98.0
98.0
96.0
96.0
.............
.............
.............
.............
TP
TP
TP
NV
......
......
......
......
8 .............
9 .............
10 ...........
96.0 NV ......
95.0 TP ......
95.0 TP ......
11 ...........
95.0 TP ......
12 ...........
13 ...........
14 ...........
15 ...........
16 ...........
17 ...........
18.
95.0
95.0
95.0
95.0
95.0
95.0
TP ......
TP ......
NV.
NV.
NV.
NV.
Action
Selected.
Declined.
Removed—3
ations.
Selected.
Selected.
Declined.
Removed—3
ations.
Selected.
Selected.
Removed—3
ations.
Removed—3
ations.
Selected.
Selected.
consider-
consider-
considerconsider-
For selections eight and nine, the
agency may select any of the remaining
candidates and selects candidate 15 and
17. Below is the complete certificate of
eligibles.
CERTIFICATE OF ELIGIBLES
Candidate
Score/VP
1 .............
2 .............
3 .............
98.0 CP ......
98.0 CPS ....
98.0 TP ......
4
5
6
7
98.0
98.0
96.0
96.0
.............
.............
.............
.............
TP
TP
TP
NV
......
......
......
......
8 .............
9 .............
10 ...........
96.0 NV ......
95.0 TP ......
95.0 TP ......
11 ...........
95.0 TP ......
12
13
14
15
16
17
18
95.0
95.0
95.0
95.0
95.0
95.0
95.0
...........
...........
...........
...........
...........
...........
...........
TP
TP
NV
NV
NV
NV
NV
......
......
......
......
......
......
......
Action
Selected.
Declined.
Removed—3 considerations.
Selected.
Selected.
Declined.
Removed—3 considerations.
Selected.
Selected.
Removed—3 considerations.
Removed—3 considerations.
Selected.
Selected.
Non-selected.
Selected.
Non-selected.
Selected.
Non-selected.
OPM welcomes the public’s views on
the impact this application of the three
consideration rule would have on
agency hiring outcomes.
ddrumheller on DSK120RN23PROD with PROPOSALS1
Supplemental Certification
Under competitive examining
procedures, a supplemental certificate
may be issued when the original
certificate results in fewer than three
eligible and available candidates per
vacancy. Reasons why supplemental
certificates are needed often include: (1)
the declination and failure to respond
rates are higher than anticipated; (2)
additional vacancies materialize in the
office where the original certificate was
sent; or (3) a supervisor in another office
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(but still under the same appointing
officer) has an identical vacancy.
OPM proposes that, to allow for
instances when a certificate of eligibles
issued under rule of many procedures
results in fewer than three eligible and
available candidates per vacancy and
the agency needs to issue a
supplemental certification, the agency
must have already decided how to
expand the group of candidates for
whichever of the referral mechanisms
used. This decision must be made
before announcing the vacancy and
must be clearly documented in the
examining case file and available for
reconstruction or third-party review. In
making this decision an agency may, for
example, establish a standard policy
that the cut-off score used to establish
the original certificate of eligibles may
be augmented by dropping down 10
points, for example, from 95 to 85
points, as determined on a case-by-case
basis based on business necessity.
Following are illustrations of how this
process might work.
1. A cut-off score based on the
assessment(s) used, supported by job
analysis data. A supplemental cut-off
score may be established for instances
when the original certificate is
exhausted. For example, the original
cut-off score may be set at 95 and, if
additional applicants are needed after
exhausting the certificate of eligibles, a
cut-off score of 90 will be used.
2. A cut-off score based on business
necessity. A supplemental cut-off score
may be established for instances when
the original certificate is exhausted. For
example, the original cut-off score may
be set at 98 and, if additional applicants
are needed after exhausting the
certificate of eligibles, a cut-off score of
94 will be used.
3. A set number of the highest ranked
eligible applicants. For example, if the
top 10 applicants are referred and then
exhausted, the next ranked 10
applicants may be referred.
4. A percentage of the highest ranked
eligible applicants. For example, if the
top 10 percent are referred and then
exhausted, then the next 5 percent of
top applicants may be referred.
The eligible candidates remaining on
the original certificate retain their
higher order of placement on the
expanded certificate and candidates on
the supplemental certificate are ranked
below them. In working the expanded
certificate, i.e., the original and
supplemental certificates together, any
preference eligible may be selected. A
non-preference eligibles may be selected
only if there is no preference eligible
above them on the list. That is, a hiring
manager may not select a non-
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preference eligible when there is an
equal or higher-ranked preference
eligible veteran(s) unless there are
reasons for passing over the preference
eligible and the agency has complied
with the pass-over procedures at 5
U.S.C. 3318(c). Alternatively, as
previously described, the three
consideration rule may be used to
remove an eligible candidate (to include
preference eligibles) from the certificate
who has received three bona fide
considerations.
OPM is proposing to amend 5 CFR
332.402 to include the provision for
issuing supplemental certification.
Additionally, OPM will provide these
and other examples in the guidance it
issues when this proposed rule is
implemented.
Category Rating
OPM notes that the NDAA added a
provision at 5 U.S.C. 3319(c)(6)
(renumbered from (c)(7) and amended
by the Act) to allow an agency to use
category rating procedures when issuing
certificates from a standing register.
When an appointing officer has three
times considered and removed a
preference eligible certified from a
standing register through pass-over
procedures, certification of the
preference eligible may be discontinued.
OPM will include this change in its
category rating guidance in the
Delegated Examining Operations
Handbook (DEOH); however, no
modifications to the regulations are
needed as § 337.304 already directs that
veterans’ preference be applied as
prescribed in 5 U.S.C. 3319, which
incorporates the recent amendment.
OPM is proposing to amend 5 CFR
337.304 to reflect the new numbering of
5 U.S.C. 3319(c)(6). Additionally, OPM
is proposing to retitle part 337, subpart
C—Category Rating to conform to the
statute.
Excepted Service Selections
Appointments in the excepted service
are made in the same manner and under
the same conditions required for the
competitive service, as required by 5
U.S.C. 3320. With the proposed
elimination of the rule of three, OPM is
proposing to revise the procedures in 5
CFR part 302 to remove the requirement
to make selection from among the
highest three names available when
using numerical scores and to add that
agencies may apply the methods
identified by OPM for identifying the
number of applicants referred for
selection. These methods (which are the
same as described above for filling
positions in the competitive service) are:
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Federal Register / Vol. 88, No. 139 / Friday, July 21, 2023 / Proposed Rules
1. The use of a cut-off score based on
the assessment(s) used, supported by job
analysis data.
2. The use of a cut-off score based on
business necessity; for example, to keep
the number of applicants manageable
for costly or labor-intensive assessments
such as structured interviews.
3. A set number of candidates, for
example, the top 10 applicants.
4. A percentage of the highest rated
applicants; for example, the top 10
percent will be referred for selection.
In selecting an appropriate
mechanism, agencies should consider
the assessment(s) used, historical
applicant data, current labor market
conditions, and other factors
appropriate for the hiring action.
The NDAA also amended 5 U.S.C.
3320 to allow agencies to apply the
provisions of 5 U.S.C. 3319, category
rating, when making excepted service
appointments in the same or similar
manner as in the competitive service.
OPM is proposing to revise the
procedures for accepting, rating, and
arranging applications in 5 CFR part 302
to include the option of using the
category rating procedures as outlined
in 5 U.S.C. 3319. Agencies are reminded
that instructions for creating quality
categories and procedures for
certification and selection under
category rating are provided in the
DEOH available at www.opm.gov/deu.
Proposed § 302.201(c) provides
information on granting veterans’
preference when quality categories are
used. When an agency chooses to use
quality categories, it must list qualified
preference eligibles ahead of nonpreference eligibles within the same
quality category.
OPM is proposing to modify
§ 302.302(a) to allow the use of either
numerical rating or category rating
when evaluating candidates.
OPM is proposing to modify
§ 302.302(b) to include procedures for
using category rating. For the
convenience of the reader, the existing
process for numerical rating is listed as
§ 302.302(b)(1) and the procedures for
using category rating are added as
§ 302.302(b)(2). An agency will be
required to predefine at least two
quality categories when using category
rating.
OPM is proposing to modify the
procedures for the maintenance of
employment lists in § 302.303(d) by
adding a new subparagraph
§ 302.303(d)(3) to explain the order used
to list preference eligibles within each
quality category. Within each quality
category, preference eligibles must be
listed ahead of non-preference eligibles
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Jkt 259001
and may be listed in preference or
alphabetical order.
Proposed § 302.304(b) includes
procedures on the order of
consideration when quality categories
are used. These procedures are added as
§ 302.304(b)(6). The procedures require
an agency to first consider candidates
on the reemployment list, followed by
candidates in the highest quality
category, with preference eligibles listed
ahead of non-preference eligibles, and
then candidates in the next lower
quality category, with preference
eligibles listed ahead of non-preference
eligibles.
Proposed § 302.401 modifies the
current provisions to include
procedures for the use of quality
categories when making selections. For
the convenience of the reader, the
procedures for making selections from
unranked lists are listed in
§ 302.401(a)(1) and have been revised to
match processes used in the competitive
service when unranked lists are used.
The procedures for using numerical lists
are in § 302.401(a)(2) and OPM is
proposing to modify them to allow the
agency to use an objective mechanism to
define a sufficient number of candidates
to refer for selection. The procedures for
making selections using category rating
are in § 302.401(a)(3) and allow an
agency to select a candidate from the
highest quality category as long as a
non-preference eligible is not selected
ahead of a preference eligible (an agency
can select any preference eligible
veteran in the highest quality category).
Expected Impact of This Proposed Rule
OPM is proposing regulations to
implement changes authorized by the
NDAA governing the selection of
candidates from competitive lists of
eligibles. The NDAA eliminated the
‘‘rule of three’’ in numerical rating and
ranking, which required that, for each
selection, consideration was limited to
the top three candidates on the ranked
certificate of eligibles. The NDAA,
instead, authorizes agencies to certify a
‘‘sufficient number’’ of names, not less
than three, from the top of the
appropriate register, or list of eligibles,
to be considered for selection, using a
cut-off score or other mechanism
established by OPM. The NDAA also
affects how agencies make selections
under 5 CFR part 302 procedures for
excepted service appointments.
This proposal is part of a larger OPM
effort to improve the hiring process by
helping agencies make meaningful
distinctions among applicants in terms
of their relative qualifications for the
position being filled, while at the same
time expanding the range of candidates
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47065
from which a hiring manager may make
a selection as compared to the more
restrictive rule of three (i.e., a hiring
manager is not limited to choosing from
among only the three highest
applicants).
OPM is proposing four mechanisms
for agencies to use to determine a
‘‘sufficient number’’ of names to certify
for consideration, and the proposal
includes provisions for using the three
consideration rule in numerical rating
and ranking. The proposed rule does not
change the application of veteran’s
preference in competitive examining—
veterans are still granted preference
points under numerical rating
procedures and continue to be entitled
to selection preference over nonpreference eligibles with the same or
lower numerical score unless the
requirements for passing over a
preference eligible are satisfied.
The proposed rule also replaces ‘‘rule
of three’’ procedures in excepted service
hiring and allows agencies instead to
use one of the same mechanisms
described under competitive examining
procedures to determine a ‘‘sufficient
number’’ of names to certify for
consideration. The NDAA also amended
5 U.S.C. 3320 to allow agencies to apply
5 U.S.C. 3319, category rating, when
making excepted service appointments
in the same or similar manner as in the
competitive service. OPM’s proposal
revises the procedures for accepting,
rating, and arranging applications in 5
CFR part 302 to include the option of
using the category rating procedures as
outlined in 5 U.S.C. 3319.
Costs
This proposed rule, once finalized
and in effect, will affect the operations
of over 80 Federal agencies—ranging
from cabinet-level departments to small
independent agencies. OPM will
provide guidance on implementing this
rulemaking in the form of frequently
asked questions and updates to the
Delegated Examining Operations
Handbook and Delegated Examining
Training. OPM estimates that this
rulemaking will require individuals
employed by these agencies to modify
policies and procedures to implement
the rulemaking and train human
resources (HR) practitioners and hiring
managers on its use. For the purpose of
this cost analysis, the assumed average
salary rate of Federal employees
performing this work will be the rate in
2023 for GS–14, step 5, from the
Washington, DC, locality pay table
($150,016 annual locality rate and
$71.88 hourly locality rate). We assume
that the total dollar value of labor,
which includes wages, benefits, and
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Federal Register / Vol. 88, No. 139 / Friday, July 21, 2023 / Proposed Rules
overhead, is equal to 200 percent of the
wage rate, resulting in an assumed labor
cost of $143.76 per hour.
In order to comply with the regulatory
changes in this Notice of Proposed
Rulemaking, affected agencies will need
to review the rule and update their
policies and procedures. We estimate
that, in the first year following
publication of the final rule, doing so
will require an average of 300 hours of
work by employees with an average
hourly cost of $143.76. This work would
result in estimated costs in that first
year of implementation of about $43,128
per agency, and about $3,450,240 in
total Governmentwide. Some agencies
may incur additional costs to ensure
they have staff with the necessary
assessment measurement expertise to
use these proposed procedures.
Numerical ranking is appropriate when
a hiring agency needs to make finer,
more granular distinctions between
applicants, i.e., an individual with a
score of 97 (out of a 100 possible points)
is deemed more qualified than an
applicant with a score of 96 or lower.
Therefore, using these procedures will
require assessment tools that make those
meaningful distinctions and
measurement experts to understand
their use to establish appropriate cut-off
scores. For the purpose of this cost
estimate, the assumed average salary
rate of Federal employees performing
this work will be the rate in 2023 for
GS–14, step 5, from the Washington,
DC, locality pay table ($150,016 annual
locality rate). We assume that the total
dollar value of labor, which includes
wages, benefits, and overhead, is equal
to 200 percent of the wage rate, resulting
in an assumed labor cost of $300,032
annually for those agencies in this
situation.
We do not believe this rulemaking
will substantially increase the ongoing
administrative costs to agencies
(including the administrative costs of
using these new procedures and training
new staff) because the rulemaking is
replacing existing procedures and
processes. OPM notes that agencies may
incur higher costs to develop or
purchase more rigorous assessments to
use in determining cut-off scores under
rule of many procedures. Alternatively,
agencies may experience cost savings by
identifying and selecting highlyqualified candidates more quickly
through expanded choices and may
recognize cost savings by eliminating
the need to re-advertise and re-work
hiring actions when selections were not
made.
Finally, we intend and expect that the
provisions of this proposed rule will
operate independently and be treated as
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severable. If any part or section of this
proposed rule as finalized were
invalidated by a reviewing court, the
remaining provisions of the rule will
continue to concern and effectuate the
purpose of the rule, which is to
implement changes in the various
procedures for selecting candidates
under delegated examining authorized
by the NDAA for FY 2019.
Executive Order 12866
Executive Order 12866 directs
agencies to assess all costs and benefits
of available regulatory alternatives and,
if regulation is necessary, to select
regulatory approaches that maximize
net benefits (including potential
economic, environmental, public health
and safety effects, distributive impacts,
and equity). In accordance with the
provisions of Executive Order 12866,
this rulemaking was reviewed by the
Office of Management and Budget as a
significant rule.
Regulatory Flexibility Act
Federalism
Accordingly, the Office of Personnel
Management proposes to amend title 5,
Code of Federal Regulations, as follows:
PART 302—EMPLOYMENT IN THE
EXCEPTED SERVICE
1. The authority citation for part 302
continues to read as follows:
■
Authority: 5 U.S.C. 1302, 3301, 3302, 8151,
E.O. 10577 (3 CFR 1954–1958 Comp., p. 218);
§ 302.105 also issued under 5 U.S.C. 1104,
Pub. L. 95–454, sec. 3(5); § 302.501 also
issued under 5 U.S.C. 7701 et seq.
2. In § 302.201, add paragraph (c) to
read as follows:
■
§ 302.201 Persons entitled to veteran
preference.
*
*
*
*
(c) When quality categories are used
in the evaluation and referral, the
agency shall list preference eligibles
under section 2108(3) of title 5, United
States Code, ahead of non-preference
eligibles in accord with § 302.304(b)(6).
■ 3. In § 302.302, revise paragraphs (a)
and (b) to read as follows:
§ 302.302
We have examined this rulemaking in
accordance with Executive Order 13132,
Federalism, and have determined that
this rulemaking will not have any
negative impact on the rights, roles and
responsibilities of State, local, or tribal
governments.
Civil Justice Reform
This regulation meets the applicable
standard set forth in Executive Order
12988.
Unfunded Mandates Reform Act of
1995
This rulemaking will not result in the
expenditure by State, local, or tribal
governments, in the aggregate, or by the
private sector, of more than $100
million or more in any year, and it will
not significantly or uniquely affect small
governments. Therefore, no actions were
deemed necessary under the provisions
of the Unfunded Mandates Reform Act
of 1995.
Paperwork Reduction Act of 1995 (44
U.S.C. 3501–3521)
This regulatory action will not impose
any additional reporting or
recordkeeping requirements under the
Paperwork Reduction Act.
Frm 00008
U.S. Office of Personnel Management.
Kayyonne Marston,
Federal Register Liaison.
*
The Director of the Office of
Personnel Management certifies that
this regulation will not have a
significant impact on a substantial
number of small entities because it
applies only to Federal agencies and
employees.
PO 00000
List of Subjects in 5 CFR Parts 302, 332,
and 337
Government employees.
Fmt 4702
Sfmt 4702
Examination of applicants.
(a) Eligibility. An evaluation of the
qualifications of applicants for positions
covered by this part may be conducted
at any time before an appointment is
made. The evaluation may involve only
determination of eligibility or
ineligibility or may include qualitative
rating of candidates. If the evaluation
involves only basic eligibility,
candidates will not receive numerical
scores or be placed in quality categories
and will be referred in accordance with
the procedures described in
§ 302.304(b)(5). If qualitative ranking is
desired, numerical scores or placement
in quality categories may be assigned in
accordance with paragraph (b) of this
section. Each agency shall make a part
of the records the reasons for its
decision to use ranked or unranked
referral and, for ranked actions, the
rating factors used. This information
shall be made available to an applicant
on his/her request.
(b) Rating—(1) Numerical rating.
Numerical scores will be assigned on a
scale of 100. Each applicant who meets
the qualification requirements for the
position established under § 302.202
will be assigned a rating of 70 or more
and will be eligible for appointment.
Candidates scoring 70 or more will
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Federal Register / Vol. 88, No. 139 / Friday, July 21, 2023 / Proposed Rules
receive additional points for veteran
preference as provided in § 302.201.
Numerical ratings are not required when
all qualified applicants will be offered
immediate appointment. When there are
an excessive number of applicants,
numerical ratings are required only for
a sufficient number of the highest
qualified applicants to meet the
anticipated needs of the agency within
a reasonable period of time. The agency
must, however, adopt procedures to
ensure the consideration of preference
eligibles in the order in which they
would have been considered if all
applicants had been assigned numerical
ratings. An agency shall furnish a notice
of the rating assigned to an applicant on
his/her request.
(2) Category rating. In accordance
with 5 CFR part 337, subpart C, an
agency must predefine at least two
quality categories that reflect the
requirements to perform the job
successfully and to distinguish
differences in the quality of candidates’
job-related competencies/knowledge,
skills and abilities. An agency may not
establish a ‘‘not qualified’’ category.
Only those found qualified will be
placed in a category. Quality categories
must be established and defined by the
employing agency prior to accepting
applications. Quality categories are not
required when all qualified applicants
will be offered immediate appointment.
*
*
*
*
*
■ 4. In § 302.303, add paragraph (d)(3)
to read as follows:
§ 302.303
lists.
Maintenance of employment
ddrumheller on DSK120RN23PROD with PROPOSALS1
*
*
*
*
*
(d) * * *
(3) When candidates have been
placed in quality categories under
§ 302.302(b). Within each quality
category, preference eligibles must be
listed ahead of non-preference eligibles
and may be listed in preference or
alphabetical order. Preference eligibles
having a compensable, serviceconnected disability of 10 percent or
more (designated as CPS or CP) are
placed in the highest quality category
unless the list will be used to fill
scientific or professional positions at the
GS–9 level or above, or equivalent.
■ 5. In § 302.304, revise paragraph (b)
introductory text and add paragraph
(b)(6) as follows:
§ 302.304
Order of consideration.
*
*
*
*
*
(b) Consideration of other candidates.
Except as provided in paragraphs (b)(4),
(b)(5) and (b)(6) of this section, an
agency shall consider applicants on the
reemployment and regular employment
VerDate Sep<11>2014
18:29 Jul 20, 2023
Jkt 259001
list who have been assigned eligible
ratings for a given position in Order A,
Order B, or Order C, as described in
paragraphs (b)(1) through (b)(3) of this
section. Order A must be used when the
agency has not established a
reemployment list.
*
*
*
*
*
(6) Category rating. In accordance
with 5 CFR part 337, subpart C,
qualified preference eligibles will be
listed ahead of non-preference eligibles
within the same quality category in
which they were assigned. Qualified
preference eligibles with a compensable
service-connected disability of 30percent or more (CPS) and those with a
compensable service-connected
disability of at least 10-percent but less
than 30-percent (CP) move from the
category in which they would otherwise
be placed to the highest quality category
(except for scientific or professional
positions at the GS–9 level or higher).
Eligible candidates are considered in the
following order:
(i) Candidates on the reemployment
list;
(ii) Candidates in the highest quality
category with preference eligibles listed
ahead of non-preference eligibles; and
(iii) Candidates in each subsequent
lower quality category with preference
eligibles listed ahead of non-preference
eligibles.
■ 6. In § 302.401, revise paragraph (a) to
read as follows:
§ 302.401
Selection and appointment.
(a) Selection—(1) Unranked lists.
When making an appointment from a
priority reemployment, reemployment,
or regular list on which candidates have
not received numerical scores, an
agency must make its selection from
among the qualified preference eligibles,
as long as at least three candidates
remain in that group. When fewer than
three preference eligibles remain,
consideration may be expanded to
include the non-preference eligibles in
accordance with paragraph (b) of this
section, passing over a preference
applicant.
(2) Numerical lists. When making an
appointment from a list on which
candidates have received numerical
scores, an agency must use one of the
methodologies identified below to
determine the number of applicants
referred for selection. A selecting
official may select any eligible
candidate referred for selection.
However, a selecting official may not
pass over a preference eligible to select
a lower standing non-preference eligible
unless the agency has complied with the
pass-over procedures in paragraph (b) of
this section. The mechanism, or
PO 00000
Frm 00009
Fmt 4702
Sfmt 4702
47067
approach, used must be determined
before soliciting for applications and be
made available to applicants upon their
request. The approach used must be
clearly documented in the recruitment
file and available for reconstruction or
third-party review. The agency may
determine, based on the position to be
filled, which of the following
mechanisms will best meet the hiring
needs of the agency and result in at least
three names for consideration for
appointment in the order provided in
§ 302.304.
(i) The agency may establish a cut-off
score based on the assessment(s) used,
supported by job analysis data;
(ii) The agency may use of a cut-off
score based on business necessity;
(iii) The agency may use a set number
of the highest ranked eligible applicants;
or
(iv) The agency may use a set
percentage of the highest ranked eligible
applicants.
In selecting an appropriate
mechanism, agencies should consider
the assessment(s) used, historical
applicant data, current labor market
conditions, and other factors
appropriate for the hiring action.
(3) Category rating. When making
appointments from a list on which
candidates have been placed in quality
categories, in accordance with 5 CFR
part 337, subpart C, an agency may
select any eligible candidate(s) in the
highest quality category; except the
selecting official may not select a nonpreference eligible over a preference
eligible unless the agency has complied
with the pass-over procedures in
paragraph (b) of this section. If there are
fewer than three candidates in the
highest quality category, the agency may
combine (merge) the top two quality
categories and make selections from the
newly merged category. The newly
merged category is the new highest
quality category. Preference eligibles
must be listed ahead of non-preference
eligibles in the newly merged category.
(4) Conditions. Under any of the
above selection methods, an agency is
not required to—
(i) Accord an applicant on its priority
reemployment or reemployment list the
preference consideration required by
§ 302.304 if the list on which the
applicant’s name appears does not
contain the names of at least three
preference eligibles; or
(ii) Consider an applicant who has
previously been considered three times
or a preference eligible if consideration
of his/her name has been discontinued
for the position as provided in
paragraph (b) of this section.
E:\FR\FM\21JYP1.SGM
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47068
Federal Register / Vol. 88, No. 139 / Friday, July 21, 2023 / Proposed Rules
PART 332—RECRUITMENT AND
SELECTION THROUGH COMPETITIVE
EXAMINATION
7. The authority citation for part 332
continues to read as follows:
■
Authority: 5 U.S.C. 1103, 1104, 1302, 2108,
3301, 3302, 3304, 3312, 3317, 3318, 3319;
sec. 2(d), Pub. L. 114–137, 130 Stat. 310; E.O.
10577, 19 FR 7521, 3 CFR, 1954–1958 Comp.,
p. 218.
■
8. Revise § 332.402 to read as follows:
ddrumheller on DSK120RN23PROD with PROPOSALS1
§ 332.402 Referring candidates for
appointment.
OPM or a delegated examining unit
(DEU) will use one of the mechanisms
identified below to refer a sufficient
number of candidates for consideration,
in accordance with this section and the
agency’s delegated examining policies.
(a) Agencies must establish a policy
on the use of these procedures.
(b) OPM or a DEU may determine,
based on the position to be filled, which
of the following mechanisms will best
meet the hiring needs of the agency and
result in at least three names for
consideration.
(1) OPM or a DEU may establish a cutoff score based on the assessment(s)
used, supported by job analysis data;
(2) OPM or a DEU may establish a cutoff score based on business necessity;
(3) OPM or a DEU may use a set
number of the highest ranked eligible
applicants to certify; or
(4) OPM or a DEU may use a set
percentage of the highest ranked eligible
applicants to certify.
(5) When using a set number of
candidates or top percentage of eligible
applicants, all applicants with the same
score and veterans’ preference category
as the last candidate in the cut, will also
be referred.
(6) In selecting an appropriate
mechanism, agencies should consider
the number of positions to be filled, the
assessment(s) used, historical applicant
data, current labor market conditions,
and other factors appropriate for the
hiring action.
(c) The mechanism, or approach, used
must be determined before announcing
the vacancy and must be stated in the
job opportunity announcement.
(d) The approach used must be clearly
documented in the examining case file
and available for reconstruction or
third-party review.
(e) Hiring managers will receive
sufficient names, when available, to
allow them to consider at least three
candidates for each vacancy.
(f) In instances when a certificate of
eligibles results in fewer than three
eligible and available candidates per
vacancy and an agency needs to issue a
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18:29 Jul 20, 2023
Jkt 259001
supplemental certification, OPM or a
DEU must have decided, before
announcing the vacancy, how to expand
the group of candidates for whichever of
the referral mechanisms used in
accordance with the guidance in the
Delegated Examining Operations
Handbook.
(g) OPM or a DEU will refer
candidates for consideration by
simultaneously listing a candidate on all
certificates for which the candidate is
interested, eligible, and within reach,
except that, when it is deemed in the
interest of good administration and
candidates have been so notified, OPM
or a DEU may choose to refer candidates
for only one vacancy at a time.
■ 9. Revise § 332.404 to read as follows:
§ 332.404 Order of selection from
certificates.
A hiring manager, with sole regard to
merit and fitness, shall select any
eligible candidate certified for
appointment on a certificate of eligibles,
except the hiring manager may not pass
over a preference eligible to select a
lower standing non-preference eligible
on the certificate unless the agency
complies with pass over procedures in
accordance with § 332.406.
■ 10. Revise § 332.405 to read as
follows:
§ 332.405 Three considerations for
appointment.
An appointing officer is not required
to consider an eligible who has been
considered by one or more hiring
managers for three separate
appointments from the same or different
certificates for the same position (i.e.,
the same title, series, and grade). In
order to remove a candidate from
consideration, one or more hiring
managers must have made three valid
selections and given bona fide
consideration to the candidate during
this process.
(a) Bona fide consideration. To use
this provision, a hiring manager must
consider the candidate’s application
material and interview the candidate for
the position. The interview must have
been of the same rigor and thoroughness
as those conducted with other
candidates interviewed for the position.
(b) Documentation. The agency must
document in the case file the bona fide
consideration a candidate received and
its reason(s) for removing the candidate
from consideration, including a
description of why the candidate is not
receiving additional consideration, such
as the candidate’s lack of a specific
skill(s) or attribute(s).
(c) Selection consideration. An agency
may use the three consideration
PO 00000
Frm 00010
Fmt 4702
Sfmt 4702
provision to remove one candidate from
further consideration starting with the
fourth selection, i.e., after three valid
selections have been made, and may
remove one candidate for each
subsequent selection made from a
certificate of eligibles as long as bona
fide consideration has been given and
documented as required by this section.
PART 337—EXAMINING SYSTEM
11. The authority citation for part 337
continues to read as follows:
■
Authority: 5 U.S.C. 1104(a), 1302, 2302,
3301, 3302, 3304, 3319, 5364; E.O. 10577, 3
CFR 1954–1958 Comp., p. 218; 33 FR 12423,
Sept. 4, 1968; and 45 FR 18365, Mar. 21,
1980; 116 Stat. 2135, 2290; 117 Stat. 1392,
1665; and E.O. 13833.
12. Revise the heading to subpart C to
read as follows:
■
Subpart C—Category Rating
13. Revise § 337.304 to read as
follows:
■
§ 337.304
Veterans’ preference.
In this subpart:
(a) Veterans’ preference must be
applied as prescribed in 5 U.S.C.
3319(b) and (c)(6);
(b) Veterans’ preference points as
prescribed in § 337.101 are not applied
in category rating; and
(c) Sections 3319(b) and 3319(c)(6) of
title 5 U.S.C. constitute veterans’
preference requirements for purposes of
5 U.S.C. 2302(b)(11)(A) and (B).
[FR Doc. 2023–15374 Filed 7–20–23; 8:45 am]
BILLING CODE 6325–39–P
DEPARTMENT OF AGRICULTURE
Animal and Plant Health Inspection
Service
9 CFR Part 11
[Docket No. APHIS–2011–0009]
RIN 0579–AE76
Horse Protection; Licensing of
Designated Qualified Persons and
Other Amendments
Animal and Plant Health
Inspection Service, USDA.
ACTION: Notice of proposed rulemaking
and request for comments.
AGENCY:
The Animal and Plant Health
Inspection Service (APHIS) of the
United States Department of Agriculture
is proposing to withdraw a final rule
that was filed for public inspection by
the Office of the Federal Register on
January 19, 2017, in advance of
SUMMARY:
E:\FR\FM\21JYP1.SGM
21JYP1
Agencies
[Federal Register Volume 88, Number 139 (Friday, July 21, 2023)]
[Proposed Rules]
[Pages 47059-47068]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2023-15374]
========================================================================
Proposed Rules
Federal Register
________________________________________________________________________
This section of the FEDERAL REGISTER contains notices to the public of
the proposed issuance of rules and regulations. The purpose of these
notices is to give interested persons an opportunity to participate in
the rule making prior to the adoption of the final rules.
========================================================================
Federal Register / Vol. 88 , No. 139 / Friday, July 21, 2023 /
Proposed Rules
[[Page 47059]]
OFFICE OF PERSONNEL MANAGEMENT
5 CFR Parts 302, 332, and 337
[Docket ID: OPM-2023-0015]
RIN 3206-AN80
Recruitment and Selection Through Competitive Examination, and
Employment in the Excepted Service (Rule of Many)
AGENCY: Office of Personnel Management.
ACTION: Proposed rule; request for comments.
-----------------------------------------------------------------------
SUMMARY: The Office of Personnel Management (OPM) is proposing
regulations to implement changes authorized by the National Defense
Authorization Act (NDAA) for Fiscal Year 2019 governing the selection
of candidates from competitive lists of those who are eligible. These
changes will provide expanded flexibility to agencies in the selection
of candidates under delegated examining procedures. These changes also
affect how agencies select candidates for excepted service
appointments.
DATES: Comments must be received on or before September 19, 2023.
ADDRESSES: You may submit comments, identified by Regulation
Identification Number (RIN) ``3206-AN80'' using any of the following
methods:
Federal eRulemaking Portal: https://www.regulations.gov. Follow the
instructions for submitting comments. All submissions received through
the Portal must include the agency name and docket number or Regulation
Identification Number (RIN) for this rulemaking.
Email: [email protected]. Include ``RIN 3206-AN80, Recruitment and
Selection'' in the subject line of the message.
Fax: (202) 606-4430.
Mail: Kimberly A. Holden, Deputy Associate Director for Talent
Acquisition, Classification, and Veterans Programs, U.S. Office of
Personnel Management, Room 6551, 1900 E Street NW, Washington, DC
20415-9700.
FOR FURTHER INFORMATION CONTACT: Roseanna Ciarlante by telephone at
(202) 936-3282 or Katika Floyd by telephone at (202) 606-0960; by email
at [email protected]; by fax at (202) 606-4430; or by TTY at (202) 418-
3134.
SUPPLEMENTARY INFORMATION:
Background
The proposed rule is written for the immediate audience of Federal
agency human resources practitioners and Federal agency hiring
officials, who will implement the rules. For reference, many of the
terms and concepts used and referenced below are defined in OPM's
Delegated Examining Operations Handbook (DEOH), and its appendices,
available at https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/deo_handbook.pdf. The DEOH handbook also
provides additional context.
The Federal civilian workforce consists of three categories of
service: the competitive service, the excepted service, and the Senior
Executive Service. The main differences between the three classes of
service are: the manner in which candidates apply and are selected for
jobs, the qualifications of the position being filled, the opportunity
for appointees to move within or between the three classes of Federal
service, and the rights governing appeal and redress options for
incumbents of these positions. Each class of service (and its
particular employment system(s)) is governed by different laws and
regulations.
The competitive service consists of all civil service positions in
the executive branch of the Federal Government with some exceptions,
which are defined in section 2102 of title 5, United States Code
(U.S.C.). Four categories of appointments comprise the competitive
service: those subject to delegated examining procedures; those filled
through promotion and internal placement (i.e., merit promotion)
procedures in accordance with 5 Code of Federal Regulations (CFR) part
335; those filled on a non-competitive basis in accordance with 5 CFR
part 315 subparts F and G; and those filled under direct hire authority
in accordance with 5 CFR part 337 subpart B. These proposed regulations
impact positions filled in the competitive service using delegated
examining procedures.
The Director of OPM has delegated to agency heads the authority
delegated to the Director by the President to conduct competitive
examinations for positions in the competitive service. [5 U.S.C. 1104].
Each agency with this delegated authority is required to enter into a
written agreement with OPM. Agencies with delegated examining authority
may fill competitive civil service jobs with applicants from outside
the Federal workforce; Federal employees who do not have competitive
service status (i.e., temporary or term employees, and individuals who
hold or held an excepted service position which did not provide for
conversion to the competitive service); or Federal employees with
competitive service status (i.e., career or career-conditional
employees).
Agencies use delegated examining (also called ``competitive
examining'') procedures to fill positions in the competitive service
for which any U.S. citizen may apply. Competitive examining supports
Federal merit system principles by promoting recruitment from all
segments of society, fair and open competition among job-seekers, and
selection based on an applicant's competencies or knowledge, skills,
and abilities. OPM maintains oversight of its delegated examining
authority to ensure agencies apply their delegated authority in
accordance with the merit system principles in 5 U.S.C. 2301.
There are three stages to the competitive service Federal hiring
process: the assessment process (i.e., the rating and ranking of
applicants and application of veterans' preference); the certification
process (i.e., the process through which applicants are listed on a
certificate of eligible candidates (``certificate of eligibles'') in
order of their assessed scores, adjusted for veterans' preference); and
the selection process (i.e., the process for choosing among applicants
based on their numerical rankings in accordance with veterans'
preference requirements).
Filling Jobs in the Competitive Service
Rule of Three
For readers not familiar with delegated examining, traditionally,
applicants for Federal jobs in the
[[Page 47060]]
competitive service are assigned numerical scores (including veterans'
preference points, if applicable, for preference eligible veterans),
listed in rank-order, and considered for selection based on the ``rule
of three.'' The rule of three requires that each selection must be made
from among the highest three candidates on the certificate with the
condition that a hiring official cannot select a non-preference
eligible candidate over a preference eligible veteran (i.e., an
individual who served in the U.S. Armed Forces, or a relative of the
individual, and meets certain statutory criteria, making the individual
eligible for an advantage in Federal hiring over those who did not
serve or do not meet the statutory criteria) with an equal or higher
ranking, unless the agency follows the procedures for formally passing
over or objecting to the preference eligible veteran. Under the rule of
three, preference eligible candidates (or ``eligibles'') are given 0,
5, or 10 points, which are added to their passing score on an
assessment. Individuals with 0 points added still have an advantage
over non-preference eligible candidates with an equal or lower score.
[5 U.S.C. 3318(a); 5 CFR part 332]. Numerical ranking is appropriate
when a hiring agency needs to make granular distinctions between
applicants; i.e., an individual with a score of 97 (out of a 100
possible points) is deemed more qualified than an applicant with a
score of 96 or lower.
Category Rating
On June 15, 2004, OPM issued final regulations which provided
agencies with increased flexibility in assessing applicants using
alternative (category-based) rating and selection procedures rather
than individual numerical ratings. This flexibility is known as
``category rating'' (see 5 CFR part 337, subpart C). Under category
rating procedures, in lieu of numerical ranking, applicants are
assessed and placed into two or more pre-defined quality categories,
with preference eligible veterans listed above non-preference eligible
veterans in each category to which the applicants are assessed.
Veterans who have a compensable service-connected disability of at
least 10 percent must be listed in the highest quality category, except
when the position being filled is scientific or professional at the GS-
9 grade level or higher. Hiring officials may select from applicants in
the highest quality category provided that any preference eligible
veteran must be considered before a non-preference eligible applicant.
A hiring official cannot select a non-preference eligible veteran over
a preference eligible veteran without going through the formal
procedures for passing over or objecting to the preference eligible
veteran. [5 U.S.C. 3319; 5 CFR part 337, subpart C.] Category rating is
appropriate when the hiring agency does not need to make such fine
distinctions among applicants as is made using numerical ranking
procedures (i.e., all applicants placed in a particular category are
deemed equally qualified). Category rating gives selecting officials
potentially more applicants to choose from because all applicants in a
given category are equally qualified: hiring officials are not limited
to selecting from only the three highest rated applicants.
Filling Jobs in the Excepted Service
By definition, the excepted service consists of those civil service
positions which have been excepted from certain requirements of the
competitive service or the Senior Executive Service. [5 U.S.C. 2103].
Positions may be excepted from title 5 U.S.C. entirely, or from limited
portions of title 5 U.S.C., e.g., excepted from public notice or
selection requirements, or from classification and pay otherwise
required in accordance with 5 U.S.C. chapter 51. The reasons for and
scope of the exceptions vary, depending on the circumstances
surrounding the exception and the authority for the exception.
When filling a position in the excepted service, the hiring agency
must follow the procedures in 5 CFR parts 213 and 302. Under these
provisions, agencies have more flexibility when assessing, rating and
ranking, and selecting eligible applicants than they do under
competitive examining. Agencies can:
Use a numerical ranking procedure similar to the rule of
three,
Place eligible applicants into preference categories based
on their veterans' preference status (i.e., in descending order from 30
percent or more disabled veterans (CPS); disabled veterans with at
least a 10 percent but less than 30 percent disability (CP); less than
10 percent disabled veterans (XP); eligible parents and widows and
widowers of a disabled veteran or a veteran killed on active duty (XP-
derived); veterans who served during certain periods specified in
statute or by the President or who received an armed forces
expeditionary medal (TP); and sole survivor veterans pursuant to the
Hubbard Act (SSP); \1\ or
---------------------------------------------------------------------------
\1\ Veterans' preference codes, e.g., ``TP,'' are a shorthand
reference used in competitive examinations. Veteran's preference is
recognized by adding points to the veteran's numerical score. CPS-10
point 30 percent or more disabled veteran; CP-10 point at least 10
percent disabled, but less than 30 percent, disabled veteran; XP-10
point other disabled veteran and those with derived preference; TP-5
point preference; SSP-0-point sole survivorship preference; and NV-
non-veteran/non-preference.
---------------------------------------------------------------------------
Use an agency-developed method that provides preference-
eligible veterans with at least as much preference as they would
receive under the other two methods. Agencies oftentimes use their
competitive service category rating process in conjunction with this
last option.
Introduction
The NDAA for Fiscal Year 2019 (or ``the Act'') authorizes changes
governing the selection of candidates from competitive lists of those
who are eligible. Such lists are also known as delegated examining
certificates. The Act eliminates the ``rule of three'' in numerical
rating and ranking, which required that, for each selection,
consideration was limited to the top three candidates on the
certificate. Instead, the Act authorizes agencies to certify a
``sufficient number'' of names, not less than three, from the top of
the appropriate register or list of eligible candidates, to be
considered for selection, using a cut-off score \2\ or other mechanism
established by OPM (described below), known as the ``rule of many.''
The Act also affects how agencies may make selections under 5 CFR part
302, Employment in the Excepted Service.
---------------------------------------------------------------------------
\2\ A cut-off score is an established score used to filter out
unqualified candidates on any particular test or assessment. For
purposes of this proposed rule, a cut-off score is used to reflect a
sub-group of qualified applicants who demonstrated, through the
assessment, they are highly qualified and can be successful in the
position.
---------------------------------------------------------------------------
The proposed rule, called the ``rule of many,'' encompasses the
advantages of both ``rule of three'' and category rating procedures,
allowing the hiring agency to make finer distinctions among applicants
based on their relative qualifications for the position being filled,
while at the same time expanding the range of candidates from which a
hiring manager may make a selection. Under the rule of many. a hiring
manager is not limited to choosing from among only the three highest
applicants to fill each vacancy.
The Act does not change other requirements of delegated examining
including public notice and the application of veterans' preference in
competitive examining--veterans are still granted preference points
under ``rule of many'' numerical rating procedures and continue to be
entitled to selection preference over non-
[[Page 47061]]
preference eligible candidates with the same or a lower numerical score
unless the requirements for passing over a preference eligible are
satisfied.
Certification Procedures Using Numerical Rating
The Act requires OPM to prescribe regulations for the
administration of the ``rule of many'' numerical rating procedure,
which may include cut-off scores. In considering the types of
mechanisms that may be appropriate for this use, OPM reviewed candidate
assessment and referral procedures when using rank-ordered selection
\3\ under competitive examining. OPM identified four approaches that
can be reasonably and practically incorporated into existing processes.
OPM proposes that agencies use one of the following ways for
determining the number of applicants referred for selection:
---------------------------------------------------------------------------
\3\ Rank-order selection ranks applicants from highest score to
lowest score based on their assessment results including veterans'
preference points, and selections occur on a top-down basis.
---------------------------------------------------------------------------
1. A cut-off score based on the assessment(s) \4\ used, supported
by job analysis data. This referral mechanism involves establishing a
cut-off, or minimum, score using test measurement experts knowledgeable
about the assessment(s) used. This score should reflect a sub-group of
qualified applicants who demonstrated, through the assessment, that
they are highly qualified and can be successful in the position.
---------------------------------------------------------------------------
\4\ A sample of the most common assessment tools used in the
Federal Government may be found in chapter 2 of the Delegated
Examining Operations Handbook.
---------------------------------------------------------------------------
2. A cut-off score based on business necessity; for example, to
keep the number of applicants manageable for costly or labor-intensive
assessments such as structured interviews. This way of referring
applicants involves establishing a cut-off, or minimum, score that
results in identifying an appropriate number of applicants to move
forward in the hiring process based on the business needs of the
agency, taking into consideration the resources available. This
mechanism is also useful when test measurement expertise is not
available.
3. A set number of the highest ranked eligible applicants, for
example, the top 10 names. This referral mechanism involves
establishing a number of applicants to refer from the top of the ranked
list of applicants.
4. A percentage of the highest ranked eligible applicants; for
example, the top 10 percent will be referred for selection. This
referral mechanism involves establishing a percentage of applicants to
refer from the top of the ranked list of applicants.
When using a set number of applicants or top percentage of eligible
applicants, all applicants with the same score as the last applicant in
the cut will also be referred. For example, if using the top 10
eligible applicants and the 10th applicant has a score of 96.0, then
all applicants scoring 96.0 will be referred.
In selecting an appropriate mechanism, agencies should consider the
number of positions to be filled, the assessment(s) used, historical
applicant data, current labor market conditions, and other factors
appropriate for the hiring action. Agencies should document their
decision-making in the case files sufficient to allow for
reconstruction or third-party review of the decision. This should
include the data and factors used in making the decision.
Each agency may choose which methodology it will use to certify a
sufficient number of candidates to allow them to consider at least
three candidates for each vacancy. The hiring agency must decide the
approach, or mechanism, it will use before announcing the vacancy and
must identify the methodology in the job opportunity announcement.
Additionally, the approach used must be clearly documented in the
examining case file and available for reconstruction or third-party
review. OPM is proposing to amend 5 CFR 332.402 to include these
requirements.
Under this proposal, eligible applicants are ranked in score order,
including veterans' preference points, with veterans' preference
breaking ties in scores, and then the previously-chosen mechanism is
applied to create the certificate of eligibles. For example, a
preference eligible with a rating of 98XP (10-point veteran) \5\ is
listed ahead of a preference eligible with 98TP (5-point veteran).
Similarly, a preference eligible with a rating of 98TP is listed ahead
of a non-preference eligible with a score of 98NV (non-veteran/non-
preference veteran). Compensably disabled preference eligibles (CPS and
CP veterans) \6\ go to the top of the certificate of eligibles,
regardless of numerical rating and ahead of all other eligibles, except
when certifying for scientific and professional positions \7\ at the
GS-9 grade level and above in accordance with 5 U.S.C. 3313.
---------------------------------------------------------------------------
\5\ See note 1, above, for an explanation of veterans preference
codes.
\6\ See note 1, above, for an explanation of veterans preference
codes.
\7\ Professional and scientific positions are identified in the
OPM publication Handbook of Occupational Groups and Families. For a
list of professional and scientific positions, see Appendix K of the
Delegated Examining Operations Handbook.
---------------------------------------------------------------------------
Using the rule of many procedures will occur as the final step
before certification. Applicants will have already applied, been
reviewed and assessed for qualifications, assessed for rating and
ranking purposes and have a final rating. If a pass/fail assessment(s)
is used, any applicant who fails to meet the passing grade of an
assessment is no longer eligible, including those with priority or
preference, and, therefore, will not be certified or referred for
selection consideration.
It should be noted that delegated examining certificates issued
under rule of many procedures may be shared with other agencies
consistent with the Competitive Service Act requirements. See 83 FR
5335.
Selection Procedures Using Numerical Rating
As provided in 5 U.S.C. 3318(a), OPM is proposing to revise 5 CFR
332.404 to change selection procedures from requiring that each
selection must be made from the top three candidates (the ``rule of
three'') to state that a selecting official may select any eligible
candidate on the certificate of eligibles. However, under delegated
examining rules, a selecting official may not pass over a preference
eligible veteran to select a lower ranked non-preference eligible on
the certificate unless there are reasons for passing over the
preference eligible and the agency has complied with the pass-over
procedures at 5 U.S.C. 3318(c). OPM notes that the ``three
consideration rule'' at 5 CFR 332.405 may be used to remove an eligible
candidate (to include preference eligibles) from the certificate who
has received three bona fide considerations, as described in the next
section.
The following is an example of a certificate of eligibles ranked by
numerical ratings and veterans' preference under the proposed rule of
many. In this example, the agency established a cut-off score of 95.0
based on the assessment used for the position. Candidates with the same
score are ranked in veterans' preference order.\8\
---------------------------------------------------------------------------
\8\ CPS-10 point 30 percent or more disabled veteran and CP-10
point at least 10 percent disabled, but less than 30 percent,
disabled veteran; XP-10 point other disabled veteran and those with
derived preference; TP-5 point preference; SSP-0-point sole
survivorship preference; and NV-non-veteran/non-preference.
[[Page 47062]]
Certificate of Eligibles
------------------------------------------------------------------------
Score/ veterans'
Candidate preference (VP) Action
------------------------------------------------------------------------
1................... 98.0 TP................
2................... 96.0 XP................
3................... 96.0 NV................
4................... 95.0 TP................
5................... 95.0 TP................
6................... 95.0 NV................
------------------------------------------------------------------------
In this example, 6 candidates are eligible for consideration on the
certificate of eligibles. Any of the 4 preference eligible candidates
(candidates 1, 2, 4, or 5) may be selected. Under the rule of many
procedures, the agency is not limited to considering the top three
candidates, nor does the agency have to consider candidates in groups
of three. The two non-preference eligibles may not be selected without
satisfying pass-over requirements while there are higher ranked
veterans' preference candidates available on the certificate. If the
agency is filling multiple positions, a possible scenario may look like
the below certificate where the first preference eligible declined and
the second was selected:
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 TP................ Declined.
2................... 96.0 XP................ Selected.
3................... 96.0 NV................
4................... 95.0 TP................
5................... 95.0 TP................
6................... 95.0 NV................
------------------------------------------------------------------------
For the next vacancy, using the example above, the agency may
select candidate 3, 4, or 5. The first non-preference candidate, number
3, may be selected now that there are no available veterans' preference
candidates ranked above them on the list. Candidate 6 may not be
selected because there are available veterans' preference candidates
ranked above candidate 6.
It should be noted that a certificate does not have to be worked
from the top down. In this example, any of the preference eligible
candidates may be selected. The fifth candidate, a 5-point preference
eligible, may have been selected first.
In another example, below, based on the ranked certificate, an
agency may select from among any of the top 5 candidates. The top three
non-preference eligibles are within reach, or legally eligible, for
selection because there are no higher ranked veterans' preference
candidates.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 NV................
2................... 96.0 NV................
3................... 96.0 NV................
4................... 95.0 TP................
5................... 95.0 TP................
6................... 95.0 NV................
------------------------------------------------------------------------
Three Bona Fide Considerations
The Act codifies at 5 U.S.C. 3318(e) the long-standing practice
under 5 CFR 332.405 of applying the ``three consideration rule'' under
numerical rating and ranking selection procedures, whereby, if an
appointing officer considers a candidate three times for three separate
appointments from the same or different certificates for the same
position \9\ and makes a valid (legal) selection of another candidate
each time, the appointing officer may remove that candidate from
further consideration. As stated above, the Act also retains the pass-
over rule, which imposes certain requirements when an appointing
authority proposes to pass over a preference eligible in favor of a
lower ranked non-preference eligible.
---------------------------------------------------------------------------
\9\ In this context, the same position means the same title,
series, and grade level or equivalent.
---------------------------------------------------------------------------
A pass-over must be based on proper and adequate reasons. The
Delegated Examining Operations Handbook provides information on proper
and adequate reasons. When substantiated by documentation supporting
the conclusion that one of the adequate and proper reasons has been
demonstrated, the eligible is either not qualified or not suitable for
the job and may be removed from consideration. Agencies with delegated
examining authority have the authority to make a determination on most
types of pass-overs. However, it should be noted that OPM retains
exclusive authority to:
Make medical determinations pertaining to preference
eligibles (5 CFR part 339);
Grant or deny an agency's pass-over request of a
preference eligible with a compensable service connected disability of
30 percent or more (5 U.S.C. 3318); and
Make suitability determinations involving material,
intentional false statement or deception or fraud in examination or
appointment, or refusal to furnish testimony as required by 5 CFR
731.103(a).
This proposed rule is not intended to affect an agency's obligation
under 5 U.S.C. 3317 to notify a preference eligible of the eligible's
removal from a standing register based on being considered and passed
over for appointment three times.
Additionally, OPM proposes that the three consideration rule does
not always apply in cases of filling positions restricted to preference
eligibles. Such positions include guards, elevator operators,
messengers, and custodians (including housekeeping aides). [5 U.S.C.
3310]. The statute requires that in examining for such positions,
``competition is restricted to preference eligibles as long as
preference eligibles are available.'' [5 U.S.C. 3310.] If applications
from both preference and non-preference eligibles are accepted, OPM
proposes that agencies cannot eliminate preference eligibles from
further consideration once they have been certified and received three
bona fide considerations if doing so would result in the selection of a
non-preference eligible. In such a case, an approved pass-over would be
needed to remove the preference eligible from consideration prior to
selecting a non-preference eligible candidate.
OPM is proposing the following process to reconcile the use of the
three consideration rule in Sec. 3318(e) and the pass-over rule in
Sec. 3318(c) to preserve veterans' preference. OPM cautions agencies
to take a judicious approach when using the three consideration rule.
An agency may not use the three consideration rule to remove large
numbers of applicants in lieu of formal pass-over procedures. Agencies
should continue to pursue pass-over procedures when warranted and
consider using the three consideration provisions when pass-over
procedures are not justified. An agency should limit use of the three
consideration rule to situations in which an agency has made an
individualized determination that a specific applicant does not possess
the specific skills or attributes needed for the position being filled.
Therefore, in order to remove a candidate from consideration, one or
more hiring managers must have made three valid selections and given
bona fide consideration to the candidate during this process. OPM has
determined that a bona fide consideration under the three consideration
rule requires, at a minimum, that the hiring manager(s) has considered
the candidate's application material and interviewed the candidate for
the position. OPM proposes the requirement of an interview to ensure
that a candidate is treated as fairly and equitably as other candidates
being considered. The interview must have been of the same rigor and
thoroughness as that provided to other candidates. Such consideration
may have been given by one or more
[[Page 47063]]
hiring managers from the same or different certificates under the same
appointing officer. When more than one hiring manager is involved, each
hiring manager must have interviewed the candidate.
To use the three consideration provision, an agency must document
in the case file the bona fide consideration a candidate received
(including a copy of the interview and the interviewer's notes and
rating) and its reason(s) for removing the candidate from
consideration, including a description of why the applicant is not
receiving additional consideration, such as the applicant's lack of a
specific skill(s) or attribute(s).
When making multiple selections from a certificate, starting with
the fourth selection, one individual may be removed per selection using
the three consideration rule. OPM is proposing to amend 5 CFR 332.405
to include the requirements for this provision.
Example of Using the Three Consideration Rule
The following example goes through the steps an agency may take
when making multiple selections under the proposed rule of many. In
this example, the agency issued the following certificate of eligibles
based on a cut-score of 95. The agency expects to make 9 selections
from this certificate and conducts interviews with all 18 candidates.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................
2................... 98.0 CPS...............
3................... 98.0 TP................
4................... 98.0 TP................
5................... 98.0 TP................
6................... 96.0 TP................
7................... 96.0 NV................
8................... 96.0 NV................
9................... 95.0 TP................
10.................. 95.0 TP................
11.................. 95.0 TP................
12.................. 95.0 TP................
13.................. 95.0 TP................
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18.................. 95.0 NV................
------------------------------------------------------------------------
Any of the veterans' preference candidates referred on the
certificate may be selected. In this example, candidates 2 and 6
decline the position. For the first three selections, the agency
selects candidates 1, 4, and 5. (For purposes of this illustration, the
agency is selecting from the top of the certificate. However, the
agency could have selected any preference eligible on the certificate
including those further down on the list, such as candidates 12 or 13.)
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................
8................... 96.0 NV................
9................... 95.0 TP................
10.................. 95.0 TP................
11.................. 95.0 TP................
12.................. 95.0 TP................
13.................. 95.0 TP................
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18.................. 95.0 NV................
------------------------------------------------------------------------
The agency has now considered candidate 3 in each of its earlier
selection decisions, that is, three times. The agency documents the
interview and the hiring manager's reason(s) to remove the candidate.
Candidate 3 is removed from consideration. At this point, the agency
may consider candidates 7, 8, or any of the veterans' preference
candidates. The agency selects candidate 8 for the fourth selection.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................ Removed--3
considerations.
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................
8................... 96.0 NV................ Selected.
9................... 95.0 TP................
10.................. 95.0 TP................
11.................. 95.0 TP................
12.................. 95.0 TP................
13.................. 95.0 TP................
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18.................. 95.0 NV................
------------------------------------------------------------------------
For the fifth selection, the agency may select candidate 7 or any
of the veterans' preference candidates. The agency selects candidate
12. The agency has also determined to eliminate candidate 10 on the
basis of the three consideration rule because three selections have
been made and candidate 10 was not chosen. The agency documents the
interview and the hiring manager's reason(s) to remove the candidate.
Candidate 10 is removed from consideration.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................ Removed--3
considerations.
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................
8................... 96.0 NV................ Selected.
9................... 95.0 TP................
10.................. 95.0 TP................ Removed--3
considerations.
11.................. 95.0 TP................
12.................. 95.0 TP................ Selected.
13.................. 95.0 TP................
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18.................. 95.0 NV................
------------------------------------------------------------------------
For the sixth selection, the agency may select candidate 7 or any
of the veterans' preference candidates. The agency selects candidate
13. The agency has determined that candidate 11 has been considered 3
times and documents the interview and the hiring manager's reason(s) to
remove the candidate. Candidate 11 is removed from consideration.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................ Removed--3
considerations.
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................
8................... 96.0 NV................ Selected.
9................... 95.0 TP................
10.................. 95.0 TP................ Removed--3
considerations.
11.................. 95.0 TP................ Removed--3
considerations.
12.................. 95.0 TP................ Selected.
13.................. 95.0 TP................ Selected.
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18.................. 95.0 NV................
------------------------------------------------------------------------
For the seventh selection, the agency may select candidate 7 or 9.
Candidates 14 to 18 are still not within reach as there is a higher
ranked veterans' preference candidate available. The agency selects
candidate 9. The agency has determined that candidate 7 has been
considered 3 times and documents the interview and the hiring manager's
reason(s) to remove the candidate. Candidate 7 is removed from
consideration. (It should be noted that non-preference candidates may
be non-selected at any time.)
[[Page 47064]]
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................ Removed--3
considerations.
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................ Removed--3
considerations.
8................... 96.0 NV................ Selected.
9................... 95.0 TP................ Selected.
10.................. 95.0 TP................ Removed--3
considerations.
11.................. 95.0 TP................ Removed--3
considerations.
12.................. 95.0 TP................ Selected.
13.................. 95.0 TP................ Selected.
14.................. 95.0 NV................
15.................. 95.0 NV................
16.................. 95.0 NV................
17.................. 95.0 NV................
18..................
------------------------------------------------------------------------
For selections eight and nine, the agency may select any of the
remaining candidates and selects candidate 15 and 17. Below is the
complete certificate of eligibles.
Certificate of Eligibles
------------------------------------------------------------------------
Candidate Score/VP Action
------------------------------------------------------------------------
1................... 98.0 CP................ Selected.
2................... 98.0 CPS............... Declined.
3................... 98.0 TP................ Removed--3
considerations.
4................... 98.0 TP................ Selected.
5................... 98.0 TP................ Selected.
6................... 96.0 TP................ Declined.
7................... 96.0 NV................ Removed--3
considerations.
8................... 96.0 NV................ Selected.
9................... 95.0 TP................ Selected.
10.................. 95.0 TP................ Removed--3
considerations.
11.................. 95.0 TP................ Removed--3
considerations.
12.................. 95.0 TP................ Selected.
13.................. 95.0 TP................ Selected.
14.................. 95.0 NV................ Non-selected.
15.................. 95.0 NV................ Selected.
16.................. 95.0 NV................ Non-selected.
17.................. 95.0 NV................ Selected.
18.................. 95.0 NV................ Non-selected.
------------------------------------------------------------------------
OPM welcomes the public's views on the impact this application of
the three consideration rule would have on agency hiring outcomes.
Supplemental Certification
Under competitive examining procedures, a supplemental certificate
may be issued when the original certificate results in fewer than three
eligible and available candidates per vacancy. Reasons why supplemental
certificates are needed often include: (1) the declination and failure
to respond rates are higher than anticipated; (2) additional vacancies
materialize in the office where the original certificate was sent; or
(3) a supervisor in another office (but still under the same appointing
officer) has an identical vacancy.
OPM proposes that, to allow for instances when a certificate of
eligibles issued under rule of many procedures results in fewer than
three eligible and available candidates per vacancy and the agency
needs to issue a supplemental certification, the agency must have
already decided how to expand the group of candidates for whichever of
the referral mechanisms used. This decision must be made before
announcing the vacancy and must be clearly documented in the examining
case file and available for reconstruction or third-party review. In
making this decision an agency may, for example, establish a standard
policy that the cut-off score used to establish the original
certificate of eligibles may be augmented by dropping down 10 points,
for example, from 95 to 85 points, as determined on a case-by-case
basis based on business necessity. Following are illustrations of how
this process might work.
1. A cut-off score based on the assessment(s) used, supported by
job analysis data. A supplemental cut-off score may be established for
instances when the original certificate is exhausted. For example, the
original cut-off score may be set at 95 and, if additional applicants
are needed after exhausting the certificate of eligibles, a cut-off
score of 90 will be used.
2. A cut-off score based on business necessity. A supplemental cut-
off score may be established for instances when the original
certificate is exhausted. For example, the original cut-off score may
be set at 98 and, if additional applicants are needed after exhausting
the certificate of eligibles, a cut-off score of 94 will be used.
3. A set number of the highest ranked eligible applicants. For
example, if the top 10 applicants are referred and then exhausted, the
next ranked 10 applicants may be referred.
4. A percentage of the highest ranked eligible applicants. For
example, if the top 10 percent are referred and then exhausted, then
the next 5 percent of top applicants may be referred.
The eligible candidates remaining on the original certificate
retain their higher order of placement on the expanded certificate and
candidates on the supplemental certificate are ranked below them. In
working the expanded certificate, i.e., the original and supplemental
certificates together, any preference eligible may be selected. A non-
preference eligibles may be selected only if there is no preference
eligible above them on the list. That is, a hiring manager may not
select a non-preference eligible when there is an equal or higher-
ranked preference eligible veteran(s) unless there are reasons for
passing over the preference eligible and the agency has complied with
the pass-over procedures at 5 U.S.C. 3318(c). Alternatively, as
previously described, the three consideration rule may be used to
remove an eligible candidate (to include preference eligibles) from the
certificate who has received three bona fide considerations.
OPM is proposing to amend 5 CFR 332.402 to include the provision
for issuing supplemental certification. Additionally, OPM will provide
these and other examples in the guidance it issues when this proposed
rule is implemented.
Category Rating
OPM notes that the NDAA added a provision at 5 U.S.C. 3319(c)(6)
(renumbered from (c)(7) and amended by the Act) to allow an agency to
use category rating procedures when issuing certificates from a
standing register. When an appointing officer has three times
considered and removed a preference eligible certified from a standing
register through pass-over procedures, certification of the preference
eligible may be discontinued. OPM will include this change in its
category rating guidance in the Delegated Examining Operations Handbook
(DEOH); however, no modifications to the regulations are needed as
Sec. 337.304 already directs that veterans' preference be applied as
prescribed in 5 U.S.C. 3319, which incorporates the recent amendment.
OPM is proposing to amend 5 CFR 337.304 to reflect the new numbering of
5 U.S.C. 3319(c)(6). Additionally, OPM is proposing to retitle part
337, subpart C--Category Rating to conform to the statute.
Excepted Service Selections
Appointments in the excepted service are made in the same manner
and under the same conditions required for the competitive service, as
required by 5 U.S.C. 3320. With the proposed elimination of the rule of
three, OPM is proposing to revise the procedures in 5 CFR part 302 to
remove the requirement to make selection from among the highest three
names available when using numerical scores and to add that agencies
may apply the methods identified by OPM for identifying the number of
applicants referred for selection. These methods (which are the same as
described above for filling positions in the competitive service) are:
[[Page 47065]]
1. The use of a cut-off score based on the assessment(s) used,
supported by job analysis data.
2. The use of a cut-off score based on business necessity; for
example, to keep the number of applicants manageable for costly or
labor-intensive assessments such as structured interviews.
3. A set number of candidates, for example, the top 10 applicants.
4. A percentage of the highest rated applicants; for example, the
top 10 percent will be referred for selection.
In selecting an appropriate mechanism, agencies should consider the
assessment(s) used, historical applicant data, current labor market
conditions, and other factors appropriate for the hiring action.
The NDAA also amended 5 U.S.C. 3320 to allow agencies to apply the
provisions of 5 U.S.C. 3319, category rating, when making excepted
service appointments in the same or similar manner as in the
competitive service. OPM is proposing to revise the procedures for
accepting, rating, and arranging applications in 5 CFR part 302 to
include the option of using the category rating procedures as outlined
in 5 U.S.C. 3319. Agencies are reminded that instructions for creating
quality categories and procedures for certification and selection under
category rating are provided in the DEOH available at www.opm.gov/deu.
Proposed Sec. 302.201(c) provides information on granting
veterans' preference when quality categories are used. When an agency
chooses to use quality categories, it must list qualified preference
eligibles ahead of non-preference eligibles within the same quality
category.
OPM is proposing to modify Sec. 302.302(a) to allow the use of
either numerical rating or category rating when evaluating candidates.
OPM is proposing to modify Sec. 302.302(b) to include procedures
for using category rating. For the convenience of the reader, the
existing process for numerical rating is listed as Sec. 302.302(b)(1)
and the procedures for using category rating are added as Sec.
302.302(b)(2). An agency will be required to predefine at least two
quality categories when using category rating.
OPM is proposing to modify the procedures for the maintenance of
employment lists in Sec. 302.303(d) by adding a new subparagraph Sec.
302.303(d)(3) to explain the order used to list preference eligibles
within each quality category. Within each quality category, preference
eligibles must be listed ahead of non-preference eligibles and may be
listed in preference or alphabetical order.
Proposed Sec. 302.304(b) includes procedures on the order of
consideration when quality categories are used. These procedures are
added as Sec. 302.304(b)(6). The procedures require an agency to first
consider candidates on the reemployment list, followed by candidates in
the highest quality category, with preference eligibles listed ahead of
non-preference eligibles, and then candidates in the next lower quality
category, with preference eligibles listed ahead of non-preference
eligibles.
Proposed Sec. 302.401 modifies the current provisions to include
procedures for the use of quality categories when making selections.
For the convenience of the reader, the procedures for making selections
from unranked lists are listed in Sec. 302.401(a)(1) and have been
revised to match processes used in the competitive service when
unranked lists are used. The procedures for using numerical lists are
in Sec. 302.401(a)(2) and OPM is proposing to modify them to allow the
agency to use an objective mechanism to define a sufficient number of
candidates to refer for selection. The procedures for making selections
using category rating are in Sec. 302.401(a)(3) and allow an agency to
select a candidate from the highest quality category as long as a non-
preference eligible is not selected ahead of a preference eligible (an
agency can select any preference eligible veteran in the highest
quality category).
Expected Impact of This Proposed Rule
OPM is proposing regulations to implement changes authorized by the
NDAA governing the selection of candidates from competitive lists of
eligibles. The NDAA eliminated the ``rule of three'' in numerical
rating and ranking, which required that, for each selection,
consideration was limited to the top three candidates on the ranked
certificate of eligibles. The NDAA, instead, authorizes agencies to
certify a ``sufficient number'' of names, not less than three, from the
top of the appropriate register, or list of eligibles, to be considered
for selection, using a cut-off score or other mechanism established by
OPM. The NDAA also affects how agencies make selections under 5 CFR
part 302 procedures for excepted service appointments.
This proposal is part of a larger OPM effort to improve the hiring
process by helping agencies make meaningful distinctions among
applicants in terms of their relative qualifications for the position
being filled, while at the same time expanding the range of candidates
from which a hiring manager may make a selection as compared to the
more restrictive rule of three (i.e., a hiring manager is not limited
to choosing from among only the three highest applicants).
OPM is proposing four mechanisms for agencies to use to determine a
``sufficient number'' of names to certify for consideration, and the
proposal includes provisions for using the three consideration rule in
numerical rating and ranking. The proposed rule does not change the
application of veteran's preference in competitive examining--veterans
are still granted preference points under numerical rating procedures
and continue to be entitled to selection preference over non-preference
eligibles with the same or lower numerical score unless the
requirements for passing over a preference eligible are satisfied.
The proposed rule also replaces ``rule of three'' procedures in
excepted service hiring and allows agencies instead to use one of the
same mechanisms described under competitive examining procedures to
determine a ``sufficient number'' of names to certify for
consideration. The NDAA also amended 5 U.S.C. 3320 to allow agencies to
apply 5 U.S.C. 3319, category rating, when making excepted service
appointments in the same or similar manner as in the competitive
service. OPM's proposal revises the procedures for accepting, rating,
and arranging applications in 5 CFR part 302 to include the option of
using the category rating procedures as outlined in 5 U.S.C. 3319.
Costs
This proposed rule, once finalized and in effect, will affect the
operations of over 80 Federal agencies--ranging from cabinet-level
departments to small independent agencies. OPM will provide guidance on
implementing this rulemaking in the form of frequently asked questions
and updates to the Delegated Examining Operations Handbook and
Delegated Examining Training. OPM estimates that this rulemaking will
require individuals employed by these agencies to modify policies and
procedures to implement the rulemaking and train human resources (HR)
practitioners and hiring managers on its use. For the purpose of this
cost analysis, the assumed average salary rate of Federal employees
performing this work will be the rate in 2023 for GS-14, step 5, from
the Washington, DC, locality pay table ($150,016 annual locality rate
and $71.88 hourly locality rate). We assume that the total dollar value
of labor, which includes wages, benefits, and
[[Page 47066]]
overhead, is equal to 200 percent of the wage rate, resulting in an
assumed labor cost of $143.76 per hour.
In order to comply with the regulatory changes in this Notice of
Proposed Rulemaking, affected agencies will need to review the rule and
update their policies and procedures. We estimate that, in the first
year following publication of the final rule, doing so will require an
average of 300 hours of work by employees with an average hourly cost
of $143.76. This work would result in estimated costs in that first
year of implementation of about $43,128 per agency, and about
$3,450,240 in total Governmentwide. Some agencies may incur additional
costs to ensure they have staff with the necessary assessment
measurement expertise to use these proposed procedures. Numerical
ranking is appropriate when a hiring agency needs to make finer, more
granular distinctions between applicants, i.e., an individual with a
score of 97 (out of a 100 possible points) is deemed more qualified
than an applicant with a score of 96 or lower. Therefore, using these
procedures will require assessment tools that make those meaningful
distinctions and measurement experts to understand their use to
establish appropriate cut-off scores. For the purpose of this cost
estimate, the assumed average salary rate of Federal employees
performing this work will be the rate in 2023 for GS-14, step 5, from
the Washington, DC, locality pay table ($150,016 annual locality rate).
We assume that the total dollar value of labor, which includes wages,
benefits, and overhead, is equal to 200 percent of the wage rate,
resulting in an assumed labor cost of $300,032 annually for those
agencies in this situation.
We do not believe this rulemaking will substantially increase the
ongoing administrative costs to agencies (including the administrative
costs of using these new procedures and training new staff) because the
rulemaking is replacing existing procedures and processes. OPM notes
that agencies may incur higher costs to develop or purchase more
rigorous assessments to use in determining cut-off scores under rule of
many procedures. Alternatively, agencies may experience cost savings by
identifying and selecting highly-qualified candidates more quickly
through expanded choices and may recognize cost savings by eliminating
the need to re-advertise and re-work hiring actions when selections
were not made.
Finally, we intend and expect that the provisions of this proposed
rule will operate independently and be treated as severable. If any
part or section of this proposed rule as finalized were invalidated by
a reviewing court, the remaining provisions of the rule will continue
to concern and effectuate the purpose of the rule, which is to
implement changes in the various procedures for selecting candidates
under delegated examining authorized by the NDAA for FY 2019.
Executive Order 12866
Executive Order 12866 directs agencies to assess all costs and
benefits of available regulatory alternatives and, if regulation is
necessary, to select regulatory approaches that maximize net benefits
(including potential economic, environmental, public health and safety
effects, distributive impacts, and equity). In accordance with the
provisions of Executive Order 12866, this rulemaking was reviewed by
the Office of Management and Budget as a significant rule.
Regulatory Flexibility Act
The Director of the Office of Personnel Management certifies that
this regulation will not have a significant impact on a substantial
number of small entities because it applies only to Federal agencies
and employees.
Federalism
We have examined this rulemaking in accordance with Executive Order
13132, Federalism, and have determined that this rulemaking will not
have any negative impact on the rights, roles and responsibilities of
State, local, or tribal governments.
Civil Justice Reform
This regulation meets the applicable standard set forth in
Executive Order 12988.
Unfunded Mandates Reform Act of 1995
This rulemaking will not result in the expenditure by State, local,
or tribal governments, in the aggregate, or by the private sector, of
more than $100 million or more in any year, and it will not
significantly or uniquely affect small governments. Therefore, no
actions were deemed necessary under the provisions of the Unfunded
Mandates Reform Act of 1995.
Paperwork Reduction Act of 1995 (44 U.S.C. 3501-3521)
This regulatory action will not impose any additional reporting or
recordkeeping requirements under the Paperwork Reduction Act.
List of Subjects in 5 CFR Parts 302, 332, and 337
Government employees.
U.S. Office of Personnel Management.
Kayyonne Marston,
Federal Register Liaison.
Accordingly, the Office of Personnel Management proposes to amend
title 5, Code of Federal Regulations, as follows:
PART 302--EMPLOYMENT IN THE EXCEPTED SERVICE
0
1. The authority citation for part 302 continues to read as follows:
Authority: 5 U.S.C. 1302, 3301, 3302, 8151, E.O. 10577 (3 CFR
1954-1958 Comp., p. 218); Sec. 302.105 also issued under 5 U.S.C.
1104, Pub. L. 95-454, sec. 3(5); Sec. 302.501 also issued under 5
U.S.C. 7701 et seq.
0
2. In Sec. 302.201, add paragraph (c) to read as follows:
Sec. 302.201 Persons entitled to veteran preference.
* * * * *
(c) When quality categories are used in the evaluation and
referral, the agency shall list preference eligibles under section
2108(3) of title 5, United States Code, ahead of non-preference
eligibles in accord with Sec. 302.304(b)(6).
0
3. In Sec. 302.302, revise paragraphs (a) and (b) to read as follows:
Sec. 302.302 Examination of applicants.
(a) Eligibility. An evaluation of the qualifications of applicants
for positions covered by this part may be conducted at any time before
an appointment is made. The evaluation may involve only determination
of eligibility or ineligibility or may include qualitative rating of
candidates. If the evaluation involves only basic eligibility,
candidates will not receive numerical scores or be placed in quality
categories and will be referred in accordance with the procedures
described in Sec. 302.304(b)(5). If qualitative ranking is desired,
numerical scores or placement in quality categories may be assigned in
accordance with paragraph (b) of this section. Each agency shall make a
part of the records the reasons for its decision to use ranked or
unranked referral and, for ranked actions, the rating factors used.
This information shall be made available to an applicant on his/her
request.
(b) Rating--(1) Numerical rating. Numerical scores will be assigned
on a scale of 100. Each applicant who meets the qualification
requirements for the position established under Sec. 302.202 will be
assigned a rating of 70 or more and will be eligible for appointment.
Candidates scoring 70 or more will
[[Page 47067]]
receive additional points for veteran preference as provided in Sec.
302.201. Numerical ratings are not required when all qualified
applicants will be offered immediate appointment. When there are an
excessive number of applicants, numerical ratings are required only for
a sufficient number of the highest qualified applicants to meet the
anticipated needs of the agency within a reasonable period of time. The
agency must, however, adopt procedures to ensure the consideration of
preference eligibles in the order in which they would have been
considered if all applicants had been assigned numerical ratings. An
agency shall furnish a notice of the rating assigned to an applicant on
his/her request.
(2) Category rating. In accordance with 5 CFR part 337, subpart C,
an agency must predefine at least two quality categories that reflect
the requirements to perform the job successfully and to distinguish
differences in the quality of candidates' job-related competencies/
knowledge, skills and abilities. An agency may not establish a ``not
qualified'' category. Only those found qualified will be placed in a
category. Quality categories must be established and defined by the
employing agency prior to accepting applications. Quality categories
are not required when all qualified applicants will be offered
immediate appointment.
* * * * *
0
4. In Sec. 302.303, add paragraph (d)(3) to read as follows:
Sec. 302.303 Maintenance of employment lists.
* * * * *
(d) * * *
(3) When candidates have been placed in quality categories under
Sec. 302.302(b). Within each quality category, preference eligibles
must be listed ahead of non-preference eligibles and may be listed in
preference or alphabetical order. Preference eligibles having a
compensable, service-connected disability of 10 percent or more
(designated as CPS or CP) are placed in the highest quality category
unless the list will be used to fill scientific or professional
positions at the GS-9 level or above, or equivalent.
0
5. In Sec. 302.304, revise paragraph (b) introductory text and add
paragraph (b)(6) as follows:
Sec. 302.304 Order of consideration.
* * * * *
(b) Consideration of other candidates. Except as provided in
paragraphs (b)(4), (b)(5) and (b)(6) of this section, an agency shall
consider applicants on the reemployment and regular employment list who
have been assigned eligible ratings for a given position in Order A,
Order B, or Order C, as described in paragraphs (b)(1) through (b)(3)
of this section. Order A must be used when the agency has not
established a reemployment list.
* * * * *
(6) Category rating. In accordance with 5 CFR part 337, subpart C,
qualified preference eligibles will be listed ahead of non-preference
eligibles within the same quality category in which they were assigned.
Qualified preference eligibles with a compensable service-connected
disability of 30-percent or more (CPS) and those with a compensable
service-connected disability of at least 10-percent but less than 30-
percent (CP) move from the category in which they would otherwise be
placed to the highest quality category (except for scientific or
professional positions at the GS-9 level or higher). Eligible
candidates are considered in the following order:
(i) Candidates on the reemployment list;
(ii) Candidates in the highest quality category with preference
eligibles listed ahead of non-preference eligibles; and
(iii) Candidates in each subsequent lower quality category with
preference eligibles listed ahead of non-preference eligibles.
0
6. In Sec. 302.401, revise paragraph (a) to read as follows:
Sec. 302.401 Selection and appointment.
(a) Selection--(1) Unranked lists. When making an appointment from
a priority reemployment, reemployment, or regular list on which
candidates have not received numerical scores, an agency must make its
selection from among the qualified preference eligibles, as long as at
least three candidates remain in that group. When fewer than three
preference eligibles remain, consideration may be expanded to include
the non-preference eligibles in accordance with paragraph (b) of this
section, passing over a preference applicant.
(2) Numerical lists. When making an appointment from a list on
which candidates have received numerical scores, an agency must use one
of the methodologies identified below to determine the number of
applicants referred for selection. A selecting official may select any
eligible candidate referred for selection. However, a selecting
official may not pass over a preference eligible to select a lower
standing non-preference eligible unless the agency has complied with
the pass-over procedures in paragraph (b) of this section. The
mechanism, or approach, used must be determined before soliciting for
applications and be made available to applicants upon their request.
The approach used must be clearly documented in the recruitment file
and available for reconstruction or third-party review. The agency may
determine, based on the position to be filled, which of the following
mechanisms will best meet the hiring needs of the agency and result in
at least three names for consideration for appointment in the order
provided in Sec. 302.304.
(i) The agency may establish a cut-off score based on the
assessment(s) used, supported by job analysis data;
(ii) The agency may use of a cut-off score based on business
necessity;
(iii) The agency may use a set number of the highest ranked
eligible applicants; or
(iv) The agency may use a set percentage of the highest ranked
eligible applicants.
In selecting an appropriate mechanism, agencies should consider the
assessment(s) used, historical applicant data, current labor market
conditions, and other factors appropriate for the hiring action.
(3) Category rating. When making appointments from a list on which
candidates have been placed in quality categories, in accordance with 5
CFR part 337, subpart C, an agency may select any eligible candidate(s)
in the highest quality category; except the selecting official may not
select a non-preference eligible over a preference eligible unless the
agency has complied with the pass-over procedures in paragraph (b) of
this section. If there are fewer than three candidates in the highest
quality category, the agency may combine (merge) the top two quality
categories and make selections from the newly merged category. The
newly merged category is the new highest quality category. Preference
eligibles must be listed ahead of non-preference eligibles in the newly
merged category.
(4) Conditions. Under any of the above selection methods, an agency
is not required to--
(i) Accord an applicant on its priority reemployment or
reemployment list the preference consideration required by Sec.
302.304 if the list on which the applicant's name appears does not
contain the names of at least three preference eligibles; or
(ii) Consider an applicant who has previously been considered three
times or a preference eligible if consideration of his/her name has
been discontinued for the position as provided in paragraph (b) of this
section.
[[Page 47068]]
PART 332--RECRUITMENT AND SELECTION THROUGH COMPETITIVE EXAMINATION
0
7. The authority citation for part 332 continues to read as follows:
Authority: 5 U.S.C. 1103, 1104, 1302, 2108, 3301, 3302, 3304,
3312, 3317, 3318, 3319; sec. 2(d), Pub. L. 114-137, 130 Stat. 310;
E.O. 10577, 19 FR 7521, 3 CFR, 1954-1958 Comp., p. 218.
0
8. Revise Sec. 332.402 to read as follows:
Sec. 332.402 Referring candidates for appointment.
OPM or a delegated examining unit (DEU) will use one of the
mechanisms identified below to refer a sufficient number of candidates
for consideration, in accordance with this section and the agency's
delegated examining policies.
(a) Agencies must establish a policy on the use of these
procedures.
(b) OPM or a DEU may determine, based on the position to be filled,
which of the following mechanisms will best meet the hiring needs of
the agency and result in at least three names for consideration.
(1) OPM or a DEU may establish a cut-off score based on the
assessment(s) used, supported by job analysis data;
(2) OPM or a DEU may establish a cut-off score based on business
necessity;
(3) OPM or a DEU may use a set number of the highest ranked
eligible applicants to certify; or
(4) OPM or a DEU may use a set percentage of the highest ranked
eligible applicants to certify.
(5) When using a set number of candidates or top percentage of
eligible applicants, all applicants with the same score and veterans'
preference category as the last candidate in the cut, will also be
referred.
(6) In selecting an appropriate mechanism, agencies should consider
the number of positions to be filled, the assessment(s) used,
historical applicant data, current labor market conditions, and other
factors appropriate for the hiring action.
(c) The mechanism, or approach, used must be determined before
announcing the vacancy and must be stated in the job opportunity
announcement.
(d) The approach used must be clearly documented in the examining
case file and available for reconstruction or third-party review.
(e) Hiring managers will receive sufficient names, when available,
to allow them to consider at least three candidates for each vacancy.
(f) In instances when a certificate of eligibles results in fewer
than three eligible and available candidates per vacancy and an agency
needs to issue a supplemental certification, OPM or a DEU must have
decided, before announcing the vacancy, how to expand the group of
candidates for whichever of the referral mechanisms used in accordance
with the guidance in the Delegated Examining Operations Handbook.
(g) OPM or a DEU will refer candidates for consideration by
simultaneously listing a candidate on all certificates for which the
candidate is interested, eligible, and within reach, except that, when
it is deemed in the interest of good administration and candidates have
been so notified, OPM or a DEU may choose to refer candidates for only
one vacancy at a time.
0
9. Revise Sec. 332.404 to read as follows:
Sec. 332.404 Order of selection from certificates.
A hiring manager, with sole regard to merit and fitness, shall
select any eligible candidate certified for appointment on a
certificate of eligibles, except the hiring manager may not pass over a
preference eligible to select a lower standing non-preference eligible
on the certificate unless the agency complies with pass over procedures
in accordance with Sec. 332.406.
0
10. Revise Sec. 332.405 to read as follows:
Sec. 332.405 Three considerations for appointment.
An appointing officer is not required to consider an eligible who
has been considered by one or more hiring managers for three separate
appointments from the same or different certificates for the same
position (i.e., the same title, series, and grade). In order to remove
a candidate from consideration, one or more hiring managers must have
made three valid selections and given bona fide consideration to the
candidate during this process.
(a) Bona fide consideration. To use this provision, a hiring
manager must consider the candidate's application material and
interview the candidate for the position. The interview must have been
of the same rigor and thoroughness as those conducted with other
candidates interviewed for the position.
(b) Documentation. The agency must document in the case file the
bona fide consideration a candidate received and its reason(s) for
removing the candidate from consideration, including a description of
why the candidate is not receiving additional consideration, such as
the candidate's lack of a specific skill(s) or attribute(s).
(c) Selection consideration. An agency may use the three
consideration provision to remove one candidate from further
consideration starting with the fourth selection, i.e., after three
valid selections have been made, and may remove one candidate for each
subsequent selection made from a certificate of eligibles as long as
bona fide consideration has been given and documented as required by
this section.
PART 337--EXAMINING SYSTEM
0
11. The authority citation for part 337 continues to read as follows:
Authority: 5 U.S.C. 1104(a), 1302, 2302, 3301, 3302, 3304, 3319,
5364; E.O. 10577, 3 CFR 1954-1958 Comp., p. 218; 33 FR 12423, Sept.
4, 1968; and 45 FR 18365, Mar. 21, 1980; 116 Stat. 2135, 2290; 117
Stat. 1392, 1665; and E.O. 13833.
0
12. Revise the heading to subpart C to read as follows:
Subpart C--Category Rating
0
13. Revise Sec. 337.304 to read as follows:
Sec. 337.304 Veterans' preference.
In this subpart:
(a) Veterans' preference must be applied as prescribed in 5 U.S.C.
3319(b) and (c)(6);
(b) Veterans' preference points as prescribed in Sec. 337.101 are
not applied in category rating; and
(c) Sections 3319(b) and 3319(c)(6) of title 5 U.S.C. constitute
veterans' preference requirements for purposes of 5 U.S.C.
2302(b)(11)(A) and (B).
[FR Doc. 2023-15374 Filed 7-20-23; 8:45 am]
BILLING CODE 6325-39-P