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The following definitions clarify and standardize the terms used in the selection process:
- Requirements. The knowledge, skills, abilities, experiences, and physical and other conditions that pertain to a specific position or duty assignment. The following apply:
- Not all these requirements are appropriate for every position; only those requirements that an individual needs to successfully perform the duties of a position upon entry apply.
- Employees fully meet the physical requirements of a position if they are physically able to perform the essential functions of the position, with or without reasonable accommodation where appropriate, and without posing a direct threat of harm to themselves or others. (See Handbook EL–307, Reasonable Accommodation, An Interactive Process.)
- Qualifications. The knowledge, skills, abilities, experience, and physical and other conditions that pertain to the applicant or bidder. The following apply:
- Applicants and bidders must meet the requirements, which mean that they must possess the qualifications (e.g., the knowledge, skills, and abilities) that are required for the position.
- Bidders must demonstrate that they possess each of these qualifications at a level that is sufficient for satisfactory (as opposed to unsatisfactory) performance in the position.
- The timing for meeting the requirements for senior qualified positions is described in 727.5, Timing and Sequence of Evaluation.
- Special conditions. Conditions that apply only to nonbargaining positions. They describe the circumstances under which the work is performed. Being able to meet a special condition is essential to satisfactory performance at entry. Often conditions pertain to the applicant’s willingness to perform certain duties or tasks (e.g., willingness to travel frequently or to work irregular hours).
- Special requirements. Requirements that apply only to bargaining positions. These are stated as knowledge, skills, or abilities required for a specific job assignment. Special requirements may be added locally and used in addition to the qualification standard for the position.
- Qualification standard. The official document that identifies the requirements of a bargaining position that are needed at entry. Qualification standards do not necessarily contain a complete list of requirements for continued satisfactory performance in a specific position.
- Desirable qualification. Qualification that applies only to best qualified positions. It is a knowledge, skill, or ability that is not a mandatory requirement of a position, but one that would be beneficial in performing the duties of a specific job. (This applies only to best qualified positions.)
- Factors. A cluster of related knowledge, skills, and abilities evaluated as a single requirement. Factors apply only in postmaster selection.
- Job posting (bid posting). A posting for filling a senior qualified-bid bargaining position. A job-posting announcement contains one of the following:
- Job title and pay grade;
- Occupation code;
- Functional purpose;
- Job duties and responsibilities (description of the work); and
- Qualification standards.
- Vacancy announcement. An announcement for filling entrance positions, best qualified positions, or nonbargaining positions. A vacancy announcement contains one of the following:
- Job title and pay grade;
- Occupation code;
- Functional purpose;
- Job duties and responsibilities (description of the work); and
- Qualification standards.
Vacancy announcements do not necessarily contain a complete list of requirements for continued satisfactory performance in a position.
The philosophy underlying all selections is that a person placed into a position must be qualified — that is, must meet the requirements of the position. For senior qualified positions, selection is based on a determination of whether the senior bidder is qualified. For best qualified and nonbargaining positions, selection is based on a determination of who is best qualified based on total qualifications.
Reasonable accommodation for qualified applicants with disabilities can take many forms. (See Handbook EL-307, Reasonable Accommodation, An Interactive Process.) Accommodations that may be needed during the selection process include, but are not limited to providing the following:
- Written materials in accessible formats.
- Sign-language interpreters.
- Accessible locations for recruitment, interviews, performance examinations, and other components of the process.
- Equipment or devices that accommodate the applicant’s disability or have been modified to accommodate the applicant’s disability.
- Applications and employment questionnaires that have been adjusted or modified to accommodate the applicant’s disability.
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