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Special requirements must be related to the job, and must be justified to show that the particular requirement will enable applicants to perform critical job duties that they would otherwise be unable to do satisfactorily. Sufficient documentation must be available to show that special requirements are clearly job–related, and the documentation must be retained in the vacancy file.
Special requirements for bargaining positions should be written as knowledge, skill, or ability statements.
Examples of appropriate special requirements if justified for a particular position include:
- Knowledge of a language other than English.
- Knowledge of a particular computer programming language that cannot readily be acquired after selection.
Educational requirements, such as a bachelor’s degree, or length of experience, such as 6 months’ experience, are not appropriate as special requirements and must not be added locally. If education or experience requirements are listed on a qualification standard, they may not be modified. No tests may be added, except as allowed for typing requirements. Other examples of inappropriate special requirements include:
- A requirement that could readily be met by a brief initial period of orientation and familiarization in the assignment.
- A requirement that unduly restricts the number of eligible candidates or favors a particular candidate.
- A requirement not immediately essential to the position, such as one based on a possible future assignment, except in the case of a trainee position where ability and potential to advance to higher levels in the occupation are required.
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