Can a Selective Placement Factor be agency-specific?

Can a Selective Placement Factor be agency-specific?

• A. Yes, if it relates to internal processes
• B. No, it cannot require experience only obtainable in the Federal Government
• C. Yes, but only for veteran applicants
• D. No, it must be derived from general qualification standards

Answer: (B)

The correct answer highlights that a Selective Placement Factor cannot be designed in such a way that it requires experience specifically obtainable only within the Federal Government. This is rooted in the principle that selective placement factors should not unduly restrict the candidate pool and should ensure fair opportunity for all applicants, regardless of their previous employment context. Selective Placement Factors are intended to identify candidates who possess unique skills or qualifications relevant to the needs of a specific position. However, these factors must be broad enough to allow candidates from diverse backgrounds, including those from the private sector or other non-Federal employment, to qualify. Requiring experience exclusive to Federal Government jobs would limit the eligibility of otherwise qualified candidates, thereby negating the spirit of equitable competition and access inherent in merit-based hiring processes. The other options suggest various scenarios where agency-specific characteristics or requirements are made, which could lead to unfair advantages or barriers for applicants, undermining the intent of creating a diverse and competitive applicant pool.

The correct answer highlights that a Selective Placement Factor cannot be designed in such a way that it requires experience specifically obtainable only within the Federal Government. This is rooted in the principle that selective placement factors should not unduly restrict the candidate pool and should ensure fair opportunity for all applicants, regardless of their previous employment context.

Selective Placement Factors are intended to identify candidates who possess unique skills or qualifications relevant to the needs of a specific position. However, these factors must be broad enough to allow candidates from diverse backgrounds, including those from the private sector or other non-Federal employment, to qualify. Requiring experience exclusive to Federal Government jobs would limit the eligibility of otherwise qualified candidates, thereby negating the spirit of equitable competition and access inherent in merit-based hiring processes.

The other options suggest various scenarios where agency-specific characteristics or requirements are made, which could lead to unfair advantages or barriers for applicants, undermining the intent of creating a diverse and competitive applicant pool.