Competency Based Policy (NEW POLICY)
Overview
The U.S. Office of Personnel Management establishes position classification policy for Federal work. Position classification standards and functional guides define occupations, establish official position titles, and describe work levels across the General Schedule (GS) and Federal Wage System (FWS). The documents and resources below support agencies in determining the occupational series, official title, grade, and pay system for Federal positions.
The new Competency‑Based Classification Policy introduces a modernized approach that aligns with skills‑based hiring, validated competencies, and the evolving nature of Federal work.
Handbooks
- Handbook of Occupational Groups & Families
Definitions and descriptions for all white‑collar occupations. - Introduction to the Position Classification Standards
Detailed explanation of the GS classification system and its application. - The Classifier’s Handbook
Foundational guidance for classifying white‑collar work within the General Schedule. - Introduction to the Federal Wage System Job Grading Standards
Detailed explanation of the FWS classification system and its application.
Competency‑Based Classification Standards
This competency‑driven framework integrates general, technical, and emerging competencies directly into Federal classification standards. Competencies help identify the paramount knowledge requirements for positions, reinforce consistent grade‑level determinations, and support the Governmentwide transition to skills‑based hiring and assessment.
Purpose and scope of competency‑based classification
Competency‑based classification modernizes how agencies describe and evaluate Federal work by focusing on the actual capabilities required for successful job performance. This framework embeds up‑to‑date competencies into occupational structures to reflect evolving mission needs, technologies, and work environments. It provides a clearer, more consistent way to define work, differentiate levels of responsibility, and support fair and transparent classification decisions.
Relationship between classification, qualifications, and assessment policy
Competencies function as the shared foundation that connects classification, qualifications, and assessment.
- In classification, competencies define the level and nature of knowledge required, helping agencies determine the proper series and grade.
- In qualification policy, they establish minimum proficiency expectations for applicants.
- In assessment, they form the basis for evaluating candidates’ demonstrated behaviors, skills, and abilities through valid and job‑related tools.
This integration creates a unified talent management framework that is consistent with merit system principles and ensures agencies can identify, hire, and develop employees based on demonstrated capability rather than credentials alone.
Alignment between competencies, knowledge, skills, and abilities (KSAs) and the relationship to classification
Competencies translate the underlying knowledge, skills, and abilities (KSAs) needed for a job into observable, measurable indicators of performance. This alignment ensures that classification decisions reflect not only the technical subject‑matter knowledge required but also the behavioral expectations, problem‑solving demands, and interaction patterns inherent in the work.
By integrating competency models into classification agencies can more accurately describe the nature of work, differentiate grade levels, and distinguish between related occupations. This results in classification standards that are more consistent, current, and reflective of real‑world job performance requirements.
How competency‑based standards support workforce agility, modernization, and mission alignment
Competency‑based standards strengthen the Federal workforce’s ability to adapt and evolve. Because competencies can be updated more rapidly than traditional classification narratives, they allow agencies to keep pace with new technologies, shifting mission priorities, and emerging skill sets.
This framework:
- Promotes workforce agility, enabling agencies to realign roles as mission needs change.
- Supports modernization, including digital transformation and data‑driven operations.
- Enhances mission alignment, ensuring employees possess the competencies needed to meet strategic objectives and deliver high‑quality public service.
Overall, competency‑based classification enables a more resilient, capable, and future‑ready workforce.