OPM conducts ongoing maintenance efforts to ensure content remains useful in differentiating applicants on the targeted competencies. Maintenance includes monthly reporting on usage, score distributions, test statistics, and other parameters. Content that is overexposed and/or no longer serving to differentiate applicants is either modified or retired. OPM also conducts competency reevaluation and/or remapping based on any new Governmentwide job analysis data that is collected.

Will there be additional standard USA Hire assessments developed for series and grade levels that do not currently exist? For example, GS-0301-14 non-supervisory positions.

We are consistently gathering feedback on potential areas where we could extend the coverage of USA Hire assessments. If you have a business need for a specific grade or series not currently covered, please contact your USA Staffing Account Manager and/or the USA Hire Program Management Office (usahire@opm.gov).

Can test takers use a calculator for the math assessment?

Yes, applicants can use a calculator, note paper, etc., to respond to questions.

Are there different forms (versions) of the assessments?

Whether there are different forms (versions) would be dependent upon the specific assessment being referenced. For example, some of the USA Hire Standard assessments use computer adaptive testing (CAT) technology which essentially delivers a unique and equivalent assessment to each applicant thus meeting the goal of using different assessment forms (versions).

Is there a min or max # of competencies per series and/or grade?

The number of competencies measured for a specific series or grade can vary. The Competency Lookup Tool identifies the competencies measured for each specific job series and grade.

When potential applicants are taking the practice assessments do they receive feedback on their answers/results?

No, the practice assessments don't include feedback on the applicants' answers, either for individual questions or at the end of the assessment.

Is there an option to take these in another language if English isn't their first language?

No, all USA Hire assessments are in English.

Do they take all portions of the test at one time, regardless of the job they are applying to, and then only the applicable portions are scored depending upon the job series they are applying for?

Applicants take the assessments that are aligned with measuring the competencies targeted for the series/grade. They do not take any assessments that are measuring competencies not targeted for the series to which they applied.

Are some/all portions of the standard batteries computer adaptive? If so, can a candidate’s test-taking time fluctuate depending on correct/incorrect responses?

Yes. Some of the assessments that are part of the USA Hire Standard batteries are computer adaptive. This can impact an applicant’s test-taking time. However, applicant test-taking time varies for all assessments, including static assessments, due to a variety of factors unrelated to the number of test items.

Could the amount of time to complete the assessment have a negative impact on the application process?

Feedback on USA Hire assessments consistently demonstrates that the assessments are considered user friendly by applicants and that applicants are satisfied with the assessment process. While not all applicants complete the assessments, these tools are an effective way to differentiate applicants (and the use of technical assessments is now required by the Chance to Compete Act and the Merit Hiring Plan).

For the Occupational Interaction Assessment (OIA), how does an applicant receive a "score?" Are there "fit profiles" for different job series?

The Occupational Interaction Assessment measures up to 11 different competencies to create an overall assessment score. The combination of competencies used to determine the OIA score for any given series/grade combination is based on the governmentwide job analysis data for that series/grade.

It sounds like [all applicants are assessed on all OIA competencies], then the only thing that is scored is what is relevant. Is that what Michael just said?

To clarify, this comment was in relation to the USA Hire Standard Occupational Interaction Assessment (OIA). This assessment measures 11 different competencies. Applicants complete the entire assessment, and their score is then based on the competencies required for the series/grade for which they are applying. If an applicant subsequently applies to a JOA for a different series/grade, their OIA score for that JOA is recalculated based on the required competencies.

What happens when someone is in the middle of an assessment and something [happens] so they didn't complete [the assessment].Are they able to come back later to complete the assessment? How does this affect timed assessments? Do they have to wait 1 year to take a new assessment for the above scenarios?

Applicants can exit and return to the assessment(s) if the overall assessment window defined by the JOA is still open and there is still assessment content to present. Applicants who need technical assistance may review the information on the USA Hire Applicant Help and submit a help desk ticket from this page.

Will pricing information be shared?

USA Hire Standard Assessments are based on the number of USA Staffing licenses purchased by your agency. For agencies with 19 or fewer USA Staffing Licenses, the FY26 cost for USA Hire is $10,000. For agencies with 20 or more USA Staffing Licenses, the cost is 10% of your USA Staffing agreement value. For additional pricing information on Premium or Custom Assessments, please reach out to USAHire@opm.gov.

Are all agencies required to use this [USA Hire]?

Agencies are not required to use USA Hire. USA Hire is an option for agencies to meet the assessment requirements of the Chance to Compete Act and The Merit Hiring Plan. The link below provides an overview of technical and alternative assessments that can be used to meet the assessment requirements and some of the assessments available on USA Hire to meet these requirements. https://chcoc.gov/sites/default/files/Merit%20Hiring%20Plan%205-29-2025%20FINAL.pdf

Do you collect and publish applicant feedback data?

USA Hire collects post-assessment survey data from applicants who choose to provide feedback after they've completed their USA Hire assessments. We periodically share aggregate feedback data in USA Hire Working Group meetings and agency briefings.

Can an applicant go back and change an answer or answer a skipped question (if possible to skip) if still within the test time?

A: The default setting for USA Hire assessments does not allow applicants to change a response once submitted or otherwise return to a question. All Standard and Premium assessments use this default setting.

Job Analysis Questions

Will there be additional guidance on how to link USA Hire assessment competencies to Job Analyses?

USA Hire assessments have been constructed for each individual series/grade based on governmentwide job analysis data for Standard and Premium assessment batteries. No additional job analysis is needed or required by an agency to use USA Hire for a covered series/grade. Agencies have a responsibility to have a local job analysis that identifies the basic duties and responsibilities; the KSAs/competencies required to perform the duties and responsibilities; and the factors important in evaluating candidates (5 CFR 300.103).

Are all [the competencies] measured regardless of what the JOA says? Or have these competencies been mapped to the specific occupations?

USA Hire Standard assessment batteries have been constructed for each individual series/grade based on Governmentwide job analysis data so competencies being measured are aligned with the job analysis data.

In the past when OPM has released competency models, the documentation has included language that says that the end user must still conduct a "local" job analysis. How/why do these assessments not require additional job analysis?

No additional job analysis is required because OPM has already gathered Governmentwide job analysis data demonstrating the criticality of the measured competencies for the targeted series/grade. USA Hire assessments were developed and validated to measure these critical competencies. If agencies want to measure additional competencies not covered by a USA Hire assessment battery, a local job analysis is required to support the use of the additional assessment(s).

Just to reiterate, so if we are using USA Hire, we do not need to complete a job analysis at all? It seems that when we get audited by OPM, they always check the file to see if our job analysis is present regardless of the assessment used.

Agencies have a responsibility to have a job analysis that identifies the basic duties and responsibilities; the KSAs/competencies required to perform the duties and responsibilities; and the factors important in evaluating candidates (5 CFR 300.103). OPM provides Governmentwide job analysis data for agencies to use to support the inclusion of USA Hire assessments as part of their USA Staffing assessment plans. It remains the agencies’ responsibility to provide job analysis support for any additional qualification requirements and/or assessments used (e.g., specialized technical experience, selective factors, SME Reviews, Panel Reviews, agency specific assessments, or structured interviews).

Multiple Hurdles/Multiple Assessments

Do all USA Hire Standard Assessments meet the intent of the 'multiple assessment' approach? So long as it is comprised of a Battery?

Almost all of the USA Hire Standard portfolio are batteries composed of multiple individual assessments and meet the multiple assessment goal. The USA Hire Competency Lookup Tool outlines which assessment batteries include multiple assessments by series/grade.

What role does OPM take in defending the assessments in the event of applicant challenges?

OPM will defend the measurement aspects of the assessments OPM has developed. OPM will also defend the use of the assessments, provided the agency uses the assessments per OPM guidance/requirements as provided in the USA Hire User Guide. USA Hire will work in collaboration with an agency concerning such challenges, since the agency is responsible for how the agency used the USA Hire assessments.

Realize that USA Hire Standard Assessments cannot currently be used for interdisciplinary vacancies. Our agency has a large volume of interdisciplinary positions, specifically interdisciplinary ones that encompass a large number of potential series (e.g., 8XX/Engineering fields) which prevents us from using USA Hire for those vacancies. Is USA Hire considering any other exceptions or workaround solutions for this in the future?

The challenge with using USA Hire Standard batteries with interdisciplinary JOAs is that the standard assessments are validated for use for specific series/grade combinations. The content and scoring/weighting for job 'A' may not be appropriate for job 'B' and vice-versa. To address this challenge, OPM is exploring the possibility of releasing a set of USA Hire Standard assessment batteries that can be used in instances when a battery does not exist for a specific series/grade combination. If this concept comes to fruition, it might also be applicable for interdisciplinary positions. In the meantime, a possible solution is a custom assessment designed to measure the shared competencies across the various disciplines aggregated within the JOA.

Are there additional validation requirements for assessments with cognitive components?

No, there are no additional validation requirements for agencies to use USA Hire assessment batteries for the occupational series and grade combinations for which they have been developed.

Score Reuse

Can they retake the assessments if they choose?

An applicant's assessment score is reused for one-year. The applicant will not be presented with the assessment a second time until the reuse period has ended.

So, they cannot show improvement for over 12 months?

Correct. While an applicant may demonstrate significant improvement in a technical competency in less than a 12-month time period, the same cannot be said about the general competencies that are measured in USA Hire Standard assessments. Studies indicate that proficiency in these competencies are highly stable over periods of time often exceeding a year or more. Applicants can retake most USA Hire assessments after 12 months. Some custom assessments have reuse policies that differ from the default. These custom assessments and the reuse requirements are managed by the agency.

Can you please go over how the scores are reused again? If someone doesn't make the cut score for a GS-0201-11 position for example, does that mean that they won't qualify for a GS-0201-11 for a 12-month period? Thank you.

In this example, applicants who did not meet the cut score will only be screened out when their scores are reused if the Cut Score setting is enabled in the new Vacancy’s Assessment Package. Cut Scores are always enabled for Delegated Examining (DE) vacancies and disabled by default for Merit Promotion (MP) vacancies. For example, an applicant applies to a GS-0201-11 announcement open through DE and doesn’t meet the cut score. The applicant is automatically rated ineligible for that announcement for not meeting the required minimum proficiency level on an assessment. The following month, the applicant applies to a GS-0201-11 announcement open through MP that doesn’t have cut scores enabled. Since the applicant completed the assessment, the applicant will have a rating and would be eligible for referral. For more information, please see the USA Hire User Guide.

If an applicant fails an assessment for GS-0201-9 position (no ladder) are they precluded from applying to GS-0201-9/11/12 positions (ladder position)?

Applicants are not precluded from applying to any vacancy announcement, regardless of their score reuse for prior USA Hire vacancies. USA Hire assessment results have no bearing on an applicant’s ability to apply to other posted vacancies. In this question’s scenario, the applicant could apply to a GS-0201-9/11/12 position. If the announcement used the same USA Hire assessment as the previous GS-0201-9 job announcement, including the cut score, the applicant’s assessment results would automatically be reused, and the applicant would not meet the minimum proficiency level for the GS-09.

If you take assessments and pass while working for one agency, will the scores apply across government when applying for other jobs across the government?

Yes, applicant scores "follow" them as they apply for other JOAs that use the same assessments. This reuse rule applies for 12 months.

Does this apply if they are applying for a different job series as well or just if they have completed and passed that specific assessment?

USA Hire assessment results “follow” applicants as they apply for other vacancies that use the same assessment. For example, if an applicant completes the USA Hire assessment for an HR Specialist (0201), GS-12 position and later applies to a Management and Program Analyst (0343), GS-12 position, the applicant’s previous assessment responses will be reused for the USA Hire assessments that the applicant completed when applying to the HR Specialist (0201) announcement. Those responses will then be re-rated according to the scoring criteria for the Management and Program Analyst (0343), GS-12.

If the time limit is reached for an assessment, is the applicant scored on the completed responses, or are they rated as incomplete?

The system will score incomplete assessments using responses submitted before the time limit. Unanswered questions will be scored as incorrect, receiving 0 points.

If the applicant doesn't start or complete all assessments in the battery, scores won't be sent to USA Staffing, and the applicant will receive an IOIM rating (failed to complete). Scores for completed assessments within the battery will still be reused, even if the whole battery is not complete. If the applicant doesn’t start an assessment within the assessment battery, they will be presented it the next time they apply to an announcement that uses that part of the assessment battery.

Reasonable Accommodation

Are the assessments neurodivergent friendly? Or offer alternative(s)?

There is a Reasonable Accommodation process for any individual who believes they may have a need for a Reasonable Accommodation.

Can you describe how reasonable accommodation works with USA Hire?

There is a process for applicants with a disability to identify they may need a Reasonable Accommodation, what specific need they are requesting, and any specific associated documentation to adjudicate the request. For additional information, please see the Reasonable Accommodation Overview on the USA Hire Agency Resource Center.

Are there reasonable accommodations for those who has had English as their second language?

No. The USA Hire reasonable accommodation process is only for candidates who have a documented disability.

Notifying Applicants of Results

After completing, does the applicant receive a copy of their responses?

In accordance with 5 CFR 300.201(a), the U.S. Office of Personnel Management does not provide detailed information on individual results, to include responses. This could compromise the objectivity and/or integrity of the testing process.

Are applicants notified when they do not pass an assessment? It is my understanding that applicants are not notified and that this has created a perpetual black hole in which candidates think they have moved forward in the hiring process when in fact they have not as a result of not passing the assessment. Is there a work around in the works?

Agency HR users are responsible for notifying candidates of their results and referral status based on completion of their USA Hire assessments and the HR qualification review. Currently, agencies will inform candidates of their assessment/application results using the Notice of Results and/or Notice of Referral functionality in USA Staffing. The level of detail included in those notifications is up to each agency to determine based on their notification templates, but typically only includes final rating/category assignment, rather than individual assessment scores.

The USA Staffing program office is exploring options to further automate this process in accordance with the Merit Hiring Plan requirements.

Early Career Talent Assessment

What is average time to complete the ECTA?

The estimated time to complete is 45 minutes based on pilot data. After the ECTA goes live, we will update this based on live applicant data.

Can the ECTA be accomplished without a job announcement?

The ECTA is only administered as part of an open job announcement.

Will the ECTA be included in USA Staffing or will this be an additional paid assessment tool?

Yes, the ECTA will be made available to agencies in USA Staffing as part of the USA Hire Standard batteries. It will replace the current standard assessments for the student trainee job series (xx99s).

How long do applicants' results remain on file and applicable to future applications? Do they have the opportunity to retake the assessment or are competencies assumed to be static?

Similar to all other Standard USA Hire assessments, the ECTA USA Hire scores are reused for one year.

How are the assessments tied to applicants? Is it by their email? Do they need to create an account to log into USA Hire?

Applicants are identified by their USAJOBS profile tied to their application in USA Staffing. Yes, applicants need to authenticate through USAJOBS/Login.gov with the same email account they used to apply to complete their USA Hire assessments.