Is there a way to set up a restriction on "new" or "refreshed" applications to every 6 months or something? Rather than the option to "reapply" with every new cut periods?
No. In USA Staffing, agencies can choose to allow or block reapplications, but you can’t limit them to a specific timeframe like every six months. If reapplications are allowed, applicants can reapply at any point while the announcement is open.
How would you go about posting an OCA without a USA Hire assessment? The assessment is not created.
USA Hire is a good option for many positions but may not be available for all positions. If you need to use a different assessment process, please follow your agency’s guidelines to make sure you’re meeting Merit Hiring Plan requirements. The USA Staffing Merit Hiring Plan (MHP) Resource Center page contains helpful system information and resources to support agencies implementing the Merit Hiring Plan in USA Staffing.
For the agency assessments used during hurdle 1 would the rating be used after the final closing of the announcement or during the cut-off dates?
By following the process outlined in this session, you can use USA Hire and have the applicant’s final rating determined while the announcement is still open, allowing certificates to be issued while the announcement is still open (e.g., at cut-off dates).
Does the Hurdle Cutpoint value automatically populate?
No, when using Multiple Hurdles, the HR user enters the Hurdle Score Cutpoint during the assessment package setup. This is based on your agency’s process, such as defining the best qualified group or deciding how many applicants move forward.
Where is the 100% rating configured?
In USA Staffing, the 100% rating would be configured on the Assessment Plan page, when selecting which assessments within Hurdle 1 are used for Rating.
How does dynamic window work with multiple hurdles? Does it only apply to H1?
Yes. The dynamic window controls how many days applicants have to complete their USA Hire assessment. Since USA Hire assessments can only be added to Hurdle 1 in USA Staffing, the dynamic window only applies to Hurdle 1.
Note: In Custom USA Hire workflows, hurdles can be set up between assessments within the battery. For help or additional info on those configurations, contact your USA Hire project manager or email USAHire@opm.gov.
Will we have access to the job analysis and technical reports for the Standard USA Hire Assessments?
Please reach out to us at USAHire@opm.gov to further discuss your needs.
If the applicant fails to complete the USA Hire assessment, will that count as a fail or incomplete and not count against the applicant?
If they miss their assessment deadline, they are rated ineligible (NOR code IOIM) for that vacancy. They may still apply and complete USA Hire for other vacancies.
For RA applicants, if the dynamic assessment window is reset, what does that look like?
If a reasonable accommodation applicant who was previously coded IORA reapplies, they go back to PA status and get a new deadline to complete the RA process. The new deadline is based on their reapplication date plus the number of days in the dynamic window (minimum of two days).
Hello, thanks for this information. Can you speak to the impact the USA Hire process has on applicants? We are concerned with the number of available applicants that will be eligible for referral. Our hiring goals are very high, should we expect to see a decrease of applicants who have completed this process.
On average, about 75% of applicants complete a USA Hire Standard Assessment. In FY26, that percentage has been increasing and is currently near 80%. USA Hire surveyed applicants who didn't complete their assessment. Applicants said they didn't complete for various reasons, such as it wasn't a higher grade, they didn't want to move to a different city, they didn't want to work for that agency, etc. This was after they had submitted their application. Completion rates are a factor to consider when determining if USA Hire as a good fit for your assessment strategy.
If an applicant recreates a new USAJOBs account with same email. How long will it take for the applicant to be eligible to reapply if they have a change on their resume (phone number or adding employer). Can the applicant reapply back into PA status?
If reapplications are not allowed and an applicant creates a new USAJOBS account to get around that restriction, the system will flag the original and new applications as duplicates for HR review. The duplicate application will appear in PA status, but if HR merges the applications and keeps the original, the secondary (duplicate) application will not be considered. The decision on which record to retain should be based on agency guidance and applied consistently.
In the event someone does create second account and applies twice, how is it determined which application to consider?
The agency decides whether to use the original application or the most recent one. Whatever approach is chosen should be applied consistently to all applicants for that vacancy.
If applicants are set with the ability to reapply and an applicant does not complete the USA Hire assessment and are screened out, can they reapply at the same grade level and get a new USA Hire window to complete the assessment?
No, reapplying at the same grade does not reset the USA Hire window unless the applicant becomes eligible for new rating combinations.
What would the USA Hire system message be in that situation?
If the applicant’s assessment window has already ended, their NOR code remains IOIM.
If an applicant applied to a GS‑07/09 announcement, and their USA Hire status shows “Partially Complete,” but they received IOIM at the GS-07 and ELTE at the GS-09, can they be referred at the grade level for which they received the ELTE?
Yes, assuming they met the qualifications, eligibility, and referral criteria (category rating, rule of many, etc.), they can and should be referred on the certificate for the grade level where they’re in ELTE status.
Can OCA be used for MP, Status, or DHA announcements?
Yes, open continuous announcements can be used for merit promotion, status, and direct hire authority announcements, following your agency’s guidelines.
In what scenarios would the “Not Applicable” status apply? Only if they self-screen out on Min Quals? Or if they have previously taken USAHIRE and failed it?
The “Not Applicable” USA Hire Status only applies when applicants screen themselves out based on their responses to the Assessment/Announcement Questionnaires. It does not apply to reuse of USA Hire scores.
If we have an open continuous announcement currently open how do you recommend we handle those?
If you currently have an open continuous announcement without USA Hire and want to add USA Hire, you’ll need to close the existing announcement and open a new one that includes USA Hire.
Did you say there is always a cut score with a DE announcement?
Correct. If it is a job series with a cut score (13 job series have cut scores), the cut score is always active for public announcements (DE). It's optional for status/merit promotion announcements.
How does rule of many or category rating come into play. I assume category rating doesn't apply. If you have dozens of applications can you pick anyone?
Normal referral procedures still apply. If the announcement is DE and uses category rating, certificates are issued by category. Under category rating, any veteran preference eligible in the highest category can be selected. If there are no veterans left in that category, any non-veteran in the highest category may be selected.
How do we deal with Veteran applications for open continuous announcements with the various cut-offs? Can we move forward with a Second Round of applications when there are Veterans on the First Round, for example?
Good questions, but they are outside the scope of this session. We recommend checking with your agency’s policy team, since the answer may depend on things like dual versus single certification and certificate expiration rules.
Why are applications sent to SMEs after the review is sent?
We recommend checking with your agency’s policy team, since this would be an agency specific process.
Are we still subject to DEU audit when using USA Hire for 100% of scoring?
We recommend checking with your agency’s policy team regarding audit criteria.