The frequently asked questions below are intended to assist agencies and Human Resources (HR) users in gaining a better understanding of the Structured Resume Review functionality in the USA Staffing system (USAS).
If you have additional questions that are not addressed, please contact your USAS Account Manager.
1. Who can serve as a SME?
As outlined in the SME Evaluation Assessment Methods guide, SMEs are generally high-performing incumbents and/or supervisors who are highly knowledgeable about the work performed in the occupation at the target grade level. SMEs need to be at or above the grade level they are representing. It is critical that SMEs have first-hand knowledge of the technical/specialized experience required (i.e., at least one year (52 weeks, full-time) equivalent to the next lower grade level in the Federal service or comparable level of experience from outside the Federal service) to be successful in the occupation.
2. What does the SME do during the Structured Resume Review?
Structured Resume Reviews are designed only for SMEs to determine whether applicants possess the required specialized experience to successfully perform the job.
3. What uses of the Structured Resume Review feature are NOT appropriate for a SME?
- Determining if an applicant meets the Individual Occupational Requirements (IORs)/Basic Requirements for a position.
- Reviewing transcripts to determine if an applicant meets education requirements that can serve as a
substitution for specialized experience. - Determining if an applicant meets a selective placement factor that involves a certification, license, or other requirement that involves a review of supporting documentation other than a resume.
4. How many SMEs are technically needed?
To meet the requirements of EO 13932, 2 SMEs must agree an applicant possesses or does not possess each specialized experience statement. As a result, 3 SMEs are necessary so ties can be broken in the event the first 2 SMEs disagree on whether the applicant possesses any one of the specialized experience requirements (statements). A 4th SME (or more) is needed in the event an SME needs to recuse themself from the rating process. SMEs serving as raters are required to attend a training and calibration session.
However, the system is flexible and does provide a non-EO 13932 compliant option, which allows a single SME to perform a Resume Review using the SME Evaluation assessment.
5. Can we identify all SMEs from the start?
Yes. It is highly recommended that you identify all SMEs that will be involved in the process before the Review is sent so that the HR/assessment professional(s) can train and calibrate the SMEs that will be evaluating applicants as a group.
6. If you have a smaller agency and may only have one SME, what do we do?
If you only have one SME available, you can still use the feature, but you would not be able to utilize the EO Compliant version. You could also consider recruiting SMEs from another agency (and possibly share the certificate as appropriate).
7. For the Structured Resume Review process, is it correct that SMEs must receive OPM- specific training before acting in this role?
No. The OPM online Structured Resume Review training is designed to train experienced HR Professionals to lead and manage a Structured Resume Review process. HR Professionals (or agency assessment experts such as Personnel or I/O psychologists) completing the training would be the ones to train and calibrate the SMEs. This information, including resources, is covered in the online OPM Structured Resume Review course.
8. Don't HR Specialists, already carry out a minimum qualifications review? Why does the SME need to?
The Structured Resume Review is recommended for highly specialized or technical jobs for which SMEs are in a better position than HR professionals to interpret experience as described in applicants’ resumes and to determine if applicants meet the specialized experience requirements.
9. How are SME profiles built in USA Staffing?
SME profiles are Hiring Manager profiles. You may grant as much or as little access to other system areas as you see fit.
A typical setup would be to create a custom permission profile for the Hiring Manager user type, that has permissions to Requests, PDs, and Notes turned off. Hiring manager permissions for Reviews Assignments) are handled at the Review level, not in permission profiles.