What is an assessment passing score?
An assessment passing score is a minimum score an applicant must obtain on an Assessment Questionnaire (also referred to as an occupational questionnaire) or a Manual Assessment to be eligible to proceed in the hiring process. A passing score is based on the minimum required level of proficiency on competencies required for success in the target position. Setting a passing score based on the minimum required level of proficiency, is not the same as determining that only a certain number of applicants can proceed due to administrative reasons such as cost, time, or rater burden (sometimes referred to as a business necessity strategy).
How does an assessment passing score differ from a category rating or competitive merit promotion referral cutpoint?
An assessment passing score is based on the minimum requirements for the position whereby only applicants considered ‘minimally proficient’ in the critical competencies being assessed proceed in the hiring process.
On the other hand, category rating or competitive merit promotion referral criteria (e.g., 90 and above) are used to identify those applicants who are best qualified. That is, an applicant may be minimally proficient regardless of whether they place within the highest quality category or meet competitive merit promotion referral criteria.
An assessment passing score is applied before any cutpoints for category rating or for competitive merit promotion are applied. In addition, the assessment passing score is based on the raw score, not the transmuted (70-100) score. Applicants who fail to meet the assessment passing score do not receive a transmuted score; they are rated ineligible for further consideration. Applicants who score at or above the assessment passing score receive a transmuted rating between 70 and 100.
Lastly, establishing a passing score based on minimum proficiency is a very different process than establishing category rating or competitive merit promotion referral criteria. Category or competitive merit promotion cutpoints are typically established by agency policy (e.g., category rating or merit promotion policy), while passing scores are specific to the assessment used to rate applicants for a particular position.
Why use an assessment passing score?
Applying a passing score on the assessment can help to ensure that applicants who are referred to hiring managers have the minimum required level of proficiency in competencies required for success in the target position. Using an assessment passing score also can help to reduce the number of applicants and therefore the resources (e.g., time, funds) needed for later assessments. All applicants who do not demonstrate the minimum level of proficiency in the required competencies for a specific job series and grade are screened out from further consideration and do not proceed to subsequent stages of the hiring process.
Under what conditions is it most helpful or appropriate to establish an assessment passing score?
Agencies will want to consider whether an assessment passing score may be useful for a particular position or series/grade based on a strategic discussion between stakeholders such as hiring organizations/managers, HR representatives, and assessment professionals. Use of an assessment passing score is most helpful in situations where you are: (a) filling positions that require a minimum level of proficiency on critical competencies; (b) looking to pare down a large anticipated applicant pool based on minimum level of proficiency on key, critical competencies; (c) expecting a wide variation of proficiency in the applicant pool; (d) filling positions that have a history of attracting candidates who do not meet job requirements; and/or (e) announcing the same position repeatedly due to the volume of those vacancies/positions within the agency.
How do I determine an assessment passing score?
An assessment passing score can be established through a rigorous process involving job experts (subject matter experts) and assessment experts (e.g., Industrial and Organizational (I/O) psychologists). The process involves identification of the minimum level of proficiency for required competencies for a specific position or job series and grade, and the minimum score necessary on the items/rating criteria to demonstrate the minimum required proficiency. General steps include:
- Determining if a passing score may be useful for a particular series/grade based on a strategic discussion,
- Establishing rigorous methodology in consultation with I/O psychologists/assessment experts and legal counsel,
- Identifying data available that could inform the passing score setting process,
- Identifying subject matter experts who have first-hand knowledge of what is required to be successful in the position to participate in the passing score setting process,
- Carrying out the passing score setting process with a trained facilitator,
- Documenting the process, and
- Evaluating the results associated with using a given passing score on an ongoing basis.
At what level (i.e., vacancy, occupational series, agency) are assessment passing scores applied?
Assessment passing scores are applied at the vacancy level in the USA Staffing system. That said, agencies can develop an Assessment Package Template that includes the given AQ or Manual Assessment and relevant passing score for use across similar vacancies (i.e., multiple or repeat announcements of the same position).
If my agency uses an assessment with a passing score for a position that is posted frequently, should we use the same passing score on all announcements?
If the position is the same series and grade, has the same job requirements, and uses the same assessment, it is recommended that you use a consistent passing score across all announcements.
What is the Agency’s level of responsibility?
Agencies opting to use the assessment passing score feature assume the responsibility for that assessment and the specific passing score that is used. Setting a valid and legally defensible passing score should be done in consultation with assessment experts (e.g., I/O psychologists). Agencies may wish to consult their policy experts and legal counsel to determine if using a passing score would be appropriate, and if so, for which types of recruitments. We also recommend agencies establish guidelines and procedures for establishing and documenting passing scores to ensure consistency and legal defensibility.
What type of documentation is required to support use of an assessment passing score?
Agencies need documentation that is consistent with professional and legal guidelines for setting passing scores (also referred to as cut scores). Further information about documentation requirements can be found in:
- Uniform Employee Selection Guidelines on Employee Selection Procedures
- The Standards for Educational and Psychological Testing
- Principles for the Validation and Use of Personnel Selection Procedures
Is there an additional cost associated with use of the assessment passing score functionality?
No. There is no additional cost for using the assessment passing score functionality. All enhancements to the USA Staffing system are included in your annual USA Staffing license cost.
Are there OPM I/O psychologists available to assist with the development and implementation of assessment passing scores?
If you are interested in I/O psychologist support from OPM HR Solutions (on a reimbursable basis), please contact your USA Staffing Account Manager.
What information is available to assist during conversations with hiring managers regarding JOAs using assessment passing scores?
These FAQs serve as the primary resource for assessment passing scores. We encourage HR users to use the responses provided in these FAQs to address hiring manager questions.
Is the passing score functionality visible to all users? Is there an option to not display this functionality?
The ability to use the assessment passing score functionality is permissioned using the Apply Passing Score to Assessments permission, so Office Administrators are able to determine which users can enable the Passing Score setting or set/modify the Passing Score Criteria. However, the setting itself as well as the Passing Score Criteria page will be visible to any users who have access to view or create/edit Assessment Questionnaires and/or Manual Assessments.
How do assessment passing scores affect the way an agency handles veterans’ preference?
Current veterans’ preference policies remain in effect. Veterans who score at or above the assessment passing score are considered eligible for further consideration for the position, and those who do not are rated ineligible. Veterans’ preference is applied to eligible applicants once all required assessments are completed and an applicant’s final score is calculated.
Do all applicants, including CP/CPS veterans, need to meet the assessment passing score to be eligible?
Yes. When using an assessment passing score, that passing score becomes part of the minimum requirements for the position. Applicants who do not meet the passing score have not demonstrated the minimum level of proficiency in the required competencies for the position/specific job series and grade, and are therefore screened out from further consideration.