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.
Can I use the SME Evaluation assessment type with multiple grades?
No. The SME Evaluation assessment type cannot be used in vacancies that have multiple grades, multiple series, or multiple specialties.
Can a Structured Resume Review be used for an open continuous announcement (OCA) where applicants can continually update their applications? If yes, how does the system identify previously reviewed applicants?
Yes, you can use a Structured Resume Review for OCAs. When a vacancy is marked as a standing register, the internal contact for the vacancy will receive a system alert that an applicant has updated their application for that announcement. Any overrides and toggles will be removed, and the applicant will appear as if they are in need of a new HR review.
Can a Structured Resume Review be used for SES positions?
In its current form, the Structured Resume Review is not recommended for SES positions. As we evaluate SME Evaluation functionality enhancements, we will consider how it may be used for SES positions in coordination with OPM’s policy office.
Is an I/O psychologist required to carry out a Structured Resume Review?
No, OPM offers a self-paced online training designed to provide experienced HR professionals with the knowledge required to successfully manage a Structured Resume Review process. To meet compliance with EO 13932, the Structured Resume Review must be executed in accordance with OPM guidance as described in the online training.
How does the Structured Resume Review handle cases where the applicant can qualify based on education?
Structured Resume Review is generally recommended only for positions for which there is no education substitution (i.e., highly specialized or technical jobs for which SMEs are in a better position than HR professionals to interpret experience; the applicant can qualify based on specialized experience only). If the Structured Resume Review process is used for a position for which applicants can qualify based on education or experience, HR must review for education and SMEs will review for specialized experience.
What differences occur when you add the Structured Resume Review to hurdle 1 versus hurdle 2?
The basic functionality remains the same whether the SME Evaluation is in Hurdle 1 or Hurdle 2. Whether a user adds it in Hurdle 1 or 2 is dependent on whether they want to take all applicants through the Structured Resume Review assessment (in which case they would add it in Hurdle 1), or if they need to limit the number of applicants for this assessment based on a business necessity rationale (e.g., number of applicants that can be accommodated based on agency resources such as SME availability), in which case they would want to use it in Hurdle 2 with a Hurdle Score Cutpoint. Either way, having both an Assessment Questionnaire and a Structured Resume Review (EO Compliant) assessment in the Assessment Plan will count as meeting the EO 13932 requirement that applicants must complete one or more assessments that do not rely solely on their self-evaluation. If using USA Hire, the Structured Resume Review needs to be added as Hurdle 2, as USA Hire and SME Evaluation assessments cannot be in the same hurdle.
Would it be appropriate to add a cutpoint to Hurdle 1 so not ALL applicants are sent to SMEs?
Yes, adding a cutpoint to Hurdle 1, with the Structured Resume Review in Hurdle 2, would be a reasonable way to manage the number of applicants going to the Structured Resume Review.
If an Assessment Questionnaire (AQ) has a passing score and the Structured Resume Review is included in Hurdle 1, would only those meeting the AQ passing score go to the Structured Resume Review?
Yes, only applicants who meet the passing score on the AQ would be in PA status and eligible to move to the Structured Resume Review.
How would you set up the assessment for a position requiring applicants to possess at least two of the four listed specialized experience requirements?
The Customer Sprint Review demonstration recording dated April 6, 2023, shows setting up an assessment with separate SME Evaluation Items (screen-outs) for each specialized experience requirement (statement), which means that the applicant must possess all of them to be qualified. The existing functionality also supports a set up where two or more specialized experience requirements are linked together under the same SME Evaluation Item (screen-out criteria), which would allow you to indicate that the applicant is qualified if their resume reflects at least one of the linked specialized experience requirements. However, it does not support setup of “at least two of the four” or other similar values, currently.
As a result, to accomplish what you desire, you must combine the specialized experience requirements (statements) into one SME Evaluation Item which requires SMEs to determine if the applicant “possessed 2 or more of the following specialized experience requirements.”
Can this assessment type be added after a vacancy closes or only before the JOA is announced?
This assessment type must be included in your Assessment Package prior to the announcement being released to USAJOBS.
Is the Structured Resume Review performed before HR issues a Certificate of Eligibles or is it performed on those who HR placed on a certificate?
The SME Evaluation/Structured Resume Review assessment is part of a multiple hurdle strategy within the Assessment Package of a Vacancy; therefore, it is performed prior to HR issuing certificates.
Would veterans who float be put through this process if they meet minimum qualifications?
Assuming a veteran has not self-eliminated from consideration (through minimum qualifications, selective placement factors, and/or eligibility questions, etc.), if your vacancy announcement requires the application of veterans’ preference, you will need to apply veterans’ preference throughout the multiple hurdles process. The veterans’ preference settings can be found in the Hurdle Settings section on the Settings page of the Assessment Package or the Assessment Package Template. For more information, reference the Multiple Hurdle Guide on the Resource Center.
Are the applicants’ resumes redacted?
Resumes are not redacted. Due to the variety of document formats and structures, as well as the variety of potential information that would need to be redacted, it is not possible to automate redaction with any reliability or high level of confidence.
HR may download the resumes from USA Staffing, redact the appropriate information, and upload the resumes back into the applicant record. By marking the redacted document as the ‘Resume’ document type and HM Viewable, only the redacted resumes will be displayed to the SMEs.
How does the system know which resume document to display in this area for the SME to review if multiple resumes are associated with an applicant?
The system will display the latest submitted document identified with the 'Resume' document type and set as HM Viewable.