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Human Capital - Talent Acquisition Standards
Components of the Federal Integrated Business Framework
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Human Capital Procurement Grants Management Travel Financial Management Human Capital - Talent Acquisition Human  Capital - Talent Development Human  Capital - Employee Performance Management Human Capital - Compensation and Benefits   The Federal Integrated Business Framework is a model that enables the Federal government to better coordinate and document common business needs across agencies and focus on outcomes, data, processes and performance. It is the essential first step towards standards that will drive economies of scale and leverage the government’s buying power.

Human Resources Service Area Lead
Name: OPM, Human Resources Line of Business
Web: www.opm.gov/services-for-agencies/hr-line-of-business/
References:Human Capital Business Reference Model



Federal Business Lifecycle Business Capabilities Business Use Cases Standard Data Elements Performance Metrics
Federal Business Lifecycle - Talent Acquisition
Federal Business Lifecycles, service areas, functions, and activities serve as the basis for a common understanding of what services agencies need and solutions should offer.

Functions: Breakdown of a service area into categories of services provided to customers.

Activities: Within a function, processes that provide identifiable outputs/outcomes to customers are defined as activities.
Select from the list of available functions to view associated activities
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Business Capabilities - Talent Acquisition
Business Capabilities are the outcome-based business needs mapped to Federal government authoritative references, forms, and data standards.

Capability ID Function Activity Name Business Capability Statement
A2.R1 Talent Acquisition Management Recruitment Strategy Development Perform comprehensive literature review of current and previous agency strategies, plans, and documentation and other relevant external reports.
A2.R10 Talent Acquisition Management Recruitment Plan Development Identify sources that enable the agency to recruit qualified individuals to achieve a diverse and high quality workforce.
A2.R100 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) File Certificate of Investigation or other proof of acceptance under reciprocity in the Official Personnel Folder (OPF) and Electronic OPF.
A2.R101 New Hire In-Processing and Onboarding New Hire In-processing Process Personnel Action in accordance with the Office of Personnel Management Guide to Processing Personnel Actions.
A2.R102 New Hire In-Processing and Onboarding New Hire In-processing Collect and verify all selection materials and include in case file (e.g., official transcripts, SF-50, medical evaluation, relocation, etc.).
A2.R103 New Hire In-Processing and Onboarding New Hire In-processing Include temporary / permanent records in the Official Personnel Folder in accordance with the Guide to Personnel Record Keeping.
A2.R104 New Hire In-Processing and Onboarding New Hire In-processing Create and maintain Entry on Duty listing.
A2.R105 New Hire In-Processing and Onboarding New Hire In-processing Initiate new-hire paperwork, site, safety and administrative requirements, security access, and identification requests (e.g., badging, I-9 Verification, etc.).
A2.R106 New Hire In-Processing and Onboarding New Hire In-processing Audit the certificate to determine if the selection meets regulatory requirements. Document on the OA Certificate Audit Form.
A2.R107 New Hire In-Processing and Onboarding Onboarding Program Design and Management Design and implement onboarding program evaluations (e.g., onboarding satisfaction surveys, evaluation for program outcomes, etc.).
A2.R108 New Hire In-Processing and Onboarding Onboarding Program Design and Management Provide, maintain, and update onboarding guide(s), checklist(s), or SOPs.
A2.R109 New Hire In-Processing and Onboarding Onboarding Program Design and Management Provide pre-onboarding training and other defined tasks (e.g., connect sponsor with employee, provide agency welcome packet).
A2.R11 Talent Acquisition Management Recruitment Plan Development Establish a recruitment plan and sourcing activities that align with the recruitment strategy to attract and hire the best qualified candidates.
A2.R110 New Hire In-Processing and Onboarding Onboarding Program Design and Management Create and document agency onboarding objectives.
A2.R12 Talent Acquisition Management Recruitment Plan Development Establish a recruitment plan aligned with the recruitment strategy to attract and hire the best qualified candidates.
A2.R13 Talent Acquisition Management Recruitment Plan Development Offer options regarding recruitment methodology which address identified gaps in recruitment strategy.
A2.R14 Talent Acquisition Management Recruitment Plan Development Develop a project plan to implement recruitment activities.
A2.R15 Talent Acquisition Management Recruitment Plan Development Develop assessment methods to measure recruitment activities' effectiveness in accomplishing Talent Acquisition strategic goals and objectives.
A2.R16 Talent Acquisition Management Recruitment Plan Development Identify employer marketing and branding strategies and products.
A2.R17 Talent Acquisition Management Recruitment Plan Development Ensure plans identify opportunities for HR and Selecting Officials to collaborate.
A2.R18 Talent Acquisition Management Recruitment Plan Development Review recruitment plan against Collective Bargaining Agreements (CBAs), Service Level Agreements (SLA), and other agency policies and plans, as appropriate.
A2.R19 Talent Acquisition Management Position Classification Provide a comprehensive evaluation statement that includes the rationale for making the classification determination, citing appropriate classification standards.
A2.R2 Talent Acquisition Management Recruitment Strategy Development Analyze and document the talent acquisition needs of the agency.
A2.R20 Talent Acquisition Management Position Classification Identify and record any applicable job or position information required by OPM, agency procedures, or systems of record to document the classification.
A2.R21 Talent Acquisition Management Position Classification Provide consultation to HR practitioners and selecting officials on classification matters.
A2.R22 Talent Acquisition Management Position Classification Document classification, position determinations on the OF-8 or other acceptable form / format.
A2.R23 Talent Acquisition Management Job Analysis Conduct a job analysis that adheres to the Uniform Guidelines on Employee Selection Procedures, OPM regulations (e.g., 5 CFR § 300.103) and published guidance, and agency policies and procedures to identify the basic duties and responsibilities, KSAs required to perform the duties and responsibilities, and the factors that are important in evaluating candidates, based off of occupational literature and consultation between HC Practitioners, Selecting Officials, and/or subject matter experts (SMEs).
A2.R24 Talent Acquisition Management Job Analysis Document relevant weights of identified competencies and include competency source, (e.g., Subject Matter Expert, Bureau of Labor Statistics, Selecting Official).
A2.R25 Talent Acquisition Management Job Analysis Identify qualification to include specialized experience requirements.
A2.R26 Talent Acquisition Management Job Analysis Develop crediting plan and weights for assessment items.
A2.R27 Talent Acquisition Management Talent Acquisition Management Identify the appropriate assessment tool for evaluating candidates for the analyzed position in accordance with applicable laws, rules, regulations, policies and guidelines (e.g., Uniform Guidelines).
A2.R28 Talent Acquisition Management Job Analysis Document the results of the Job Analysis.
A2.R29 Talent Acquisition Management Assessment Tools Development and Evaluation Provide validity and reliability evidence for all assessment tools (e.g., cognitive ability, situational judgement tests, structured interviews) in accordance with the definitions described in the Uniformed Guidelines for Employee Selection Procedures.
A2.R3 Talent Acquisition Management Recruitment Strategy Development Document the current state, define the future state, and identify any barriers and gaps.
A2.R30 Talent Acquisition Management Assessment Tools Development and Evaluation Adjust or re-validate assessment tools to meet government-wide and / or agency-specific positions based on the requirements outlined in the applicable job analysis.
A2.R31 Talent Acquisition Management Assessment Tools Development and Evaluation Develop assessments according to criteria identified by the agency.
A2.R32 Talent Acquisition Management Assessment Tools Development and Evaluation Apply government-wide or agency-specific qualification standards and other requirements into assessment tools
A2.R33 Talent Acquisition Management Assessment Tools Development and Evaluation Implement a crediting plan that includes weighted scoring in assessment tools.
A2.R34 Talent Acquisition Management Assessment Tools Development and Evaluation Provide training, guidance, and standard operating procedures for the use of assessment tools, including the application of weights in scoring assessment results.
A2.R35 Talent Acquisition Management Assessment Tools Development and Evaluation Develop a methodology and produce documentation for the development of assessment tools, including validation and / or re-validation in accordance with the Uniform Guidelines for Employee Selection Procedures, 5 CFR 300.103 - Basic requirements, and OPM published guidance.
A2.R36 Talent Acquisition Management Talent Acquisition System Administration and Records Management Make Talent Acquisition records available only to appropriate parties, including those responsible for third party reviews, in accordance with applicable laws, rules, regulations, policies and guidelines.
A2.R37 Talent Acquisition Management Talent Acquisition System Administration and Records Management Receive, maintain, and secure application documentation ( e.g.,DD214, RIF notice, CTAP/ICTAP letter, and/or Notification of Personnel Action from previous federal employment within the case).
A2.R37 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Receive, maintain, and secure application documentation ( e.g.,DD214, RIF notice, CTAP/ICTAP letter, and/or Notification of Personnel Action from previous federal employment within the case).
A2.R38 Talent Acquisition Management Talent Acquisition System Administration and Records Management Generate standard and ad hoc reports.
A2.R38 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Generate standard and ad hoc reports.
A2.R39 Talent Acquisition Management Talent Acquisition System Administration and Records Management Enable a selecting official to input, modify, and store interview information onto certificate for Talent Acquisition record.
A2.R4 Talent Acquisition Management Recruitment Strategy Development Define and prioritize agency talent acquisition objectives.
A2.R40 Talent Acquisition Management Talent Acquisition System Administration and Records Management Manage and maintain the Talent Acquisition record in compliance applicable laws, rules, regulations, policies and guidelines.
A2.R41 Talent Acquisition Management Talent Acquisition System Administration and Records Management Provide user guide(s) for the management and maintenance of the system.
A2.R42 Talent Acquisition Management Talent Acquisition System Administration and Records Management Provide capability for third parties to audit case files from inception to closeout.
A2.R43 Talent Acquisition Management Talent Acquisition System Administration and Records Management Provide the capability to communicate with applicants and candidates.
A2.R43 Candidate Sourcing and Recruitment Job Announcement Management Provide the capability to communicate with applicants and candidates.
A2.R43 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Provide the capability to communicate with applicants and candidates.
A2.R43 Candidate Assessment and Selection Candidate Assessment Provide the capability to communicate with applicants and candidates.
A2.R44 Talen Acquisition Management Talent Acquisition System Administration and Records Management Ensure employee data remains private.
A2.R44 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Ensure employee data remains private.
A2.R45 Talent Acquisition Management Talent Acquisition System Administration and Records Management Ensure interoperable exchange of TA records between all required HRIT and non-HRIT systems.
A2.R45 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Ensure interoperable exchange of TA records between all required HRIT and non-HRIT systems.
A2.R46 Talent Acquisition Management Talent Acquisition System Administration and Records Management Comply with established government data standards.
A2.R46 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Comply with established government data standards.
A2.R47 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Establish an electronic Talent Acquisition record for each new open position and each applicant.
A2.R48 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Collect and report on race and national origin, gender/disability, and other demographic information about the applicant pool.
A2.R49 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Track and report the hiring process status of any applicant and job announcement.
A2.R5 Talent Acquisition Management Recruitment Strategy Development Identify alternative strategies to mitigate barriers and close gaps.
A2.R50 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Audit the certificate to determine if the selection meets regulatory requirements and document the audited certificates accordingly (e.g., audit trail).
A2.R51 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Search and analyze all types of Talent Acquisition data (including meta data).
A2.R52 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Establish the process to implement and track user audit trails (e.g., name, create time and date, and updates to time and date).
A2.R53 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Audit vacancy cases file as appropriate in accordance with the Delegated Examining Operations Handbook and 5 CFR 335.
A2.R54 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Create and manage vacancy cases files.
A2.R55 Talent Acquisition Management Talent Acquisition Data Capture, Transfer and Reporting Allow for applicants who are unable to apply online to complete an alternative application which can be imported to applicant tracking system and managed consistent with established protocols.
A2.R56 Candidate Sourcing and Recruitment Outreach and Recruitment Support the evaluation of recruitment activities including metrics.
A2.R57 Candidate Sourcing and Recruitment Outreach and Recruitment Establish multiple means to improve recruitment outreach through the development of a marketing plan and materials.
A2.R58 Candidate Sourcing and Recruitment Outreach and Recruitment Partner with external vendors (e.g. universities, professional associations, and head hunters) and participate in outreach activities.
A2.R59 Candidate Sourcing and Recruitment Outreach and Recruitment Identify sources of applicants who qualify for consideration for a position under special appointing authorities.
A2.R6 Talent Acquisition Management Recruitment Strategy Development Identify and prioritize mission critical positions.
A2.R60 Candidate Sourcing and Recruitment Outreach and Recruitment Promote the development of a diverse recruitment pool that reflects the general population.
A2.R61 Candidate Sourcing and Recruitment Outreach and Recruitment Notify the public of recruiting events.
A2.R62 Candidate Sourcing and Recruitment Outreach and Recruitment Plan and execute recruiting events that promote fair and open competition.
A2.R63 Candidate Sourcing and Recruitment Outreach and Recruitment Create and/or execute employer branding / marketing campaign.
A2.R64 Candidate Sourcing and Recruitment Job Announcement Management Validate that job announcements accurately reflect the job specifications identified in position description, job analysis, and qualification standards.
A2.R65 Candidate Sourcing and Recruitment Job Announcement Management Ensure job announcement data fields align with OPM Guide to Data Standards and the USAJOBS Staffing Integration Framework.
A2.R66 Candidate Sourcing and Recruitment Job Announcement Management Ensure Job Announcement content complies with all applicable laws, rules, regulations, policies and guidelines.
A2.R67 Candidate Sourcing and Recruitment Job Announcement Management Build, modify, approve, and post job announcements to OPM's USAJOBS.
A2.R68 Candidate Sourcing and Recruitment Job Announcement Management Clear Reemployment Priority List, Priority Placement Program (PPP), Career Transition Assistance Program, 10-point Veteran file, and other priority candidates in accordance with applicable laws, rules, regulations, policies and guidelines.
A2.R69 Candidate Sourcing and Recruitment Job Announcement Management Support multiple methods for documentation and application submission in accordance with applicable laws, rules, regulations, policies and guidelines.
A2.R7 Talent Acquisition Management Recruitment Strategy Development Identify key performance indicators / relevant measures and methodology for evaluating success.
A2.R70 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Enforce the prohibition of hiring relatives in accordance with 5 USC 3110.
A2.R71 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Adhere to the Merit System Principles in 5 USC 2301.
A2.R71 Candidate Assessment and Selection Candidate Assessment Adhere to the Merit System Principles in 5 USC 2301.
A2.R72 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Determine eligibility for Competitive Service appointments consistent with all applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R73 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Determine eligibility for Senior Executive Service appointments consistent with all applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R74 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Determine eligibility for Excepted Service appointments consistent with all applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R75 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Apply federal rules on veteran's preference in accordance with 5 CFR 211, 5 CFR 303, 5 CFR 307, OPM Veterans Guide for HR Professionals, and 5 USC 2108.
A2.R76 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Refer candidates who meet eligibility requirements into multiple referral lists based on hiring authorities and eligibilities.
A2.R77 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Allow noncompetitive eligibles to be referred either unranked or ranked in accordance with agency policy and procedures at any time during the recruitment, evaluation, and selection process.
A2.R78 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Apply OPM or agency-specific qualification standards for competitive and excepted positions.
A2.R79 Candidate Assessment and Selection Applicant Eligibility & Basic Qualification Review Apply Standard Operating Procedures (SOPs) for reviewing resumes and determining applicant eligibility.
A2.R8 Talent Acquisition Management Recruitment Strategy Development Establish tools to evaluate efficiency and efficacy of the recruitment strategy.
A2.R80 Candidate Assessment and Selection Candidate Assessment Screen candidate's eligibility and qualifications through assessment questionnaire.
A2.R81 Candidate Assessment and Selection Candidate Assessment Support the uniform application of medical qualification standards in accordance with 5 CFR 339.
A2.R82 Candidate Assessment and Selection Candidate Assessment Apply agency's candidate assessment tools in accordance with applicable laws, rules, regulations, policies and guidelines.
A2.R83 Candidate Assessment and Selection Candidate Assessment Place candidates in the appropriate pre-defined categories after determining that a referral candidate meets minimum qualifications for competitive positions and / or agency merit promotion plans.
A2.R84 Candidate Assessment and Selection Candidate Assessment Allow results of applicant assessments to be adjusted based on information included in the application.
A2.R85 Candidate Assessment and Selection Candidate Assessment Review resumes and assess candidates in accordance with applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R86 Candidate Assessment and Selection Candidate Assessment Audit the certificate of eligibles in accordance with the Delegated Examining Operations Handbook (DEOH).
A2.R87 Candidate Assessment and Selection Candidate Assessment Establish a written procedure for processing applicant requests for reconsideration of a rating.
A2.R88 Candidate Assessment and Selection Candidate Assessment Manage applicant requests for reconsideration of a rating.
A2.R89 New Hire In-Processing and Onboarding Employment Offer Extend a job offer to a selectee in accordance with statutes, regulations, policies, union contracts, and any other agreements or guidelines.
A2.R9 Talent Acquisition Management Recruitment Plan Development Ensure the recruitment plan promotes fair and open competition without regard to political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, handicapping condition, or other nonmerit grounds in accordance with applicable laws, rules, regulations, policies and guidelines.
A2.R90 New Hire In-Processing and Onboarding Employment Offer Facilitate the terms of the employment offer (e.g., salary, benefits, use of recruitment incentives).
A2.R91 New Hire In-Processing and Onboarding Employment Offer Initiate post tentative offer actions required by the position (e.g., drug testing, medical evaluation).
A2.R92 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) If unfavorable determination, coordinate with the selecting official, General Counsel, Labor Relations and Employee Relations to adjust or rescind offer in accordance with applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R92 New Hire In-Processing and Onboarding Employment Offer If unfavorable determination, coordinate with the selecting official, General Counsel, Labor Relations and Employee Relations to adjust or rescind offer in accordance with applicable laws, rules, regulations, policies and guidelines, and agency policy.
A2.R93 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Validate classification requirement for position sensitivity.
A2.R94 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Support the completion of SF-306.
A2.R95 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Support the completion of eQIP.
A2.R96 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Support the scheduling and completion of fingerprinting.
A2.R97 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Support ongoing communication and coordination between selectee and agency security officer.
A2.R97 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Support ongoing communication and coordination between selectee and agency security officer.
A2.R98 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Notification to hiring manager of results, options for hiring and documentation of hiring decision.
A2.R99 Applicant Screening, Reciprocity, and Investigation Request Suitability and Security Clearance Support (HR) Collaborate with Human Resources, Agency Security Office, and Legal Office regarding unfavorable determinations and debarments.
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Business Use Cases - Talent Acquisition
a set of agency “stories” that document the key activities, inputs, outputs, and other LOB intersections to describe how the Federal government operates.

To be developed.
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Standard Data Elements - Talent Acquisition
Identify the minimum data fields required to support the inputs and outputs noted in the use cases and capabilities.

To be developed.
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Performance Metrics - Talent Acquisition
Define how the government measures successful delivery of outcomes based on timeliness, efficiency, and accuracy targets.

To be developed.
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