OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

1

OSAC 2022-N-0009

Guide for Role Based 

Training in Facial 

Comparison

Facial Identification Subcommittee

Digital/Multimedia Scientific Area Committee

Organization of Scientific Area Committees (OSAC) for Forensic Science
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

2

Draft OSAC Proposed Standard

OSAC 2022-N-0009

Guide for Role Based Training in 

Facial Comparison

Prepared by 

Facial Identification Subcommittee

Version: 1.0

November 2021

Disclaimer:

This OSAC Proposed Standard was written by the (subcommittee) of the Organization of Scientific 

Area Committees (OSAC) for Forensic Science following a process that includes an open comment 

period. This Proposed Standard will be submitted to a standards developing organization and is 

subject to change.

There may be references in an OSAC Proposed Standard to other publications under development by 

OSAC. The information in the Proposed Standard, and underlying concepts and methodologies, may 

be used by the forensic-science community before the completion of such companion publications.

Any identification of commercial equipment, instruments, or materials in the Proposed Standard is not 

a recommendation or endorsement by the U.S. Government and does not imply that the equipment, 

instruments, or materials are necessarily the best available for the purpose.
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

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1 GUIDE FOR ROLE BASED TRAINING IN FACIAL COMPARISON

2

3 This guide is issued under the fixed designation X XXXX; the number immediately following the 

4 designation indicates the year of original adoption or, in the case of revision, the year of last 

5 revision. A number in parentheses indicates the year of last re-approval. A superscript epsilon () 

6 indicates an editorial change since the last revision or re-approval. 

7 1. Scope

8 1.1 This guide will provide recommendations for a role-based training to achieve 

9 competency in facial comparison tasks.

10

11 1.2 This guide does not purport to address the specific content of an agency’s training 

12 program but instead provides an overview of the structure of role-based training and levels of 

13 training. This document will not address the specific recommendations for role-based training, 

14 such as detailed topics or durations of supervised casework/mentorship programs.

15

16 1.3 The intended audience of this document is all personnel involved in facial 

17 comparison.

18 2. Terminology

19 See ASTM E2916-13 Standard Terminology for Digital and Multimedia Evidence 

20 Examination.

21 3. Summary of Practice

22 3.1 The consistent and reliable use of facial comparison methods and facial recognition 

23 technologies requires the appropriate training of personnel to competence. For a 

24 description of the different facial comparison roles, see Section 4.4. The level of training 

25 necessary to conduct facial comparison is dependent upon the source, quality, quantity, and 

26 complexity of the images that are being analyzed and the purpose of the analysis. Agencies 

27 may choose to provide additional training beyond what is recommended in this document.

28

29 3.2 Personnel who perform facial comparisons should be familiar with the capabilities 

30 and limitations of relevant tools, technologies, and methods. Those engaged in facial 

31 comparisons should be familiar with the procedures commonly followed. They should also 

32 be cognizant of, and adapt to, new developments. Additionally, trainers of those performing 

33 facial comparisons need advanced knowledge of these areas. In support of these goals, the 

34 following recommendations are offered to personnel engaged in this field: 

35

36 3.2.1 Undertake validated aptitude testing to gauge innate ability prior to employment 

37 and/or enrollment in a facial comparison training program, when available. When validated 

38 aptitude testing is not available, aptitude testing should still be conducted. Validated or 

39 non-validated aptitude testing should continue throughout training to evaluate the trainee's 

40 ongoing development. 

41

42 3.2.2 Adhere to a structured and documented training program for determining levels of 

43 competency.
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

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44

45 3.2.3 Undertake a period of supervised casework/mentorship. 

46

47 3.2.4 Maintain competency after training by pursuing applicable courses, undertaking 

48 scheduled proficiency/competency testing, maintaining awareness of the current standards, 

49 guidance and research relevant to facial comparison and participating in research when 

50 possible.

51

52 3.2.5 Where applicable, define and employ a quality management system.

53

54 3.2.6 Maintain awareness of legal developments relating to the use of facial comparisons. 

55

56 4. Significance and Use

57 4.1 There are three broad categories of facial comparison tasks: facial assessment, 

58 facial review and facial examination, and all may involve interface with a facial recognition 

59 system (FRS). The requirement for assessment, review or examination will be dependent 

60 upon an agency’s end-user requirement and the type and quantity of facial comparison 

61 cases. The level of training for staff undertaking each of the three tasks differs. In addition,

62 managers and support personnel of persons performing facial comparisons also need to be 

63 aware of the capabilities and limitations of specific tools, technologies, and methods. 

64

65 4.2 Facial assessment, review and examination are defined in the ASTM E2916-13 

66 Standard Terminology for Digital and Multimedia Evidence Examination.

67

68 4.3 Roles relevant to facial comparison include facial assessor, facial reviewer and 

69 facial examiner. Additional roles may include administrative duties, policy or case 

70 management. All relevant roles should be considered when developing a facial comparison 

71 training program.

72

73 4.4 Below is a list of the different roles in a facial comparison environment. These 

74 are not job titles, but instead roles describing the tasks an individual may perform. 

75 Depending upon the organization of an agency one individual may perform multiple roles. 

76 This list is not exhaustive and other agency specific roles may exist.

77

78 4.4.1 Facial Assessor: Performs a quick comparison of image-to-image or image-to79 person, typically with controlled images, carried out in screening and access control 

80 applications or field operations. Due to limitations such as time constraints, assessors 

81 perform the least rigorous of all of the facial comparison processes. For example, a person

82 at a port of entry or in the field using a mobile FR system to assist with an identity 

83 verification. 

84

85 4.4.2 Facial Reviewer: Performs a comparison of image(s)-to-image(s) generally

86 resulting from the adjudication of a candidate list generated by an FRS. The comparison 

87 results are often used in either investigative and operational leads or intelligence gathering 

88 applications. 

89
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

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90 4.4.3 Facial Examiner: performs a comparison of image(s)-to-image(s) using a rigorous 

91 morphological analysis, comparison, and evaluation of images for the purpose of effecting 

92 a conclusion, often used in a forensic application. 

93

94 4.4.4 Manager: Sets agency policies and/or makes budget decisions. 

95

96 4.4.5 Supervisor: Supervises and/or directs personnel engaged in the use of facial 

97 comparison methods, tools, and/or technologies. 

98

99 4.4.6 Collector: Obtains/captures source images to be used in facial comparisons. 

100

101 4.4.7 Technical reviewer: Performs quality assurance review of the work product of 

102 facial comparison. 

103

104 4.4.8 System administrator: Performs the system administration required to implement, 

105 maintain, and optimize the automated facial recognition program. 

106

107 4.4.9 Trainer: Provides instruction in facial comparison methods, tools, and/or 

108 technologies. Designs and implements competency and proficiency testing. Designs and 

109 implements aptitude testing when validated aptitude testing is not available. 

110

111 4.5 Education Requirements: In addition to an agency's own training and testing 

112 programs the following may be desirable for facial examiners.

113

114 4.5.1 Facial Examiners: Agencies should consider recruiting facial examiners with a 

115 minimum undergraduate degree or equivalent qualification, preferably in a relevant 

116 scientific or technical subject such as human anatomy or imaging science, or, individuals 

117 with substantial relevant work experience.

118

119 4.6 Categories of Training: A facial comparison training program can be broadly 

120 defined as consisting of the following five categories. The specific content for each of these 

121 categories will be dependent upon the role and the requirements of an individual agency, 

122 but a high degree of consistency should exist between different agencies. 

123

124 4.6.1 Introductory overview: The comprehension of the basics of facial comparison. 

125

126 4.6.2 Skills and abilities: The ability to use applicable facial comparison tools, methods, 

127 and technologies.

128

129 4.6.3 Knowledge of processes: The ability to select and apply the appropriate

130 information, skills and techniques for a given examination, from receipt of evidence 

131 through to completion of the report and presentation at court when required. 

132
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

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133 4.6.4 Court preparation and presentation: The ability to prepare and review accurate and 

134 reliable facial comparison evidence and/or present reliable facial comparison testimony in 

135 court. 

136

137 4.6.5 Instruction: The ability to instruct others in applicable areas of facial comparison 

138 processes. 

139

140 4.7 The level of assessment for each of the above categories will be dependent upon an 

141 individual’s role and type of task being performed. The levels of assessment for a facial 

142 comparison training program can be defined as follows:

143

144 4.7.1 Awareness: General acquaintance with the relevant major elements of a given 

145 method or technology to include specific capabilities and limitations.

146

147 4.7.2 Competency: Demonstration that an individual has acquired and demonstrated 

148 specialized knowledge, skills, and abilities necessary to conduct examinations in a 

149 discipline or category of testing prior to performing independent casework.

150

151 4.7.3 Proficiency: The ongoing evaluation and assessment of obtained competency, for 

152 example by proficiency testing (ref ASTM glossary 2916).

153

154
OSAC 2022-N-0009 Guide for Role Based 

Training in Facial Comparison

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155 5. Minimum Training Recommendations

156

157 5.1 Table 1 shows the level of assessment recommended for each role in the defined 

158 categories of training. This table should be considered the minimum requirements for a 

159 facial comparison training program.

160

161 Table 1 - Matrix of minimum training recommendations for roles being performed

162

163 AW – Awareness C – Competency P – Proficiency N/A – Not Applicable

Introductory

Overview

Skills and

Abilities

Knowledge of 

Processes

Court

Presentation

Instruction

Manager AW AW AW AW N/A

Supervisor C AW AW AW AW

Collector AW P C AW N/A

Facial Assessor 

(non-FR user)

AW AW AW AW N/A

Facial Assessor 

(FR user)

C C C AW N/A

Facial

reviewer

P P P C N/A

Facial

examiner

P P P P N/A

Technical

reviewer

P P P P N/A

System

administrator

AW AW AW N/A N/A

*Trainer P P P P P

164 *A trainer needs to be proficient at the role they are instructing.

165

166 6. Keywords

167 Training, Facial Identification, Facial Comparison, Proficiency Test