HR 6967 RFS
‘‘(v) the term ‘technical assessment’ 
means an assessment developed under 
paragraph (2)(A)(i) that— 
‘‘(I) allows for the demonstration 
of job-related technical skills, abilities, 
and knowledge; 
‘‘(II)(aa) is based upon a job 
analysis; and 
‘‘(bb) is relevant to the position 
for which the assessment is developed; 
and 
‘‘(III) may include— 
‘‘(aa) a structured interview; 
‘‘(bb) a work-related exer-
cise; 
‘‘(cc) a custom or generic 
procedure used to measure an in-
dividual’s employment or career- 
related qualifications and inter-
ests; or 
‘‘(dd) another assessment 
that meets the criteria under 
subclauses (I) and (II). 
‘‘(2) TECHNICAL ASSESSMENTS.— 
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HR 6967 RFS
‘‘(A) IN
GENERAL.—For the purpose of 
conducting an examination for a position in the 
competitive service, an individual or individuals 
whom an agency determines to have an exper-
tise in the subject and job field of the position, 
as affirmed and audited by the Chief Human 
Capital Officer or Human Resources Director 
(as applicable) of that agency, may— 
‘‘(i) develop, in partnership with 
human resources employees of the exam-
ining agency, a position-specific assessment 
that is relevant to the position; and 
‘‘(ii) administer the assessment devel-
oped under clause (i) to— 
‘‘(I) determine whether an appli-
cant for the position has dem-
onstrated qualification for the posi-
tion; or 
‘‘(II) rank applicants for the po-
sition for category rating purposes 
under section 3319. 
‘‘(B) SHARING
AND
CUSTOMIZATION
OF 
ASSESSMENTS.— 
‘‘(i) SHARING.—An examining agency 
may share a technical assessment with an-
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other examining agency if each agency 
maintains appropriate control over exam-
ination material. 
‘‘(ii) CUSTOMIZATION.—An examining 
agency with which a technical assessment 
is shared under clause (i) may customize 
the assessment as appropriate, provided 
that the resulting assessment satisfies the 
requirements under part 300 of title 5, 
Code of Federal Regulations (or any suc-
cessor regulation). 
‘‘(iii) PLATFORM FOR SHARING AND 
CUSTOMIZATION.— 
‘‘(I) IN GENERAL.—The Director 
shall establish and operate an online 
platform on which examining agencies 
can share and customize technical as-
sessments under this subparagraph. 
‘‘(II) ONLINE
PLATFORM.—The 
Director shall— 
‘‘(aa) not be responsible for 
independently validating the util-
ity of the content and technical 
assessments shared in the online 
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platform described in subclause 
(I); and 
‘‘(bb) ensure that such on-
line platform includes the ability 
of its users to rate the utility of 
the content and technical assess-
ments shared in the online plat-
form to allow for a ranking of 
such contents. 
‘‘(3) REGULATIONS.—Not later than one year 
after the date of enactment of the Chance to Com-
pete Act of 2022, the Office of Personnel Manage-
ment shall prescribe regulations necessary for the 
administration of this subsection with respect to em-
ployees in each agency.’’. 
(2) ALTERNATIVE
RANKING
AND
SELECTION 
PROCEDURES.—Section 3319(a) of title 5, United 
States Code, is amended by adding at the end the 
following: ‘‘To be placed in a quality category under 
the preceding sentence, an applicant shall be re-
quired to have passed an examination in accordance 
with section 3304(b), subject to the exceptions in 
that section.’’. 
(3) TECHNICAL
AND
CONFORMING
AMEND-
MENT.—Section 3330a(a)(1)(B) of title 5, United 
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States Code, is amended by striking ‘‘section 
3304(f)(1)’’ and inserting ‘‘section 3304(g)(1)’’. 
(b) OPM REPORTING.— 
(1) PUBLIC ONLINE TOOL.— 
(A) IN GENERAL.—The Director of the Of-
fice of Personnel Management shall maintain 
and periodically update a publicly available on-
line tool that, with respect to each position in 
the competitive service for which an examining 
agency examined applicants during the applica-
ble period, includes— 
(i) the type of assessment used, such 
as— 
(I) a behavioral off-the-shelf as-
sessment; 
(II) a re´sume´ review conducted 
by a subject matter expert; 
(III) an interview conducted by a 
subject matter expert; 
(IV) a technical off-the-shelf as-
sessment; or 
(V) a cognitive ability test; 
(ii) whether or not the agency selected 
a candidate for the position; and 
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