§ 300.103 Basic requirements

5 CFR 300.103(a)(a) Job analysis. Each employment practice of the Federal Government generally, and of individual agencies, shall be based on a job analysis to identify:

5 CFR 300.103(a)(1)(1) The basic duties and responsibilities;

5 CFR 300.103(a)(2)(2) The knowledges, skills, and abilities required to perform the duties and responsibilities; and

5 CFR 300.103(a)(3)(3) The factors that are important in evaluating candidates. The job analysis may cover a single position or group of positions, or an occupation or group of occupations, having common characteristics.

5 CFR 300.103(b)(b) Relevance.

5 CFR 300.103(b)(1)(1) There shall be a rational relationship between performance in the position to be filled (or in the target position in the case of an entry position) and the employment practice used. The demonstration of rational relationship shall include a showing that the employment practice was professionally developed. A minimum educational requirement may not be established except as authorized under section 3308 of title 5, United States Code.

5 CFR 300.103(b)(2)(2) In the case of an entry position the required relevance may be based upon the target position when—

5 CFR 300.103(b)(2)(i)(i) The entry position is a training position or the first of a progressive series of established training and development positions leading to a target position at a higher level; and

5 CFR 300.103(b)(2)(ii)(ii) New employees, within a reasonable period of time and in the great majority of cases, can expect to progress to a target position at a higher level.

5 CFR 300.103(c)(c) Equal employment opportunity and prohibited forms of discrimination. An employment practice must not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, age (as defined by the Age Discrimination in Employment Act of 1967, as amended), disability, genetic information (including family medical history), marital status, political affiliation, sexual orientation, labor organization affiliation or nonaffiliation, status as a parent, or any other non-merit-based factor, or retaliation for exercising rights with respect to the categories enumerated above, where retaliation rights are available.