Rule of Many
Reinvigorating Merit-Based Hiring Through Candidate Ranking in the Competitive and Excepted Service (Rule of Many) published September 8, 2025. Rule of Many supports E.O. 14170 and the joint Domestic Policy Council/OPM Merit Hiring Plan, issued May 29, 2025 (Section II Reforming the Candidate Ranking, Assessment and Selection Process to Emphasize Merit and Competence). The Rule of Many is a key foundational step in effectively implementing merit-based hiring using validated, skills-based assessments, and rigorous candidate ranking.
The Rule of Many is the preferred method for delegated examining candidate ranking by expanding the talent pool available to hiring managers. Combines the advantages of both category rating and rule of three to allow agencies to make finer distinctions among candidates in terms of their relative qualifications for the position being filled, while at the same time expanding the range of candidates for selection. Additionally, it may lead to a more balanced and diverse Federal workforce by providing a wider base of candidates. A valid written justification from the hiring manager must be provided with the recruitment package this preferred method is not utilized.
| Rule of Many |
|---|
| Candidates are ranked numerically based on assessment scores. |
| Managers may select from an agency determined range of top-ranked candidates. |
| Offers greater flexibility in choosing among top scorers. |
| Yes – aligns with merit-based hiring reforms. |
| No – cannot be used with Category Rating in the same hiring action. |
| Managers should implement a robust assessment strategy that clearly differentiates among candidates. |
Category Rating
Category rating, an alternative ranking and selection procedure authorized under the Chief Human Capital Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and codified at 5 United States Code § 3319, is part of the competitive examining process. The purpose of category rating is to increase the number of qualified applicants from which a selecting official can choose while preserving veterans’ preference rights. Ranking using category rating procedures enables the selecting official to select applicants in the highest quality category. In category rating, a minimum of two quality categories must be established and defined.
Category Rating Pre-Defined Quality Categories
| 2 Quality Category Levels | ||
|---|---|---|
| Best Qualified | 85 to 100 | Candidates who possess experience and/or education that well exceeds the minimum qualifications of the position, including all selective factors and all quality ranking factors. Candidates are highly proficient/excel in all requirements of the job based on review of experience, education, and training as described by answers to the assessment questions and resume. |
| Qualified | 70 to 84 | Candidates meet the minimum qualifications of the job including selective placement factors and are proficient in some, but not all, of the requirements of the position. Candidates require extensive training and/or orientation to satisfactorily perform the duties of the position based on review of experience, education, and training as described by answers to the assessment questions and resume. |
| 3 Quality Category Levels | ||
|---|---|---|
| Best Qualified | 95 to 100 | Candidates who possess experience and/or education that well exceeds the minimum qualifications of the position, including all selective factors and all quality ranking factors. Candidates are highly proficient/excel in all requirements of the job based on review of experience, education, and training as described by answers to the assessment questions and resume. |
| Well Qualified | 85 to 94 | Candidates meet the minimum qualifications of the job including selective placement factors, are proficient in most of the requirements of the position and meet all quality rating factors. Candidates meet most requirements of the position but may require minimum training and/or orientation to effectively perform the requirements of the position based on review of experience, education, and training as described by answers to the assessment questions and resume. |
| Qualified | 70 to 84 | Candidates meet the minimum qualifications of the job including selective placement factors and are proficient in some, but not all, of the requirements of the position. Candidates require extensive training and/or orientation to satisfactorily perform the duties of the position based on review of experience, education, and training as described by answers to the assessment questions and resume. |