Is it permissible for an agency to require the submission of a cover letter as part of the application?

In the context of the Delegated Examining Operations Handbook, the response indicating that requiring a cover letter must not be a requirement is accurate because it aligns with principles of equitable treatment in the application process. While agencies can suggest that applicants submit a cover letter, making it a mandatory component can inadvertently disadvantage candidates who may have strong qualifications but are not accustomed to traditional cover letter submissions.

The intent behind this guideline is to ensure that the evaluation process is solely based on qualifications relevant to the position rather than on an applicant's ability to write a cover letter, which may not reflect their skills for the job at hand. This approach promotes a more inclusive recruitment strategy and recognizes that not all candidates will have the same access to resources or knowledge regarding application expectations.

Including specific competencies in a cover letter or limiting the requirement to senior positions does not address the broader issue of ensuring equitable opportunity for all candidates, which is a crucial consideration in the hiring process. By not making the submission of a cover letter a requirement, agencies can focus on the essential qualifications and experiences that are the true indicators of a candidate's fit for the job.