Updates based on SME-QA guidance doc

pages/phases/assessment-strategy/index.html

@@ -9,7 +9,16 @@
 roles: [hr, hiring-mgr]
 duration: 2-4 hours
 outputs:
-  - Completed assessment strategy document, with appendices.
+  - Completed assessment strategy document that the hiring manager and HR are aligned on, with appendices.
+  - All specialized experience/competencies (behavioral and technical) must be covered by an assessment, or a set of assessments.
+  - At least one assessment to confirm applicants are minimally qualified after resume review.
+  - Any pass/fail assessment, including structured interviews, must be developed with SMEs in coordination with HR Specialists with measurement expertise (i.e. experience developing self-assessment questionnaires), and/or Industrial/Organizational (I/O) Psychologists if available, in order validate the assessments.
+  - For Direct Hire Authority, you may not assign category ratings or apply veterans' preference. Instead, SME resume review and qualified asessements are all pass/fail against the minimum qualification bar only.
+best practice:
+  - If you use an occupational assessment, you should also use a qualification assessment
+  - Use two assessments to confirm applicants are minimally qualified after resume review
+what you cannot do:
+  - Set quotas for the maximum number of applicants who may pass from one assessment hurdle to another.
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