A Position Evaluation is a formal review of a foreign national’s work experience and/or education to determine how each position held compares to equivalent roles in the United States. This evaluation matches job titles, duties, and time spent in each role with U.S. occupational standards, often using resources such as the U.S. Department of Labor’s O*NET and SOC codes.
It is especially valuable for immigration cases where work experience must be shown to meet degree-equivalency requirements, such as substituting years of relevant experience in place of formal academic credentials.
Visa Type / Petition | Purpose of Evaluation
Visa Type / Petition | Purpose of Evaluation |
H-1B Visa | To prove the foreign national’s combination of education and professional work experience is equivalent to at least a U.S. bachelor’s degree in the specialty field. |
PERM Labor Certification (EB-2, EB-3) | To verify the beneficiary’s experience meets the minimum job requirements stated in the ETA Form 9089. |
I-140 Immigrant Petition | To establish that the foreign national’s experience fulfills the “bachelor’s plus experience” or “advanced degree” requirements. |
TN Visa (Canadians/Mexicans) | To match the applicant’s professional duties with a NAFTA-recognized occupation. |
Credentialing for Licensing | To confirm professional work aligns with licensing body requirements, when experience is considered in lieu of coursework. |
This evaluation is often used for:
- H-1B visa petitions when using work experience to meet the bachelor’s degree requirement in a specialty occupation.
- PERM labor certification to show that the foreign worker meets the minimum requirements listed in the job posting.
- I-140 immigrant petitions where experience can fulfill “bachelor’s plus experience” or “advanced degree” criteria.
- TN visa applications for professionals from Canada and Mexico when duties must match a NAFTA-listed profession.
We follow USCIS policy guidance and recognized evaluation methodologies to align foreign job experience with U.S. educational equivalency standards.
Documents Required
1. RFE copy
2. Copy of the LCA
3. Petition support letter (LOS)
4. Job duties in detail (%Break down of duties)
5. All education credentials
6. Experience letters (if any handy)
7. Latest resume in word
8. Any other supporting documentation that has been submitted to USCIS.
Payment methods:
Payments can be made using one of the following (Zelle or ACH are Preferred):
Zelle: accounts@aaeevaluations.com
ACH to our bank account:
BANK OF AMERICA
Account Name: AAE EVALUATION
Account No. 4350 6003 3750
ACH Routing No. 051000017
Credit card authorization: Fill out the attached CC form and authorize us.
Note: We do not accept checks.
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FAQ
Quick QuestionS
1. What is a Position-by-Position Evaluation?
It is a detailed assessment of each employment position a foreign national has held, comparing the job duties, responsibilities, and qualifications to U.S. occupational standards.
2. Why is a position-by-position evaluation needed?
It helps demonstrate that a foreign worker’s experience and skills match U.S. job requirements, often for immigration petitions, prevailing wage determinations, or licensing
3. How is it different from a general experience letter?
An experience letter simply confirms employment. A position-by-position evaluation analyzes each job in detail, aligning it with U.S. Department of Labor (DOL) occupational classifications and requirements.
4. Who requires a position-by-position evaluation?
- USCIS for certain H-1B, EB-2, and EB-3 petitions
- DOL for prevailing wage and PERM cases
- Licensing boards for professional practice in the U.S.
5. What information does a position-by-position evaluation include?
- Job title and employment period
- Detailed duties and responsibilities
- Percentage of time spent on each duty
- Skills, tools, and technologies used
- Minimum education and experience required
- U.S. occupational equivalent and SOC code
6. Does it cover multiple past positions?
Yes — each prior position is analyzed separately to show career progression and accumulated expertise.
7. Does it evaluate both U.S. and foreign positions?
Yes — it can cover any relevant employment, whether inside or outside the U.S.
8. Will it match my positions to U.S. SOC/O*NET codes?
Yes — the evaluator typically identifies the closest Standard Occupational Classification (SOC) code and O*NET description.
9. Can it help meet the equivalency for degree + experience?
Yes — position-by-position evaluations are often used to prove that a combination of education and work experience equals a U.S. degree.
10. What documents are required for a position-by-position evaluation?
- Employment verification or experience letters
- Detailed job descriptions from past employers
- Organizational charts (if available)
- Information on technologies, tools, or methodologies used
- Educational documents (if combining education + experience)
11. Does each position require separate verification?
Yes — each role needs specific details about duties, responsibilities, and qualifications.
12. How long does the process take?
Typically 5–10 business days, though expedited service is available with most evaluators.
13. Can I submit self-written job descriptions?
You can, but they should be signed by a supervisor, HR representative, or authorized company official to be credible.
14. Is a position-by-position evaluation accepted by USCIS?
Yes — when prepared by a recognized credential evaluator or subject matter expert with appropriate credentials.
15. Can it be used for both H-1B and PERM?
Yes — but the evaluation should be tailored to the specific case requirements and job classification.
16. Will it determine the prevailing wage level?
No — but it will provide data that can help in assigning the correct prevailing wage.
17. Is it valid indefinitely?
The analysis remains factually valid, but some agencies require evaluations issued within the last 1–2 years.
18. What if my job duties have changed over time?
The evaluation will reflect the evolution of your role, breaking it into separate positions or phases.
19. What if my past employers no longer exist?
You can provide alternate evidence like affidavits, tax records, pay slips, or archived job postings.
20. What are common mistakes to avoid?
- Submitting vague job duties without quantifiable tasks
- Using generic job descriptions not tied to actual responsibilities
- Missing employer verification
- Not aligning the evaluation with the target U.S. SOC classification
AAE Evalutions
WHEN IS IT NEEDED?
- H-1B Visa – To prove specialized experience can substitute for missing formal education.
- Green Card (EB-2, EB-3) – When work history must meet PERM job requirements.
- Licensing Applications – Where practical experience is evaluated alongside academic credentials.
- TN Visa Applications – For confirming the match between foreign job roles and recognized U.S. or NAFTA categories.
A Position-by-Position Evaluation helps U.S. authorities like USCIS understand the scope and relevance of foreign work experience in U.S. terms. USCIS may issue an RFE if such an evaluation is not submitted when work experience is claimed toward meeting degree equivalency requirements.
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