DEU Delegated Complete Exam
Study Guide (Questions and
Verified Answers) Already
Graded A+
1. ICTAP - ANSWER ICTAP is a process whereby employees who will be or
have been involuntarily separated (other than for
cause) may receive selection priority for jobs in agencies other than the one
from which they separated.
2. Which is a strength of a Work Sample assessment?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER c. Good
for tasks that can be completed in a short period of time
3. Which is a strength of a Test assessment?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER b. Sets
consistent standards for all applicants
4. Which is a strength of an Agency Certification Program?
a. Inexpensive and can be developed quickly
, b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER d.
Comprehensive competency measurement
5. Which is a strength of a Crediting Plan/Rating Schedule?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER a.
Inexpensive and can be developed quickly
6. Which is a strength of an Assessment Center?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance. - ANSWER e. Good
predictor of successful job performance
7. List the four steps in developing a crediting plan using the Behavioral
Consistency Model. - ANSWER 1. Conduct a job analysis to identify
competencies to be included on the rating schedule.
2. Develop benchmarks for each competency which describe each proficiency
level.
3. Assign each benchmark a point value.
4. Compare information provided by applicants to benchmarks to determine a
rating (score).
8. Late filers can be - ANSWER 10pt preference eligible,
,those who could not file because of military service,
those who could not apply due to hospitalization after military service,
overseas Federal service
9. How many touchpoints to communicate with applicants during the
application process are required? - ANSWER 4
10.A temporary appointment may not exceed ______ years. - ANSWER A
non-status appointment to a competitive position for a specific period not to
exceed one year is a _________ appointment. 5 CFR 316 subpart D
11.T/F: An employee serving on a term appointment may be selected for a
permanent position through merit promotion procedures. - ANSWER False,
unless your agency has special authority to do so and you state you have this
authority in the job opportunity and you state you have this authority in the
job opportunity announcement. Reference: 5 CFR 316, subpart C
12.T/F: Direct-hire authority permits hiring without regard to veterans'
preference or rating procedures. - ANSWER True Reference: 5 CFR 337
13.Direct-hire authority may be initiated by:
a. OPM independently
b. Agencies by a written request from the agency headquarters to OPM.
c. Either of the above. - ANSWER C Either agency or OPM may
initiate Direct Hire Authority - Reference: 5 CFR 337
14.T/F: Evidence of extensive recruitment efforts and extended announcement
periods may be justification for direct hire authority based on a severe
shortage of candidates and a critical hiring need. - ANSWER True
Reference: 5 CFR 337
, 15.T/F: Individuals whose only Federal employment has been in the excepted
service, non-career Senior Executive Service (SES) or statutory positions are
generally not eligible for noncompetitive conversion to competitive service
positions. - ANSWER True DEOH, 2-A, Introduction
16.T/F: There are a number of hiring flexibilities available and agencies must
use all of them for each vacancy filled to guarantee equal employment
opportunity. - ANSWER False. Agencies should only use those flexibilities
that are the most appropriate. DEOH, 2-A, Introduction
17.T/F: Federal regulations provide that each employment practice of the
Federal government generally, and of individual agencies, shall be based on
a job analysis. - ANSWER True Reference: 5 CFR 300.103
18.T/F: Each time you seek to fill a job you must prepare a new job analysis. -
ANSWER False - Job analysis should be updated any time there is a
significant change to the position or its duties. Reference: DEOH, 2
19.T/F: Examining Offices may develop applicant appraisal procedures,
including written tests, consistent with the technical standards in the
Uniform Guidelines on Employee Selection Procedures and Operating
Handbook, Qualification Standards for General Schedule Positions. -
ANSWER True - Reference: DEOH, 2-C, Specific Information about using
Non-OPM Developed Tests
20.T/F: Agencies are prohibited from using more than one type of assessment
instrument in evaluating a group of applicants for a position. - ANSWER
False - Agencies may use assessment tools singly or in combination.
Reference: DEOH, 2-C, Introduction
Study Guide (Questions and
Verified Answers) Already
Graded A+
1. ICTAP - ANSWER ICTAP is a process whereby employees who will be or
have been involuntarily separated (other than for
cause) may receive selection priority for jobs in agencies other than the one
from which they separated.
2. Which is a strength of a Work Sample assessment?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER c. Good
for tasks that can be completed in a short period of time
3. Which is a strength of a Test assessment?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER b. Sets
consistent standards for all applicants
4. Which is a strength of an Agency Certification Program?
a. Inexpensive and can be developed quickly
, b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER d.
Comprehensive competency measurement
5. Which is a strength of a Crediting Plan/Rating Schedule?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance - ANSWER a.
Inexpensive and can be developed quickly
6. Which is a strength of an Assessment Center?
a. Inexpensive and can be developed quickly
b. Sets consistent standards for all applicants
c. Good for tasks that can be completed in a short period of time
d. Comprehensive competency measurement
e. Good predictor of successful job performance. - ANSWER e. Good
predictor of successful job performance
7. List the four steps in developing a crediting plan using the Behavioral
Consistency Model. - ANSWER 1. Conduct a job analysis to identify
competencies to be included on the rating schedule.
2. Develop benchmarks for each competency which describe each proficiency
level.
3. Assign each benchmark a point value.
4. Compare information provided by applicants to benchmarks to determine a
rating (score).
8. Late filers can be - ANSWER 10pt preference eligible,
,those who could not file because of military service,
those who could not apply due to hospitalization after military service,
overseas Federal service
9. How many touchpoints to communicate with applicants during the
application process are required? - ANSWER 4
10.A temporary appointment may not exceed ______ years. - ANSWER A
non-status appointment to a competitive position for a specific period not to
exceed one year is a _________ appointment. 5 CFR 316 subpart D
11.T/F: An employee serving on a term appointment may be selected for a
permanent position through merit promotion procedures. - ANSWER False,
unless your agency has special authority to do so and you state you have this
authority in the job opportunity and you state you have this authority in the
job opportunity announcement. Reference: 5 CFR 316, subpart C
12.T/F: Direct-hire authority permits hiring without regard to veterans'
preference or rating procedures. - ANSWER True Reference: 5 CFR 337
13.Direct-hire authority may be initiated by:
a. OPM independently
b. Agencies by a written request from the agency headquarters to OPM.
c. Either of the above. - ANSWER C Either agency or OPM may
initiate Direct Hire Authority - Reference: 5 CFR 337
14.T/F: Evidence of extensive recruitment efforts and extended announcement
periods may be justification for direct hire authority based on a severe
shortage of candidates and a critical hiring need. - ANSWER True
Reference: 5 CFR 337
, 15.T/F: Individuals whose only Federal employment has been in the excepted
service, non-career Senior Executive Service (SES) or statutory positions are
generally not eligible for noncompetitive conversion to competitive service
positions. - ANSWER True DEOH, 2-A, Introduction
16.T/F: There are a number of hiring flexibilities available and agencies must
use all of them for each vacancy filled to guarantee equal employment
opportunity. - ANSWER False. Agencies should only use those flexibilities
that are the most appropriate. DEOH, 2-A, Introduction
17.T/F: Federal regulations provide that each employment practice of the
Federal government generally, and of individual agencies, shall be based on
a job analysis. - ANSWER True Reference: 5 CFR 300.103
18.T/F: Each time you seek to fill a job you must prepare a new job analysis. -
ANSWER False - Job analysis should be updated any time there is a
significant change to the position or its duties. Reference: DEOH, 2
19.T/F: Examining Offices may develop applicant appraisal procedures,
including written tests, consistent with the technical standards in the
Uniform Guidelines on Employee Selection Procedures and Operating
Handbook, Qualification Standards for General Schedule Positions. -
ANSWER True - Reference: DEOH, 2-C, Specific Information about using
Non-OPM Developed Tests
20.T/F: Agencies are prohibited from using more than one type of assessment
instrument in evaluating a group of applicants for a position. - ANSWER
False - Agencies may use assessment tools singly or in combination.
Reference: DEOH, 2-C, Introduction
