DEU Delegated Actual Exam
Questions With Reviewed 100%
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1. 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
2. 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
3. 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
4. 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
5. 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
, 6. 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).
(Reference: DEOH, 2)
7. 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
8. T/F: I can't start recruitment for my vacancy until the job opens on the
USAJOBS website. - ANSWER False Recruitment can occur before the job
opens. Reference: DEOH, 3-A-3, Recruitment v. Public Notice
9. T/F: Recruitment and public notice are one and the same. - ANSWER False -
Public notice is one type of recruitment. Public notice explains to jobseekers
when, where, and how to apply for a Federal job. Reference: DEOH, 3-A-3,
Recruitment v. Public Notice; 3-B-1, Introduction
10. T/F: OPM regulations require agencies to post JOAs to USAJOBS for
competitive service vacancies open to applicants outside an agency's work force,
Questions With Reviewed 100%
Correct Detailed Answers
Guaranteed Pass!!
1. 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
2. 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
3. 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
4. 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
5. 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
, 6. 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).
(Reference: DEOH, 2)
7. 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
8. T/F: I can't start recruitment for my vacancy until the job opens on the
USAJOBS website. - ANSWER False Recruitment can occur before the job
opens. Reference: DEOH, 3-A-3, Recruitment v. Public Notice
9. T/F: Recruitment and public notice are one and the same. - ANSWER False -
Public notice is one type of recruitment. Public notice explains to jobseekers
when, where, and how to apply for a Federal job. Reference: DEOH, 3-A-3,
Recruitment v. Public Notice; 3-B-1, Introduction
10. T/F: OPM regulations require agencies to post JOAs to USAJOBS for
competitive service vacancies open to applicants outside an agency's work force,
