Study Review of the DEOH
True or False: The agency is required to conduct job analysis and develop valid assessment tools.
TRUE: DEOH, Ch 1-4: Agencies must develop instruments in accordance with 5 CFR part 300.
Choose which scenario can result in an illegal selection: A. A non-preference eligible within the highest quality category is selected over one or more qualified and available preference eligibles ranked in the same quality category, in the absence of an approved pass-over request(s). B. A selection is made from a lower quality category when three or more qualified and available eligibles remain in the higher category regardless of veterans' preference status. C. A only D. A and B
D. A and B- DEOH, Ch 6-46: An erroneous certification is an inadvertent misranking, non-certification, or failure to give bona fide consideration to an eligible in connection with a competitive certificate. Erroneous certification often leads to illegal selection and/or illegal appointment due to the incorrect certificate. This type of erroneous certification that leads to a violation of the law is known as Lost Consideration.
What is the recommended opening period of a job opportunity to provide those individuals who want to apply for the position with an adequate opportunity to do so? A. 5 days B. 10 days C. 14 days D. 30 days
A. 5 days- DEOH, Ch 3-7: If you prescribe an open period of fewer than five calendar days, you should clearly document your reasons for doing so in the examination case file (for reconstruction purposes and to respond to third party challenges).
What is "Case Examining"? A. Targeted recruitment. B. Competitive Examining. C. Casefile Review. D. Applications for interested and qualified applicants for future vacancies.
A. Targeted recruitment- DEOH, Ch 5-2: • Competencies/KSAs are tailored to the specific job. • Applicant availability is higher because they applied for the specific job and time between application and referral is generally only a few weeks.
An appointment that has no status in the competitive service for a specific period of more than one year but not more than four years is what type of appointment: A. Term B. Temporary-Limited C. Career D. Career-Conditional
A. Term- DEOH, Ch 2-5: You may make an initial term appointment for a period of more than one year but less than four years. If additional time is necessary, you may extend the appointment up to the four-year limit.
Under CTAP and ICTAP, an eligible employee whose competencies/KSAs clearly exceed the minimum qualification requirements for the position. A. Well-Qualified B. Best-Qualified c. Minimally- Qualified D. Subject Matter Expert (SME)
A. Well-Qualified Employee- DEOH, Glossary Pg 15: Agencies must define their version of a "well-qualified" applicant (see 5 CFR § 330.606).
Choose the applicable code for a 10-Point Disability Preference granted to recipients of the Purple Heart; or veterans with a non-compensable service-connected disability (less than 10%); or veterans receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs who do not qualify as a CP or CPS. A. XP B. TP C. NV D. SSP
A. XP- DEOH, CH 4-18 / VA Handbook: XP 10-Point Disability Preference granted to recipients of the Purple Heart; or veterans with a non-compensable service-connected disability (less than 10%); or veterans receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs who do not qualify as a CP or CPS.
You should document when you check the 10-Point Preference Eligible File? A. Yes B. No C. Only when there is no other qualified applicants. D. Never
A. Yes- DEOH, 5-26: To ensure a complete audit trail, you should document the case file to show that the 10-point file was checked, and then you should document the names of any preference eligibles whose applications were pulled from the file and to whom additional material was sent. When the established retention period has expired, you may dispose of applications in accordance with records retention and disposition schedule instructions in Appendix C.
Choose the examples of valid assessment tools: A. Structured interview, test, assessment center, work sample, occupational questionnaire/crediting plan. B. Cover letter, resume, writing sample C. Application, interview, selection, tentative offer, work sample. D. All of the above.
A.- DEOH, Ch 2-18: Structured interview, test, assessment center, work sample, occupational questionnaire/crediting plan. You may choose one or more assessment options to measure a person's competencies/KSAs for a particular job. (An assessment tool is valid if it measures characteristics or competencies that are important for job performance)
Choose the ranking order for Professional and Scientific Positions at the GS-9 grade level and above: A. ICTAP eligibles / Priority consideration eligibles / All other eligibles in the highest quality category with preference listed ahead of non-preference. B. All other eligibles in the highest quality category with preference listed ahead of non-preference / ICTAP eligibles / Priority consideration. C. Priority consideration eligibles / ICTAP eligibles / All other eligibles in the highest quality category with preference listed ahead of non-preference.
A.- DEOH, Ch 6-13: ICTAP eligibles/Priority consideration eligibles/All other eligibles in the highest quality category with preference listed ahead of non-preference eligibles. Within each entitlement group, eligibles are placed in a quality category with preference eligibles listed ahead of non-preference eligibles. Preference eligibles have absolute preference (unless pass-over procedures apply) within each quality category. A well-qualified ICTAP eligible must be selected if available, unless the hiring manager chooses not to use the certificate or makes a selection from a source excepted from ICTAP requirements, such as a 30% disabled veteran appointment (5 CFR part 330).
What is the order of Entitlement when Ranking Eligibles under Category Rating Procedures? A. ICTAP eligible / Lost Consideration / Eligible CP/CPS Vets listed ahead of non-vets. B. Eligible CP/CPS Vets listed ahead of non-vets/Lost Consideration/ICTAP eligible C. Lost Consideration/ICTAP eligibles/Eligible CP/CPS Vets listed ahead of non-vets. D. However they fall within each quality category after they have been rated and ranked.
A.- DEOH, Ch. 6-12: -ICTAP eligible; -Lost Consideration; -Eligible CP/CPS Vets listed ahead of non-vets.
How many Merit Systems Principles are there? A. 7 B. 9 C. 14 D. 3
B. 9- DEOH, Ch 1-8: In accordance with OPM's general responsibility to ensure compliance with civil service laws (5 U.S.C. § 1103(a)(5)) and its oversight responsibility to ensure that your delegated examining activities are in compliance with OPM standards and with merit system principles (see 5 U.S.C. §§ 1104(b)(1) and (2) and 2301).
When utilizing delegated examining authority what authority must be used for coding the SF-50: a. DEU b. BWA c. OPM d. REA
B. BWA- DEOH, Ch 6-32: Use of the BWA authority code requires agencies to include their delegated examining agreement number as well as the certificate number as the basis for the appointment authority.
What is the name of the nine basic standards that govern the management of the executive branch workforce and serve as the foundation of the Federal Civil service? A. Prohibited Personnel Practices B. Merit Systems Principles C. Federal Recruitment Standards D. None of the above.
B. Merit Systems Principles- DEOH, Ch 1-3: OPM maintains an oversight program to ensure that delegated examining activities, including any supporting work performed by contractors, are conducted in accordance with applicable law, merit system principles, and the standards established under 5 U.S.C. § 1104 (b)(1).
Choose the applicable code for designation of a non-veteran. A. TP B. NV C. CP D. CPS
B. NV- DEOH, CH 4-18 / VA Handbook: NV designates a non-veteran (this is an optional code that delegated examining units may use; a blank space is also used to designate non-veterans).
What is the name of the actions that are forbidden for employees who have the authority to make personnel decisions? A. Federal Recruitment Standards B. Prohibited Personnel Practices C. Merit Systems Principles D. None of the above.
B. Prohibited Personnel Practices- DEOH, Ch 1-4: A delegated examining unit has two fundamental responsibilities: 1. To ensure to the maximum extent possible that the agency's vacant positions are filled with the best-qualified persons from a sufficient pool of well-qualified eligibles, and taking into account veterans' preference requirements; and 2. To uphold the laws, regulations, and policies governing competitive examination and selection (see 5 U.S.C. §§ 3304-3319, merit system principles (id. at § 2301), and prohibited personnel practices (id. at § 2302).
A list of employees within the local commuting area who have been separated from an agency due to reduction in force (RIF) or work-related injury. A. Priority Placement List B. Reemployment Priority List (RPL). C. A-76 Displaced Employees. D. None of the Above.
B. Reemployment Priority List (RPL)- DEOH, 4-14: Your agency is required to maintain an RPL for each commuting area in which your agency has separated employees by reduction in force (RIF). Former employees who separated because of work-related injuries but have since recovered may also be eligible for your agency RPL.
What is a non-competitive appointment of a person formerly employed in the competitive service (i.e., who either had a competitive status or was serving probation when separated) into the competitive service as a career or career-conditional employee. A. Non-Competitive Status. B. Reinstatement C. Career Status D. Competitive Service.
B. Reinstatement- DEOH, Glossary-12 / 5 CFR part 315: The conditions under which a person may be reinstated into the competitive service.
An assessment method in which candidates' job-related competencies/KSAs are evaluated using standard questions that are scored systematically using predetermined criteria or benchmarks for all interviews for a particular job. A. Assessment Questionnaire B. Structured Interview. C. Competency D. None of the Above.
B. Structured Interview- DEOH, Ch 2-20: The structured interview is an evaluation of an applicant's job-related competencies/KSAs using standard questions that are scored systematically using predetermined criteria or benchmarks for all interviews for a particular job. The benchmarks typically provide behaviorally specific examples of what constitutes high, medium, and low levels of proficiency. The interview may include questions concerning job knowledge, work sample assessments and work requirements.
A person with bona fide expert knowledge of the responsibilities, duties, day-to-day functions, competencies/KSAs, and requirements of a position. A. Supervisor B. Subject Matter Expert (SME) C. Interview Panel. D. All of the Above
B. Subject Matter Expert (SME)- DEOH, Glossary Pg 14: First level supervisors are normally good subject matter experts (SMEs). Superior incumbents in the same or very similar positions and other individuals can also be used as SMEs if they have current and thorough knowledge of the position.
What Act allows preference eligibles, including those with derived preference, or certain eligible veterans to compete for vacancies under merit promotion procedures when the agency is accepting applications from outside it's own agency? A. VRA B. VEOA C. VOW Act D. Non of the above.
B. VEOA- DEOH, Ch 3-15: The VEOA gives preference eligibles and other eligible veterans access and opportunity to apply for jobs that would otherwise be closed to them, e.g., if an agency limits consideration to "status" applicants by using only merit promotion procedures to announce and fill a position. Access and opportunity to compete are not to be interpreted as conveying an entitlement to the job or preference in selection and do not constitute a guarantee of selection. VEOA eligible candidates who are selected are given career or career-conditional appointments.
A hiring manager can move past a preference eligible veteran to select a non-preference eligible if they feel that they have grounds for passing over the preference eligible Veteran by following which procedure: A. Select the best qualified regardless of Veterans preference B. Complete pass-over procedures in order to select non-Veteran C. Ask Human Resources to merge the certificates to move the preference eligible Veteran to a different category.
B.- DEOH, Ch 6-21: Complete pass-over procedures in order to select non-Veteran. A hiring manager may not move past a preference eligible to select a non-preference eligible unless there are grounds for passing over the preference eligible and the agency has complied with the pass-over procedures at 5 U.S.C. § 3318
What is Competitor Inventory? A. Inventory from another competitor. B. Applications of rank-ordered list of eligibles. C. Targeted recruitment D. None of the above..
B.- DEOH, Ch. 5-26 & J-1: A competitor inventory is a rank-ordered list of eligibles who have met one set of qualification requirements, have passed at least one assessment, and are available to be considered for: • One or more grade levels; • One or more occupational specialties; • At one or more geographical locations; and • Various employment conditions identified on the job announcement, such as, travel, night or shift work.
What are the three basic steps in reviewing applications? A. 1. Determine minimum qualifications / 2. Determine eligibility / 3. Refer minimally qualified applicants based on assessment. B. 1. Refer minimally qualified applicants based on assessment / 2. Determine eligibility / 3. Determine minimum qualifications. C. 1. Determine eligibility / 2. Determine minimum qualifications / 3. Refer minimally qualified applicants based on assessment. D. Send applicants to a Subject Matter Expert for review if eligibility and qualifications review determination.
C. 1. Determine eligibility; 2. Determine minimum qualifications; 3. Refer minimally qualified applicants based on assessment. - DEOH, 4-13: The application review phase of the hiring process is separate and distinct from the assessment phase. Applications are first reviewed to determine whether eligibility and minimum qualification requirements are met. Then, Refer qualified applicants for assessment to determine the degree to which the applicant is qualified.
How many Prohibited Personnel Practices are there? A. 7 B. 9 C. 14 D. 3
C. 14- DEOH, Ch 1- / 5 U.S. Code § 2302 (D)(b)(1-14). Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, shall not violate any law, rule or regulation.
At minimum, you must communicate with an application concerning the status of their application with how many touch-points? A. 1 B. 2 C. 4 D. 6
C. 4- DEOH, Ch 4-12: You must communicate with applicants concerning the status of their application, and it must be done in a timely manner on at least four communication touch-points. It is acceptable, however, if touch-points are combined into two communications. 1. When the application is received. OPM suggests notifying applicants no later than 5 business days after the application was received. 2. When the application is assessed for minimum qualifications (eligibility/ineligibility) for the job after all applications have been assessed. 3. When applications are referred or certified (or not) to the hiring official. 4. When a selection is made (or not) for the position or the job is canceled. OPM suggests non-selected candidates be notified no later than 10 business days after the date on which the selected candidate has accepted the job offer or the job was canceled.
You may extend a temporary appointment for a period of up to an additional: A. Four Years (for a total of 5 years) B. Two Years (for a total of 3 years) C. One Year (for a total of 24 months) D. All of the above
C. One Year (for a total of 24 months)- DEOH, Ch 2-2: When extensions beyond the 24 month limit are needed, you must submit a written request to OPM's Employee Services, Talent Acquisition and Workforce Shaping office identifying the reasons for the extension and the additional amount of time required to complete the work. OPM will grant such requests only in cases of a major reorganization, base closing, or other unusual circumstances.
Choose the applicable code for a 0-Point Preference granted to veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a "sole survivorship discharge" who would otherwise have been eligible for 5-point preference if their military service had not been interrupted by the sole survivorship discharge or release. A. XP B. CPS C. SSP D. NV
C. SSP- DEOH, CH 4-18 / VA Handbook: SSP 0-Point Preference granted to veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a "sole survivorship discharge" who would otherwise have been eligible for 5-point preference if their military service had not been interrupted by the sole survivorship discharge or release.
A position/job that is not expected to last longer than a year is what type of an appointment: A. Career-Conditional B. Term NTE 4 years C. Temporary Limited D. None of the Above
C. Temporary Limited- DEOH, Ch 2-1: A temporary limited appointment is a non-status appointment to a competitive service position for a specific period not to exceed one year. You may extend a temporary limited appointment for a period of up to one additional year, for a total of 24 months (see 5 CFR part 316).
Choose the order/entitlement for each grade level/certificate under category rating: A. CP/CPS Veterans in the highest category / ICTAP eligibles / Priority consideration eligibles. B. Priority consideration eligibles / ICTAP eligibles / CP/CPS Veterans in highest category. C. ICTAP eligibles/ Priority consideration eligibles / CP/CPS Veterans in the highest category.
C.- DEOH, Ch 6-12: ICTAP Eligibles; Priority consideration eligibles; CP/CPS Veterans in the highest category: For most jobs and grade levels under category rating, the Certificate of Eligibles, or equivalent, certifies eligibles are listed in this order.
When is a Selective Factor assessed in the hiring process? A. Immediately following application receipt. B. During minimum qualifications review. C. At the time of certification. D. A or B
D. A or B- DEOH, Ch 4-13 & 22: Once you have determined which applicants meet the eligibility requirements, you can then review the applicants' qualifications. There are times when a selective factor may be assessed later in the process. For example, when an online assessment is administered immediately following application receipt, assessment of the selective factor may occur during or after the rating assessment. Another example may be when only some of the vacancies require the selective factor, such as a foreign language proficiency, or positions require different languages. In that instance, it may be useful to delay until the time of certification, use of the selective factor for just those certificates that have a foreign language requirement.
A job analysis must identify: A. The basic duties and responsibilities B. The competencies/KSAs required to perform the duties and responsibilities C. The factors that are important in evaluating candidates. D. All of the Above
D. All of the Above- DEOH, Ch 2-13: A job analysis identifies the competencies /KSAs directly related to performance on the job. It is a systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of the job. It demonstrates that there is a clear relationship between the tasks performed on the job and the competencies/KSAs required to perform the tasks.
When advertising a position through Delegated Examining, what is the best approach to evaluating the position? A. Review Hiring Flexibilities. B. Conduct a Job Analysis C. Identify Assessment Tools D. All of the above.
D. All of the Above- DEOH, Ch 2-1: An important first step is to discuss the job with the hiring manager. It's important for you to understand the position the hiring manager is trying to fill and the competencies an appointee would need to possess in order to perform the position effectively. It's equally important for the hiring manager to understand all of the options available in filling the job and his or her role in developing the job analysis, assessment tool, and job opportunity announcement.
When using a direct-hire authority an agency must: A. Follow public notice requirements . B. Comply with career transition requirements (CTAP/ICTAP). C. Determine qualification requirements for the position. D. B and C E. All of the above.
D. All of the above- DEOH, Ch 2-6: When using a direct-hire authority an agency must: • Follow public notice requirements under 5 U.S.C. §§ 3327 and 3330; • Comply with career transition requirements (CTAP/ICTAP) under 5 CFR part 330; and • Determine qualification requirements for the position (5 CFR part 338).
Choose the applicable code for a 10-Point 30 Percent Compensable Disability Preference based on a service-connected disability of 30% or more: A. XP B. TP C. CP D. CPS
D. CPS- DEOH, CH 4-18 / VA Handbook: CPS 10-Point 30 Percent Compensable Disability Preference based on a service-connected disability of 30% or more.
What is a competency/KSA or special qualification without which a candidate could not perform the duties of a position in a satisfactory manner? A. Minimum Qualification B. Major Duty C. Quality Ranking Factor D. Selective Factor
D. Selective Factor- DEOH, Ch 4-26: In addition to the component of the minimum qualification requirements that are expressed as occupational qualification standards (developed by OPM or agency developed and OPM approved), selective factors identify any qualifications that are essential for the job. These are already required when the person starts the job.
A statutory right that entitles qualifying veterans to certain advantages in consideration for federal employment in the competitive and excepted services of the executive branch. A. VRA B. VEOA C. CP/CPS D. Veteran's Preference.
D. Veteran's Preference-EOH, Page Glossary-15 D
What are the basic steps in reviewing applications? A. 1. Determine minimum qualifications, 2. Refer minimally qualified applicants for assessment, 3. Determine eligibility. B. 1. Refer minimally qualified applicants for assessment, 2. Determine eligibility, 3. Determine minimum qualifications. C. 1. Determine minimum qualifications, including any selective factor(s), 2. Determine eligibility, 3. Refer minimally qualified applicants for assessment. D. 1. Determine eligibility 2. Determine minimum qualifications, including any selective factor(s), 3. Refer minimally qualified applicants for assessment.
D.- DEOH, Ch 4-13: The application review phase of the hiring process is separate and distinct from the assessment phase. Applications are first reviewed to determine whether eligibility (U.S. citizenship, etc.) and minimum qualification requirements are met. The first step is to sort applicants into two groups: eligible and ineligible. This is called an "in" or "out" decision or a preliminary "screen out." Only those applicants who get past this first hurdle in the hiring process continue on to the assessment phase.
OPM retains exclusive authority for which of the following: A. Medical determinations pertaining to preference eligibles. B. Grant or deny an agency's pass-over request of a preference eligible with a disability of 30% or more. C. Make suitability determinations D. A and B E. All of the above
E. All of the Above- DEOH, Ch 1-3 & 6-34: OPM Responsibilities & Objections and Passovers.
Agencies are required to meet the following requirements when filling a position: Select all that apply A. Define each quality category through job analysis. B. Describe each quality category in the job announcement and apply the provisions in 5 CFR 330 subparts B, F, and G (i.e., RPL, CTAP and ICTAP requirements). C. Place applicants into categories based upon their job-related competencies/KSAs. D. Apply Veterans' Preference (Floating Vets appropriately) E. All of the Above.
E. All of the Above- DEOH, Ch 5-9-10 / Vet Guide: In category rating, you must establish and define a minimum of two quality categories. Quality categories should be written to reflect the requirements to perform the job successfully and to distinguish differences in the quality of candidates' job-related competencies/KSAs. Each quality category will have eligible candidates who have demonstrated, through an assessment tool(s), similar levels of proficiency on the critical job-related competencies/KSAs
Choose the step or steps that you can take to correct an illegal appointment: A. Make every effort to place the employee on an appointment that can be effectuated consistently with applicable law B. explore appointment avenues in order to regularize the appointment C. Review previously advertised positions for which the employee qualified and reconstruct those case files to determine if the employee was within reach for selection D. Find out if the employee could have been within reach competitively at any time during the period of de facto employment E. All of the above
E. All of the Above- DEOH, Ch 6-47: If none of the alternatives discussed are possible, you must regularize the appointment by removing the incumbent or submitting a variation request to OPM in order to retain the incumbent.
A Job Opportunity Announcement is required to have the following: A. Name of issuing agency, Position Title, Number of Openings, Salary. B. Announcement Number, Duty Location(s), Open/Close Dates. C. Job Type, Qualification Requirements, Duties, Contact person. D. How to Apply, Veterans Preference Info, CTAP/ICTAP definition. E. All of the above.
E. All of the above - DEOH, Ch 3-11/12: You must include the following required items in each job opportunity announcement (see 5 U.S.C. §§ 3327 and 3330 and 5 CFR part 330 subpart A)
Agencies announcing a job to applicants outside their workforce have the following option(s) for posting their job opportunity announcement: A. Post a merit promotion job opportunity limited to the Federal workforce. B. Post a job opportunity announcement under delegated examining and for "all sources" C. Post two separate job opportunity announcements- one under delegated examining and one limited to federal workforce. D. A and B E. All of the above
E. All of the above- DEOH, Ch 3-16: Agencies announcing a job to applicants outside their workforce have several options for posting their job opportunity announcement.
The following types of jobs are restricted to preference eligibles: A. Custodian B. Elevator Operator C. Messenger D. Guard E. A and B F. All of the above
F. All of the above. - DEOH, Ch 6-8: There are several jobs in the competitive service for which competition is restricted to preference eligibles as long as there are qualified preference eligibles available (5 U.S.C. § 3310).
True or False: An agency can extend a term appointment beyond four years without additional approval?
FALSE: DEOH, 2-5: For extensions beyond the four-year time limit, you must submit a written request to OPM's Employee Services, Talent Acquisition and Workforce Shaping office identifying the reasons for an additional extension, and the additional time needed.
True or False: Under category rating procedures you should establish and define a minimum of three quality categories.
False: DEOH Ch 5-6: Agencies must establish and define TWO (2) or more quality categories.
True or False: If there are no preference eligible Veterans in the top category but there are preference eligibles in the next highest category you MUST merge categories.
False: DEOH, 6-20: Merging is not mandatory. You may proceed with issuing a certificate of eligibles in the top category. If there is fewer than three eligible candidates, then you may merge categories.
True or False: Agencies have the exclusive authority to grant or deny a pass over request of a 30% or more CPS preference eligible Veteran?
False: DEOH, Ch 1-2 / (5 CFR § 339.306); and (5 U.S.C. § 3318): Only OPM has the exclusive authority to grant or deny a pass over request of a 30% or more CPS preference eligible Veteran
True or False: Recruitment and Public notice are one-in-the-same?
False: DEOH, Ch 1-4: Recruitment should not be confused with public notice. Public notice is one part of the overall recruitment process. Public notice, or simply posting a job opportunity announcement, is not a substitute for the more focused recruiting
True or False: Conditions of Employment do not have to be supported in the position description or job analysis.
False: DEOH, Ch 3-12: Conditions of employment MUST be supported in the position description and or job analysis and explained in the JOA. It will be considered in order to determine applicant's eligibility for further consideration.
True or False: Agencies are required to have applicants provide written essays or narratives to address competencies/KSA's or completing questionnaires with essay-style questions as part of the initial stage of the application process.
False: DEOH, Ch 3-14: Agencies must NOT require applicants to provide written essays or narratives as part of the initial stage of the application process. However, after the initial application process is complete, an additional assessment hurdle may be assessed and essay or narratives may be asked to determine the validity of their knowledge base.
True or False: James is a "well-qualified" GS-12 HR Specialist with career tenure who received a RIF notice and is eligible for priority consideration at FDIC, however, Jack, who is a 100% service connected disabled Veteran has also applied and is eligible for the same job. James does not get priority consideration.
False: DEOH, Ch 4-15: ICTAP gives those who meet the agency's definition of a "well-qualified" eligible selection priority over almost any other applicant from outside the agency regardless of Veterans' Preference.
True or False: An agency can require a candidate to use the USA Jobs format to create their resume?
False: DEOH, Ch 4-1: Agencies may not restrict the types of sources applicants use to create their resumes.
True or False: An agency can require a candidate to submit a cover letter?
False: DEOH, Ch 4-1: Applicants choosing to submit a cover letter may only be required to include the announcement identification number. In other words, a cover letter must not be used as a means of collecting written responses to competencies/KSAs.
True or False: A Selective [Placement] Factor must be listed in the Position Description.
False: DEOH, Ch 4-26: You may establish selective factors for any position without OPM's approval except when using a single gender as a selective factor (see Chapter 6, Section A, Positions Restricted to One Gender). However, you must establish and document these selective factors through the job analysis process (see Appendix D)
True or False: A Selective [Placement] Factor can be agency specific.
False: DEOH, Ch 4-26: You must be careful not to be too restrictive and you must never use knowledge or experience that could have been gained only while employed by the Federal Government as a selective factor. For example, you may not require applicants to have knowledge of, or experience with, agency-specific systems, processes, or operations.
True or False: An agency can request an OF-306 as part of the application package?
False: DEOH, Ch 4-4: Such inquiries normally may not be made until you have made a conditional offer of employment to the applicant or a specific exception has been requested and approved by OPM. (See "Timing of Suitability Inquiries in Competitive Hiring".
True or False: When accepting applications from 10-point preference eligibles outside of a JOA, Agencies are not required to accept applications and retain for future open position the Veteran may be qualified for.
False: DEOH, Ch 5-27 / 5 U.S.C. § 3305: The 10-point preference eligible's application must be accepted for any position for which a: 1. Non-temporary appointment has been made in the preceding three years; 2. List of eligibles currently exists but is closed to new applicants; or 3. List of eligibles is about to be established. If no job opportunity announcement is open and you receive a 10-point preference eligible's application, you must establish procedures for handling the application in compliance with 5 U.S.C. § 3305. You must inform the preference eligible of these procedures as well as the status of his or her application.
True or False: You can screen a candidate out for not meeting a quality ranking factor.
False: DEOH, Ch 5-4: Unlike a selective [placement] factor, a quality ranking factor is not required in order to meet minimum qualifications. Applicants who possess such a competency/KSA (the quality ranking factor) may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such a competency/KSA.
True or False: Under category rating, candidates assigned to a category are given numeric ratings (scores), within those categories, specifically preference eligible Veterans.
False: DEOH, Ch 6-12 / 5 U.S.C. § 3309: The qualified candidates assigned to a category are not given numeric ratings (scores) within those categories; therefore, preference eligibles DO NOT receive points. For case examining and competitor inventories, applicants who meet the basic minimum qualification requirements established for the position (i.e., OPM-established occupational standards, plus any selective factors) and whose job-related competencies/KSAs have been assessed are ranked by being placed in one of the pre-defined quality categories. If the agency establishes a passing grade, the applicant must also meet the specifications for that passing grade in order to be placed in a quality category. Within a quality category, names of eligible candidates may be listed in any order (for example, alphabetical order), subject to the requirement, described below, that preference eligibles must be listed ahead of non-preference eligibles, and that further considerations apply to preference eligibles with a compensable, service-connected disability of ten percent or more.
True or False: For professional or scientific positions at grades GS-9 and above, compensably disabled preference eligibles (CPS/CP) who meet the minimum qualifications and any passing grade established for the assessment are automatically placed at the top of the Certificate of Eligibles.
False: DEOH, Ch 6-13: Compensably disabled preference eligibles (CPS/CP) are NOT automatically placed at the top of the Certificate of Eligibles (5 U.S.C. § 3313). This means any eligibles with higher category placement, including non-preference eligibles, would rank above the CPS or CP who has a lower category placement.
True or False: Under category rating, if there are fewer than three eligible candidates in the highest quality category you MUST merge the highest quality category with the next lower category.
False: DEOH, Ch 6-20: Merging quality categories is not mandatory; it is an option. You should consult with the hiring manager to decide whether to merge the top two quality categories.
True or False: You do not need to audit delegated examining certificates before the selectee's first day.
False: DEOH, Ch 6-25: It is essential that certificates are audited before a selectee's first day of work. If the certificate was worked improperly, any hiring commitments made by the appointing official may potentially be invalid, and, in addition to the problem that appointment itself presents, may have a cascading effect on subsequent appointments and/or If the certificate is issued from a competitor inventory (standing register) where multiple referrals are made, auditing the certificate closes it out and enables eligibles that were not selected to be restored to the active inventory for further employment consideration.
True or False: If you are unable to reach (contact) a candidate that is eligible on a delegated examining certificate you can just move on to the next candidate.
False: DEOH, Ch 6-27: You must make an effort to reach the candidate (letter, email, or telephone). If you do not hear from them by a specific date you must document the failure to respond (FR). You must retain your written documentation supporting the basis for the FR code.
True or False: The agency does not have to notify a CPS Veteran that they are proposing a pass-over request.
False: DEOH, Ch 6-41: The Hiring Manager/HR office must notify the CPS Veteran of a proposed pass-over.
True or False: Jake is a GS-12 that has received a reduction-in-force (RIF) notice from the Department of Treasury in San Francisco, CA. Mary has applied for a job as a GS-13 at the FDIC in San Francisco. Mary has not yet accepted federal employment at any other agency. Mary must receive priority consideration for the GS-13 at FDIC.
False: DEOH, H-2: You are only entitled to priority consideration if the position is at or below the grade level that you are being separated from.
True or False: VEOA Eligibles who are selected for a position are given Excepted Service appointments.
False: VEOA eligibles are given Career or Career conditional appointments. -Vet Guide.
Can an applicant who does not possess a Quality Ranking Factor be screen out?
No- DEOH, Ch 5-4: A quality ranking factor is not required in order to meet minimum qualifications. Applicants who possess such a competency/KSA (the quality ranking factor) may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such a competency/KSA. With quality ranking factors, the focus is on the level of proficiency the applicant brings to the job. Applicants with higher proficiency levels should perform better on the job.
You have posted a job for a professional GS-11 Architect. There is an eligible and qualified CPS Veteran in the well-qualified category. Do they automatically go to the best-qualified category?
No- DEOH, Ch 6-13: Preference eligible Veterans remain in their category for professional positions at the GS-9 and higher.
Does the Agency or OPM have the exclusive authority to make medical determinations pertaining to preference eligible Veterans, including proposed disqualification of a 30% or more CPS preference eligible Veteran on the basis of physical disability?
OPM- DEOH, Ch 6-34: Agencies are responsible for issuing Certificates of Eligibles, auditing certificates, and establishing objection/pass-over procedures. OPM, however, retains exclusive authority to: • Make medical determinations pertaining to preference eligibles (5 CFR part 339); and • Grant or deny an agency's pass-over request of a preference eligible with a compensable service-connected disability of 30% or more (5 U.S.C. § 3318).
The selecting official has two vacancies. Who can be selected from this certificate? Peter Taylor (CP) Barbara Hall (NV) Sandra Box (NV)
Peter Taylor must be selected first, then Barbara or Sandra may be selected.- DEOH, Ch 6-22:
The selecting official has one vacancy. Who can be selected from this certificate? Peter Taylor (CP) Michael Jones (TP) Barbara Hall (NV) Sandra Box (NV)
Peter Taylor or Michael Jones- DEOH, Ch 6-22.
A competency/KSA that is expected to significantly enhance performance in a position.
Quality Ranking Factor
True or False: Under ICTAP, Displaced Federal employees who worked in the local commuting area and who apply for a local job are entitled to selection priority if they are "well-qualified" and can provide proof that they were or are about to be displaced by their agency.
True: 5 CFR § 330.704 / DEOH, Ch 4-14: ICTAP gives those who meet the agency's definition of a "well-qualified" eligible selection priority over almost any other applicant from outside the agency.
True or False: A 10-point preference eligible veteran may file an application at any time for any position in which a non-temporary appointment has been made in the preceding three years?
True: Accepting Late Applications- DEOH, CH 4- 7: -10 point preference eligibles are also able to file a late application before a register is about to be established or. -If a register does exist, but is closed to new applicants or; -Due to service military service/Hospitalization (up to one year from discharge)
True or False: ICTAP provides a process by which employees who have been involuntarily separated may receive selection priority for jobs in agencies other than the one in which they were previously employed
True: DEOH, CH. 4-15: Under ICTAP, for example, a "well-qualified" DOD employee with a RIF notice citing a specific involuntary separation date could apply for a Department of Education competitive service job in the local commuting area. In most cases, Education must select this "well-qualified" priority eligible before choosing another applicant from outside the agency.
True or False: Agencies are not required to use the ACWA assessment tools and may use any other validated (i.e., job-related) assessment tool(s) when examining applicants for competitive service positions.
True: DEOH, Ch 2-28: Assessment tools must comply with the requirements in 5 CFR part 300, Chapter 2, Section C, of the DE handbook, and be consistent with the technical standards in the Uniform Guidelines on Employee Selection Procedures
True or False: Applicants eligible and referred under Veterans Employment Opportunities Act (VEOA) of 1998 are given career or career-conditional appointments.
True: DEOH, Ch 3-15 / VetGuide
True or False: Public Notice is required whenever you are considering hiring applicants from outside the Federal workforce for competitive service positions lasting more than 120 days.
True: DEOH, Ch 3-6: Agencies must provide adequate public notice of every competitive service vacancy expected to last for more than 120 days. Adequate public notice means any U.S. citizen or national who wants to apply for a position will have access to all of the information necessary to apply and will be given an open and fair opportunity to receive employment consideration. Depending on your need for applicants, additional recruitment activities may or may not be necessary.
True or False: It is the responsibility of the Agency to establish policies and procedures including application acceptance procedures and category ranking policy.
True: DEOH, Ch 3-8: Your agency headquarters is responsible for establishing policies and procedures for accepting and processing applications from all applicants, including status applicants. In developing these policies and procedures, your headquarters must comply with all applicable laws and regulations.
True or False: Under most circumstances you must select a "CTAP eligible" candidate who applies and who meets your agency's definition of a "well-qualified" applicant before you can appoint any other eligible from within or outside your agency.
True: DEOH, Ch 4- 14: Although CTAP only applies while the surplus/displaced employee is still on your agency's rolls, an individual who has been separated may still be eligible for selection priority under other programs, such as RPL and ICTAP.
True or False: Under ICTAP, an agency must publicize job openings for which it is recruiting from outside its own workforce in the local commuting area.
True: DEOH, Ch 4-15: ICTAP gives those who meet the agency's definition of a "well-qualified" eligible, selection priority over almost any other applicant from outside the agency.
True or False: If no alternatives are found in order to correct the erroneous appointment you must remove the incumbent or submit a variation request to OPM in order to retain the incumbent.
True: DEOH, Ch 6-47: A variation may be granted to avoid unnecessary hardship to the employee, i.e., loss of employment, pay, grade or significant service credit. You must have made extensive efforts to regularize the erroneous appointment before OPM will consider granting a variation.
True or False: Conditions of Employment, supported by the position description or job analysis, are those things that an employee must have prior to appointment or must maintain during employment to successfully perform their functions.
True: DEOH, Ch 4-21: such things are: • obtaining and maintaining professional licensure or certification; • traveling a certain percentage of time; • working specific hours or shift work; • signing a mobility agreement; or • undergoing drug screening. These conditions of employment will affect an applicant's ability to perform the work of the position and will affect eligibility. Some of the items are based on an applicant's willingness to agree to the condition of employment and can be asked, or verified, in the initial application.
True or False: A Selective [Placement] Factor is essential for successful job performance and if the individual does not possess it then cannot perform the job.
True: DEOH, Ch 4-25: In addition to the component of the minimum qualification requirements that are expressed as occupational qualification standards (developed by OPM or agency developed and OPM approved), selective factors identify any qualifications that are essential for the job. These are already required when the person starts the job. Characteristics of a Selective Factor: • Requires extensive training or experience to develop that could not be learned readily during the normal period of orientation on the job; • Is essential for successful performance on the job, (i.e., if individuals do not have the selective factor, they cannot perform the job); • Is almost always geared toward a specific technical competency or KSA; and • Is not too restrictive that it would eliminate a potential applicant due to the use of experiences found only in the Federal Government or within the agency. When using selective factors, you should specify the required proficiency level. Based on their characteristics, selective factors are used as a "screen out" - that is, if an applicant does not possess a selective factor, he or she is ineligible for further consideration.
True or False: Quality Ranking Factors are one competency/KSA that stands out from the others because it is expected to significantly enhance performance in a position.
True: DEOH, Ch 5-4: Unlike a selective factor, a quality ranking factor is not required in order to meet minimum qualifications. Applicants who possess such a competency/KSA (the quality ranking factor) may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such a competency/KSA. Competencies/KSAs are being assessed to generate a rating or quality category placement, applicants who demonstrate skill in one of the competencies may be ranked above those who do not possess it.
True or False: When announcing through Delegated Examining and using category rating you are required to describe each quality category in your job announcement.
True: DEOH, Ch 5-9 / 5 CFR part 337 subpart C: You are required to describe each quality category in your job announcements. You must use the "Basis of Rating" section to communicate to applicants that category rating procedures will be used to rank and select eligible candidates.
True or False: Merging the highest quality category (Best-Qualified) with the next lower category (Well-Qualified) requires listing the qualified preference eligible at the top of the newly merged quality category.
True: DEOH, Ch 6-21: Merging the highest quality category (Best-Qualified) with the next lower category (Well-Qualified) requires listing the qualified preference eligible at the top of the newly merged quality category. A hiring manager may not move past a preference eligible to select a nonpreference eligible unless there are grounds for passing over the preference eligible and the agency has complied with the pass-over procedures at 5 U.S.C. § 3318 (see Section D).
True or False: An interdisciplinary position is a position involving duties and responsibilities closely related to more than one professional or scientific occupation.
True: DEOH, Ch 6-3: As a result, you could classify the position into two or more professional occupational series. The nature of the work is such that persons with education and experience in one of two or more professions may be considered equally well-qualified to do the work.
True or False: The agency must give an explanation of the reasons for proposed pass-over of a CPS Veteran.
True: DEOH, Ch 6-41: Under 5 U.S.C. § 3318 (c)(2): The CPS veteran has the right to respond to the hiring manager's reasons for pass-over by submitting a response to OPM within 15 days of the notification.
True or False: An illegal selection can occur from misranked eligibles on a Delegated Examining certificate.
True: DEOH, Ch 6-46: Erroneous certification occurs when an eligible does not appear in the correct order on the certificate (i.e., was misranked on a certificate or mistakenly did not appear on the certificate at all) or when an eligible appeared on the certificate but did not receive appropriate consideration.
True or False: If the illegally selected eligible has already entered on duty and no way can be found to regularize the selection, he or she may be subject to removal.
True: DEOH, Ch 6-47: As a first step to correcting the appointment, you should make every effort to place the employee on an appointment that can be effectuated consistently with applicable law. This could involve: 1. Posting a job opportunity announcement under delegated examining or merit promotion, if the employee has eligibility (for example, if the employee is VEOA eligible). or 2. Identifying an appropriate non-competitive authority (e.g., the VRA authority) to appoint the employee. If no such competitive or non-competitive alternative appointment avenue is available or appropriate, find out whether the employee could have been properly appointed at the time the error was made, i.e., review previously advertised positions for which the employee qualified and reconstruct those case files to determine if the employee was within reach for selection. Once the employee is on a proper appointment, it would then be necessary to submit a variation request to OPM through your agency headquarters explaining the circumstances and requesting approval to provide service credit to the employee concerned to cover the period from the date of the original erroneous appointment up until the date of the second appointment action. You must show proof that the erroneous appointment was corrected by proper competitive procedures. If none of the alternatives discussed are possible, you must regularize the appointment by removing the incumbent or submitting a variation request to OPM in order to retain the incumbent.
True or False: When a position is announced at multiple grade levels, you must certify an eligible for all positions, from the lowest grade or salary he or she is willing to accept to the highest-grade level for which he or she is qualified and within reach for certification.
True: DEOH, Ch 6-7: When a position is announced at multiple grade levels, you must certify an eligible for all positions, from the lowest grade or salary he or she is willing to accept to the highest-grade level for which he or she is qualified and within reach for certification.
True or False: An agency/department must conduct an annual "self-audit" or "self-evaluation" of your delegated examining operations as prescribed by your Interagency Delegated Examining Agreement.
True: DEOH, Ch 7-7: You must conduct an annual "self-audit" or "self-evaluation" of your delegated examining operations as prescribed by your Interagency Delegated Examining Agreement (see Appendix A, Sample Interagency Delegated Examining Agreement).
True or False: Preference eligibles who were displaced from restricted positions by A-76 procedures are eligible for ICTAP selection priority in the same manner as other ICTAP eligibles.
True: DEOH, Ch. 4-15; 5 CFR 330.404/407: There is another category of eligibles that may have selection priority for jobs equal to the priority of "well-qualified" ICTAP eligibles- preference eligibles in restricted positions displaced by A-76 procedures. These preference eligibles also have priority consideration for two years (as compared to the standard one-year period of eligibility).
True or False: Agencies are responsible for adjudicating all preference claims except claims for preference based on common-law marriage.
True: DEOH, Page A-4: Common law marriage adjudication should be sent to the Office of Personnel Management (OPM), Office of the General Counsel.
True or False: Applicants who are on active military duty at the time of application and will soon be discharged may submit a "certification" in lieu of a DD214 under the VOW Act?
True: Vet Guide / DEOH, Ch-4-9: Agencies are required to accept, process, and grant tentative veterans' preference to those active duty service members who submit a certification (in lieu of a DD-form 214) along with their job application materials. Agencies must verify the individual meets the definition of 'preference eligible' under 5 U.S.C. 2108 prior to appointment. -A "certification" is any written document from the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions within 120 days after the certification is submitted by the applicant. The certification letter should be on letterhead of the appropriate military branch of the service and contain: (1) the military service dates including the expected discharge or release date; and (2) the character of service. -If the certification has expired; an agency must request other documentation (e.g., a copy of the DD form 214) that demonstrates the service member is a preference eligible per 5 U.S.C. 2108, before veterans' preference can be awarded.
Can a Selective Factor be used to "screen out" applicants?
Yes- DEOH, Ch 4-26: When using selective factors, you should specify the required proficiency level. Based on their characteristics, selective factors are used as a "screen out" - that is, if an applicant does not possess a selective factor, he or she is ineligible for further consideration.
You have posted a GS-12 Human Resources Specialist. There is an eligible and qualified veteran in the well-qualified category. Do they automatically go to the best-qualified category?
Yes- DEOH, Ch 6-12: CP and CPS eligible Veterans who are eligible and qualified for non-professional positions automatically go to the top of the highest category.
Do you need to document a Quality Ranking Factor?
Yes- DEOH, Ch. 5-5: Like selective factors, your quality ranking factor must be identified and documented through the job analysis process (see Appendix D of the DEOH).
