Delegated Examining Operations Handbook (DEOH) Practice Exam

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• True or False: Agencies have exclusive authority to grant or deny a pass-over request for a 30% or more CPS preference eligible Veteran.
• Can applicants be rated ineligible solely for not possessing a competency/KSA classified as a Quality Ranking Factor?
• What is the definition of a "well-qualified" applicant under ICTAP?
• At what stage can categories be merged in the hiring process?
• Does ICTAP provide priority for jobs in agencies other than the one where an employee was previously employed?
• Which statement is true regarding a Selective Placement Factor?
• What must agencies ensure regarding supplemental forms used in hiring?
• What is the primary purpose of a structured interview in evaluating job candidates?
• What assessment method uses standard questions scored using predetermined criteria for evaluating candidates?
• What is an essential aspect of audits concerning certificates of eligibles?
• In the application review phase, what is the first decision made?
• Is the item listing required on a Certificate of Eligibles?
• Which factor may indicate a candidate's ability to meet job performance standards?
• True or False: Erroneous certification happens when an eligible is not in the correct order on the certificate?
• What is the code for a 0-Point Preference for veterans with a sole survivorship discharge?
• What happens to applicants who do not meet minimum qualifications?
• Is it permissible for an agency to require the submission of a cover letter as part of the application?
• Which item is NOT required to be documented in the case file?
• True or False: VEOA eligibles are given Excepted Service appointments when selected for a position.
• Which of the following is NOT a requirement for priority consideration according to DEOH?
• What is the correct order of steps in reviewing applications?
• What is the nature of the relationship between recruitment and public notice?
• Are veterans' preference points utilized in the category ranking process?
• When using category rating, when are veterans' preference points added to an applicant's rating?
• When can a hiring manager select non-preference eligible candidates over preference eligible candidates?
• What happens to records after a break in retaining for two years?
• What is the standard communication practice for notifying non-selected applicants after a selection is made?
• At what point can an agency request an OF-306 form from applicants?
• Can a Selective Placement Factor be agency-specific?
• When a selecting official has one vacancy, who is eligible for selection from the certificate?
• For a GS-12 position, when is a veteran allowed to move to the best-qualified category?
• If an applicant is found ineligible based on a Selective Factor, what happens next?
• In the case of two vacancies, who should be selected first according to the eligibility categories?
• What additional requirement must agencies fulfill regarding 10-point preference eligible applicants?
• Under category rating, how are preference eligibles treated?
• A hiring manager can select a non-preference eligible instead of a preference eligible if what condition is met?
• What type of appointment is made for a period exceeding one year but not more than four years?
• What is the statutory right that provides advantages for qualifying veterans in federal employment consideration?
• In a newly merged category, which type of eligibles receivers absolute preference?
• Is it necessary to audit delegated examining certificates before a selectee's first day of work?
• What is the name of the list that maintains employees separated from an agency due to reduction in force or work-related injury?
• What is the first step in the rating and ranking process after eligibility determination?
• What is the order of entitlement when ranking eligibles under category rating procedures for scientific and professional positions?
• How often must an agency communicate with applicants about the status of their applications?
• What is one key objective of the application review phase?
• Under CTAP and ICTAP, which term describes an eligible employee whose competencies exceed the minimum qualifications for a position?
• Which of the following must be included in a Job Opportunity Announcement?
• When advertising a position through Delegated Examining, what process is crucial for evaluating the position?
• What should you do if you cannot reach a candidate eligible on a delegated examining certificate?
• For Professional and Scientific Positions at GS-9 and above, which is the correct ranking order?
• Which of the following is NOT a required function of a delegated examining unit?
• Who has the authority to determine whether to merge quality categories?
• What must a candidate be certified for when a position is announced at multiple grade levels?
• When accepting applications from 10-point preference eligibles, what must agencies do?
• What is one component that should be included in the case file related to expert involvement?
• Can a candidate be screened out for not meeting a quality ranking factor?
• For a professional position at GS-11, does an eligible veteran automatically move to the best-qualified category?
• What is the purpose of the Merit Systems Principles?
• Agencies are responsible for adjudicating which type of preference claims?
• What does priority consideration provide to an eligible who was denied consideration due to an illegal selection?
• What is the consequence of erroneous certification?
• What must accompany the supplemental application form if it is developed?
• Which of the following is a Quality Ranking Factor?
• True or False: Agencies must conduct annual internal audits of delegated examining operations?
• What is an example of a condition of employment?
• Can an agency extend a term appointment beyond four years without additional approval?
• Are applicants referred under VEOA eligible for career or career-conditional appointments?
• In job opportunity announcements, which must include contact person information?
• What is the maximum period a temporary appointment can be extended?
• What should agency procedures establish regarding pass-over requests for preference eligibles?
• What is the recommended minimum opening period for a job opportunity announcement?
• Which of the following is NOT considered a valid assessment tool?
• What should be included as part of the qualification determinations for applicants?
• Which type of appointment allows a person formerly employed in the competitive service to return as a career or career-conditional employee?
• What must a job analysis identify?
• What is the first step in the application review process?
• What is required for a hiring manager to select a non-preference eligible over a preference eligible?
• What type of appointment is a position that is not expected to last longer than a year?
• What situation allows for priority consideration under DEOH when applying for positions?
• What can result in an illegal selection during the hiring process?
• True or False: An agency must evaluate its delegated examining operations as per Interagency Delegated Examining Agreement?
• Which of the following jobs are restricted to preference eligibles?
• How many communication touch-points are required to notify an applicant about their application status?
• When is an employee subject to removal due to an illegal selection?
• True or False: The agency must conduct job analysis and develop valid assessment tools.
• Which entity is responsible for ensuring that delegated examining activities comply with OPM standards?
• What is the frequency of the "self-audit" required for delegated examining operations?
• How many Merit Systems Principles are recognized in the federal employment system?
• If there are no preference eligible Veterans in the top category, what is the next step regarding issuing a certificate of eligibles?
• In addition to job analysis results, what must be documented regarding the development of examining plans?
• Under most circumstances, who must an agency select first during the hiring process?
• Should eligible applications that are not referred be retained in the case examining file?
• Which assessment option is valid for measuring a person's competencies for a job?
• Which statement is true regarding the merging of categories of candidates?
• When must the inquiries regarding OF-306 usually be conducted?
• What scenario could lead to an erroneous certification?
• What is the review frequency of OPM's Merit System Accountability and Compliance for delegated examining offices?
• How many Prohibited Personnel Practices are identified in federal law?
• Which authority must be used for coding the SF-50 when utilizing delegated examining authority?
• Are compensably disabled preference eligibles automatically ranked at the top of the Certificate of Eligibles?
• What documentation must be provided by active duty service members to claim veterans' preference?
• What requirement must be met for a Selective Placement Factor to be valid?
• Are preference eligibles displaced by A-76 procedures eligible for ICTAP selection priority?
• What is the retention period for agency examinations under litigation?
• Must a certificate be audited before a selectee's first day of work?
• Who retains exclusive authority to make medical determinations related to preference-eligible Veterans?
• What is the stated role of preference eligibles in the ranking process?
• What type of criteria should be used for tie-breaking methods?
• Which choice describes the outcome of using an erroneous certificate for selection?
• In the context of Delegated Examining, what best facilitates a clear understanding between the hiring manager and the evaluating team?
• According to the DEOH, what is required for a job analysis?
• What happens when an eligible appears out of order on a certificate?
• Which condition allows a Displaced Federal employee to receive selection priority under ICTAP?
• What must be evaluated first when considering applicants for a federal job?
• What must agencies conduct annually regarding their delegated examining operations?
• Which category should be listed first on the Certificate of Eligibles?
• Are quality ranking factors critical for meeting minimum qualifications?
• How many quality categories must agencies establish when filling a position?
• Which element is NOT a requirement when maintaining the Reemployment Priority List (RPL)?
• Is a selection made by a hiring manager prior to merging categories considered legal?
• How long can a 10-point preference eligible veteran file an application after a non-temporary appointment has been made?
• What term describes a competency or special qualification essential for satisfactory job performance?
• Can active military members submit a "certification" instead of a DD214 when applying for a position?
• Which of the following is a security measure related to the crediting plans and rating schedules?
• What is the designation code for a 10-Point 30 Percent Compensable Disability Preference?
• In which situation does priority consideration not have to be given according to DEOH?
• If no alternatives are available to correct an erroneous appointment, what action must you take?
• What must be confirmed about the selections made by a hiring manager?
• Can an agency require a candidate to use a specific format, such as USA Jobs, for their resume?
• Which document outlines the procedures for moving past a preference eligible candidate?
• How long must a certificate case file be retained before it can be destroyed?
• If an illegally selected employee entered on duty, what is the next step?
• True or False: The Competitive Service Act of 2015 allows agencies to share competitive certificates with other appointing authorities?
• How is a non-veteran designated according to DEOH codes?
• What is one characteristic of a Selective Factor?
• Under category rating, how are candidates treated regarding numeric scores?
• What does the Reemployment Priority List (RPL) provide for separated employees?
• Which Act provides preference to eligible veterans for applying under merit promotion procedures?
• What action must be taken when merging the highest quality category with the next lower category?
• Which statement accurately describes an interdisciplinary position?
• What aspect of the rating procedure is critical for transparency?
• What does "Case Examining" refer to in examining operations?
• What is a potential result if a candidate does not meet selective factors for a job position?
• Who is a person with expert knowledge of the responsibilities and competencies of a specific position?
• Does ICTAP require agencies to publicize job openings outside their workforce in the local commuting area?
• Which requirement must an agency follow when using direct-hire authority?
• What is the role of auditing in the selection process?
• Are agencies required to use ACWA assessment tools for competitive service positions?
• Which code is assigned for a 10-Point Disability Preference for veterans with a non-compensable service-related condition?
• A candidate's failure to meet which requirement might disqualify them from a position?
• Agencies must describe quality categories in what document?
• Which of the following describes a selective factor?
• What does DEOH state regarding candidates who do not meet the quality ranking factor?
• Which of these items is generally NOT part of the documentation required in your case file?
• What is the first step to observe when auditing a Certificate of Eligibles under Category Rating Procedures?
• What option allows agencies to post job opportunity announcements for applicants outside their workforce?
• What does the validation process in the selection involves?
• What must be communicated to applicants regarding category rating procedures?
• Can the original categories be reverted back after merging?
• Must an agency provide an explanation for proposed pass-over of a CPS Veteran?
• Should you document when checking the 10-Point Preference Eligible File?
• True or False: Agencies are required to have applicants provide written essays or narratives as part of the initial application process.
• How long must Delegated Examining Units retain reports of internal annual reviews after the agreement expires?
• Which document is critical to understand the rating procedures used?
• What is one of the primary responsibilities of the Office of Personnel Management (OPM)?
• For how long should a register of eligibles be retained after it expires?
• What defines the order of entitlement when ranking eligibles under category rating procedures?
• Is it necessary to document a Quality Ranking Factor during the job analysis process?
• What happens if an applicant does not meet the Selective Placement Factor?
• Must conditions of employment be supported in a job description or job analysis?
• What is the ranking order for eligibility under category rating?
• Under what condition does an eligible lose consideration?
• What standard governs the management of the executive branch workforce?
• Is public notice required for competitive service positions lasting over 120 days?
• What indicates a violation of the law in selection processes?
• Are competitive service vacancies required to be posted publicly?
• What is one method to address an illegal appointment?
• Why is it important to maintain confidentiality of scoring keys?
• What is defined as a Competitor Inventory?
• If a preference eligible veteran is not in the best-qualified category, can they be moved without following proper procedures?
• True or False: Agencies are required to disclose their crediting plans and scoring keys.
• True or False: Agencies are responsible for establishing application acceptance procedures.
• How are eligibles ranked for positions restricted to preference eligibles?
• What happens to an applicant who does not possess a Quality Ranking Factor?
• Which materials are prohibited from being disclosed to the public, including the applicant concerned?
• What must be included in the appointment authority when using the BWA code?
• What is required of agencies regarding maintaining an RPL?
• Are agencies required to establish a specific period for the validity of a Certificate of Eligibles?
• What happens to eligibles' names that are not selected from a certificate?
• What should you do when an improper selection is discovered through the audit process?
• Is it true that an agency must notify a CPS Veteran about a proposed pass-over request?
• What is a required step if an illegal selection has occurred?
• When using category rating for job announcements, is it necessary to describe each quality category?
• What is the primary focus of Quality Ranking Factors?
• Which of the following describes actions forbidden for personnel decision-makers?
• When may a selective factor be assessed during the hiring process?
• How long are documents related to examination announcements required to be retained?
• Can a Selective Factor be used to eliminate applicants during the screening process?
• What is required for an extension beyond a four-year term appointment?