DELEGATED EXAMINING 108 2026 FINAL PAPER
FULL SOLUTIONS GRADED A+
◉ T/F: Employee benefits and employee assistance programs are
required items in a job opportunity announcement. Answer: False
◉ Under what law may qualified veterans without status apply to
compete for vacancies under merit promotion procedures when the
agency is accepting applications from outside its own workforce?
Answer: VEOA
◉ T/F: Merit promotion and delegated examining announcements
must always be announced separately. Answer: False
◉ A non-status appointment to a competitive position for a specific
period not to exceed one year is a ________ appointment. Answer:
Temporary
◉ 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
announcement.
,◉ T/F: Direct-hire authority permits hiring without regard to
veterans' preference or rating procedures. Answer: True
◉ 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
◉ 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
◉ 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
◉ 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.
, ◉ 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
◉ 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.
◉ 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
◉ Which is a strength of a Work Sample?
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
◉ Which is a strength of a Test?
FULL SOLUTIONS GRADED A+
◉ T/F: Employee benefits and employee assistance programs are
required items in a job opportunity announcement. Answer: False
◉ Under what law may qualified veterans without status apply to
compete for vacancies under merit promotion procedures when the
agency is accepting applications from outside its own workforce?
Answer: VEOA
◉ T/F: Merit promotion and delegated examining announcements
must always be announced separately. Answer: False
◉ A non-status appointment to a competitive position for a specific
period not to exceed one year is a ________ appointment. Answer:
Temporary
◉ 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
announcement.
,◉ T/F: Direct-hire authority permits hiring without regard to
veterans' preference or rating procedures. Answer: True
◉ 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
◉ 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
◉ 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
◉ 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.
, ◉ 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
◉ 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.
◉ 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
◉ Which is a strength of a Work Sample?
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
◉ Which is a strength of a Test?
