1) What are the five categories that compose Federal Government white collar workers?
Professional, administrative, technical, clerical, and other
2) What statement best illustrates the difference between Merit Principles and Prohibited Practices?
Merit Principles are the “do’s” and Prohibited Practices are the “don’ts
3) What statement is an example of a Prohibited Personnel Practice?
Supervisor stops an award after an employee reported discrepancies with TDY vouchers
4) What statement is an example of a supervisor demonstrating responsibility within the merit system
principles?
Supervisor provides employees with suggestions to improve job performance
5) What statement is an example of employee protection against reprisal for lawful disclosure of
information with evidence that support the merit system principles?
Mismanagement, waste, fraud or abuse
6) What is an example of a supervisor’s obligation to adhere to merit system principles when
identifying a recruitment source?
Must specify an area of consideration sufficiently broad to ensure highly qualified candidates.
7) What is the purpose of Veteran’s Preference in hiring?
Giving special consideration to qualified veterans seeking federal employment
8) What difference exists between competitive service and excepted service federal classes of jobs?
Excepted service agencies qualification requirements must follow the same guidelines outlined
under competitive service qualification requirements.
9) What steps does a supervisor follow to develop a screening panel to screen candidates?
Identify number on screening panel, select members with a range of experience and
background to maximize fairness; appoint someone to lead
10) What actions can supervisors exercise to prevent the common error of waiting for a referral list
before beginning to develop a plan for employee selection after the request for personnel action has
been submitted?
Identify selection panel, compile screening matrix, and create an interviewing plan.
11) What is workforce planning?
Defining the framework for making staffing decisions based on desired workforce competencies
Professional, administrative, technical, clerical, and other
2) What statement best illustrates the difference between Merit Principles and Prohibited Practices?
Merit Principles are the “do’s” and Prohibited Practices are the “don’ts
3) What statement is an example of a Prohibited Personnel Practice?
Supervisor stops an award after an employee reported discrepancies with TDY vouchers
4) What statement is an example of a supervisor demonstrating responsibility within the merit system
principles?
Supervisor provides employees with suggestions to improve job performance
5) What statement is an example of employee protection against reprisal for lawful disclosure of
information with evidence that support the merit system principles?
Mismanagement, waste, fraud or abuse
6) What is an example of a supervisor’s obligation to adhere to merit system principles when
identifying a recruitment source?
Must specify an area of consideration sufficiently broad to ensure highly qualified candidates.
7) What is the purpose of Veteran’s Preference in hiring?
Giving special consideration to qualified veterans seeking federal employment
8) What difference exists between competitive service and excepted service federal classes of jobs?
Excepted service agencies qualification requirements must follow the same guidelines outlined
under competitive service qualification requirements.
9) What steps does a supervisor follow to develop a screening panel to screen candidates?
Identify number on screening panel, select members with a range of experience and
background to maximize fairness; appoint someone to lead
10) What actions can supervisors exercise to prevent the common error of waiting for a referral list
before beginning to develop a plan for employee selection after the request for personnel action has
been submitted?
Identify selection panel, compile screening matrix, and create an interviewing plan.
11) What is workforce planning?
Defining the framework for making staffing decisions based on desired workforce competencies
