DEU Certification Study Guide Exam
And Correct Answers.
DEOH Chapter 1 - Answer Covers OPM & Agency Responsibilities
DEOH Chapter 2 - Answer Identify the Job and its assessments
DEOH Chapter 3 - Answer Recruit & Announce the Job
DEOH Chapter 4 - Answer Accept and Review Applications
DEOH Chapter 5 - Answer Assess Applicants
DEOH Chapter 6 - Answer Certify Eligibles
DEOH Chapter 7 - Answer Reporting and Accountability
Temporary Appointment - Answer DEOH Chapter 2, Sec A- Pgs. 2-2 thru 2-4
DOES NOT CONFER STATUS
Limited Appointment NTE 1 year; MBE 24 mos.
Extension beyond 24 mos. elevate to OPM
5 CFR Part 316
Term Appointment - Answer DEOH Chapter 2, Sec A- Pgs. 2-5 thru 2-6
DOES NOT CONFER STATUS
More than one year but less than four years. Employment for specific project.
Extension beyond 4 years elevate to OPM
5 CFR Part 316
,Direct Hire - Answer authority to appoint qualified candidates directly to jobs for which public notice
has been given and OPM determines there is:
1. A severe shortage of candidates, or
2. A critical hiring need.
What is job analysis? - Answer Foundation of Human Resources Management
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.
2-13
Parts of a Job Analysis/ Methodology - Answer Step 1: Collect info about the job using the PD,
classification standards, SME input, performance and occupational standards. MOSAIC tasks also good
source of info
Step 2: List Tasks that are required to perform successfully on the job based on the information and/or
SME input collected in step 1
Step 3: (A) SMEs rate tasks on importance and frequency. (B) Eliminate tasks that were rated as not
performed on either importance & frequency by at least half the SMEs (C) Compute an average rating for
each task on each scale. (D) Identify the tasks critical for the job- involves determining cutoffs for both
importance and frequency scale. Recommended cutoff is 3.0- with anything scoring higher than 3.0 as
critical to the job.
Step 4: List competencies that are required to perform successfully in the job based on the job
information collected and/or SME input, along with the source of that information. Ch 2; Sec. C
Step 5: (A)SMEs individually rate the competencies on the importance, need at entry, and distinguishing
value scales. [scales can differ] (B) Average the SME ratings to produce an overall rating for each
competency for each scale. (C) identify which competencies are critical for the job, based on importance
and need at entry. This involves determining cutoffs for each of these scales. Recommended cutoffs for
the scales shown on the worksheet are 3.0 or above for importance and 2.0 or below on need at entry.
Step 6: Link tasks and competencies. Have each SME work independently to rate the extent to which
each competency is important for effective task performance. Again, SME ratings should be averaged to
,come up with an overall rating for each task-competency linkage. *You and the SMEs should eliminate
any tasks not linked to one or more competencies, and only competencies that are not linked to at least
one task.
S
What are competencies? - Answer a measurable pattern of knowledge, skills, abilities, behaviors and
other characteristics that an individual needs in order to perform work roles or occupational functions
successfully.
What is the product of a job analysis? - Answer Assessments / Assessment development and strategy
Appendix D-3 & Chapter 2-B-13
A valid job analysis is used to develop effective recruitment, qualification and assessment, selection,
performance management, and career development methodologies.
competencies/KSAs identified in the job analysis are the foundation for your assessment strategy. You
should consider those competencies/KSAs that have been identified as critical (i.e., important, required
at entry to the position, and linked to important job tasks) both in order to be considered at all and for
your subsequent selection process. 2-B-17
What documents need to be updated when duties change to a position? - Answer PD, Assessments,
Selection Tools 2-B-15
What are assessment tools? - Answer Structured Interview
Test
Assessment Center
Work Sample
Occupational Questionnaire (Crediting Plan/Rating Schedule)
2-C-18
What are the Uniform Guidelines on Employee Selection Procedures? - Answer provide / a set of
principles for determining proper test use and selection procedures, covering topics such as test fairness
and adverse impact.
, What is reliability? - Answer Reliability is the degree of consistency or stability of an assessment tool
over time, in different situations, or across applicants, and/or raters.
What is validity? - Answer Validity is the degree to which an assessment tool measures a job-related
characteristic and how well it is measuring that characteristic. Validity shows the relationship between
performance on an assessment tool and performance on the job.
Validity is also an indicator of how well the assessment tool is measuring the job-related competencies.
Who approves the use of direct hire? - Answer OPM—-Chief Human Capital Officer Act of 2002 (Title
XIII of the Homeland Security Act and codified at 5 U.S.C. § 3304) provides you with the authority to
appoint qualified candidates directly to jobs for which public notice has been given and OPM determines
there is:
1. A severe shortage of candidates, or
2. A critical hiring need.
2-A-7
Direct-hire authority is issued for a permanent or nonpermanent position or group of positions in the
competitive service at GS-15 (or equivalent) and below. This authority may be issued for one or more of
the following: - Answer Occupational series;
• Grades (or equivalent); and
• Geographical location.
Direct-hire authority permits hiring without regard to: - Answer Veterans' preference;
Use of prescribed assessment and rating procedures (i.e., the type of process required for a "rule of
three" selection process or a "category rating" selection process).
And Correct Answers.
DEOH Chapter 1 - Answer Covers OPM & Agency Responsibilities
DEOH Chapter 2 - Answer Identify the Job and its assessments
DEOH Chapter 3 - Answer Recruit & Announce the Job
DEOH Chapter 4 - Answer Accept and Review Applications
DEOH Chapter 5 - Answer Assess Applicants
DEOH Chapter 6 - Answer Certify Eligibles
DEOH Chapter 7 - Answer Reporting and Accountability
Temporary Appointment - Answer DEOH Chapter 2, Sec A- Pgs. 2-2 thru 2-4
DOES NOT CONFER STATUS
Limited Appointment NTE 1 year; MBE 24 mos.
Extension beyond 24 mos. elevate to OPM
5 CFR Part 316
Term Appointment - Answer DEOH Chapter 2, Sec A- Pgs. 2-5 thru 2-6
DOES NOT CONFER STATUS
More than one year but less than four years. Employment for specific project.
Extension beyond 4 years elevate to OPM
5 CFR Part 316
,Direct Hire - Answer authority to appoint qualified candidates directly to jobs for which public notice
has been given and OPM determines there is:
1. A severe shortage of candidates, or
2. A critical hiring need.
What is job analysis? - Answer Foundation of Human Resources Management
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.
2-13
Parts of a Job Analysis/ Methodology - Answer Step 1: Collect info about the job using the PD,
classification standards, SME input, performance and occupational standards. MOSAIC tasks also good
source of info
Step 2: List Tasks that are required to perform successfully on the job based on the information and/or
SME input collected in step 1
Step 3: (A) SMEs rate tasks on importance and frequency. (B) Eliminate tasks that were rated as not
performed on either importance & frequency by at least half the SMEs (C) Compute an average rating for
each task on each scale. (D) Identify the tasks critical for the job- involves determining cutoffs for both
importance and frequency scale. Recommended cutoff is 3.0- with anything scoring higher than 3.0 as
critical to the job.
Step 4: List competencies that are required to perform successfully in the job based on the job
information collected and/or SME input, along with the source of that information. Ch 2; Sec. C
Step 5: (A)SMEs individually rate the competencies on the importance, need at entry, and distinguishing
value scales. [scales can differ] (B) Average the SME ratings to produce an overall rating for each
competency for each scale. (C) identify which competencies are critical for the job, based on importance
and need at entry. This involves determining cutoffs for each of these scales. Recommended cutoffs for
the scales shown on the worksheet are 3.0 or above for importance and 2.0 or below on need at entry.
Step 6: Link tasks and competencies. Have each SME work independently to rate the extent to which
each competency is important for effective task performance. Again, SME ratings should be averaged to
,come up with an overall rating for each task-competency linkage. *You and the SMEs should eliminate
any tasks not linked to one or more competencies, and only competencies that are not linked to at least
one task.
S
What are competencies? - Answer a measurable pattern of knowledge, skills, abilities, behaviors and
other characteristics that an individual needs in order to perform work roles or occupational functions
successfully.
What is the product of a job analysis? - Answer Assessments / Assessment development and strategy
Appendix D-3 & Chapter 2-B-13
A valid job analysis is used to develop effective recruitment, qualification and assessment, selection,
performance management, and career development methodologies.
competencies/KSAs identified in the job analysis are the foundation for your assessment strategy. You
should consider those competencies/KSAs that have been identified as critical (i.e., important, required
at entry to the position, and linked to important job tasks) both in order to be considered at all and for
your subsequent selection process. 2-B-17
What documents need to be updated when duties change to a position? - Answer PD, Assessments,
Selection Tools 2-B-15
What are assessment tools? - Answer Structured Interview
Test
Assessment Center
Work Sample
Occupational Questionnaire (Crediting Plan/Rating Schedule)
2-C-18
What are the Uniform Guidelines on Employee Selection Procedures? - Answer provide / a set of
principles for determining proper test use and selection procedures, covering topics such as test fairness
and adverse impact.
, What is reliability? - Answer Reliability is the degree of consistency or stability of an assessment tool
over time, in different situations, or across applicants, and/or raters.
What is validity? - Answer Validity is the degree to which an assessment tool measures a job-related
characteristic and how well it is measuring that characteristic. Validity shows the relationship between
performance on an assessment tool and performance on the job.
Validity is also an indicator of how well the assessment tool is measuring the job-related competencies.
Who approves the use of direct hire? - Answer OPM—-Chief Human Capital Officer Act of 2002 (Title
XIII of the Homeland Security Act and codified at 5 U.S.C. § 3304) provides you with the authority to
appoint qualified candidates directly to jobs for which public notice has been given and OPM determines
there is:
1. A severe shortage of candidates, or
2. A critical hiring need.
2-A-7
Direct-hire authority is issued for a permanent or nonpermanent position or group of positions in the
competitive service at GS-15 (or equivalent) and below. This authority may be issued for one or more of
the following: - Answer Occupational series;
• Grades (or equivalent); and
• Geographical location.
Direct-hire authority permits hiring without regard to: - Answer Veterans' preference;
Use of prescribed assessment and rating procedures (i.e., the type of process required for a "rule of
three" selection process or a "category rating" selection process).
