Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
1. DEOH Chapter 1 Covers OPM & Agency Responsibilities
2. DEOH Chapter 2 Identify the Job and its assessments
3. DEOH Chapter 3 Recruit & Announce the Job
4. DEOH Chapter 4 Accept and Review Applications
5. DEOH Chapter 5 Assess Applicants
6. DEOH Chapter 6 Certify Eligibles
7. DEOH Chapter 7 Reporting and Accountability
8. Temporary Ap- DEOH Chapter 2, Sec A- Pgs. 2-2 thru 2-4
pointment DOES NOT CONFER STATUS
Limited Appointment NTE 1 year; MBE 24 mos.
Extension beyond 24 mos. elevate to OPM
5 CFR Part 316
9. Term Appoint- DEOH Chapter 2, Sec A- Pgs. 2-5 thru 2-6
ment 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
10. Direct Hire 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.
11. Foundation of Human Resources Management
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
What is job analy- identifies the competencies /KSAs directly related to performance on the job. It is
sis? 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
12. Parts of a Step 1: Collect info about the job using the PD, classification standards, SME input,
Job Analysis/ performance and occupational standards. MOSAIC tasks also good source of info
Methodology 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 cutotts for both importance and
frequency scale. Recommended cutott 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 ditter] (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 cutotts for each of these scales.
Recommended cutotts 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 ettective 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
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
least one task.
Step 7: Of the competencies remaining at the end of Step 6 of the Job Analysis
process, eliminate competencies that cannot be reasonably assessed via a rating
schedule. The resulting competencies will later be considered for assessment.
Step 8: Determine which competencies will be used as selective and/or quality
ranking factors (if any).
This ends the formal job analysis process.
13. What are compe- a measurable pattern of knowledge, skills, abilities, behaviors and other charac-
tencies? teristics that an individual needs in order to perform work roles or occupational
functions successfully.
14. What is the prod- Assessments / Assessment development and strategy
uct of a job analy- Appendix D-3 & Chapter 2-B-13
sis? A valid job analysis is used to develop ettective 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
15. What documents PD, Assessments, Selection Tools 2-B-15
need to be up-
dated when du-
ties change to a
position?
16. What are assess- Structured Interview
ment tools? Test
Assessment Center
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
Work Sample
Occupational Questionnaire (Crediting Plan/Rating Schedule)
2-C-18
17. What are the provide / a set of principles for determining proper test use and selection proce-
Uniform Guide- dures, covering topics such as test fairness and adverse impact.
lines on Employ-
ee Selection Pro-
cedures?
18. What is reliabili- Reliability is the degree of consistency or stability of an assessment tool over time,
ty? in ditterent situations, or across applicants, and/or raters.
19. What is validity? Validity is the degree to which an assessment tool measures a job-related char-
acteristic 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.
20. Who approves OPM—-Chief Human Capital Oflcer Act of 2002 (Title XIII of the Homeland
the use of direct Security Act and codified at 5 U.S.C. § 3304) provides you with the authority to
hire? 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
21. Direct-hire au- Occupational series;
thority is issued
Notes 2026 Federal HR Training Handbook
1. DEOH Chapter 1 Covers OPM & Agency Responsibilities
2. DEOH Chapter 2 Identify the Job and its assessments
3. DEOH Chapter 3 Recruit & Announce the Job
4. DEOH Chapter 4 Accept and Review Applications
5. DEOH Chapter 5 Assess Applicants
6. DEOH Chapter 6 Certify Eligibles
7. DEOH Chapter 7 Reporting and Accountability
8. Temporary Ap- DEOH Chapter 2, Sec A- Pgs. 2-2 thru 2-4
pointment DOES NOT CONFER STATUS
Limited Appointment NTE 1 year; MBE 24 mos.
Extension beyond 24 mos. elevate to OPM
5 CFR Part 316
9. Term Appoint- DEOH Chapter 2, Sec A- Pgs. 2-5 thru 2-6
ment 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
10. Direct Hire 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.
11. Foundation of Human Resources Management
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
What is job analy- identifies the competencies /KSAs directly related to performance on the job. It is
sis? 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
12. Parts of a Step 1: Collect info about the job using the PD, classification standards, SME input,
Job Analysis/ performance and occupational standards. MOSAIC tasks also good source of info
Methodology 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 cutotts for both importance and
frequency scale. Recommended cutott 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 ditter] (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 cutotts for each of these scales.
Recommended cutotts 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 ettective 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
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
least one task.
Step 7: Of the competencies remaining at the end of Step 6 of the Job Analysis
process, eliminate competencies that cannot be reasonably assessed via a rating
schedule. The resulting competencies will later be considered for assessment.
Step 8: Determine which competencies will be used as selective and/or quality
ranking factors (if any).
This ends the formal job analysis process.
13. What are compe- a measurable pattern of knowledge, skills, abilities, behaviors and other charac-
tencies? teristics that an individual needs in order to perform work roles or occupational
functions successfully.
14. What is the prod- Assessments / Assessment development and strategy
uct of a job analy- Appendix D-3 & Chapter 2-B-13
sis? A valid job analysis is used to develop ettective 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
15. What documents PD, Assessments, Selection Tools 2-B-15
need to be up-
dated when du-
ties change to a
position?
16. What are assess- Structured Interview
ment tools? Test
Assessment Center
, Delegated Examining DEU Certification Study
Notes 2026 Federal HR Training Handbook
Work Sample
Occupational Questionnaire (Crediting Plan/Rating Schedule)
2-C-18
17. What are the provide / a set of principles for determining proper test use and selection proce-
Uniform Guide- dures, covering topics such as test fairness and adverse impact.
lines on Employ-
ee Selection Pro-
cedures?
18. What is reliabili- Reliability is the degree of consistency or stability of an assessment tool over time,
ty? in ditterent situations, or across applicants, and/or raters.
19. What is validity? Validity is the degree to which an assessment tool measures a job-related char-
acteristic 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.
20. Who approves OPM—-Chief Human Capital Oflcer Act of 2002 (Title XIII of the Homeland
the use of direct Security Act and codified at 5 U.S.C. § 3304) provides you with the authority to
hire? 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
21. Direct-hire au- Occupational series;
thority is issued
