DEU Certification Study Notes questions with
correct answers
DEOH Chapter 1 Correct Answer-Covers OPM & Agency
Responsibilities
DEOH Chapter 2 Correct Answer-Identify the Job and its assessments
DEOH Chapter 3 Correct Answer-Recruit & Announce the Job
DEOH Chapter 4 Correct Answer-Accept and Review Applications
DEOH Chapter 5 Correct Answer-Assess Applicants
DEOH Chapter 6 Correct Answer-Certify Eligibles
DEOH Chapter 7 Correct Answer-Reporting and Accountability
Temporary Appointment Correct 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 Correct 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 Correct 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? Correct 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 Correct 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? Correct 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? Correct 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?
Correct Answer-PD, Assessments, Selection Tools 2-B-15
correct answers
DEOH Chapter 1 Correct Answer-Covers OPM & Agency
Responsibilities
DEOH Chapter 2 Correct Answer-Identify the Job and its assessments
DEOH Chapter 3 Correct Answer-Recruit & Announce the Job
DEOH Chapter 4 Correct Answer-Accept and Review Applications
DEOH Chapter 5 Correct Answer-Assess Applicants
DEOH Chapter 6 Correct Answer-Certify Eligibles
DEOH Chapter 7 Correct Answer-Reporting and Accountability
Temporary Appointment Correct 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 Correct 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 Correct 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? Correct 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 Correct 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? Correct 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? Correct 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?
Correct Answer-PD, Assessments, Selection Tools 2-B-15
