DEU Delegated Examination Study Cards
Questions With Correct Answers
ICTAP |- |CORRECT |ANSWER✔✔-ICTAP |is |a |process |whereby |employees |who |will |be |or |have |
been |involuntarily |separated |(other |than |for
cause) |may |receive |selection |priority |for |jobs |in |agencies |other |than |the |one |from |which |they |
separated.
Late |filers |can |be |- |CORRECT |ANSWER✔✔-10pt |preference |eligible, |
those |who |could |not |file |because |of |military |service, |
those |who |could |not |apply |due |to |hospitalization |after |military |service, |
overseas |Federal |service
How |many |touchpoints |to |communicate |with |applicants |during |the |application |process |are |
required? |- |CORRECT |ANSWER✔✔-4
A |temporary |appointment |may |not |exceed |______ |years. |- |CORRECT |ANSWER✔✔-A |non-
status |appointment |to |a |competitive |position |for |a |specific |period |not |to |exceed |one |year |is |a |
_________ |appointment. |5 |CFR |316 |subpart |D
T/F: |An |employee |serving |on |a |term |appointment |may |be |selected |for |a |permanent |position |
through |merit |promotion |procedures. |- |CORRECT |ANSWER✔✔-False, |unless |your |agency |has |
special |authority |to |do |so |and |you |state |you |have |this |authority |in |the |job |opportunity |and |
you |state |you |have |this |authority |in |the |job |opportunity |announcement. |Reference: |5 |CFR |
316, |subpart |C
T/F: |Direct-hire |authority |permits |hiring |without |regard |to |veterans' |preference |or |rating |
procedures. |- |CORRECT |ANSWER✔✔-True |Reference: |5 |CFR |337
,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. |- |CORRECT |ANSWER✔✔-C |Either |agency |or |OPM |may |initiate |Direct |
Hire |Authority |- |Reference: |5 |CFR |337
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. |- |CORRECT |ANSWER✔✔-True |Reference: |5 |CFR |337
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. |- |CORRECT |ANSWER✔✔-True |
DEOH, |2-A, |Introduction
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. |- |CORRECT |ANSWER✔✔-
False. |Agencies |should |only |use |those |flexibilities |that |are |the |most |appropriate. |DEOH, |2-A, |
Introduction
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. |- |CORRECT |
ANSWER✔✔-True |Reference: |5 |CFR |300.103
T/F: |Each |time |you |seek |to |fill |a |job |you |must |prepare |a |new |job |analysis. |- |CORRECT |
ANSWER✔✔-False |- |Job |analysis |should |be |updated |any |time |there |is |a |significant |change |to |
the |position |or |its |duties. |Reference: |DEOH, |2
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. |-
|CORRECT |ANSWER✔✔-True |- |Reference: |DEOH, |2-C, |Specific |Information |about |using |Non-
OPM |Developed |Tests
Which |is |a |strength |of |a |Work |Sample |assessment?
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 |- |CORRECT |ANSWER✔✔-c. |Good |for |tasks |
that |can |be |completed |in |a |short |period |of |time
Which |is |a |strength |of |a |Test |assessment?
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 |- |CORRECT |ANSWER✔✔-b. |Sets |consistent |
standards |for |all |applicants
Which |is |a |strength |of |an |Agency |Certification |Program?
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 |- |CORRECT |ANSWER✔✔-d. |Comprehensive |
competency |measurement
Questions With Correct Answers
ICTAP |- |CORRECT |ANSWER✔✔-ICTAP |is |a |process |whereby |employees |who |will |be |or |have |
been |involuntarily |separated |(other |than |for
cause) |may |receive |selection |priority |for |jobs |in |agencies |other |than |the |one |from |which |they |
separated.
Late |filers |can |be |- |CORRECT |ANSWER✔✔-10pt |preference |eligible, |
those |who |could |not |file |because |of |military |service, |
those |who |could |not |apply |due |to |hospitalization |after |military |service, |
overseas |Federal |service
How |many |touchpoints |to |communicate |with |applicants |during |the |application |process |are |
required? |- |CORRECT |ANSWER✔✔-4
A |temporary |appointment |may |not |exceed |______ |years. |- |CORRECT |ANSWER✔✔-A |non-
status |appointment |to |a |competitive |position |for |a |specific |period |not |to |exceed |one |year |is |a |
_________ |appointment. |5 |CFR |316 |subpart |D
T/F: |An |employee |serving |on |a |term |appointment |may |be |selected |for |a |permanent |position |
through |merit |promotion |procedures. |- |CORRECT |ANSWER✔✔-False, |unless |your |agency |has |
special |authority |to |do |so |and |you |state |you |have |this |authority |in |the |job |opportunity |and |
you |state |you |have |this |authority |in |the |job |opportunity |announcement. |Reference: |5 |CFR |
316, |subpart |C
T/F: |Direct-hire |authority |permits |hiring |without |regard |to |veterans' |preference |or |rating |
procedures. |- |CORRECT |ANSWER✔✔-True |Reference: |5 |CFR |337
,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. |- |CORRECT |ANSWER✔✔-C |Either |agency |or |OPM |may |initiate |Direct |
Hire |Authority |- |Reference: |5 |CFR |337
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. |- |CORRECT |ANSWER✔✔-True |Reference: |5 |CFR |337
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. |- |CORRECT |ANSWER✔✔-True |
DEOH, |2-A, |Introduction
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. |- |CORRECT |ANSWER✔✔-
False. |Agencies |should |only |use |those |flexibilities |that |are |the |most |appropriate. |DEOH, |2-A, |
Introduction
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. |- |CORRECT |
ANSWER✔✔-True |Reference: |5 |CFR |300.103
T/F: |Each |time |you |seek |to |fill |a |job |you |must |prepare |a |new |job |analysis. |- |CORRECT |
ANSWER✔✔-False |- |Job |analysis |should |be |updated |any |time |there |is |a |significant |change |to |
the |position |or |its |duties. |Reference: |DEOH, |2
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. |-
|CORRECT |ANSWER✔✔-True |- |Reference: |DEOH, |2-C, |Specific |Information |about |using |Non-
OPM |Developed |Tests
Which |is |a |strength |of |a |Work |Sample |assessment?
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 |- |CORRECT |ANSWER✔✔-c. |Good |for |tasks |
that |can |be |completed |in |a |short |period |of |time
Which |is |a |strength |of |a |Test |assessment?
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 |- |CORRECT |ANSWER✔✔-b. |Sets |consistent |
standards |for |all |applicants
Which |is |a |strength |of |an |Agency |Certification |Program?
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 |- |CORRECT |ANSWER✔✔-d. |Comprehensive |
competency |measurement
