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DE CERTIFICATION 2026 PRACTICE TEST
SOLVED RESPONSES
◉ True or False: For professional or scientific positions at grades GS- 9 and above, compensably disabled preference eligibles (CPS/CP) who meet the minimum qualifications and any passing grade established for the assessment are automatically placed at the top of the Certificate of Eligibles. Answer: False: DEOH, Ch 6-13: Compensably disabled preference eligibles (CPS/CP) are NOT automatically placed at the top of the Certificate of Eligibles (5 U.S.C. § 3313). This means any eligibles with higher category placement, including non-preference eligibles, would rank above the CPS or CP who has a lower category placement. ◉ True or False: Under category rating, if there are fewer than three eligible candidates in the highest quality category you MUST merge the highest quality category with the next lower category. Answer: False: DEOH, Ch 6-20: Merging quality categories is not mandatory; it is an option. You should consult with the hiring manager to decide whether to merge the top two quality categories. ◉ True or False: If there are no preference eligible Veterans in the top category but there are preference eligibles in the next highest category you MUST merge categories. Answer: False: DEOH, 6-20:
Merging is not mandatory. You may proceed with issuing a certificate of eligibles in the top category. If there is fewer than three eligible candidates, then you may merge categories. ◉ True or False: Merging the highest quality category (Best- Qualified) with the next lower category (Well-Qualified) requires listing the qualified preference eligible at the top of the newly merged quality category. Answer: True: DEOH, Ch 6-21: Merging the highest quality category (Best-Qualified) with the next lower category (Well-Qualified) requires listing the qualified preference eligible at the top of the newly merged quality category. A hiring manager may not move past a preference eligible to select a nonpreference eligible unless there are grounds for passing over the preference eligible and the agency has complied with the pass-over procedures at 5 U.S.C. § 3318 (see Section D). ◉ A hiring manager can move past a preference eligible veteran to select a non-preference eligible if they feel that they have grounds for passing over the preference eligible Veteran by following which procedure: A. Select the best qualified regardless of Veterans preference. B. Complete pass-over procedures in order to select a non-Veteran. C. Ask Human Resources to merge the certificates to move the preference eligible Veteran to a different category. Answer: B.-
◉ You have posted a job for a professional GS-11 Architect. There is an eligible and qualified CPS Veteran in the well-qualified category. Do they automatically go to the best-qualified category? Answer: No- DEOH, Ch 6-13: Preference eligible Veterans remain in their category for professional positions at the GS-9 and higher. ◉ You have posted a GS-12 Human Resources Specialist. There is an eligible and qualified veteran in the well-qualified category. Do they automatically go to the best-qualified category? Answer: Yes- DEOH, Ch 6-12: CP and CPS eligible Veterans who are eligible and qualified for non-professional positions automatically go to the top of the highest category. ◉ True or False: You do not need to audit delegated examining certificates before the selectee's first day. Answer: False: DEOH, Ch 6 - 25: It is essential that certificates are audited before a selectee's first day of work. If the certificate was worked improperly, any hiring commitments made by the appointing official may potentially be invalid, and, in addition to the problem that appointment itself presents, may have a cascading effect on subsequent appointments and/or If the certificate is issued from a competitor inventory (standing register) where multiple referrals are made, auditing the certificate closes it out and enables eligibles that were not selected to be restored to the active inventory for further employment consideration.
◉ True or False: If you are unable to reach (contact) a candidate that is eligible on a delegated examining certificate you can just move on to the next candidate. Answer: False: DEOH, Ch 6-27: You must make an effort to reach the candidate (letter, email, or telephone). If you do not hear from them by a specific date you must document the failure to respond (FR). You must retain your written documentation supporting the basis for the FR code. ◉ When utilizing delegated examining authority what authority must be used for coding the SF-50: a. DEU b. BWA c. OPM d. REA Answer: B. BWA- DEOH, Ch 6-32: Use of the BWA authority code requires agencies to include their delegated examining agreement number as well as the certificate number as the basis for the appointment authority. ◉ OPM retains exclusive authority for which of the following: A. Medical determinations pertaining to preference eligibles. B. Grant or deny an agency's pass-over request of a preference eligible with a disability of 30% or more. C. Make suitability determinations D. A and B
eligibles ranked in the same quality category, in the absence of an approved pass-over request(s). B. A selection is made from a lower quality category when three or more qualified and available eligibles remain in the higher category regardless of veterans' preference status. C. A only D. A and B Answer: D. A and B- DEOH, Ch 6-46: An erroneous certification is an inadvertent misranking, non-certification, or failure to give bona fide consideration to an eligible in connection with a competitive certificate. Erroneous certification often leads to illegal selection and/or illegal appointment due to the incorrect certificate. This type of erroneous certification that leads to a violation of the law is known as Lost Consideration. ◉ True or False: If the illegally selected eligible has already entered on duty and no way can be found to regularize the selection, he or she may be subject to removal. Answer: True: DEOH, Ch 6-47: As a first step to correcting the appointment, you should make every effort to place the employee on an appointment that can be effectuated consistently with applicable law. This could involve:
- Posting a job opportunity announcement under delegated examining or merit promotion, if the employee has eligibility (for example, if the employee is VEOA eligible). or
- Identifying an appropriate non-competitive authority (e.g., the VRA authority) to appoint the employee. If no such competitive or non-competitive alternative appointment avenue is available or appropriate, find out whether the employee could have been properly appointed at the time the error was made, i.e., review previously advertised positions for which the employee qualified and reconstruct those case files to determine if the employee was within reach for selection. Once the employee is on a proper appointment, it would then be necessary to submit a variation request to OPM through your agency headquarters explaining the circumstances and requesting approval to provide service credit to the employee concerned to cover the period from the date of the original erroneous appointment up until the date of the second appointment action. You must show proof that the erroneous appointment was corrected by proper competitive procedures. If none of the alternatives discussed are possible, you must regularize the appointment by removing the incumbent or submitting a variation request to OPM in order to retain the incumbent. ◉ Choose the step or steps that you can take to correct an illegal appointment:
operations as prescribed by your Interagency Delegated Examining Agreement. Answer: True: DEOH, Ch 7-7: You must conduct an annual "self-audit" or "self-evaluation" of your delegated examining operations as prescribed by your Interagency Delegated Examining Agreement (see Appendix A, Sample Interagency Delegated Examining Agreement). ◉ A competency/KSA that is expected to significantly enhance performance in a position. Answer: Quality Ranking Factor ◉ A list of employees within the local commuting area who have been separated from an agency due to reduction in force (RIF) or work-related injury. A. Priority Placement List B. Reemployment Priority List (RPL). C. A-76 Displaced Employees. D. None of the Above. Answer: B. Reemployment Priority List (RPL)- DEOH, 4-14: Your agency is required to maintain an RPL for each commuting area in which your agency has separated employees by reduction in force (RIF). Former employees who separated because of work-related injuries but have since recovered may also be eligible for your agency RPL. ◉ What is a non-competitive appointment of a person formerly employed in the competitive service (i.e., who either had a
competitive status or was serving probation when separated) into the competitive service as a career or career-conditional employee. A. Non-Competitive Status. B. Reinstatement C. Career Status D. Competitive Service. Answer: B. Reinstatement- DEOH, Glossary- 12 / 5 CFR part 315: The conditions under which a person may be reinstated into the competitive service. ◉ What is a competency/KSA or special qualification without which a candidate could not perform the duties of a position in a satisfactory manner? A. Minimum Qualification B. Major Duty C. Quality Ranking Factor D. Selective Factor Answer: D. Selective Factor- DEOH, Ch 4-26: In addition to the component of the minimum qualification requirements that are expressed as occupational qualification standards (developed by OPM or agency developed and OPM approved), selective factors identify any qualifications that are essential for the job. These are already required when the person starts the job. ◉ An assessment method in which candidates' job-related competencies/KSAs are evaluated using standard questions that are
◉ A statutory right that entitles qualifying veterans to certain advantages in consideration for federal employment in the competitive and excepted services of the executive branch. A. VRA B. VEOA C. CP/CPS D. Veteran's Preference. Answer: D. Veteran's Preference-DEOH, Page Glossary-15 D ◉ Under CTAP and ICTAP, an eligible employee whose competencies/KSAs clearly exceed the minimum qualification requirements for the position. A. Well-Qualified B. Best-Qualified c. Minimally- Qualified D. Subject Matter Expert (SME) Answer: A. Well-Qualified Employee- DEOH, Glossary Pg 15: Agencies must define their version of a "well- qualified" applicant (see 5 CFR § 330.606). ◉ When advertising a position through Delegated Examining, what is the best approach to evaluating the position? A. Review Hiring Flexibilities. B. Conduct a Job Analysis
C. Identify Assessment Tools D. All of the above. Answer: D. All of the Above- DEOH, Ch 2-1: An important first step is to discuss the job with the hiring manager. It's important for you to understand the position the hiring manager is trying to fill and the competencies an appointee would need to possess in order to perform the position effectively. It's equally important for the hiring manager to understand all of the options available in filling the job and his or her role in developing the job analysis, assessment tool, and job opportunity announcement. ◉ True or False: Agencies are required to have applicants provide written essays or narratives to address competencies/KSA's or completing questionnaires with essay-style questions as part of the initial stage of the application process. Answer: False: DEOH, Ch 3- 14: Agencies must NOT require applicants to provide written essays or narratives as part of the initial stage of the application process. However, after the initial application process is complete, an additional assessment hurdle may be assessed and essay or narratives may be asked to determine the validity of their knowledge base. ◉ True or False: VEOA Eligibles who are selected for a position are given Excepted Service appointments. Answer: False: VEOA eligibles are given Career or Career conditional appointments. - Vet Guide.
A. 1. Determine minimum qualifications, 2. Refer minimally qualified applicants for assessment, 3. Determine eligibility. 4.Apply Vet Pref. B. 1. Refer minimally qualified applicants for assessment, 2. Determine eligibility, 3. Determine minimum qualifications. 4. Apply Vet Pref. C. 1. Determine minimum qualifications, including any selective factor(s), 2. Determine eligibility, 3. Refer minimally qualified applicants for assessment. D. 1. Determine eligibility 2. Determine minimum qualifications, including any selective factor(s), 3. Refer minimally qualified applicants for assessment. Answer: D.- DEOH, Ch 4-13: The application review phase of the hiring process is separate and distinct from the assessment phase. Applications are first reviewed to determine whether eligibility (U.S. citizenship, etc.) and minimum qualification requirements are met. The first step is to sort applicants into two groups: eligible and ineligible. This is called an "in" or "out" decision or a preliminary "screen out." Only those applicants who get past this first hurdle in the hiring process continue on to the assessment phase. ◉ When is a Selective Factor assessed in the hiring process? A. Immediately following application receipt. B. During minimum qualifications review. C. At the time of certification. D. A or B Answer: D. A or B- DEOH, Ch 4-13 & 22:
Once you have determined which applicants meet the eligibility requirements, you can then review the applicants' qualifications. There are times when a selective factor may be assessed later in the process. For example, when an online assessment is administered immediately following application receipt, assessment of the selective factor may occur during or after the rating assessment. Another example may be when only some of the vacancies require the selective factor, such as a foreign language proficiency, or positions require different languages. In that instance, it may be useful to delay until the time of certification, use of the selective factor for just those certificates that have a foreign language requirement. ◉ True or False: ICTAP provides a process by which employees who have been involuntarily separated may receive selection priority for jobs in agencies other than the one in which they were previously employed Answer: True: DEOH, CH. 4-15: Under ICTAP, for example, a "well-qualified" DOD employee with a RIF notice citing a specific involuntary separation date could apply for a Department of Education competitive service job in the local commuting area. In
- working specific hours or shift work;
- signing a mobility agreement; or
- undergoing drug screening. These conditions of employment will affect an applicant's ability to perform the work of the position and will affect eligibility. Some of the items are based on an applicant's willingness to agree to the condition of employment and can be asked, or verified, in the initial application. ◉ A job analysis must identify: A. The basic duties and responsibilities B. The competencies/KSAs required to perform the duties and responsibilities C. The factors that are important in evaluating candidates. D. All of the Above Answer: D. All of the Above- DEOH, Ch 2-13: A job analysis 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. ◉ True or False: Quality Ranking Factors are one competency/KSA that stands out from the others because it is expected to significantly
enhance performance in a position. Answer: True: DEOH, Ch 5-4: Unlike a selective factor, a quality ranking factor is not required in order to meet minimum qualifications. Applicants who possess such a competency/KSA (the quality ranking factor) may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such a competency/KSA. Competencies/KSAs are being assessed to generate a rating or quality category placement, applicants who demonstrate skill in one of the competencies may be ranked above those who do not possess it. ◉ Can a Selective Factor be used to "screen out" applicants? Answer: Yes- DEOH, Ch 4-26: When using selective factors, you should specify the required proficiency level. Based on their characteristics, selective factors are used as a "screen out" - that is, if an applicant does not possess a selective factor, he or she is ineligible for further consideration. ◉ Can an applicant who does not possess a Quality Ranking Factor be screen out? Answer: No- DEOH, Ch 5-4: A quality ranking factor is not required in order to meet minimum qualifications. Applicants who possess such a competency/KSA (the quality ranking factor) may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such a competency/KSA.
