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Delegated 77 Examining Quiz Questions
Choose the applicable code for a 10-Point Disability Preference granted to recipients of the Purple Heart; or veterans with a non-compensable service- connected disability (less than 10%); or veterans receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs who do not qualify as a CP or CPS. a. XP b. TP c. NV d. SSP - โ โ a. XP DE Handbook CH 4 Pg 18 and VA Handbook
Choose the applicable code for a 0-Point Preference granted to veterans released or discharged from a period of active duty from the armed forces, after August 29, 2008, by reason of a "sole survivorship discharge" who would otherwise have been eligible for 5-point preference if their military service had not been interrupted by the sole survivorship discharge or release. a. XP
b. CPS c. SSP d. NV - โ โ c. SSP DE Handbook CH 4 Pg 18 and VA Handbook
Choose the applicable code for designation of a non-veteran. a. TP b. NV c. CP d. CPS - โ โ b. NV DE Handbook CH 4 Pg 18 and VA Handbook True of False: A selective placement factor is essential for successful job performance and if the individual does not possess it then cannot perform the job. - โ โ True
True or False: A selective placement factor must be listed in the position description - โ โ True
True of False: A selective placement factor can be agency specific. - โ โ False- You must be careful not to be too restrictive and you must never use knowledge or experience that could have been gained only while employed by the Federal
persons with education and experience in one of two or more professions may be considered equally well-qualified to do the work. True or False: When a position is announced at multiple grade levels, you must certify an eligible for all positions, from the lowest grade or salary he or she is willing to accept to the highest-grade level for which he or she is qualified and within reach for certification. - โ โ True
The following types of jobs are restricted to preference eligibles: a. Custodian b. Elevator Operator c. Messenger d. Guard e. a and b only f. All of the above - โ โ f: All of the above. There are several jobs in the competitive service for which competition is restricted to preference eligibles as long as there are qualified preference eligibles available (5 U.S.C. ยง 3310).
True or False: Under category rating candidates assigned to a category are given numeric ratings (scores) within, those categories, specifically preference eligible Veterans. - โ โ False: The qualified candidates assigned to a category are not given numeric ratings (scores) within those categories; therefore, preference eligibles DO NOT receive points, as prescribed by 5 U.S.C. ยง 3309. DE Handbook Ch6, p Choose the order/entitlement for each grade level/certificate under category rating: a. CP/CPS Veterans in the highest category/ICTAP eligibles/Priority consideration eligibles. b. Priority consideration eligibles/CTAP eligibles/CP/CPS Veterans in highest category. c. ICTAP eligibles/Priortiy consideration eligibles/CP/CPS Veterans in the highest category. - โ โ c. ICTAP Eligibles/Priority consideration eligibles/CP/CPS Veterans in the highest category. DE Handbook Ch 6 pg 12 Choose the ranking order for Professional and Scientific Positions at the GS- grade level and above:
above the CPS or CP who has a lower category placement. DE Handbook Ch 6, pg 13 True or False: Under category rating, if there are fewer than three eligible candidates in the highest quality category you can merge the highest quality category with the next lower category. - โ โ True: 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. - โ โ False: Merging quality categories is not mandatory; it is an option. 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. - โ โ True- DE Handbook Ch 6 pg 21 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 non-Veteran c. ask Human Resources to merge the certificates to move the preference eligible Veteran to a different category. - โ โ b. complete pass-over procedures in order to select non-Veteran. A hiring manager may not move past a preference eligible to select a non- preference 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. ยง 3318 The selecting official has one vacancy. Who can be selected from this certificate? Peter Taylor (CP) Michael Jones (TP) Barbara Hall (NV) Sandra Box (NV) - โ โ Peter Taylor or Michael Jones The selecting official has two vacancies. Who can be selected from this certificate?
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. DE Handbook Ch6 pg 25 True or False- If you are unable to reach an a candidate that is eligible on a delegated examining certificate you can just move on to the next candidate. - โ โ False- 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. PRO
d. REA - โ โ b. BWA- 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 e. all of the above - โ โ e. all of the above - Objections and passovers DE Handbook CH 6 pg 34 True or False: The agency does not have to notify a CPS Veteran that they are proposing a pass-over request. - โ โ False- The Hiring Manager/HR office must notify the CPS Veteran of a proposed pass-over. DE Handbook Ch6 pg 41 True or False: The agency must give an explanation of the reasons for proposed pass-over of a CPS Veteran. - โ โ True- DE Handbook CH 6 pg 41
a. make every effort to place the employee on an appointment that can be effectuated consistently with applicable law b. explore appointment avenues in order to regularize the appointment c. review previously advertised positions for which the employee qualified and reconstruct those case files to determine if the employee was within reach for selection d. find out if the employee could have been within reach competitively at any time during the period of de facto employment e. all of the above - โ โ e. all of the above: Correcting (regularizing) an Erroneous Appointment DE Handbook CH 6 pg 47 True or False: If no alternatives are found in order to correct the erroneous appointment you must remove the incumbent or submit a variation request to OPM in order to retain the incumbent. - โ โ True: Correcting (regularizing) an Erroneous Appointment DE Handbook CH 6 pg 47 True or False: An agency/department must conduct an annual "self-audit" or "self-evaluation" of your delegated examining operations as prescribed by your
Interagency Delegated Examining Agreement. - โ โ True- Annual Internal Self Audits DE Handbook CH7 pg 7 A competency/KSA that is expected to significantly enhance performance in a position. - โ โ 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. - โ โ Reemployment Priority List (RPL) 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. - โ โ Reinstatement
A competency/KSA or special qualification without which a candidate could not perform the duties of a position in a satisfactory manner. Selective factors are applied in addition to minimum qualifications. - โ โ Selective Factor
An assessment method in which candidates' job-related competencies/KSAs are evaluated using standard questions that are scored systematically using
How many Prohibited Personnel Practices are there? - โ โ 14
Does the Agency or OPM have the exclusive authority to make medical determinations pertaining to preference eligible Veterans, including proposed disqualification of a 30% or more CPS preference eligible Veteran on the basis of physical disability? - โ โ OPM True of False: Agencies have the exclusive authority to grant or deny an pass over request of a 30% or more CPS preference eligible Veteran? - โ โ False- only OPM has the exclusive authority to grant or deny an pass over request of a 30% or more CPS preference eligible Veteran True or False: The agency is required to conduct job analysis and develop valid assessment tools. - โ โ TRUE
True or False: It is the responsibility of the Agency to establish written policies and procedures including application acceptance procedures and category ranking policy. - โ โ TRUE - They must meet all applicable laws and regulations.
A position/job that is not expected to last longer than a year is what type of an appoointment: a. Career-Conditional
b. Term C. Temporary Limited D. None of the Above - โ โ c: Temporary Limited
You may extend a temporary for a period of up to an additional a. four years (for a total of 5 years) b. two years (for a total of 3 years) c. one year (for a total of 24 months) d. all of the above - โ โ c. one year (for a total of 24 months) An appointment that has no status in the competitive service for a specific period of more than one year but not more than four years is what type of appointment: a. Term b. Temporary-Limited C. Career D. Career-Conditional - โ โ a. Term
Choose the examples of valid assessment tools: a. Structured interview, test, assessment center, work sample, occupational questionnaire/crediting plan b. Cover letter, resume, writing sample c. Application, interview, selection, tentative offer d. all of the above - โ โ a. Structured interview, test, assessment center, work sample, occupational questionnaire/crediting plan (An assessment tool is valid if it measures characteristics or competencies that are important for job performance) True or False: Agencies are not required to use the ACWA assessment tools and may use any other validated (i.e., job-related) assessment tool(s) when examining applicants for competitive service positions. - โ โ True- Assessment tools must comply with the requirements in 5 CFR part 300, Chapter 2, Section C, of the DE handbook, and be consistent with the technical standards in the Uniform Guidelines on Employee Selection Procedures
True of False: Public notice is required whenever you are considering hiring applicants from outside the Federal workforce for competitive service positions lasting more than 120 days. - โ โ True
True or False: Recruitment and Public notice are one-in-the-same? - โ โ False: Recruitment should not be confused with public notice. Public notice is one part of the overall recruitment process. Public notice, or simply posting a job opportunity announcement, is not a substitute for the more focused recruiting What is the recommended opening period of a job opportunity to provide those individuals who want to apply for the position with an adequate opportunity to do so.? a. 5 days b. 10 days c. 14 days d. 30 days - โ โ a. 5 days- If you prescribe an open period of fewer than five calendar days, you should clearly document your reasons for doing so in the examination case file (for reconstruction purposes and to respond to third party challenges).
