Study Review of the DEOH Terms and scenarios
to test your knowledge of the DEOH. Latest
Update 2024-2025 Actual Exam 150 Questions
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A competency/KSA that is expected to significantly enhance performance in a position. -
CORRECT ANSWER: Quality Ranking Factor
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. - CORRECT ANSWER: B.- DEOH, Ch 6-21: 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. § 3318
A hiring manager may select any eligible candidate(s) in the highest quality category.
A. No-Managers can ONLY select veterans, even when there are no qualified and
eligible veterans present.
B. Yes-If there are only preference eligibles or only non-preference eligibles in the
highest quality category, the hiring manager may select any eligible candidate in the
highest quality category regardless of the number of eligible candidates.
C. No- Managers can only select Veterans at the top of the "Well Qualified" category.
,D. Yes-except, the hiring manager may not select a non-preference eligible over a
preference eligible unless the agency submits a request to pass over the preference
eligible in accordance with 5 U.S.C. § 3318, and the request is approved.
E. B & D only. - CORRECT ANSWER: E. B & D only- DEOH, Ch 6-23: In summary, a
hiring manager:
• May select eligible candidates from the highest quality category, or
• May select eligible candidates from a newly merged category comprised of the highest
and the second-highest quality categories, if fewer than three candidates were placed in
the highest quality category; and
• May not pass over a preference eligible in the same quality category from which a
selection is made, unless the requirements of 5 U.S.C. § 3318(c) are satisfied.
In other words, you must select preference eligibles unless you submit a pass-over
request based on reasons stated in Section D of this Chapter, issued under 5 CFR
332.406, and the request is approved by OPM or your agency, as appropriate.
Your agency headquarters is responsible for establishing pass-over procedures for all
preference eligibles except those for which OPM has responsibility.
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 - CORRECT 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.
A Job Opportunity Announcement is required to have the following:
A. Name of issuing agency, Position Title, Number of Openings, Salary.
,B. Announcement Number, Duty Location(s), Open/Close Dates.
C. Job Type, Qualification Requirements, Duties, Contact person.
D. How to Apply, Veterans Preference Info, CTAP/ICTAP definition.
E. All of the above. - CORRECT ANSWER: E. All of the above - DEOH, Ch 3-11/12: You
must include the following required items in each job opportunity announcement (see 5
U.S.C. §§ 3327 and 3330 and 5 CFR part 330 subpart A)
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. - CORRECT 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.
A person with bona fide expert knowledge of the responsibilities, duties, day-to-day
functions, competencies/KSAs, and requirements of a position.
A. Supervisor
B. Subject Matter Expert (SME)
C. Interview Panel.
D. All of the Above - CORRECT ANSWER: B. Subject Matter Expert (SME)- DEOH,
Glossary Pg 14: First level supervisors are normally good subject matter experts
(SMEs). Superior incumbents in the same or very similar positions and other individuals
can also be used as SMEs if they have current and thorough knowledge of the position.
A position/job that is not expected to last longer than a year is what type of an
appointment:
A. Career-Conditional
, B. Term NTE 4 years
C. Temporary Limited
D. None of the Above - CORRECT ANSWER: C. Temporary Limited- DEOH, Ch 2-1: A
temporary limited appointment is a non-status appointment to a competitive service
position for a specific period not to exceed one year.
You may extend a temporary limited appointment for a period of up to one additional
year, for a total of 24 months (see 5 CFR part 316).
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. - CORRECT ANSWER: D. Veteran's Preference-EOH, Page
Glossary-15 D
After applicants have been reviewed for eligibility and minimum qualification
requirements eligible applicants move to the assessment phase of the hiring process.
What is the order of the basic steps in the rating and ranking process for determining if
an applicant is fully qualified:
A. Apply veteran's preference; Administer the assessment tool(s) to determine score;
apply quality ranking factors (if applicable).
B Administer the assessment tool(s); Apply Veteran's preference; Apply quality ranking
factor (if applicable).
C. Apply quality ranking factors (if applicable); Administer assessment tool(s); Apply
veteran's preference.
D. Applicant is fully qualified prior to this step, therefore you only need to apply veteran's
preference. - CORRECT ANSWER: C. Apply quality ranking factors (if applicable);
Administer assessment tool(s); Apply veteran's preference. -DEOH, Ch.5-3.
