Trying Out a Federal Job

Quiz Question

1. The MSPB stands for:
The U.S. Merit Systems Protection Board
Marine Service Public Broadcasting
2. KSA stands for: Knowledge, Skills, and Abilities
True
False
3. A job simulation means an assessment that presents applicants with realistic, job-related situations and documents their behaviors or responses to help determine their qualifications for the job.
True
False
4. Some estimates show that the cost of hiring a person who does not have the right KSAs is up to three times the employee’s salary in terms of wasted hiring time, training costs, salary, benefits, and severance pay.

True
False
5. For instance, a 2004 study found that managers in the United States spend about 13 percent of their time correcting employees’ mistakes.15 Other research has found that poor selection can lead to increased turnover and absenteeism.
True
False
6. Ideally, HR staffs and selecting officials work closely together to identify, develop, and administer the tools used to assess applicant qualifications because HR staffs are often the assessment and selection experts in the agency and selecting officials are the subject matter experts (SMEs). We asked questionnaire respondents a number of questions related to the roles and responsibilities of HR staffs and selecting officials in the assessment process.
True
False
7. For which purpose is the job simulation most used?
To determine minimum qualifications
To identify relative qualifications, after minimum qualifications have been determined
To distinguish among the best qualified applicants, after relative qualifications have been determined
It is used at different times throughout the process, depending on the Vacancy
8. Structured interviews : Employ objective, pre-determined rules for eliciting, observing, and evaluating interview responses
True
False
9. Unstructured interviews: in which questions asked may be unplanned and vary across interviews, and the results are analyzed and applied subjectively
True
False
10. Cognitive ability tests that estimate applicants’ abilities involved in thinking (e.g., reasoning, perception, memory, verbal and math ability, and problem solving)
True
False
11. Accomplishment records in which applicants provide written descriptions of personal accomplishments that best illustrate their proficiency on critical job competencies, and a panel of trained raters use competency-based benchmarks to score the degree to which the behaviors and outcomes reflect the benchmark levels of proficiency
True
False
12. Job knowledge tests that measure the applicant’s current knowledge of the field/job (e.g., a test that measures an applicant’s knowledge of basic chemistry or accounting principles).
True
False
13. Work sample tests That require the applicant to actually perform a critical job task to measure his/her current ability to perform a part of the job (e.g., a role-play between a customer service representative applicant and an angry customer or an x-ray technician reading an x-ray).
True
False
14. Situational judgment tests that measure how an applicant might react to a particular situation (e.g., showing the applicant a video of a specific situation and asking them a variety of questions that would demonstrate how they might react in that situation).
True
False
15. Assessment centers in which applicants’ performance is observed in several job-related exercises, such as leaderless group discussions and business games (e.g., the assessment procedure for Presidential Management Fellows).
True
False
16. Job try-out procedures in which an applicant is hired with minimal screening, evaluated over a specified period of time to determine if he/she is a good fit for the job, and is actively separated or retained on the basis of performance (as opposed to a typical probationary or trial period in which finalizing the applicant’s appointment is fairly standard procedure).
True
False