Final answer:
Responsibility for determining what acts can be delegated to qualified personnel depends on the context; in federal employment, this is regulated by the U.S. Office of Personnel Management and enforced by bodies such as the EEOC with regards to discrimination laws like the Americans with Disabilities Act.
Step-by-step explanation:
The entity responsible for determining what acts may be delegated to qualified personnel varies depending on the context. In a general setting, employers and organizational policies typically dictate the delegation of responsibilities. In the legal context, regulatory bodies or statutes define what acts can be delegated. Specifically, for federal employment matters, the U.S. Office of Personnel Management regulates hiring practices within the U.S. Civil Service, including the delegation of job responsibilities and ensuring compliance with non-discrimination laws such as the Americans with Disabilities Act.
When discussing responsibility and delegation in moral or religious contexts, concepts such as divine commands or moral authority come into play, with individuals or groups potentially serving as interpreters of these commands. However, when it comes to enforcing federal laws against discrimination in job applications, it is the Equal Employment Opportunity Commission (EEOC) that holds the responsibility to enforce such laws, ensuring that employment decisions are made without discrimination based on disability or other protected characteristics.