Question 1

Some agencies use recruiting tools, which include:&#10;A) lateral transfers&#10;B) educational bonuses&#10;C) bilingual bonuses&#10;D) all of the above

Accepted Answer

All of the options listed (lateral transfers, educational bonuses, and bilingual bonuses) are common recruiting tools used by agencies to attract new talent.

Question 2

Civilianization is:&#10;A) using civilian employees instead of sworn personnel, because civilians are cheaper&#10;B) a technique used to save money.&#10;C) both a and b&#10;D) none of the above

Accepted Answer

D

Question 3

Workforce planning:&#10;A) is an ongoing process that requires involvement from members at all levels of the organization&#10;B) includes proactively identifying competencies needed to meet present and future demands&#10;C) provides counseling to employees to determine career interests&#10;D) all of the above

Accepted Answer

Workforce planning is an ongoing process that involves identifying the competencies required to meet present and future demands. It requires the involvement of members at all levels of the organization. Additionally, it may include counseling employees to help determine their career interests. Therefore, all of the above options are correct.

Question 4

A workforce plan has four basic steps. Which of the following is one of those steps?&#10;A) Know what the mission of your agency is.&#10;B) Conduct job analyses to identify the core competencies for position classifications, incorporating future needs identified through strategic planning.&#10;C) both a and b&#10;D) none of the above

Accepted Answer

Conducting job analyses to identify core competencies for position classifications is a fundamental step in workforce planning, as it helps align the workforce with the strategic needs of the organization.

Question 5

The federal Office of Personnel Management created a list of five characteristics required for entry into the Senior Executive Service. Which of the following is not one of the five?&#10;A) leading change&#10;B) changing people&#10;C) results-driven&#10;D) business acumen

Accepted Answer

The four characteristics required for entry into the Senior Executive Service are leading change, results-driven, business acumen, and building coalitions. "Changing people" is not one of the listed characteristics.

Question 6

Closing the gap between organizational needs and employee abilities can involve:&#10;A) mentoring programs&#10;B) tuition reimbursement&#10;C) supervisory training&#10;D) all of the above

Accepted Answer

All of the above options (mentoring programs, tuition reimbursement, and supervisory training) can be effective in closing the gap between organizational needs and employee abilities. Mentoring programs can provide guidance and support to employees, helping them acquire the skills and knowledge they need to be successful in their roles. Tuition reimbursement can encourage employees to pursue additional education and training, which can also help them meet organizational needs. Finally, supervisory training can help managers better understand the skills and abilities of their employees, and better support them in their development. By utilizing all of these options, organizations can help ensure that their employees have the skills and knowledge needed to meet organizational needs, and can continue to grow and develop over time.

Question 7

Selecting appropriate personnel for specific tasks has been made easier by:&#10;A) the ability to announce training via email&#10;B) the ability to use computer data bases to track employees special skills&#10;C) both a and b&#10;D) none of the above

Accepted Answer

Both options A and B have made it easier to select appropriate personnel for specific tasks. Announcing training via email allows for easy communication and notification to relevant personnel, while using computer databases to track employee skills helps to identify those with the necessary qualifications for specific tasks.

Question 8

Mentoring involves encouraging individuals in a coordinated way to utilize personal motivation to promote professional growth. Mentoring also depends on:&#10;A) The willingness and quality of those who will become mentors and role models&#10;B) having successfully trained mentors&#10;C) both a and b&#10;D) none of the above

Accepted Answer

Mentoring requires both willing and qualified mentors, as well as successful mentor training programs. Without both of these elements, mentoring programs may not be effective in encouraging professional growth among individuals.

Question 9

A vital component of succession planning includes:&#10;A) promotions&#10;B) transfers&#10;C) desire to participate&#10;D) a and c only

Accepted Answer

Succession planning involves identifying key positions and individuals who can potentially fill those roles in the future. Promotions and transfers are two common methods of developing individuals for such roles. However, it is also important for individuals to have a desire to participate in the succession planning process to ensure their commitment and engagement in the development process. Therefore, options A and C are both important components of succession planning.

Question 10

Which of the following is not considered a common response for not participating in the promotional process?&#10;A) salary decrease&#10;B) child care concerns&#10;C) family relations&#10;D) salary increase

Accepted Answer

A salary increase is typically a motivator for participating in a promotional process, not a deterrent. The other options (salary decrease, child care concerns, family relations) can be reasons individuals might opt out of seeking a promotion due to the potential for increased responsibilities, time commitments, or other personal impacts.

Question 11

Which of the following is incorrect concerning diversity in promotion?&#10;A) A workforce evaluation of Equal Employment Opportunity guidelines should be completed.&#10;B) Diversity is not required for agencies receiving federal funds.&#10;C) The demographics of the agency should mirror those of the community it serves.&#10;D) The agency should also mirror the gender and ethnic makeup to the available workforce in the agency's jurisdiction.

Accepted Answer

The answer of Which of the following is incorrect concerning...

Question 12

Organizational programs to facilitate employee development include all but:&#10;A) tuition reimbursement&#10;B) educational incentives&#10;C) permanently trading the employee to another agency&#10;D) loan forgiveness

Accepted Answer

The answer of Organizational programs to facilitate employee development include...

Question 13

At supervisor and executive levels, inter-agency exchanges for limited time periods:&#10;A) do not accomplish anything&#10;B) provide insight into the strengths and weaknesses in both agencies&#10;C) allow for improvements in both agencies&#10;D) both b and c

Accepted Answer

The answer of At supervisor and executive levels, inter-agency exchanges...

Question 14

An often overlooked asset for an organization is:&#10;A) rehiring terminated employees&#10;B) hiring or contracting with retired employees&#10;C) all of the above&#10;D) none of the above

Accepted Answer

The answer of An often overlooked asset for an organization...

Question 15

Contracting with retired employees can:&#10;A) bring back talent and experience to the agency&#10;B) be done fairly inexpensively&#10;C) overcome difficulties encountered in employee succession programs&#10;D) all of the above

Accepted Answer

The answer of Contracting with retired employees can:&#10;A) bring back...

Deck 6: Succession Planning