Block 4 Unit 1 (Civilian Employee Management)

24 Questions | Total Attempts: 32

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Block 4 Unit 1 (Civilian Employee Management) - Quiz

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Questions and Answers
  • 1. 
    When a supervisor is presented with an informal grievance, he/she must attempt to resolve it and ensure that the employee is given a written decision on the matter within how many calendar days?
    • A. 

      15 (no later than 30) calendar days after the date of initial presentation

    • B. 

      14 (no later than 45) calendar days after the date of initial presentation

    • C. 

      10 (no later than 20) calendar days after the date of initial presentation

    • D. 

      20 (no later than 60) calendar days after the date of initial presentation

  • 2. 
    What must be done within 15 calendar days (but no later than 30 calendar days)?
    • A. 

      A supervisor to whom an informal grievance has been presented must attempt to resolve it and ensure the employee is given a written notice on the matter

    • B. 

      A supervisor to whom an informal grievance has been presented must attempt to resolve employee-union complaints at the lowest level possible, with the least amount of time, resources, and disruption to the work environment and mission

    • C. 

      A supervisor to whom an informal grievance has been presented must address a condition of employment or an allegation that the contract has not been properly interpreted and applied

    • D. 

      A supervisor to whom an informal grievance has been presented must sign a written agreement or contract that is the result of negotiations between an employer and a union

  • 3. 
    When a civilian job is created or changed significantly, what must the immediate supervisor of the position do?
    • A. 

      The immediate supervisor of the position will develop a job description identifying the duties, responsibilities, and supervisory relationships of the jobs

    • B. 

      The immediate supervisor of the position will arbitrate in a process in which an impartial third party hears both sides, reviews evidence, and renders a final and binding award

    • C. 

      The immediate supervisor of the position will apply procedures so that the grievances progress up the chain of command until it reaches the final stage of arbitration

    • D. 

      The immediate supervisor of the position will initiate a Request for Personnel Action (RPA) to procure a new civilian employee

  • 4. 
    When a supervisor of a position develops a job description identifying the duties, responsibilities, and supervisory relationships of the job, what has occurred to prompt this?
    • A. 

      A civilian job was created or changed significantly

    • B. 

      An employee presented a matter of concern regarding a continuing practice or condition

    • C. 

      A Request for Personnel Action (RPA) was initiatied

    • D. 

      An extension was given to a temporary civilian position appointment

  • 5. 
    Which of the following is a reason for making a term appointment?
    • A. 

      Extraordinary workload

    • B. 

      Promotion eligibility

    • C. 

      Probationary Period

    • D. 

      Short-term positions need filling

  • 6. 
    Which of the following is a reason for making a term appointment?
    • A. 

      Uncertainty of future funding

    • B. 

      Competitive examination procedures

    • C. 

      Expiration of term appointments

    • D. 

      Trial period termination

  • 7. 
    Which of the following is a reason for making a term appointment?
    • A. 

      Contracting out of the function

    • B. 

      Leave eligibility

    • C. 

      Social Security and unemployment compensation

    • D. 

      Health insurance purchasing power

  • 8. 
    Extraordinary workload is a reason for what?
    • A. 

      Making a term appointment

    • B. 

      Providing worker compensation

    • C. 

      Intermittent or seasonal work

    • D. 

      Administering discipline actions

  • 9. 
    Uncertainty of future funding is a reason for what?
    • A. 

      Making a term appointment

    • B. 

      Providing worker compensation

    • C. 

      Intermittent or seasonal work

    • D. 

      Administering discipline actions

  • 10. 
    Contracting out of the function is a reason for what?
    • A. 

      Making a term appointment

    • B. 

      Providing worker compensation

    • C. 

      Intermittent or seasonal work

    • D. 

      Administering discipline actions

  • 11. 
    How many progress reviews will take place during the appraisal period?
    • A. 

      At least one

    • B. 

      At least two

    • C. 

      At least three

    • D. 

      At least four

  • 12. 
    At least one progress review must take place during what?
    • A. 

      The appraisal period

    • B. 

      The evaluation period

    • C. 

      The fulfillment period

    • D. 

      The determination period

  • 13. 
    Supervisors must initiate personnel actions and maintain records on their employees with the assistance of whom?
    • A. 

      The NAF Human Resource Office (HRO) staff

    • B. 

      The Crafts and Trades (CT) employees

    • C. 

      The Department of Defense (DOD) directorates

    • D. 

      The APF Human Resources Office (HRO) staff

  • 14. 
    The NAF Human Resources Office (HRO) staff work with supervisors to do what?
    • A. 

      Initiate personnel actions and maintain records on their employees

    • B. 

      Guarantee regular employees 20 to 40 hours per week

    • C. 

      Obtain two types of appointments - Regular and Flexible

    • D. 

      Provide an accurate description of duties and responsibilities

  • 15. 
    Which of the following is a disciplinary action that can be taken against NAF civilian employees?
    • A. 

      Oral admonishment

    • B. 

      Voluntary retirement

    • C. 

      Involuntary termination of flexible employees

    • D. 

      Business-based action procedures

  • 16. 
    Which of the following is a disciplinary action that can be taken against NAF civilian employees?
    • A. 

      Termination

    • B. 

      Death, loyalty, or security actions

    • C. 

      Conflict of interest or disability actions

    • D. 

      Temporary demotions

  • 17. 
    Which of the following is a disciplinary action that can be taken against NAF civilian employees?
    • A. 

      Reprimand

    • B. 

      Voluntary resignation

    • C. 

      Removal for cause of regular employees

    • D. 

      Resignation for abandonment of position

  • 18. 
    Oral admonishment takes the form of what concerning NAF civilian employees?
    • A. 

      Disciplinary action

    • B. 

      Punitive enactments

    • C. 

      Warning procedures

    • D. 

      Re-evaluation

  • 19. 
    Termination takes the form of what concerning NAF civilian employees?
    • A. 

      Disciplinary action

    • B. 

      Punitive enactments

    • C. 

      Warning procedures

    • D. 

      Re-evaluation

  • 20. 
    Reprimand takes the form of what concerning NAF civilian employees?
    • A. 

      Disciplinary action

    • B. 

      Punitive enactments

    • C. 

      Warning procedures

    • D. 

      Re-evaluation

  • 21. 
    With the exception of Oral Admonishment, what must supervisors do when giving a disciplinary action?
    • A. 

      Provide the disciplinary actions in writing

    • B. 

      Make temporary assignments to fill up terminated positions

    • C. 

      Allow the terminated employee to have at least two pay periods before separation

    • D. 

      Reassign employees within the organization to promote efficiency

  • 22. 
    Giving the verdict in writing is a responsibility of the supervisor for what?
    • A. 

      All disciplinary actions (with the exception of oral admonishment)

    • B. 

      All re-evaluative actions (with the exception of cross-position analysis)

    • C. 

      All procedural actions (with the exception of platform processes)

    • D. 

      All conflicting actions (with the exception of security concerns)

  • 23. 
    Employees may carry how many hours of leave from one leave-year to the next?
    • A. 

      No more than 240 hours

    • B. 

      No more than 350 hours

    • C. 

      No more than 200 hours

    • D. 

      No more than 275 hours

  • 24. 
    "No more than 240 hours" applies to what?
    • A. 

      The amount of leave employees may carry from one leave-year to the next

    • B. 

      The amount of time employees may work in a quarter of a year

    • C. 

      The amount of sick leave employees may take across the lifespan of their employement

    • D. 

      The amount of leave employees gain in a single fiscal year

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