QUESTION: 9

Your organization will be using the point factor technique in their evaluations of job performance. You need to communicate what the point factor technique accomplishes as you're the HR Professional for your organization. Which one of the following best describes the point factor technique?

Specific compensable factors are identified and then performance levels within the factors are documented.
Specific compensable factors are identified and then performance levels within the factors are weighted on importance to the employee.
Performance factors are identified by the employee and then performance levels within the factors are weighted based on importance to the organization.
Specific compensable factors are identified and then performance levels within the factors are documented. The different factors and levels are weighted based on importance to the organization.

Answer(s): D

Explanation:

The point factor technique identifies point of performance based on importance to the organization. Within each point, levels of performance are created. Both levels and points are then weighted based on most important to least important, to determine overall performance of each employee. Answer options C, A, and B are incorrect. These are not valid definitions of the point factor technique.

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QUESTION: 10

What is the FairPay amount that defines, what a person makes, to be considered highly compensated?

$110, 000 or more
$150, 000 or more
$100, 000 or more
$125, 000 or more

Answer(s): C

Explanation:

FairPay determines that a person earning $100, 000 or more is considered to be highly compensated. Answer options A, D, and B are incorrect. The amount is $100, 000 or more, not specifically $110, 000, $125, 000, or $150, 000.

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QUESTION: 11

Your manager has approached you regarding her desire to outsource certain functions to an external firm. She would like for you to create a document to send to three vendors asking them for solutions for these functions that your organization is to outsource. What type of a procurement document would you create and send to the vendors in this instance?

Request for Proposal
Request for Quote
Invitation for Bid
Request for Information

Answer(s): A

Explanation:

A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions, ideas, and detailed information about the outsourced function. The vendor will provide a proposal in response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need that the vendor is to provide a solution and a price.
Answer option B is incorrect. A Request for Quote (RFQ) is a procurement document that asks the vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit. Answer option C is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a procurement document asking the vendor for a fixed price for a specific thing to be purchased. Answer option D is incorrect. A request for information (RFI) asks the vendor for more information about their solution, services, or company.
An RFI could ask for samples, references of work, white papers, and more information.

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QUESTION: 12

Kelly's organization has posted a new job opening for their organization. This job opening is for a woman to be the restroom attended, for all women's restrooms and locker rooms, in their organization. Kelly believes, however, that the requirement for the applicant to be a female is a violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer for this scenario?

This is an example of an exception by bona fide occupational qualification to the Title VII of the Civil Rights Act of 1964
This is an example of a violation of the Title VII of the Civil Rights Act of 1964
The sex of applicants is excluded from the Title VII of the Civil Rights Act of 1964
This is not a violation of the Title VII of the Civil Rights Act of 1964 because there is an equal paying and titled job for the men's restroom and locker rooms in the company

Answer(s): A

Explanation:

This is an example of a bona fide occupational qualification for the position because of the nature of the job and type of employee, female, that is needed in this instance. Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights Act of 1964.
Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964 because some jobs may have an unintended discriminatory basis. Answer option D is incorrect. The existence of a similar job for men or women does not automatically create exclusion to the Title VII of the Civil Rights Act of 1964.

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