week-9.json

[
    {"question": "What is the first step in developing a policy for hiring the best-qualified personnel?", "answer": "Develop a formal policy and philosophy that is accessible to all potential candidates."},
    {"question": "What should be done before a candidate is considered for employment?", "answer": "Candidates should be interviewed."},
    {"question": "What is the purpose of developing a job description for each position?", "answer": "To outline the specific tasks, duties, and responsibilities of the role."},
    {"question": "What might be required for certain positions during the hiring process?", "answer": "A flight test and/or conversation."},
    {"question": "When might the use of external personnel consulting agencies become necessary?", "answer": "When the current applicant pool does not meet the minimum employment standards."},
    {"question": "What information should external agencies provide to the aviation department head?", "answer": "Their findings and recommendations on the most highly qualified candidates."},
    {"question": "What aspects of a candidate's background should receive special attention during screening?", "answer": "References, log books, and other means to determine overall experience."},
    {"question": "What additional investigation should be conducted during the screening phase?", "answer": "Reference checks and further investigation into the candidate's background."},
    {"question": "What is advisable to do during the screening phase to discourage job hopping?", "answer": "Implement a specified amount of time between the employment offer and the start date to allow for thorough screening."},
    {"question": "What is the corporation's stance on hiring family members?", "answer": "Some corporations prohibit or discourage hiring family members, especially in the same workplace or in distant company-owned family bases."},
    {"question": "What should influence the final policy regarding hiring family members at the department level?", "answer": "Guidance from the parent corporation."},
    {"question": "Who should be consulted when establishing policies related to department personnel?", "answer": "Upper-level human resources."},
    {"question": "What should be included in the aviation department's policies regarding employee expectations?", "answer": "Employee expectations, company expectations, work schedules, dress codes, benefits, and bonuses."},
    {"question": "When should work schedule expectations be clearly communicated?", "answer": "Before the final interview and job offer."},
    {"question": "What should be clearly communicated to the employee during the interview process?", "answer": "All phases of work expectations, including the level of compensation."},
    {"question": "What should be the standard for the level of compensation offered?", "answer": "Industry standard."},
    {"question": "How should the employee be made aware of their responsibilities?", "answer": "Through a well-presented document outlining all inherent responsibilities."},
    {"question": "What is a key consideration when discussing work schedules with potential employees in the aviation industry?", "answer": "The aviation industry often requires non-traditional work schedules, and employees should be aware of the potential for irregular hours."},
    {"question": "How can pilot qualification criteria vary?", "answer": "They can vary from company to company and from advertisement, focusing on experience and skill sets rather than solely on flight hours."},
    {"question": "What is a key aspect of pilot experience that might be considered?", "answer": "The environment in which the pilot has flown and their mechanical competence."},
    {"question": "What is the minimum flight time requirement for a Level I Captain?", "answer": "2000 hours of flight time."},
    {"question": "What is the minimum flight time requirement for a Level II First Officer?", "answer": "2500 hours of flight time."},
    {"question": "What is the minimum PIC time requirement for a Level V Chief Pilot?", "answer": "5000 hours."},
    {"question": "What is the minimum Turbine PIC time requirement for a Level V Chief Pilot?", "answer": "3000 hours."},
    {"question": "What is a key skill and experience requirement for a Maintenance Aviation Technician?", "answer": "Skill with sound aircraft devices and ensuring aircraft dispatch reliability."},
    {"question": "What is the minimum experience requirement for a Maintenance Technician?", "answer": "Minimum of two years experience as a mechanic."},
    {"question": "What is the preferred experience for a Maintenance Technician?", "answer": "Experience working on turbine-powered aircraft."},
    {"question": "What are some terms to avoid in job advertisements to mitigate potential discrimination?", "answer": "Salesman, college student, handyman, gal Friday, married couple, counter girl, waiter, young, energetic."},
    {"question": "What are some alternative terms to use in job advertisements instead of discriminatory language?", "answer": "Salesperson, part-time worker, general repair person, office manager, two-person job, retail clerk, server."},
    {"question": "Why might requiring a high school or college degree be discriminatory?", "answer": "It could disproportionately exclude certain groups of applicants."},
    {"question": "What is an alternative way to phrase educational requirements in a job advertisement?", "answer": "State that applicants must have 'a degree or equivalent experience'."},
    {"question": "What should federal contractors include in their job advertisements?", "answer": "A statement that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, or national origin."},
    {"question": "What is the purpose of using a standard application form?", "answer": "To compare applicant skills and experience in a consistent manner."},
    {"question": "What type of information should be limited on the application form?", "answer": "Information that is not job-related."},
    {"question": "What are some standard questions to include on a job application?", "answer": "Name, address, phone number, work authorization, position applying for, educational background, employment history, special training or experience."},
    {"question": "What types of pre-employment disability questions are prohibited under the ADA?", "answer": "Questions about the nature or severity of a disability, medical history, or requiring medical exams before a conditional job offer."},
    {"question": "Can you ask about an applicant's ability to perform specific job functions before making a job offer?", "answer": "Yes, but only in relation to the essential functions of the job."},
    {"question": "What is an example of an unlawful ADA question?", "answer": "Have you ever been treated for any mental condition?"},
    {"question": "What is an example of a lawful question regarding job functions?", "answer": "These are the essential functions of the job. How would you perform them?"},
    {"question": "What is the purpose of preparing a set of job-related questions for interviews?", "answer": "To ensure consistency and reduce the risk of unequal treatment claims."},
    {"question": "What information should be provided to applicants during the interview?", "answer": "Job information, including duties, hours, pay range, benefits, and career opportunities."},
    {"question": "What should you be cautious of regarding applicants who frequently complain about former employers?", "answer": "Hiring such individuals may lead to similar issues with your company."},
    {"question": "What topics should be avoided during interviews to prevent legal issues?", "answer": "Sex, religion, politics, age, ethnicity, birthplace, or personal finances."},
    {"question": "What is a better way to ask about childcare arrangements instead of 'Who watches the kids when you're at work?'", "answer": "'We don’t allow personal phone calls during work hours. Do you have a problem with that?'"},
    {"question": "What is an example of a lawful question regarding an applicant's ability to perform job tasks?", "answer": "'Can you drive on frequent long distance trips, with or without an accommodation?'"},
    {"question": "What is an example of a lawful way to inquire about an applicant's ability to perform specific job functions?", "answer": "'The person in this job is responsible for receiving incoming mail and packages...Can you perform these tasks with or without an accommodation?'"},
    {"question": "What is an example of a skill test that is generally legal?", "answer": "A typing speed and accuracy test for a data input clerk position."},
    {"question": "What is important to ensure when using aptitude or personality tests?", "answer": "That they are scientifically validated and correlated to job performance."},
    {"question": "What is an example of a reasonable accommodation for an applicant with dyslexia?", "answer": "Providing an oral aptitude test instead of a written one for a food handler position."},
    {"question": "What does the Employee Polygraph Protection Act restrict?", "answer": "The use of polygraph tests by most private employers."},
    {"question": "When are polygraph tests generally permissible?", "answer": "For workplace theft or embezzlement investigations in specific industries."},
    {"question": "When can you require a medical exam after a conditional job offer?", "answer": "If it's required for all applicants in the same job category and is job-related or necessary to prevent a direct threat to health and safety."},
    {"question": "What is important to demonstrate if withdrawing a conditional job offer based on medical information?", "answer": "Job-relatedness and business necessity, or the need to prevent a direct threat, and that no reasonable accommodation is possible or would cause undue hardship."},
    {"question": "What is the general stance on drug testing in the workplace?", "answer": "Employers have a right to a drug-free workplace, but testing must balance with employee privacy rights."},
    {"question": "What is the legal status of medical marijuana use in the workplace?", "answer": "Employers can generally still exclude users of medical marijuana, even if prescribed, though state laws vary."},
    {"question": "What is the Fair Credit Reporting Act (FCRA) and what does it regulate?", "answer": "The FCRA regulates consumer reports, including background checks, credit reports, and other information gathered on job applicants."},
    {"question": "What is a key requirement under the FCRA when obtaining a consumer report?", "answer": "Obtaining written consent from the applicant before obtaining the report."},
    {"question": "What are the potential penalties for violating the FCRA?", "answer": "Lawsuits for damages, attorney fees, and punitive damages, as well as civil penalties from federal and state agencies."},
    {"question": "What is a key element to include in a job offer letter?", "answer": "A disclaimer of oral commitments, reminding the candidate that the company has made no oral promises regarding employment."},
    {"question": "What is the purpose of including a statement about at-will employment in a job offer letter?", "answer": "To clarify that the employment relationship can be terminated by either party at any time, for any reason, unless otherwise specified in a written contract."},
    {"question": "What should you do when rejecting an applicant?", "answer": "Inform them that the position has been filled and keep the letter brief and positive."},
    {"question": "What is the Employer Identification Number (EIN) and when is it needed?", "answer": "The EIN is a number assigned by the IRS to businesses for tax purposes. It's needed before hiring employees."},
    {"question": "What form should new employees complete regarding tax withholding?", "answer": "Form W-4, Employee's Withholding Allowance Certificate."},
    {"question": "What is Form I-9 and what is its purpose?", "answer": "Form I-9 is the Employment Eligibility Verification form used to verify that employees are eligible to work in the United States."},
    {"question": "What is the timeframe for completing Section 2 of Form I-9?", "answer": "Within three days of the start date."},
    {"question": "What is the purpose of the New Hire Reporting Form?", "answer": "To report new and rehired employee information to a designated state agency for child support enforcement and preventing benefit fraud."},
  {"question": "What are some key indicators for evaluating a flight department technician's technical performance?", "answer": "Indicators include safety, general piloting skills, cockpit procedures, ATC procedures, maintenance planning, aircraft systems knowledge, and crew/passenger communication."},
{"question": "How is a flight department technician's professional performance evaluated?", "answer": "Professional performance is assessed based on work quality, time management, initiative, interpersonal skills, communication, professionalism, confidentiality, self-development, and safety awareness."},
{"question": "What are some aspects of administrative skills evaluated in a flight department technician's performance review?", "answer": "Administrative skills are evaluated based on work habits, knowledge of company equipment/software, interactions with staff, accuracy of forms, recordkeeping, written communication, and performance of additional duties."},
{"question": "What managerial skills are assessed in a flight department manager's performance review?", "answer": "Managerial skills include goal achievement, safety program promotion, personal supervision, communication with corporate management, management development efforts, and goal achievement in the administrative area."},
{"question": "What is the purpose of the 'Weighted Performance Distribution Grid' in the Performance Appraisal Worksheet?", "answer": "The grid helps calculate an overall performance score by assigning weights to each section of the performance appraisal (technical, professional, administrative, and management) and averaging the scores."},
{"question": "How does the 'Performance Appraisal Worksheet' determine an employee's overall performance rating?", "answer": "It uses the average score from each of the four performance appraisal sections to calculate an overall score, which is then used to determine the employee's overall performance rating."},
{"question": "What is the role of 'Safety' in the Flight Department Collateral Duty Job Description?", "answer": "The role involves ensuring a high level of safety consciousness, advising management on safety issues, reviewing operational procedures for safety inclusion, conducting safety reviews, and providing safety training."},
{"question": "What is the responsibility of the Flight Department Collateral Duty role in 'Training'?", "answer": "It involves developing and maintaining a long-range training plan, arranging pilot and technician training, reviewing training curriculum, maintaining training records, and reporting on the state of department training."},
{"question": "What is the purpose of 'Standardization' in the Flight Department Collateral Duty Job Description?", "answer": "It involves maintaining standardized flight procedures, developing standard operating procedures (SOPs), coordinating SOP training, conducting standardization checks, and advising management on the state of flight standardization."},
{"question": "What is the Flight Department Collateral Duty's role in 'Flight Information Publications/Planning'?", "answer": "It involves ensuring current flight information publications and flight planning devices (FLIPPs) are available, developing a FLIPP plan, ordering FLIPPs, and ensuring timely delivery."},
{"question": "What is the responsibility of the Flight Department Collateral Duty role in 'Automation Support'?", "answer": "It involves ensuring appropriate automation support, developing an automation support plan, evaluating automation needs, arranging computer/software training, and maintaining automation devices."},
{"question": "What is the Flight Department Collateral Duty's role in 'Catering'?", "answer": "It involves providing consumable products for passengers, maintaining a standard inventory, evaluating and contracting with catering services, and evaluating the quality of food service."},
{"question": "What is the Flight Department Collateral Duty's role in 'Records/Reports'?", "answer": "It involves maintaining flight operations and financial records, developing data recording and storage systems, and producing operational and management reports."},
{"question": "What is the meaning of 'Writing Skills' as an employee performance measure?", "answer": "It refers to an employee's ability to write clearly and informatively, edit for spelling/grammar, and vary writing style to suit the audience."},
{"question": "How is 'Team Participation' measured as an employee performance indicator?", "answer": "It's measured by an employee's ability to balance team and individual responsibilities, exhibit objectivity, give/receive feedback, and contribute to a positive team spirit."},
{"question": "What does 'Quantity' represent as an employee performance measure?", "answer": "It refers to an employee's ability to complete work in a timely manner and achieve established goals."},
{"question": "What are the aspects of 'Quality' considered in an employee performance evaluation?", "answer": "Quality is assessed based on accuracy, thoroughness, commitment to excellence, ability to improve quality, applying feedback, and monitoring own work for quality."},
{"question": "How is 'Problem Solving' evaluated as an employee performance measure?", "answer": "It's evaluated based on timely problem identification, information gathering/analysis, developing solutions, resolving problems early, and working well in group problem-solving situations."},
{"question": "What are the components of 'Planning and Organization' as an employee performance measure?", "answer": "It includes prioritizing/planning work, efficient time use, planning for resources, integrating changes smoothly, and setting goals/objectives."},
{"question": "How is 'Organization Support' measured as an employee performance indicator?", "answer": "It's measured by an employee's adherence to policies/procedures, completion of administrative tasks, support of organizational goals/values, and contributions through outside activities."},
{"question": "What are the aspects of 'Oral Communication' considered in an employee performance evaluation?", "answer": "Oral communication is assessed based on speaking clearly/persuasively, listening/obtaining clarification, responding to questions, group presentation skills, and meeting participation."},
{"question": "How is 'Judgment' evaluated as an employee performance measure?", "answer": "It's evaluated based on willingness to make decisions, exhibiting sound judgment, and including appropriate people in the decision-making process."},
{"question": "What are the components of 'Job Knowledge' considered in an employee performance evaluation?", "answer": "Job knowledge is assessed based on competency in required skills/knowledge, ability to learn/apply new skills, staying updated on industry developments, requiring minimal supervision, and understanding how the job relates to others."},
{"question": "How is 'Initiative' measured as an employee performance indicator?", "answer": "It's measured by an employee's willingness to volunteer, and undertaking self-development activities."},
{"question": "What are the aspects of 'Dependability' considered in an employee performance evaluation?", "answer": "Dependability is assessed based on responsiveness to requests, following instructions/management direction, taking responsibility for actions, commitment to doing the best job, and meeting attendance/punctuality guidelines."},
{"question": "How is 'Customer Service' evaluated as an employee performance measure?", "answer": "It's evaluated based on courtesy, sensitivity, meeting commitments, responding to customer needs, and managing difficult customer situations."},
{"question": "What are the components of 'Cooperation' considered in an employee performance evaluation?", "answer": "Cooperation is assessed based on establishing/maintaining effective relations, positive outlook, offering assistance/support, resolving conflicts, and working cooperatively in groups."},
{"question": "What are the aspects of 'Communications' considered in an employee performance evaluation?", "answer": "Communications are assessed based on expressing ideas verbally and in writing, exhibiting good listening/comprehension, and selecting/using appropriate communication methods."},
{"question": "How are 'Analytical Skills' evaluated as an employee performance measure?", "answer": "Analytical skills are assessed based on synthesizing complex information, collecting/using data, using intuition/experience, and identifying data relationships/dependencies."},
{"question": "What are the benefits of conducting periodic employee evaluations?", "answer": "Benefits include providing opportunities for employees to improve performance, preparing for potential disciplinary actions, and creating a documented history for legal protection against wrongful termination claims."},
{"question": "How can documented employee evaluations protect employers from wrongful termination lawsuits?", "answer": "Documented evaluations provide evidence of performance issues, warnings, and attempts to address problems, which can help defend against claims that termination was based on illegal reasons."},
{"question": "What is the 'sandwich approach' in delivering employee performance feedback?", "answer": "It involves starting with positive feedback, followed by constructive criticism, and ending with more positive feedback to make the criticism more palatable and easier to accept."},
{"question": "Why is it important to focus on workplace performance rather than personality when providing feedback?", "answer": "Focusing on performance makes it easier for employees to accept criticism and work on improvement, as it's less personal and more objective."},
{"question": "What are some potential negative consequences of inconsistent or inaccurate employee evaluations?", "answer": "Inconsistent evaluations can damage credibility, lead to employee confusion, and potentially create legal issues if they contradict other actions like raises or promotions."},
{"question": "What is the purpose of a consistent and objective employee evaluation form?", "answer": "It ensures fairness and consistency in evaluating employees within the same job category, focusing on job duties and performance rather than subjective biases."},
{"question": "What are some guidelines for completing an employee evaluation form before meeting with the employee?", "answer": "Guidelines include providing a balanced view of strengths/weaknesses, using specific examples, identifying areas for improvement, setting goals, and stating potential consequences of failure to improve."},
{"question": "What is the role of setting goals for improvement in an employee evaluation?", "answer": "Setting goals provides a clear path for employees to focus on improvement, and helps them understand what's expected of them to meet performance standards."},
{"question": "What is the importance of employee feedback in the evaluation process?", "answer": "Employee feedback allows them to share their perspective on their performance, identify areas they agree/disagree with, and suggest ways to improve the process."},
{"question": "What is the concept of 'progressive discipline' in managing employee performance?", "answer": "Progressive discipline is a system where employees are given a series of increasingly serious warnings and consequences for poor performance before termination, providing opportunities for improvement."},
{"question": "What are some steps that can be included in a progressive discipline program?", "answer": "Steps can include coaching/counseling, verbal warnings, written warnings, suspension, and ultimately, dismissal."},
{"question": "How can a progressive discipline policy strengthen an employer's position in a wrongful termination lawsuit?", "answer": "It demonstrates that the employer made efforts to address performance issues and gave the employee opportunities to improve before termination."},
{"question": "What is a potential drawback of a rigid progressive discipline policy?", "answer": "It can create an expectation among employees that they are entitled to a specific sequence of disciplinary actions before termination, which may not be appropriate for all situations."},
{"question": "When is it appropriate to bypass progressive discipline and take immediate action against an employee?", "answer": "Immediate action, such as termination, may be warranted for serious offenses like violence, theft, or violations of company policy."},
{"question": "What is the importance of clearly stating that an employer reserves the right to terminate at will, even with a progressive discipline policy?", "answer": "It clarifies that the progressive discipline policy is a guideline, not a guarantee, and that the employer retains the right to terminate for any lawful reason."},
{"question": "What are some examples of employee conduct that might warrant immediate dismissal?", "answer": "Examples include violence, theft, excessive absenteeism, fighting, drug/alcohol use at work, failing to follow instructions, discrimination, and harassment."},
{"question": "What is the purpose of including a sample written progressive discipline policy in an employee handbook?", "answer": "It informs employees of the company's general approach to addressing performance issues and provides examples of conduct that may lead to disciplinary action."},
{"question": "What is the role of a performance appraisal in a performance management system?", "answer": "Performance appraisals are a crucial part of a performance management system that helps retain valued employees by supporting skill development, reward attainment, and organizational advancement."},
{"question": "What are the two main focuses of HRM professionals in relation to performance appraisal?", "answer": "HRM professionals focus on ensuring accurate performance evaluation through assessment systems and training managers to conduct effective performance appraisal interviews."},
{"question": "Why is it important for performance appraisal to be an ongoing process rather than just an annual event?", "answer": "Ongoing performance appraisal allows for timely feedback, identification of issues, and opportunities for improvement throughout the year, rather than waiting for a single annual review."},
{"question": "What is the concept of 360-degree feedback in performance appraisal?", "answer": "360-degree feedback involves gathering feedback from multiple sources, including supervisors, coworkers, customers, and the employee themselves, to provide a more comprehensive view of performance."},
{"question": "How can social networking systems be used to make 360-degree feedback more dynamic and ongoing?", "answer": "Social networking systems can allow employees to post performance-related questions, receive feedback, share goals, and provide ongoing assessments of colleagues' performance."},
{"question": "What is a performance review ranking system, and how does it work?", "answer": "A performance review ranking system evaluates employees against each other, typically ranking them into tiers (e.g., top 20%, middle 70%, bottom 10%) based on relative performance."},
{"question": "What are the potential advantages of using a performance ranking system?", "answer": "Advantages include forcing managers to make decisions about performance, identifying top/bottom performers, and potentially creating a culture of continuous improvement."},
{"question": "What are some potential disadvantages of using a performance ranking system?", "answer": "Disadvantages include increased competition among employees, discouraging collaboration/teamwork, and potentially harming employee morale."},
{"question": "What is the 'stereotyping' error in performance appraisal?", "answer": "Stereotyping occurs when a rater makes assumptions about an employee based on a few traits or characteristics, rather than evaluating their actual performance."},
{"question": "What is the 'halo effect' error in performance appraisal?", "answer": "The halo effect occurs when a rater gives an employee the same rating across all performance dimensions, regardless of actual variations in performance."},
{"question": "What is a behaviorally anchored rating scale (BARS), and how does it help avoid performance appraisal errors?", "answer": "BARS is a rating scale that uses specific behavioral examples to anchor each performance level, making it easier to evaluate performance based on observable behaviors rather than subjective judgments."},
{"question": "How can a BARS be used to evaluate a production line supervisor's performance?", "answer": "A BARS for a production line supervisor might include dimensions like equipment maintenance, employee training, and work scheduling, with each dimension having specific behavioral examples for different performance levels."},
{"question": "What are the components of compensation in an organization?", "answer": "Compensation includes monetary payments (wages, salaries) and goods/commodities used as rewards (benefits like health insurance, paid time off)."},
{"question": "How can an organization's compensation structure impact its strategic performance?", "answer": "Effective compensation systems can attract and retain talent, which is essential for achieving strategic goals and improving overall organizational performance."},
{"question": "How should organizational strategy influence the design of a pay system?", "answer": "The pay system should be designed to align with the organization's strategic goals. For example, a company focused on increasing profitability might use a merit pay system to incentivize high performance."},
{"question": "What is job-based pay, and what are its potential limitations?", "answer": "Job-based pay links compensation to specific job tasks. Limitations include failing to reward learning and adaptation, reinforcing hierarchy, and potentially conflicting with employee participation/increased responsibility."},
{"question": "What is skill-based pay, and what are its advantages?", "answer": "Skill-based pay, also called competency-based pay, links compensation to the level of skills and competencies an employee possesses. Advantages include encouraging skill development, making employees more valuable, and increasing their employability."},
{"question": "How can big data analytics be used in compensation decisions?", "answer": "Companies can use big data to analyze factors like turnover, promotions, job changes, benefits, and work-life balance to predict what influences employee retention and make informed compensation decisions."},
{"question": "What did a large regional bank discover about the impact of pay increases on employee turnover?", "answer": "The bank found that increasing pay only slightly reduced turnover for customer service representatives, suggesting that dissatisfaction, not low pay, was the primary driver of turnover."}
]