Back to Chapter 15 - Personnel Programs
54. Commercial Services Management (CSM) is a program designed to improve functions using a variety of management tools including:
A. competitive sourcing (CS) and insourcing (IS)
B. business process reengineering (BPR)
C. post competition accountability (PCA)
*D. all of these answers
15.57.
55. The four principal goals of Commercial Services Management (CSM) are
A. matching requirements, satisfying requirements, and mission accomplishment
B. effective training, appropriate employment, priority flexibility, and teamwork
C. complementary systems, continuous improvement, worker involvement and accurate metrics
*D. to sustain readiness, improve performance and quality by doing business more efficiently and cost effectively, and focus available personnel and resources on core Air Force missions
15.57.
56. Commercial Services Management (CSM) will not affect military-essential skills or those functions that are inherently governmental. Military-essential skills are defined as skills that
A. directly contribute to the prosecution of war (combat or direct combat support)
B. exercise UCMJ authority
C. are available in the private sector
*D. both A and B
15.57.1.
57. Commercial Services Management (CSM) will not affect military-essential skills or those functions that are inherently governmental. Inherently governmental functions are
A. those functions that take place on Federal property
B. those functions that are funded by the Office of Management and Budget
C. activities that support the military such as those provided by AAFES and MWR
*D. activities that require making decisions or obligating money on behalf of the government
15.57.2.
58. Which Air Force Instruction defines a structured process for determining whether to perform work inhouse or through contract?
A. AFI 36-1001, Managing the Civilian Performance Program
B. AFI 36-703, Civilian Conduct and Responsibility
*C. AFI 38-203, Commercial Activities Program
D. AFI 36-701, Labor Management Relations
15.58.
59. This action compares the cost of the inhouse government operation of an activity to the total cost of a private sector bid to perform the same activity. The results indicate whether a commercial activity can be done more economically and efficiently by contract or by an inhouse workforce.
A. IS Business Case Analysis (BCA)
*B. Competitive Sourcing Study
C. BPR Rapid Improvement Event (RIE)
D. Post Competition Accountability
15.58.1.
60. Air Force policy is to minimize adverse effects on personnel caused by competitive sourcing. Adversely affected personnel are provided
A. a generous 60 day notice of separation
B. promotions to the next higher grade (or step)
*C. the “right of first refusal” for contractor jobs (if qualified)
D. up to 3 months of basic and locality pay or until new employment is found
15.58.2.1.
61. Competitive Sourcing (CS) generates savings by
A. changing the mission
B. cutting services and sharing costs with customers
*C. finding more efficient ways to accomplish a particular function
D. reducing the quality and quantity of a product to what is actually required
15.58.2.2.
62. A Competitive Sourcing (CS) Study frees up military personnel to perform other core military essential activities. In a CS study, the mission remains essentially unchanged; it is the __________ that changes.
A. funding
B. quality of the result
*C. composition of the workforce
D. classification of functions as military-essential or inherently governmental
15.58.2.2.
63. Insourcing is
A. the filling of job vacancies with military members already onsite
B. the filling of job vacancies based on qualification and local talent
*C. the conversion of a contracted function to DoD civilian or military performance
D. the conversion of an inhouse government operation of an activity to the private sector
15.59.1.
64. Insourcing is the conversion of a contracted function to DoD civilian or military performance, or any combination thereof. What authority provides a structured process for converting contracts to inhouse performance?
A. Section 2463 of 10 U.S.C.
B. DoD 5500.7-R, Joint Ethics Regulation
C. AFI 36-1001, Managing the Civilian Performance Program
*D. Office of Management and Budget Circular A-76, Performance of Commercial Activities
15.59.1.
65. Insourcing is the conversion of a contracted function to DoD civilian or military performance. Section 2463 of 10 U.S.C. permits DoD components to convert contracts without applying the requirements of the Office of Management and Budget Circular A-76, Performance of Commercial Activities, if
A. it has been performed by DoD civilian employees at any time during the previous 10 years
B. it is closely associated with the performance of an inherently governmental function
C. it has been performed pursuant to a contract awarded on a noncompetitive basis
*D. all of these answers
15.59.1.
66. This action compares the cost of a contracted function to the cost of DoD civilian employees to perform the same activity. The results justify the decision to insource when based on cost.
*A. IS Business Case Analysis (BCA)
B. Competitive Sourcing Study
C. BPR Rapid Improvement Event (RIE)
D. Post Competition Accountability
15.59.2.
67. This action applies a blended approach of management engineering methods and AFSO 21 process improvement techniques to work centers to determine the most efficient allocation of resources to satisfy the workload requirement.
A. Competitive Sourcing Study
B. IS Business Case Analysis (BCA)
C. Post Competition Accountability
*D. Business Process Reengineering (BPR) Blended Approach
15.60.1.
68. This action is a short-term, high intensity effort to address a specific work center problem:
A. Competitive Sourcing Study
*B. BPR Rapid Improvement Event (RIE)
C. IS Business Case Analysis (BCA)
D. AFSO 21 Process Improvement Technique
15.60.2.
69. The Business Process Reengineering (BPR) Rapid Improvement Event (RIE) is a short-term, high intensity effort to address
*A. a specific work center problem
B. general morale problems and team building
C. long term goals for an organization or function
D. unidentified, chronic losses of money or resources
15.60.2.
70. The BPR Rapid Improvement Event (RIE) is a short-term, high intensity effort to address a specific work center problem. The duration is typically
A. one month to one year, depending on the level of cooperation
*B. a week (not counting several weeks of preparation and followup)
C. a day with the goal being to avoid interfering with ongoing processes
D. several hours but produces an unending stream of followup documentation
15.60.2.
71. The BPR Rapid Improvement Event (RIE) is a short-term, high intensity effort to address a specific work center problem. An RIE is also called by other names, including
A. Management Review, Hammer Fight, AFOSI Investigation, and Component/System Test
B. Non-stop Improvement Fire Drill, Munchausen Syndrome, Fact Attack, and Process Seminar
*C. Rapid Improvement Workshop, Kaizen Event, Kaizen Blitz, and Accelerated Improvement Workshop
D. Improvement Storm, Intensity Event, Sequential Metric Validation, and Team & Goal Matrix Test
15.60.2.
72. The BPR Rapid Improvement Event (RIE) is a short-term, high intensity effort to address a specific work center problem. Some tools facilitators use during an RIE include
A. root cause analysis, flowcharts, and affinity diagrams
B. brainstorming and nominal group technique
C. Gantt charts
*D. all of these answers
15.60.2.
73. Post Competition Accountability (PCA) uses a three-piece blended approach to ensure government organizations provide proper oversight and management:
A. onsite management controls through a Quality Assurance surveillance program
B. tracking public-private competitions using the DoD Commercial Activities Management Information System (DCAMIS)
C. HHQ staff assistance visits
*D. all of these answers
15.61.
74. HQ USAF/A1M is responsible for implementing the Air Force Commercial Services Management (CSM) program. ________ is the manpower function responsible for providing CSM oversight at command levels and providing guidance to the installation Manpower and Organization sections.
*A. MAJCOM A1M
B. The Directorate of Civilian Personnel Operations (HQ AFPC/DPC)
C. The Air Force career field manager (AFCFM)
D. The Inspector General
15.62.
75. The Air Force provides most civilian personnel services from two sources:
A. vMPF and HQ USAF
*B. installation civilian personnel sections (CPS) and AFPC
C. installation civilian personnel sections (CPS) and MPF
D. vMPF and Civilian Personnel Management Information Support System (PERMISS)
15.63.
76. AFPC has a subsystem on its website called Civilian Personnel Management Information Support System (PERMISS) designed specifically for
*A. supervisors
B. employees
C. Resource Advisors
D. all of these answers
15.64.2.
77. MAJCOMs and installations use ___________ to manage annual appropriations, revolving funds, or reimbursements used for civilian employment costs.
A. civilian overhire positions
B. an authorization change request (ACR)
C. the whole-person concept and secret ballots
*D. a board structure, meeting at least quarterly
15.64.2.
78. When funds are available, _________ can be established to handle peak workloads, military manning shortfalls, and contractor defaults or other short-notice requirements that cannot be met through normal manpower requirements or personnel assignment processes.
*A. civilian overhire positions
B. a board structure, meeting at least quarterly
C. reduction-in-force (RIF) separations
D. labor unions
15.64.3.
79. When funds are available, civilian overhire positions can be established to handle peak workloads, military manning shortfalls, and contractor defaults that cannot be met through normal manpower processes. Most overhire positions are filled using
A. permanent appointments
B. military members (enlisted only)
C. term appointments of up to 6 years
*D. temporary appointments (not to exceed 1 year)
15.64.3.
80. When funds are available, civilian overhire positions can be established to handle peak workloads. Most overhire positions are filled using temporary appointments (not to exceed 1 year) but if the workload continues beyond a year, term appointments of up to ______ may be used.
A. 2 years
*B. 6 years
C. 3 years
D. 5 years
15.64.3.
81. Civilian employees, except those above GS-15, do not have a rank. Instead, they
*A. take the grade of the position they occupy
B. have titles from which their authority is derived
C. are appointed by the Secretary of the Air Force
D. assume the authority of their immediate supervisor
15.65.1.
82. Civilian employees (except those above GS-15) do not have a rank. Instead, they take the grade of the position they occupy. Since the position is graded, not the employee, the basis for determining pay and qualification requirements is
A. earned authority and experience
B. a combination of seniority and grade
*C. detailed written job descriptions
D. standard core personnel documents (SCPD)
15.65.1.
83. Position descriptions historically have covered duties, responsibilities, and supervisory controls. The Air Force has expanded the scope of core personnel documents (CPD) to include
A. performance standards
B. qualifications required for recruitment
C. training requirements for a new employee in the position
*D. all of these answers
15.65.2.
84. Who is responsible for core personnel documents (CPD) accuracy and for implementing standard core personnel documents (SCPD) from a growing library of these documents?
A. AFMA/MAH
*B. supervisors
C. classification specialists
D. HQ USAF functional representatives
15.65.3.
85. Where can supervisors seek assistance in developing Core Personnel Documents (CPDs) or selecting or modifying SCPDs?
A. classification specialists
B. HQ USAF functional representatives
*C. the Civilian Personnel Section (CPS) and AFMA/MAH
D. the installation Manpower and Organization section
15.65.3.
86. Vacant civilian positions are filled using the priorities established by the Office of Personnel Management (OPM), DoD, and the Air Force. Employees with mandatory selection or priority referral rights normally include
A. those adversely affected by RIF through downgrade or separation
B. transfer of function declinations, overseas returnees, and RIF reclassifications
C. civilian spouses or spouses of Regular Air Force military following a change in duty location
*D. all of these answers
15.66.1.
87. The primary indicators of qualifications in most GS or equivalent pay schedule (white collar) occupations are
A. disability and years of military service
B. minority status, experience, and education
*C. directly related experience and college education
D. military service and points for deployment and other actions
15.66.2.
88. Competitive placements require collaboration between supervisors and staffing specialists at the CPS or AFPC. Staffing specialists advise supervisors regarding recruitment sources. Supervisors have the option of choosing __________ recruitment sources.
A. internal
B. external
*C. both internal and external
D. local and non-competitive
15.66.3.
89. When hiring, staffing specialists advise supervisors regarding recruitment sources. Supervisors have the option of choosing internal, external, or both recruitment sources. Internal recruitment includes
*A. current permanent DoD employees
B. all U.S. citizens and veterans’ preference applicants
C. Air Force civilian employees working at the hiring location
D. military members already at the location and performing the job
15.66.3.
90. When hiring, staffing specialists advise supervisors regarding recruitment sources. Supervisors have the option of choosing internal, external, or both recruitment sources. External recruitment includes
A. all U.S. citizens
B. transfers from other non-DOD agencies
C. various veterans’ preference applicants
*D. all of these answers
15.66.3.
91. Who is responsible for determining training requirements and working with the CPS or education and training function to identify appropriate training sources?
A. AFMA/MAH
*B. supervisors
C. classification specialists
D. the servicing employee development specialist (EDS)
15.67.
92. Once training needs are identified, the next step is to determine training sources. The three primary sources of training are
A. local or base, national, and foreign
B. on-the-job, formal, and qualification-based
*C. agency (Air Force), interagency, and nongovernment
D. local or base, Air Force service schools, and civilian education
15.67.2.1.
93. The three primary sources of training are agency (Air Force), interagency, and nongovernment. Training away from the work site is requested, approved and documented using
*A. SF 182, Authorization, Agreement and Certification of Training
B. AF IMT 174, Record of Individual Counseling
C. AF IMT 797, Job Qualification Standard Continuation/Command JQS
D. AF Form 77, Letter of Evaluation
15.67.2.1.
94. The three primary sources of training for civilians are agency (Air Force), interagency, and nongovernment. Agency training is
*A. conducted by the employer (may include OJT, in-house training, and Air Force formal schools)
B. all training sponsored by other U.S. government agencies (such as the OPM and the Army and Navy)
C. seminars, conferences, courses, workshops, and curricula offered by private educational institutions
D. all of these answers
15.67.2.2.
95. The three primary sources of training for civilian employees are agency (Air Force), interagency, and nongovernment. Interagency training is
A. conducted by the employer (may include OJT, in-house training, and Air Force formal schools)
*B. all training sponsored by other U.S. government agencies (such as OPM and the Army and Navy)
C. seminars, conferences, courses, workshops, and curricula offered by private educational institutions
D. all of these answers
15.67.2.4.
96. The three primary sources of training for civilian employees are agency (Air Force), interagency, and nongovernment. Nongovernment training is
A. conducted by the employer (may include OJT, in-house training, and Air Force formal schools)
B. all training sponsored by other U.S. government agencies (such as OPM and the Army and Navy)
*C. seminars, conferences, courses, workshops, and curricula offered by private educational institutions
D. training, courses, or formal curricula offered by friendly foreign (allied) governments
15.67.2.5.
97. Civilian employees who fail one or more performance elements will have an opportunity to improve. However, if performance does not improve to a satisfactory level, the employee may be
A. removed from the position
B. placed in another position at the same or lower grade
C. separated from civilian employment
*D. all of these answers
15.68.1.5.
98. Civilian employees are subject to discipline including
A. written reprimand, corporal punishment, and suspension
*B. oral admonishment, written reprimand, suspension, and removal
C. letters of reprimand and non-judicial punishment under Article 15
D. non-judicial punishment including confinment under a general court martial
15.68.3.6.
99. EEO managers lead efforts to resolve informal civilian complaints of discrimination based on race, color, religion, sex (to include sexual harassment), national origin, age, or disability. If not resolved at the informal stage, EEO complaints are investigated by
A. the servicing Staff Judge Advocate
B. the installation Manpower and Organization section
C. the Air Force Office of Special Investigations (OSI)
*D. the DoD Civilian Personnel Management Service, Investigations and Resolutions Division (IRD)
15.69.2.
100. Civilian employees are paid according to two broad divisions: General Schedule (GS) and Federal Wage System (FWS). GS employee pay is expressed as
*A. an annual salary
B. hourly wage rates
C. a monthly basic pay
D. a percentage of the congressional budget
15.70.1.1.
101. Civilian employees are paid according to two broad divisions of employment: General Schedule (GS) and Federal Wage System (FWS). The FWS pay is expressed as
A. an annual salary
*B. hourly wage rates
C. a monthly basic pay
D. a daily wage rate
15.70.1.1.
102. Both GS and FWS civilian pay systems have steps in each grade. Employees' progress through the steps are due to
*A. longevity
B. appraisal score
C. recognition for performance
D. awards and merit performance
15.70.1.3.
103. Both GS and FWS civilian pay systems have steps in each grade which employees progress through via longevity. The GS grades have 10 steps. The FWS grades have ___ steps.
A. 3
*B. 5
C. 7
D. 11
15.70.1.3.
104. Both GS and FWS civilian pay systems have steps in each grade which employees progress through via longevity. The FWS grades have 5 steps. The GS grades have ___ steps.
A. 3
B. 5
C. 7
*D. 10
15.70.1.3.
105. The civilian GS grades have 10 steps within each grade. Within each grade, step increases start at
A. 3 month intervals and slow to 1 year intervals
*B. 1 year intervals but slow to 3 year intervals in the higher steps
C. 6 month intervals and slow to 2 year intervals
D. 2 year intervals but slow to 4 year intervals in the higher steps
15.70.1.3.
106. The civilian FWS grades have five steps within each grade. Within each grade, step increases start at
A. 3 month intervals and slow to 1 year intervals
B. 1 year intervals but slow to 3 year intervals in the higher steps
*C. 6 month intervals and slow to 2 year intervals
D. 2 year intervals but slow to 4 year intervals in the higher steps
15.70.1.3.
107. Overtime pay for GS employees is capped at
*A. 1.5 times the GS-10, step 1, pay rate or the employee’s hourly rate of basic pay, whichever is greater
B. 1.5 times the GS-15, step 1, pay rate
C. 1.5 times the GS-12, step 10, pay rate or the employee’s hourly rate of basic pay, whichever is greater
D. 1.5 times the GS-13, step 10, pay rate
15.70.1.4.
108. Civilian employees earn 13 days of sick leave each year and 13, 20, or 26 days of annual leave, depending on their length of service. Annual leave accumulation is capped at ___ days for most GS and FWS employees.
A. 45
*B. 30
C. 26
D. 59
15.70.3.1.
109. Annual leave accumulation is capped at 30 days for most GS and FWS employees. Employees working overseas can accumulate ___ days a year.
*A. 45
B. 30
C. 26
D. 59
15.70.3.1.
110. Civilian employees earn 13 days of sick leave each year. Annual sick leave accumulation is capped at
A. 15
B. 30
C. 59
*D. there is no cap on sick leave accumulation
15.70.3.1.
111. Civilians earn 13, 20, or 26 days of leave annually, depending on their length of service. Leave is charged and taken in
*A. 15-minute increments
B. 1-day (24 hour) increments
C. half-day (four hour) increments
D. 60-minute increments
15.70.3.2.
112. What percentage of Air Force civilian employees are covered by labor agreements between unions and installations or MAJCOMs?
A. 100%
*B. approximately 70 percent
C. approximately 50 percent
D. none; labor unions are incompatible with federal service
15.71.1.
113. Approximately 70% of Air Force civilian employees are covered by union labor agreements. What agency is the usual liaison between supervisors and other management and union officials?
A. the squadron Resource Advisor
B. the Office of Personnel Management (OPM)
C. the installation Manpower and Organization section
*D. a labor relations officer (LRO) or specialist in the CPS
15.71.2.
114. Civilian employees have a variety of avenues to resolve disputes. Which activity hears appeals of suspensions without pay of more than 14 days, demotions (change to lower grade), and removals?
A. the Federal Labor Relations Authority
*B. the Merit System Protection Board (MSPB)
C. the Office of Personnel Management (OPM)
D. the installation Manpower and Organization section
15.72.3.
115. Which activity investigates charges of unfair labor practice (ULP) brought by either union or management?
*A. the Federal Labor Relations Authority
B. the Merit System Protection Board (MSPB)
C. the Office of Personnel Management (OPM)
D. the installation Manpower and Organization section
15.72.4.