CCAP Human Resources and Operations 2 — Questions and Answers
Question 1: Under the FLSA, which category of community action agency employees is typically exempt from overtime pay requirements?
- Front-line case managers earning hourly wages
- Bona fide executive employees earning at least $684/week (Correct answer)
- Part-time outreach workers paid below minimum wage
- Seasonal program staff funded by CSBG
Correct answer: Bona fide executive employees earning at least $684/week
The FLSA white-collar exemption covers bona fide executive, administrative, and professional employees who meet both a duties test and a salary threshold of at least $684 per week.
Question 2: A CAA's written succession plan should primarily address which operational risk?
- Fluctuations in federal block grant allocations
- Loss of key leadership and institutional knowledge (Correct answer)
- Changes in state community services regulations
- Increases in client caseload during economic downturns
Correct answer: Loss of key leadership and institutional knowledge
Succession planning mitigates the operational risk of losing key leaders by identifying and developing internal candidates and documenting critical knowledge.
Question 3: Which document establishes the scope of authority and responsibilities for a CAA's human resources director?
- Employee handbook
- Organizational chart
- Position description (Correct answer)
- Personnel policy manual
Correct answer: Position description
A position description (job description) defines the specific duties, authority, qualifications, and reporting relationships for a given role.
Question 4: When a CAA receives a reasonable accommodation request under the ADA, what is the agency's first required step?
- Deny the request if it would cost more than $500 to implement
- Engage in an interactive process with the employee (Correct answer)
- Consult the state vocational rehabilitation office
- Immediately reassign the employee to a light-duty position
Correct answer: Engage in an interactive process with the employee
The ADA requires employers to engage in a good-faith interactive process with the employee to identify and implement an effective reasonable accommodation.
Question 5: Which performance management approach aligns best with a CAA's mission-driven culture?
- Rank-and-yank forced distribution ranking
- Competency-based evaluation tied to agency values (Correct answer)
- Purely quantitative output metrics only
- Annual one-way supervisor review with no employee input
Correct answer: Competency-based evaluation tied to agency values
Competency-based evaluations that link individual performance to agency values and mission reinforce organizational culture while providing actionable feedback.
Question 6: A CAA has 20 employees. Under the Family and Medical Leave Act, which statement is correct?
- The CAA is covered because all nonprofits must comply with FMLA
- The CAA is not covered because FMLA requires at least 50 employees (Correct answer)
- The CAA must provide FMLA leave only for employees with 10+ years of service
- The CAA may opt into FMLA coverage voluntarily through state registration
Correct answer: The CAA is not covered because FMLA requires at least 50 employees
FMLA applies only to employers with 50 or more employees within 75 miles, so a 20-employee CAA is not federally covered.
Question 7: Which recruitment strategy best supports a CAA's commitment to hiring staff who reflect the communities served?
- Posting exclusively on national professional job boards
- Partnering with local HBCUs, community colleges, and CBOs for outreach (Correct answer)
- Requiring advanced degrees for all positions regardless of function
- Using only employee referrals to reduce recruitment costs
Correct answer: Partnering with local HBCUs, community colleges, and CBOs for outreach
Partnering with local educational institutions and community-based organizations broadens the candidate pool to include individuals from the communities served.
CCAP Human Resources and Operations 2
Under the FLSA, which category of community action agency employees is typically exempt from overtime pay requirements?