Personnel & Human Resources Flashcards

Which federal law requires employers with 50 or more employees to provide up to 12 weeks of unpaid, job-protected leave for family and medical reasons?

Answer: Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to 12 weeks of unpaid, job-protected leave per year.

In parks and recreation, a 'span of control' refers to:

Answer: The number of employees a single supervisor can effectively manage

Span of control is the number of subordinates a supervisor can effectively manage, typically ranging from 5 to 12 in recreation settings.

What is the primary purpose of an employee probationary period in parks and recreation agencies?

Answer: To allow the employer to assess whether the new hire meets performance expectations

A probationary period gives supervisors an opportunity to evaluate new employees' performance before confirming permanent employment status.

Which type of interview format uses standardized questions based on real past behavior to predict future job performance?

Answer: Behavioral interview

Behavioral interviews ask candidates to describe specific past experiences using the STAR method, based on the principle that past behavior predicts future performance.

Under the Fair Labor Standards Act, which category of parks and recreation workers must receive overtime pay for hours worked beyond 40 per week?

Answer: Non-exempt hourly employees

Non-exempt employees under the FLSA must receive overtime pay at 1.5 times their regular rate for hours worked over 40 in a workweek.

A parks and recreation director wants to fill a position from within the agency. This strategy is best described as:

Answer: Internal recruitment

Internal recruitment involves sourcing candidates from the existing workforce, which can boost morale and reduce onboarding time.

Which document formally outlines the duties, responsibilities, required qualifications, and reporting relationships for a specific position?

Answer: Job description

A job description is the foundational HR document that defines position duties, qualifications, supervision structure, and working conditions.

What type of pay structure groups jobs of similar worth or skill level into bands with a corresponding salary range?

Answer: Pay grade structure

A pay grade structure categorizes positions by job worth and assigns each grade a minimum, midpoint, and maximum salary range.

Which principle of progressive discipline requires that the severity of corrective action increase with repeated or more serious violations?

Answer: Escalation principle

The escalation principle ensures that discipline moves through increasingly serious steps—verbal warning, written warning, suspension, termination—for repeated offenses.

A parks department implements an Employee Assistance Program (EAP). What is the primary benefit of this program?

Answer: Offering confidential counseling and support for personal and work-related problems

EAPs provide employees with confidential access to counseling and referral services for personal, financial, and mental health issues.

When conducting a job analysis for a recreation program coordinator role, which method involves watching employees perform their actual job tasks?

Answer: Observation method

The observation method involves directly watching employees perform their duties to gather accurate data about job tasks and requirements.

Which employment law prohibits discrimination based on age for workers 40 years old and older?

Answer: Age Discrimination in Employment Act

The Age Discrimination in Employment Act (ADEA) of 1967 protects workers aged 40 and older from employment discrimination based on age.

In parks and recreation, which scheduling approach assigns employees to fixed, consistent days and hours each week?

Answer: Traditional fixed scheduling

Traditional fixed scheduling provides employees with the same set hours each week, offering predictability for both staff and the agency.

What is the term for unlawful employment discrimination where a neutral policy disproportionately disadvantages a protected group?

Answer: Disparate impact

Disparate impact occurs when a facially neutral employment practice causes a disproportionate adverse effect on members of a protected class.

A parks and recreation supervisor documents an employee's failure to open a facility on time three times in one month. This practice is an example of:

Answer: Critical incident documentation

Critical incident documentation records specific observable behaviors and events that reflect outstanding or problematic employee performance.

Which Americans with Disabilities Act provision requires employers to make reasonable modifications to enable a qualified employee with a disability to perform essential job functions?

Answer: Reasonable accommodation

The ADA requires employers to provide reasonable accommodations for qualified individuals with disabilities unless doing so causes undue hardship.

In a parks department's collective bargaining environment, a 'grievance procedure' is best described as:

Answer: A formal process for resolving employee complaints about contract violations

A grievance procedure is a structured process outlined in the collective bargaining agreement that allows employees to formally dispute alleged contract violations.

Which onboarding best practice has been shown to most significantly improve new employee retention in recreation agencies?

Answer: Assigning a mentor or buddy to guide the new employee

Mentorship and buddy systems during onboarding create social connection and practical support, which research links to higher retention rates.

When calculating the cost-per-hire for a recreation department, which of the following would be included?

Answer: Advertising costs, recruiter fees, and time spent interviewing

Cost-per-hire includes all direct recruiting expenses such as job postings, agency fees, and staff time spent on interviewing and selection.

A recreation manager notices that turnover is highest among seasonal staff aged 18-24. Which retention strategy would most directly address this demographic?

Answer: Offering flexible scheduling and career development opportunities

Younger seasonal workers are strongly motivated by scheduling flexibility and opportunities to grow professionally, making these targeted retention levers.