CPRP EVALUATION EXAM 2026 QUESTIONS AND
SOLUTIONS RATED A+
✔✔What are the steps of the interview process? - ✔✔1. Review job description
2. Determine the interviewers
3. Select the interview format
4. Develop interview questions (guided by job description)
5. Utilization of interview-assessment forms
6. Interviewer training
✔✔Structured interview vs. unstructured interview - ✔✔Structured interview- interviewer
asks pre-determined questions based on competencies outlined in job description.
Same questions asked in same order for all candidates. Easy to compare answers
between candidates, set time frame.
Unstructured interview- Not committed to pre-determined questions, allow for a more
natural conversation and give an opportunity to see how a candidate interacts with
others. May be time consuming and difficult to compare responses between candidates.
✔✔Four types of structured interview questions - ✔✔1. Biographical
2. Behavioral
3. Competency
4. Situational
✔✔What are the 6 steps to designing training for employees? - ✔✔1. Conduct a needs
analysis
2. Ensure employees' readiness for training
3. Ensure transfer of training
4. Develop an evaluation plan
5. Select a training method
6. Monitor and evaluate the training program
✔✔What serves as the basis for the design, development, delivery, and evaluation of a
training program? - ✔✔Systematic needs assessment
✔✔What are the three components of a needs assessment? - ✔✔1. Agency analysis
2. Person/individual analysis
3. Task analysis
✔✔Agency analysis - ✔✔Assessment of the agency (resources for training, managerial
support etc) and its mission or business strategy to determine the appropriateness of
training
✔✔Person/individual analysis - ✔✔1. Determines whether performance deficiencies
result from a training issue or from a motivational/work design problem
,2. Identifies who needs training
3. Determines staff readiness for training
✔✔Task analysis - ✔✔Assessment and identification of the knowledge, skills, and/or
behaviors that are in need of being developed/enhanced in the agency
✔✔Performance gap - ✔✔the difference between actual performance and desired
performance
✔✔Transfer of training - ✔✔Trainees effectively and continually applying what they
have learned in training to their jobs.
✔✔What three things heavily influence transfer of training? - ✔✔1. Trainee
characteristics (motivation and ability)
2. Training design (learning environment)
3. Work environment (management/peer support, opportunity to perform)
✔✔What 5 work environment factors are key elements in promoting training transfer? -
✔✔1. Climate for transfer
2. Manager support
3. Peer support
4. Opportunity to perform
5. Technological support
✔✔What is a strategy to ensure that trainees utilize their new training? - ✔✔Skill-based
pay and/or pay-for-performance
✔✔What should be the focus of designing an evaluation plan for a training program? -
✔✔Identifying the outcomes the training is expected to influence & determining the
appropriate design of an assessment to evaluate employees after training
Ex: At the conclusion of this training, learners will be able to identify contributing factors
to stereotypes of the park police)
21 question multiple choice quiz
✔✔What are the three outcome levels that training programs are typically evaluated on?
- ✔✔1. Cognitive
2. Skill-based
3. Affective
✔✔Cognitive outcomes for training programs - ✔✔Focus on static states of trainee
knowledge and dynamic processes of knowledge acquisition, organization, and
application.
, Ex: verbal knowledge development, knowledge organization, development of cognitive
strategies.
✔✔Skill Based Outcomes of Training - ✔✔center on development of technical or motor
skills
✔✔What are the three stages of skill development? - ✔✔1. Initial skill acquisition
2. Skill compilation
3. Skill automaticity
✔✔Initial skill acquisition - ✔✔Transfer of knowledge to practice
✔✔Skill compilation - ✔✔Result of continued practice of skill. Faster, less error-prone
performance and integration of steps into a single act.
✔✔Skill automaticity - ✔✔Trained behavior becomes routine
✔✔Affective outcomes - ✔✔Views attitude as a learning outcome based on the
reasoning that attitudes can determine behavior or performance
✔✔Training objectives - ✔✔measurable competencies the employee should acquire as
a result of the training program
✔✔Training Methods - ✔✔how training content is organized and structured for the
learner
Ex: lecture, panel discussion, field trip, demonstration, group discussion, audience
reactions, question-and-answer period
✔✔What should the PRP consider when creating a schedule for an employee? - ✔✔1.
Identification of duties and responsibilities
2. How many hours an employee can work in a week
3. What days employee is available
4. Must be flexible and consider alternate schedules of employees in the event of bad
weather, outside obligations, or other disruptions in previously planned programs or
activities
✔✔Proper work scheduling requires... - ✔✔assigning the right person to the right job at
the right time.
Schedule for optimal job results and maximum personal satisfaction of the employee
✔✔What is the most important factor affecting employee retention and motivation? -
✔✔Content of a work task assigned
SOLUTIONS RATED A+
✔✔What are the steps of the interview process? - ✔✔1. Review job description
2. Determine the interviewers
3. Select the interview format
4. Develop interview questions (guided by job description)
5. Utilization of interview-assessment forms
6. Interviewer training
✔✔Structured interview vs. unstructured interview - ✔✔Structured interview- interviewer
asks pre-determined questions based on competencies outlined in job description.
Same questions asked in same order for all candidates. Easy to compare answers
between candidates, set time frame.
Unstructured interview- Not committed to pre-determined questions, allow for a more
natural conversation and give an opportunity to see how a candidate interacts with
others. May be time consuming and difficult to compare responses between candidates.
✔✔Four types of structured interview questions - ✔✔1. Biographical
2. Behavioral
3. Competency
4. Situational
✔✔What are the 6 steps to designing training for employees? - ✔✔1. Conduct a needs
analysis
2. Ensure employees' readiness for training
3. Ensure transfer of training
4. Develop an evaluation plan
5. Select a training method
6. Monitor and evaluate the training program
✔✔What serves as the basis for the design, development, delivery, and evaluation of a
training program? - ✔✔Systematic needs assessment
✔✔What are the three components of a needs assessment? - ✔✔1. Agency analysis
2. Person/individual analysis
3. Task analysis
✔✔Agency analysis - ✔✔Assessment of the agency (resources for training, managerial
support etc) and its mission or business strategy to determine the appropriateness of
training
✔✔Person/individual analysis - ✔✔1. Determines whether performance deficiencies
result from a training issue or from a motivational/work design problem
,2. Identifies who needs training
3. Determines staff readiness for training
✔✔Task analysis - ✔✔Assessment and identification of the knowledge, skills, and/or
behaviors that are in need of being developed/enhanced in the agency
✔✔Performance gap - ✔✔the difference between actual performance and desired
performance
✔✔Transfer of training - ✔✔Trainees effectively and continually applying what they
have learned in training to their jobs.
✔✔What three things heavily influence transfer of training? - ✔✔1. Trainee
characteristics (motivation and ability)
2. Training design (learning environment)
3. Work environment (management/peer support, opportunity to perform)
✔✔What 5 work environment factors are key elements in promoting training transfer? -
✔✔1. Climate for transfer
2. Manager support
3. Peer support
4. Opportunity to perform
5. Technological support
✔✔What is a strategy to ensure that trainees utilize their new training? - ✔✔Skill-based
pay and/or pay-for-performance
✔✔What should be the focus of designing an evaluation plan for a training program? -
✔✔Identifying the outcomes the training is expected to influence & determining the
appropriate design of an assessment to evaluate employees after training
Ex: At the conclusion of this training, learners will be able to identify contributing factors
to stereotypes of the park police)
21 question multiple choice quiz
✔✔What are the three outcome levels that training programs are typically evaluated on?
- ✔✔1. Cognitive
2. Skill-based
3. Affective
✔✔Cognitive outcomes for training programs - ✔✔Focus on static states of trainee
knowledge and dynamic processes of knowledge acquisition, organization, and
application.
, Ex: verbal knowledge development, knowledge organization, development of cognitive
strategies.
✔✔Skill Based Outcomes of Training - ✔✔center on development of technical or motor
skills
✔✔What are the three stages of skill development? - ✔✔1. Initial skill acquisition
2. Skill compilation
3. Skill automaticity
✔✔Initial skill acquisition - ✔✔Transfer of knowledge to practice
✔✔Skill compilation - ✔✔Result of continued practice of skill. Faster, less error-prone
performance and integration of steps into a single act.
✔✔Skill automaticity - ✔✔Trained behavior becomes routine
✔✔Affective outcomes - ✔✔Views attitude as a learning outcome based on the
reasoning that attitudes can determine behavior or performance
✔✔Training objectives - ✔✔measurable competencies the employee should acquire as
a result of the training program
✔✔Training Methods - ✔✔how training content is organized and structured for the
learner
Ex: lecture, panel discussion, field trip, demonstration, group discussion, audience
reactions, question-and-answer period
✔✔What should the PRP consider when creating a schedule for an employee? - ✔✔1.
Identification of duties and responsibilities
2. How many hours an employee can work in a week
3. What days employee is available
4. Must be flexible and consider alternate schedules of employees in the event of bad
weather, outside obligations, or other disruptions in previously planned programs or
activities
✔✔Proper work scheduling requires... - ✔✔assigning the right person to the right job at
the right time.
Schedule for optimal job results and maximum personal satisfaction of the employee
✔✔What is the most important factor affecting employee retention and motivation? -
✔✔Content of a work task assigned
