Page 1 of 137
PSHRA-SCP (formerly IPMA-SCP) exam
Questions and Correct Answers with
EXPLANATIONS LATEST THIS YEAR
Summarized Exam Coverage
The PSHRA-SCP (formerly IPMA-SCP) exam is designed for senior-level public sector HR professionals,
including titles such as HR Director, Chief HR Officer, and Senior HR Manager . The exam validates
advanced experience, knowledge, and skills across six core domains :
• Public Sector Employee and Labor Relations: Collective bargaining, union contracts, grievance
procedures, and public sector-specific labor laws.
• Leadership, Organizational Development, and Culture: Change management, strategic
leadership, diversity and inclusion, and organizational culture transformation.
• Public Sector Talent Acquisition and HR Operations: Recruitment, selection, classification,
compensation, and HR service delivery models (centralized vs. decentralized) .
• Public Sector Total Rewards: Benefits administration, retirement systems, leave policies, and
compensation strategies .
• Public Sector HRIS, Data Analysis, and Reporting: HR metrics, analytics, workforce planning,
and technology-driven decision-making .
• Public Sector HR Policy Development and Strategic Planning: Policy formulation, legal
compliance (ADA, ADEA, FLSA, Equal Pay Act), and strategic alignment with organizational goals .
Eligibility Requirements : You must meet one of the following:
• Graduate degree + 2 years HR experience (1 year public sector)
• Bachelor's degree + 4 years HR experience (1 year public sector)
• Associate's degree + 6 years HR experience (1 year public sector)
• No degree + 8 years HR experience (1 year public sector)
Exam Details : Closed-book, 85 multiple-choice questions, 3-hour time limit, must be completed in one
sitting. The exam is based on 20 HR competencies .
Recertification : Valid for 3 years; requires 50 recertification points earned through professional
development activities.
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1. You are the HR Director for a city government. Your Mayor wants to abolish the existing civil service
hiring system because it takes too long. What law previously attempted a similar reform, and what did it
do?
A) The Civil Rights Act, which mandated affirmative action
B) The TEAM Act, which abolished the existing hiring system and eliminated ineffective tests
C) The FLSA, which established overtime pay requirements
D) The ADEA, which prohibited age discrimination
Answer: B
The TEAM Act abolished the existing hiring system and replaced it with one that eliminated ineffective
tests, streamlining public sector hiring .
2. Under the TEAM Act, what type of performance evaluation system was established for public sector
employees?
A) A seniority-based ranking system
B) A new system based on performance outcomes established for each position
C) A 360-degree feedback system mandated for all agencies
D) An annual self-assessment with no supervisory review
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Answer: B
The TEAM Act created a performance evaluation system based on performance outcomes established for
each position, moving away from seniority-based systems .
3. The TEAM Act eliminated a procedure that allowed longer-term employees to do what?
A) Bump less-senior staff from similar positions
B) Automatically receive promotions every five years
C) Opt out of the retirement system at any time
D) Transfer between agencies without approval
Answer: A
The TEAM Act eliminated procedures that allowed longer-term employees to bump less-senior staff from
similar positions, increasing job security for newer employees .
4. In a centralized HR system, who typically provides HR services?
A) Individual department heads
B) A central HR hub that performs most or all HR functions
C) External private contractors exclusively
D) Each employee manages their own HR matters
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Answer: B
In a centralized system, a central HR hub performs most HR functions, including recruitment,
classification, benefits, and labor relations .
5. What is a key characteristic of a decentralized HR system?
A) All HR decisions are made by one central office
B) Important HR decisions and services are performed separately from central control
C) Only payroll functions are centralized
D) HR staff are not used at any level
Answer: B
A decentralized system places HR decisions and services under local control, with local professional HR
staff providing direct and continuing services .
6. Can some HR processing activities be performed off-site from the central HR hub in a centralized
system?
A) No, all activities must be on-site
B) Yes, there may be some HR processing activities performed off-site
C) Off-site processing is prohibited by federal law
PSHRA-SCP (formerly IPMA-SCP) exam
Questions and Correct Answers with
EXPLANATIONS LATEST THIS YEAR
Summarized Exam Coverage
The PSHRA-SCP (formerly IPMA-SCP) exam is designed for senior-level public sector HR professionals,
including titles such as HR Director, Chief HR Officer, and Senior HR Manager . The exam validates
advanced experience, knowledge, and skills across six core domains :
• Public Sector Employee and Labor Relations: Collective bargaining, union contracts, grievance
procedures, and public sector-specific labor laws.
• Leadership, Organizational Development, and Culture: Change management, strategic
leadership, diversity and inclusion, and organizational culture transformation.
• Public Sector Talent Acquisition and HR Operations: Recruitment, selection, classification,
compensation, and HR service delivery models (centralized vs. decentralized) .
• Public Sector Total Rewards: Benefits administration, retirement systems, leave policies, and
compensation strategies .
• Public Sector HRIS, Data Analysis, and Reporting: HR metrics, analytics, workforce planning,
and technology-driven decision-making .
• Public Sector HR Policy Development and Strategic Planning: Policy formulation, legal
compliance (ADA, ADEA, FLSA, Equal Pay Act), and strategic alignment with organizational goals .
Eligibility Requirements : You must meet one of the following:
• Graduate degree + 2 years HR experience (1 year public sector)
• Bachelor's degree + 4 years HR experience (1 year public sector)
• Associate's degree + 6 years HR experience (1 year public sector)
• No degree + 8 years HR experience (1 year public sector)
Exam Details : Closed-book, 85 multiple-choice questions, 3-hour time limit, must be completed in one
sitting. The exam is based on 20 HR competencies .
Recertification : Valid for 3 years; requires 50 recertification points earned through professional
development activities.
, Page 2 of 137
1. You are the HR Director for a city government. Your Mayor wants to abolish the existing civil service
hiring system because it takes too long. What law previously attempted a similar reform, and what did it
do?
A) The Civil Rights Act, which mandated affirmative action
B) The TEAM Act, which abolished the existing hiring system and eliminated ineffective tests
C) The FLSA, which established overtime pay requirements
D) The ADEA, which prohibited age discrimination
Answer: B
The TEAM Act abolished the existing hiring system and replaced it with one that eliminated ineffective
tests, streamlining public sector hiring .
2. Under the TEAM Act, what type of performance evaluation system was established for public sector
employees?
A) A seniority-based ranking system
B) A new system based on performance outcomes established for each position
C) A 360-degree feedback system mandated for all agencies
D) An annual self-assessment with no supervisory review
, Page 3 of 137
Answer: B
The TEAM Act created a performance evaluation system based on performance outcomes established for
each position, moving away from seniority-based systems .
3. The TEAM Act eliminated a procedure that allowed longer-term employees to do what?
A) Bump less-senior staff from similar positions
B) Automatically receive promotions every five years
C) Opt out of the retirement system at any time
D) Transfer between agencies without approval
Answer: A
The TEAM Act eliminated procedures that allowed longer-term employees to bump less-senior staff from
similar positions, increasing job security for newer employees .
4. In a centralized HR system, who typically provides HR services?
A) Individual department heads
B) A central HR hub that performs most or all HR functions
C) External private contractors exclusively
D) Each employee manages their own HR matters
, Page 4 of 137
Answer: B
In a centralized system, a central HR hub performs most HR functions, including recruitment,
classification, benefits, and labor relations .
5. What is a key characteristic of a decentralized HR system?
A) All HR decisions are made by one central office
B) Important HR decisions and services are performed separately from central control
C) Only payroll functions are centralized
D) HR staff are not used at any level
Answer: B
A decentralized system places HR decisions and services under local control, with local professional HR
staff providing direct and continuing services .
6. Can some HR processing activities be performed off-site from the central HR hub in a centralized
system?
A) No, all activities must be on-site
B) Yes, there may be some HR processing activities performed off-site
C) Off-site processing is prohibited by federal law
