CPRP Exam Study Guide with
Complete Solutions
Job descriptions - ANS-Are derived from the job analysis, which require data gathered
in a formal and systematic method about what people do in their jobs.
Critical Incidents/Observations - ANS-Park and rec. professional observes and records
employee behaviors (both positive and negative) over an extended period of time.
Interview - ANS-Method requires park and rec. professional to complete an interview
with the staff preforming the job.
Rejection - ANS-Candidates who fail to emerge at the top of the applicant pool should
be informed they have not been selected; via phone call, letter, or in person.
On-the-spot offer - ANS-An offer made to candidate immediately following the interview.
Delayed offer - ANS-Most common approach, used to inform candidate of hiring
decision after a period of time has elapsed.
Structured Interview - ANS-Candidates are asked predetermined questions that are
based on the competencies outlined in the job description.
Biological interview questions - ANS-Questions that center on a chronological
evaluation of candidate's past experiences.
Behavioral interview questions - ANS-Questions that ask candidates to describe how
they preformed a certain task or handled a problem in the past.
Competency questions - ANS-Questions that utilize a competency profile for the open
position which includes a list of competencies need to successfully perform the job.
Situational interview questions - ANS-These questions require candidate to discuss how
they might manage specific job situations.
Unstructured interview - ANS-Is a flexible interview with questions that vary to follow up
on points of interest, or that allow them to gain a better understanding of the candidate's
personality and skill set.
, Step# 1: Conduct a needs analysis - ANS-A systematic needs assessment can guide
and serve as a basis for the design, development, delivery, and evaluation of the
training program.
Agency Analysis - ANS-An assessment of the agency and its mission or business
strategy to determine the appropriateness of training.
Person/individual analysis - ANS-Involves a)determining whether performance
deficiencies result from a lack of knowledge, skill, or ability or from motivational or work
design problem, b) identifying who needs training, and c) determining staff's readiness
for training.
Task analysis - ANS-An assessment and identification of the knowledge, skills, and/or
behaviors that are in need of being developed/enhanced in the agency.
Step# 2: Ensure the employee's readiness for training - ANS-Draw from the data of the
needs assessment to determine the performance gap and what type of training is
needed.
Step# 3: Ensure transfer of training - ANS-Refers to trainees effectively and continually
applying what they learned in training to their jobs or volunteer experiences.
Step# 4: Develop an evaluation plan - ANS-Training programs are typically evaluated
on three outcome levels: cognitive, skill-based, and affective.
Step# 5: Select a training method - ANS-A training method is a way of arranging the
relationship of learning and resources to assist the employee in acquiring knowledge.
Step# 6: Monitor and evaluate the program - ANS-The program is monitored and
revised to enhance the training program and further ensure that learning, transfer, and
any other training outcome is achieved.
Summative evaluation - ANS-Evaluation conducted at the end of the training program.
Formative evaluation - ANS-Evaluation conducted during program planning and
presentation.
Scheduling - ANS-Develop schedules that are flexible for staff, that ensure safety,
effectiveness, and efficient operations.
Physical exertion - ANS-A variety of jobs require varying degrees of physical exertion,
strength, and physical dexterity.
Environmental conditions - ANS-Conditions to consider: safety of the workplace, heat,
air pollution, noise, darkness, and orders.
Complete Solutions
Job descriptions - ANS-Are derived from the job analysis, which require data gathered
in a formal and systematic method about what people do in their jobs.
Critical Incidents/Observations - ANS-Park and rec. professional observes and records
employee behaviors (both positive and negative) over an extended period of time.
Interview - ANS-Method requires park and rec. professional to complete an interview
with the staff preforming the job.
Rejection - ANS-Candidates who fail to emerge at the top of the applicant pool should
be informed they have not been selected; via phone call, letter, or in person.
On-the-spot offer - ANS-An offer made to candidate immediately following the interview.
Delayed offer - ANS-Most common approach, used to inform candidate of hiring
decision after a period of time has elapsed.
Structured Interview - ANS-Candidates are asked predetermined questions that are
based on the competencies outlined in the job description.
Biological interview questions - ANS-Questions that center on a chronological
evaluation of candidate's past experiences.
Behavioral interview questions - ANS-Questions that ask candidates to describe how
they preformed a certain task or handled a problem in the past.
Competency questions - ANS-Questions that utilize a competency profile for the open
position which includes a list of competencies need to successfully perform the job.
Situational interview questions - ANS-These questions require candidate to discuss how
they might manage specific job situations.
Unstructured interview - ANS-Is a flexible interview with questions that vary to follow up
on points of interest, or that allow them to gain a better understanding of the candidate's
personality and skill set.
, Step# 1: Conduct a needs analysis - ANS-A systematic needs assessment can guide
and serve as a basis for the design, development, delivery, and evaluation of the
training program.
Agency Analysis - ANS-An assessment of the agency and its mission or business
strategy to determine the appropriateness of training.
Person/individual analysis - ANS-Involves a)determining whether performance
deficiencies result from a lack of knowledge, skill, or ability or from motivational or work
design problem, b) identifying who needs training, and c) determining staff's readiness
for training.
Task analysis - ANS-An assessment and identification of the knowledge, skills, and/or
behaviors that are in need of being developed/enhanced in the agency.
Step# 2: Ensure the employee's readiness for training - ANS-Draw from the data of the
needs assessment to determine the performance gap and what type of training is
needed.
Step# 3: Ensure transfer of training - ANS-Refers to trainees effectively and continually
applying what they learned in training to their jobs or volunteer experiences.
Step# 4: Develop an evaluation plan - ANS-Training programs are typically evaluated
on three outcome levels: cognitive, skill-based, and affective.
Step# 5: Select a training method - ANS-A training method is a way of arranging the
relationship of learning and resources to assist the employee in acquiring knowledge.
Step# 6: Monitor and evaluate the program - ANS-The program is monitored and
revised to enhance the training program and further ensure that learning, transfer, and
any other training outcome is achieved.
Summative evaluation - ANS-Evaluation conducted at the end of the training program.
Formative evaluation - ANS-Evaluation conducted during program planning and
presentation.
Scheduling - ANS-Develop schedules that are flexible for staff, that ensure safety,
effectiveness, and efficient operations.
Physical exertion - ANS-A variety of jobs require varying degrees of physical exertion,
strength, and physical dexterity.
Environmental conditions - ANS-Conditions to consider: safety of the workplace, heat,
air pollution, noise, darkness, and orders.
