Performance Management and Retention Flashcards
7 cards from real CCS practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management and Retention flashcards as text
A staffing agency's data shows that workers who complete a skills assessment before placement have 25% longer assignment durations. This is an example of using data for:
Answer: Predictive performance management
Using historical data to anticipate which practices lead to better performance outcomes is the foundation of predictive performance management.
Which of the following best describes 'succession planning' in the context of a staffing agency's internal workforce?
Answer: Identifying and developing internal staff to fill key roles when they become vacant
Succession planning ensures business continuity by preparing qualified internal candidates to assume critical positions.
An agency recruiter notices that a high-performing contractor has been passed over for a permanent role at a client site twice. What retention risk does this signal?
Answer: The contractor may seek employment directly with the client, bypassing the agency
Consistently overlooked high performers are prime flight risks who may pursue direct employment or find agencies that offer better conversion opportunities.
What does the term 'stay interview' refer to in the context of employee retention?
Answer: A proactive conversation with current employees to understand what keeps them engaged and what might cause them to leave
Stay interviews are proactive retention tools used to identify and address concerns before an employee decides to leave.
A staffing firm client requests that a placed worker be removed from the assignment due to 'cultural fit' concerns with no performance documentation. The staffing coordinator should:
Answer: Investigate whether the concern reflects a protected characteristic before taking action
Vague 'cultural fit' reasons can mask discriminatory motives, so the coordinator must ensure no protected class is being targeted before acting.
Which of the following is a leading indicator of employee disengagement that a staffing supervisor should monitor?
Answer: Increased absenteeism and tardiness patterns
Rising absenteeism and tardiness are early behavioral signals of disengagement before a formal separation occurs.
A staffing agency implements an Employee Assistance Program (EAP) for its temporary workers. What is the primary retention-related benefit of this offering?
Answer: It supports worker well-being, reducing stress-related turnover
EAPs address personal and work-related challenges that contribute to turnover by providing counseling and support resources.