WCC (NAWCCB) flashcards

34 cards. Read the term and the definition here. The deck at the top of this page is optional.

Critical Path

The longest sequence of dependent tasks through a project network. Its duration sets the minimum project completion time, and any delay on it delays the whole project.

Earned Value CPI

Cost Performance Index equals Earned Value divided by Actual Cost. A value below 1.0 means the project is spending more than the work earned; above 1.0 means favorable cost performance.

Program Versus Portfolio

A program is a group of related projects managed together for coordinated benefits. A portfolio is the full collection of projects, programs, and operations aligned to organizational strategy.

Stage Gate Review

A governance checkpoint at the end of a project phase where deliverables and business case are assessed. The gate decision is typically go, kill, hold, or recycle before further funding.

RACI Matrix

A responsibility chart assigning Responsible (does the work), Accountable (owns the outcome, exactly one per activity), Consulted (two-way input), and Informed (one-way notification) for each activity.

Risk Response Strategies

For threats: avoid, transfer, mitigate, accept, escalate. For opportunities: exploit, share, enhance, accept, escalate. Selection depends on risk appetite and cost of response.

Turnover Rate Formula

Separations during the period divided by average headcount, multiplied by 100. Average headcount equals beginning plus ending headcount divided by two.

Time to Fill

Calendar days from requisition approval to candidate offer acceptance. It measures recruiting efficiency and excludes onboarding time, which is measured by time to start.

Yield Ratio

Candidates advancing to the next recruiting stage divided by candidates in the prior stage. Used to size sourcing volume needed to produce a required number of hires.

Cost per Hire

Total internal and external recruiting costs divided by the number of hires in the period. Includes advertising, agency fees, referrals, recruiter time, and assessment costs.

Build-Buy-Borrow-Bot

Workforce gap closure options: build internal skills through training, buy talent externally, borrow contractors, or automate work. Redeployment (bounce) moves employees to new roles.

Job Analysis Outputs

Job analysis produces the job description (tasks, duties, responsibilities) and the job specification (knowledge, skills, abilities). Both anchor selection criteria and hiring defensibility.

Compa-Ratio

Actual pay divided by the midpoint of the pay range. Values near 1.0 indicate pay at midpoint; below 0.80 suggests compression, above 1.20 suggests red-circling.

Range Spread

The pay range maximum minus minimum, divided by the minimum, times 100. It expresses how wide the grade's pay band is and supports progression between grades.

FLSA Exemption Tests

To be exempt, an employee must meet the salary basis test, the salary level threshold, and the duties test. Failing any one test requires overtime eligibility.

Defined Contribution Plan

A retirement plan such as a 401(k) where the employer contributes a defined amount and the employee bears investment risk. Benefits at retirement depend on account performance.

Total Rewards

The combined value of base pay, incentives, benefits, recognition, development, and work environment. Used to compare full employment cost rather than base salary alone.

Pay Equity Regression

A statistical analysis comparing pay for similarly situated employees while controlling for job, level, tenure, performance, and location. Unexplained gaps require remediation.

Progressive Discipline

A graduated response to performance or conduct issues: verbal warning, written warning, final warning or performance improvement plan, then termination. Consistency across similar cases is required.

FMLA Eligibility

Requires 12 months of employment, 1,250 hours worked in the prior 12 months, and a worksite with 50 or more employees within 75 miles. Provides 12 workweeks of unpaid leave.

Protected Concerted Activity

Section 7 of the NLRA protects employees, union and non-union, who act together about wages, hours, or working conditions. Policies that chill such discussion are unlawful.

Interactive Process

The individualized dialogue between employer and employee to identify reasonable accommodations for a disability. It is ongoing and documented, not a one-time decision.

Just Cause Seven Tests

Criteria for discipline: notice of rules, reasonable rule, investigation before discipline, fair investigation, proof of violation, consistent treatment, and penalty proportionate to the offense.

Kirkpatrick Levels

Four evaluation levels: Reaction (satisfaction), Learning (knowledge gain), Behavior (on-the-job application), and Results (business impact). Each level requires different measurement methods.

Training ROI

Monetary benefits minus training costs, divided by training costs, times 100. Benefits must be isolated from other influences using control groups or trend-line analysis.

Needs Assessment Levels

Three levels: organizational (where training is needed), task or operational (what must be taught), and individual or person (who needs it). Findings drive program design.

70-20-10 Model

A learning design heuristic: roughly 70 percent experiential on-the-job learning, 20 percent social and coaching, and 10 percent formal coursework. Used to build blended programs.

HR-to-Employee Ratio

HR full-time equivalents divided by total employee full-time equivalents. A common benchmark is about one HR FTE per 100 employees, varying by industry and automation level.

Absence Rate

Total absence hours divided by average headcount times scheduled work hours, multiplied by 100. Planned and unplanned absence should be reported separately.

Analytics Maturity Ladder

Descriptive (what happened), diagnostic (why it happened), predictive (what will happen), and prescriptive (what to do). Each stage adds analytical sophistication and decision value.

Cost of Vacancy

Daily contribution margin lost while a role is unfilled, multiplied by days vacant, plus recruiting and overtime costs. Used to justify faster hiring and retention investment.

Role-Based Access Control

A security model granting system permissions by job role under least-privilege principles. Employees receive only the access their role requires, reducing data exposure.

HRIS Single Source of Truth

Employee master data is created once and propagated to connected systems. Duplicate entry across payroll, benefits, and talent systems causes reconciliation errors and audit findings.

User Acceptance Testing

Final testing where business users verify that the configured HR system supports real workflows and requirements before go-live. Defects found here are cheaper than post-launch fixes.