WCC (NAWCCB) key terms

A hierarchical decomposition of the total scope of work into smaller, manageable deliverables. Each descending level represents increasing detail, and the lowest items, called work packages, can be estimated, scheduled, and assigned.

A scheduling technique that identifies the longest sequence of dependent tasks through a project network. Any delay on this path directly delays the project finish date, so it determines the shortest possible duration.

A performance measurement method that compares planned value, earned value, and actual cost to assess project scope, schedule, and cost status. Derived indices and variances reveal whether work is ahead, behind, or on budget.

A document that formally authorizes a project and gives the project manager authority to apply organizational resources. It states purpose, objectives, high-level scope, key stakeholders, and the assigned project manager.

Uncontrolled expansion of project scope without corresponding adjustments to time, cost, or resources. It typically arises from unmanaged change requests and erodes schedule and budget performance.

A responsibility assignment chart that maps tasks to people as Responsible, Accountable, Consulted, or Informed. It clarifies decision rights and prevents confusion about who does and who approves the work.

An iterative project approach that delivers work in short increments, welcoming changing requirements and using frequent feedback. Cross-functional teams self-organize, and progress is measured through working deliverables rather than exhaustive upfront documentation.

A systematic process of gathering and documenting information about a job's duties, tasks, responsibilities, working conditions, and required competencies. It produces job descriptions and job specifications that underpin nearly every HR function.

A written summary of a job's title, duties, reporting relationships, and working conditions. It describes the work itself, while a related specification lists the qualifications a person needs to perform it.

A framework describing the knowledge, skills, abilities, and behaviors that distinguish effective performance in a role or organization. It supports selection, development, and performance management by defining observable success criteria.

A deliberate process of identifying and developing internal employees to fill key leadership or critical roles when vacancies occur. It reduces business risk from departures and builds a ready talent pipeline.

A selection interview in which every candidate receives the same predetermined questions, scored against consistent rating criteria. Standardization improves reliability and reduces interviewer bias compared with unstructured conversations.

An interviewing technique that asks candidates to describe past situations and how they handled them, based on the premise that past behavior predicts future performance. Answers are probed for situation, action, and result.

The combined value employees receive from an employer, including pay, incentives, benefits, paid time off, and nonfinancial elements such as recognition, development, and work flexibility. It frames compensation decisions within the overall employee value proposition.

A ratio comparing an employee's actual salary to the midpoint of the assigned pay range, usually expressed as a percentage. A value below 100 percent indicates pay below midpoint; above 100 percent indicates pay above midpoint.

A defined pay range with a minimum, midpoint, and maximum for a group of jobs of similar value. Bands give managers guidance for setting and adjusting pay while supporting internal equity.

A systematic method of determining the relative worth of jobs within an organization, often based on factors such as skill, effort, responsibility, and working conditions. Results support internally equitable pay structures.

A retirement plan in which the employer contributes a specified amount, such as a percentage of pay or a match, and the employee bears investment risk. The eventual benefit depends on contributions and investment performance.

A retirement plan that promises a specified benefit at retirement, typically based on salary and years of service, with the employer bearing investment risk. Funding adequacy must be actuarially monitored.

The process by which an employee gains nonforfeitable ownership of employer-provided retirement or benefit contributions over time. Departing before full vesting can mean losing some or all of the employer-funded portion.

U.S. federal law requiring eligible employers to grant eligible employees up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, with continuation of group health coverage under the same terms.

U.S. federal law prohibiting discrimination against qualified individuals with disabilities and requiring employers to provide reasonable accommodation unless it causes undue hardship. It also restricts disability-related inquiries and medical examinations.

A substantially different selection rate for a protected group compared with a reference group, often assessed by the four-fifths rule. It signals possible discrimination in employment practices even without intent.

The U.S. federal agency that enforces laws prohibiting employment discrimination based on protected characteristics. It investigates charges, mediates disputes, and may file litigation on behalf of affected individuals.

A U.S. employment doctrine under which either the employer or employee may end the relationship at any time, for any lawful reason, with or without notice. It does not permit termination for illegal reasons such as discrimination or retaliation.

An employee excluded from minimum wage and overtime pay requirements under the Fair Labor Standards Act, typically because of salary level and duties tests. Exempt status depends on job duties, not merely on job title or salary alone.

A systematic process of identifying gaps between current and desired performance and determining whether training is an appropriate solution. It examines organizational, task, and individual levels before designing learning interventions.

A four-level training evaluation framework measuring reaction, learning, behavior, and results. Each level answers a different question about whether participants liked training, learned it, applied it, and produced organizational outcomes.

Software used to administer, deliver, track, and report on training content and learner activity. It typically hosts courses, records completions, and issues reminders or certificates for compliance requirements.

A guideline suggesting that development occurs roughly 70 percent through challenging on-the-job experience, 20 percent through relationships and coaching, and 10 percent through formal coursework. It encourages blending experience, exposure, and education.

The percentage of employees who leave an organization during a period, usually calculated by dividing separations by average headcount. It is often split into voluntary and involuntary components for more useful diagnosis.

A recruiting efficiency metric calculated by dividing total recruiting costs, including advertising, agency fees, referral bonuses, and recruiter time, by the number of hires made in a period.

The average number of days from opening a requisition to the candidate's acceptance of the job offer. It measures recruiting efficiency and helps forecast workforce gaps.

A visual display of key workforce metrics, such as headcount, turnover, absenteeism, and hiring pipeline, updated regularly for decision makers. It condenses data into indicators that support management action.

The use of workforce data and statistical methods to understand and improve employee and organizational outcomes. It moves beyond descriptive reporting toward explanation, prediction, and evidence-based decisions.

A software system that maintains core employee data and supports HR transactions such as records, payroll inputs, benefits enrollment, and reporting. It is often the authoritative source for workforce data used by other systems.

Software that manages the recruiting workflow, from posting requisitions and receiving applications to screening, interviewing, and extending offers. It stores candidate records and supports compliance reporting on hiring activity.

The accuracy, consistency, and completeness of stored data over its lifecycle. In HR systems, poor integrity undermines reporting, analytics, and compliance because decisions rest on unreliable records.

An authentication method allowing users to access multiple systems with one set of credentials. It simplifies access management and, combined with role-based permissions, strengthens security for HR applications.