PSHRA-SCP flashcards
PSHRA-SCP · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Just cause
- A discipline standard requiring a reasonable rule, advance notice, timely and fair investigation, credible evidence, consistent treatment, progressive penalty, and an opportunity for the employee to respond.
- Weingarten-type representation
- A unionized employee's right to request union representation during an investigatory interview that may lead to discipline; public-sector coverage depends on statute, contract, or case law.
- Interest arbitration
- A neutral third party issues a binding award resolving a bargaining impasse, often used for essential public employees such as police officers and firefighters.
- Agency shop clause
- A union security provision requiring nonmembers to pay a fee for representation; prohibited in right-to-work states for covered employees.
- Unfair labor practice
- An employer or union violation such as refusing to bargain in good faith, retaliating for union activity, or bypassing the exclusive representative.
- Progressive discipline
- A graduated response to misconduct or performance problems, typically oral warning, written warning, suspension, demotion, and termination, selected by severity and prior record.
- Kotter's eight steps
- A change sequence: create urgency, build a coalition, form vision, communicate it, empower action, generate short-term wins, consolidate gains, and anchor changes in culture.
- ADKAR model
- A change model with five outcomes: Awareness of need, Desire to participate, Knowledge of how, Ability to perform, and Reinforcement to sustain the change.
- SWOT analysis
- A planning tool that identifies internal Strengths and Weaknesses and external Opportunities and Threats affecting an organization's strategy.
- Psychological safety
- A team climate in which employees can ask questions, admit mistakes, and raise concerns without fear of humiliation or punishment.
- Span of control
- The number of direct reports assigned to one supervisor; wider spans flatten hierarchy and increase each supervisor's workload.
- Four-fifths rule
- An adverse impact guideline: if a protected group's selection rate is less than 80 percent of the highest group's rate, the selection process warrants review.
- Time to fill
- The number of calendar days from requisition approval to candidate offer acceptance, used to measure recruiting speed.
- Cost per hire
- Total recruiting and sourcing costs divided by the number of hires in the same period.
- Structured interview
- A selection interview using predetermined job-related questions and anchored rating scales, increasing consistency and reducing bias compared with unstructured interviews.
- Veterans' preference
- A public-sector hiring preference that adds points or priority for eligible veterans and certain family members as required by applicable law.
- I-9 verification
- Employment eligibility verification completed by the employee on day one and reviewed by the employer within three business days.
- Total compensation
- The combined value of base pay, differentials, overtime, bonuses, benefits, retirement contributions, and paid leave.
- Pay compression
- A situation where new hires or subordinates earn close to or more than experienced employees, often requiring range adjustment or equity increases.
- Compensatory time
- Paid time off in lieu of overtime cash; public-sector FLSA Section 207(o) rules allow it for non-exempt employees at 1.5 hours per overtime hour, subject to caps.
- GASB 75
- The accounting standard requiring public employers to measure and disclose other postemployment benefit liabilities, such as retiree health insurance.
- Section 125 plan
- A cafeteria plan allowing employees to pay certain benefits, such as health premiums and dependent care, with pre-tax dollars.
- Turnover rate
- Separations during a period divided by average headcount for that period, multiplied by 100.
- Vacancy rate
- The number of vacant funded positions divided by total funded positions, multiplied by 100.
- Leading indicator
- A metric that predicts future outcomes, such as engagement scores, vacancy duration, or training completion, rather than reporting past results.
- Data governance
- The rules and roles that define HR data ownership, definitions, access, quality, retention, and security across systems.
- Predictive analytics
- Use of historical HR data and statistical models to estimate the likelihood of future outcomes such as attrition or time-to-fill.
- Policy cycle
- The sequence of issue identification, research, drafting, review, approval, communication, implementation, evaluation, and revision or sunset.
- SMART goals
- Objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound, used to make strategic plans actionable and evaluable.
- Stakeholder analysis
- A process that maps stakeholders by interest and influence to plan engagement, communication, and approval strategies for a policy or initiative.
- Environmental scan
- A review of political, economic, social, technological, legal, and demographic trends that may affect the organization's strategy.
- Sunset clause
- A policy provision that sets an expiration or mandatory review date, requiring renewal or revision to remain in effect.