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Remote Work Professional Certification Exam Answers – Certiprof

Apply Now: Remote Work Professional Certification Ceriprof

Learning Objectives:

To provide globally accepted practices, general support methodologies, tools, techniques, experience and knowledge transfer by the facilitator during the development of the “Remote Work and Virtual Collaboration Certificate (RWVCPC)”
To achieve personal recognition with a professional certification from CertiProf® that seeks to support the necessary and growing form of work.

Target Audience:

– This certification is appropriate for all those interested in acquiring tools and techniques to prepare for the growing need of remote or distance work.
– Anyone interested in validating their professional knowledge and skills as a remote or distance worker.

Prerequisites:

There are no prerequisites for this certification.

Certification Evaluation:

  • Format: Multiple choice
  • Questions: 40
  • Language: English/Spanish
  • Pass Score: 24/40 or 60%
  • Duration: 60 minutes Maximum
  • Delivery: This examination is available Online

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  • Ability to talk on the phone.
  • Effective time management skills.
  • Organized work practices.
  • Both B and C.
  • Taking your tasks or pending from the office to finish at home and have them ready for the morning.
  • The provision of services to third parties is carried out from any location and not in the organization’s own facilities.
  • When, due to illness, you cannot go to the facilities or office and you work from home.
  • Offering your services from home because there is a lot of traffic.
  • Ensure that employees know what is expected of them during teleworking.
  • That there is an opportunity to train and develop an employee.
  • Can be used to evaluate performance.
  • All of the above.
  • Reduces the need for communication.
  • It blocks career advancement.
  • Increases performance expectations.
  • Requires the ability to work alone.
  • You will be more of a team player.
  • You will have flexible working hours.
  • No opportunity for professional growth./
  • Your productivity will increase.
  • Immediate supervisor.
  • Agency Telework Coordinator.
  • Office of Information Technology.
  • All of the above.
  • Begin the meeting by having everyone speak (icebreaker).
  • Meeting materials should be sent out prior to the meeting.
  • Work on other tasks (such as checking email) during the Virtual meeting.
  • Get there a little early and try out your equipment.
  • Prefer to work without any management supervision.
  • Ability to work independently.
  • There are no personal circumstances affecting telework.
  • Concerned about career and promotion.
  • Establish a functional workspace at home.
  • Be flexible in working hours.
  • Setting new performance targets.
  • Both A and B.
  • Gives more flexibility to managers, but not to employees.
  • Provides managers with less responsibility.
  • Accommodates people with disabilities when opportunities are available.
  • Gives more flexibility to employees, but not to managers.
  • proven teleworking system
  • Standard equipment and connectivity.
  • Current provisions on telework.
  • Both A and C.
  • Why do you want to telework.
  • Proposed location for teleworking.
  • Number of days you can telework.
  • All of the above.
  • Facilitate weekly team meetings.
  • Schedule periodic reviews of the team agreement.
  • Facilitate retrospectives focusing on how we can improve as team.
  • Maintain Support Systems disclosed, updated, and operating.
  • All the above.
  • Having a dedicated room or part of a room.
  • Secure sensitive/confidential materials.
  • Have ample illumination.
  • Allow limited food/drink near the equipment.
  • Managers distribute work and assign projects based on how often an employee is present in the office…
  • Managers are comfortable with policies and legislation related to teleworking…
  • Managers set different performance standards and work requirements for teleworkers and employees at the site.
  • Managers and teleworkers take steps to ensure that telework works for everyone, to ensure seamless coverage of responsibilities.
  • Managers do not provide feedback to employees who telework.
  • Telework agreements must be in writing.
  • Know the communication styles of your teammates.
  • Have clearly defined objectives and milestones.
  • Follow up on their tasks.
  • Know who your stakeholders are, as they are responsible for setting goals and expectations clear.
  • Indicators for measuring work efficiency.
  • Meetings to communicate progress and coordination.
  • Innovation and agility.
  • Develop our self-esteem.
  • None of the above.
  • Vulnerability, uncertainty, complexity, and ambiguity.
  • Volatility, uncertainty, complexity, and ambiguity.
  • Vulnerability, unfeasibility, complexity, and arbitrariness.
  • Volatility, uncertainty, complexity, and arbitrariness.
  • None of the above.
  • Do not put any limitations on feedback – state everything.
  • Give a negative response first.
  • Give feedback when appropriate without considering the timing of the feedback.
  • Praise in public, criticize in private.
  • Maintain a different level of confidence than employees who do not work remotely.
  • Having to closely monitor assignments daily.
  • Simply trust your employee.
  • Look at past performance showing that teleworking is possible.
  • Volunteering for new projects.
  • Completing tasks on time.
  • Do your job better.
  • Working more independently than as a team member.
  • E-mail.
  • Voice mail.
  • Conference calls.
  • Meetings outside the company that a teleworker would attend in person.
  • Reduces travel time for participants./
  • Improves performance and productivity.
  • Has a positive impact on the environment.
  • Allows employees to care for small children without childcare.
  • Required.
  • Introduced between manager, employee and telework coordinator./
  • Not Mandatory or Inclusive.
  • All of the above.
  • Specify achievable work objectives.
  • Focus on processes.
  • Reviewing performance and giving feedback.
  • Both A and C.
  • May be limited in time./
  • Can be modified as needed.
  • Adapted to the individual.
  • Should not be cancelled except in rare situations.
  • Meet in the cafeteria at least three times a week.
  • Ask what people do and how they spend their time away from work.
  • Talk about work all day.
  • Ask for help.
  • Managers and employees do not establish common standards and protocols for communicating with teleworkers.
  • Managers and teleworkers define the details of the telework agreement in advance and review them as often as necessary. Telework agreements must be in writing.
  • Managers and teleworkers take steps to ensure that telework works for clients, co-workers, and other key personnel to ensure seamless coverage of work-related responsibilities.
  • Managers do not monitor employee performance or provide objective information to employees who telework.
  • Site audits.
  • Site inspections.
  • Working from an alternative work site.
  • Investigations.
  • Working from home.
  • Property management.
  • ork performed while traveling to work, traveling between work sites, or on temporary duty  (TDY)
  • Chats / bots.
  • Kudos / acknowledgements.
  • Management of traditional projects.
  • Agile project management.
  • Request a written communication in most circumstances.
  • Create more work for office staff.
  • Defining telework arrangements early.
  • Use any available technology./
  • Do not request impromptu meetings.
  • Be firm about the time/date of any meeting.
  • Schedule meetings at the same time/day.
  • Making the scheduling of meetings more flexible.
  • Set specific objectives for your employees.
  • Judging group and individual performances.
  • Weighing teleworking and office productivity in the same way.
  • All of the above.
  • Create expectation list for all telework tasks.
  • Indicate the type of teleworking.
  • Summarize the administrative support procedures./
  • Be specific with days/hours.
  • Work on maintaining morale.
  • Analyze efficiency./
  • Recognize contributions and achievements.
  • Arrive a little early and interact with the team, resolve doubts.
  • Be honest, open, and fair.
  • Reaffirmed its expectations to the employee.
  • Reviewed what you have or have not done to solve the problem.
  • All of the above.
  • Communicate with the entire team.
  • Obtaining the necessary software.
  • Understand learning technology procedures and guidelines.
  • Determining goals, work plans and schedules.
  • Productivity and number of work hours.
  • Company culture.
  • Comradeship and trust.
  • Being your own boss.
  • Communicate in a way that best suits your work style.
  • Speaking clearly and often with everyone.
  • Ensure that all participants communicate in the meetings.
  • Check with your manager as to how it is defined and the rules of the game.
  • Virtual Office.
  • Document editing.
  • IM.
  • Broadcasting.
  • Be flexible with your settlement proposal.
  • Avoid setting off alarms.
  • Think like an employee, not a manager.
  • Bring a proposal when you meet.
  • Celebrate failed ideas as learning opportunities. Sandbox.
  • Ensure understanding of objectives. Encourage consistency.
  • Use visualization.
  • Confidence in advancement and use of online visualization tools.
  • Having a dedicated room or part of a room.
  • Secure sensitive/confidential materials.
  • Allow limited food/drink near the equipment.
  • Have ample illumination.
  • Access to the network.
  • Communication Requirements.
  • Administrative support.
  • Hardware and software requirements.
  • Facilitate weekly team meetings.
  • Schedule periodic reviews of the team agreement.
  • Facilitate retrospectives focusing on how we can improve as team.
  • Maintain Support Systems disclosed, updated, and operating.
  • All the above.
  • Working while traveling to work.
  • Working in an approved workplace.
  • Visits to a customer/client site.
  • Official travel.
  • Organize schedules for the convenience of the teleworker.
  • Encourage flexibility on both sides.
  • Planning teleworking schedules such as holiday schedules.
  • A and B.
  • Use noise reduction technology.
  • Close the door.
  • Set boundaries.
  • Work in a joint workspace.
  • A Supermarket.
  • The nearest hospital.
  • Working from home.
  • The cafeteria.
  • Email.
  • Screen sharing.
  • Instant messaging.
  • Phone.
  • Allow some employees to work without management supervision.
  • Maintain equitable expectations and standards.
  • Learn the parameters of you telework policy.
  • Be specific to ensure understanding of expectations.
  • Performance over informality.
  • Clarity in Mission.
  • Asynchronous (remote) vs. synchronous responses.
  • Appreciation always in management
  • Your manager
  • Your manager’s manager
  • You
  • The HR Representative

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