ANCC Nurse Executive Certification —Q&A
ANCC Nurse Executive Certification Exam
Questions and Answers | Latest Update| Pass Guaranteed
1. A nurse executive notices unusually high turnover among newly licensed RNs
during their first year. Which strategy is MOST likely to improve retention?
A. Increasing the sign-on bonus for new graduates
B. Implementing a structured nurse residency program
C. Reducing new graduate orientation time to fill vacancies faster
D. Requiring new graduates to float to any unit as needed
Answer: B. Implementing a structured nurse residency program
Rationale: Evidence consistently shows that structured nurse residency
programs (e.g., Vizient/AACN model) improve first-year retention by building
clinical confidence, providing mentorship, and easing the transition to practice.
Sign-on bonuses attract but do not retain; shortened orientation and forced
floating increase turnover risk.
2. Which staffing model assigns a consistent group of nurses to the same group
of patients over time to promote continuity of care and accountability?
A. Team nursing
B. Primary nursing
C. Functional nursing
D. Total patient care by rotating staff
Answer: B. Primary nursing
Rationale: Primary nursing designates one RN as accountable for a patient's
total care plan across the episode of care, promoting continuity, accountability,
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, ANCC Nurse Executive Certification —Q&A
and stronger nurse-patient relationships, distinct from functional or team
models that fragment tasks.
3. Under the FMLA, an eligible employee may take unpaid, job-protected leave
for a serious health condition for up to how many weeks in a 12-month period?
A. 6 weeks
B. 8 weeks
C. 12 weeks
D. 16 weeks
Answer: C. 12 weeks
Rationale: The Family and Medical Leave Act entitles eligible employees of
covered employers to up to 12 workweeks of unpaid, job-protected leave per
12-month period for specified family and medical reasons, with group health
benefits maintained.
4. A nurse manager wants to calculate the number of full-time equivalents (FTEs)
needed to cover a position that requires 24/7 coverage, one person per shift.
Assuming a standard FTE works 2,080 productive hours/year and total paid
hours needed is 8,760, approximately how many FTEs are required (ignoring
non-productive time)?
A. 1.0 FTE
B. 2.1 FTEs
C. 4.2 FTEs
D. 6.0 FTEs
Answer: C. 4.2 FTEs
Rationale: 8,760 hours per year (24 hrs x 365 days) divided by 2,080 productive
hours per FTE equals approximately 4.2 FTEs; this baseline must then be
increased further to account for non-productive time such as PTO, sick time,
and education.
5. Which recruitment and retention strategy is grounded in the concept of a
'Magnet culture'?
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, ANCC Nurse Executive Certification —Q&A
A. Centralized, top-down decision-making
B. Shared governance and nurse autonomy in practice decisions
C. Mandatory overtime to ensure adequate staffing
D. Elimination of clinical ladders to reduce payroll costs
Answer: B. Shared governance and nurse autonomy in practice decisions
Rationale: Magnet Recognition Program standards emphasize structural
empowerment and exemplary professional practice, including shared
governance models that give staff nurses autonomy and voice in decisions
affecting practice, which is strongly associated with improved retention and
outcomes.
6. A nurse executive is evaluating a candidate's fit using a competency-based
interview. Which question exemplifies this approach?
A. ‘Where do you see yourself in five years?’
B. ‘Describe a time you had to manage a conflict between two staff members
and what you did.’
C. ‘What is your greatest weakness?’
D. ‘Why do you want to work here?’
Answer: B. ‘Describe a time you had to manage a conflict between two staff
members and what you did.’
Rationale: Competency-based (behavioral) interview questions ask candidates
to describe specific past behaviors ('Describe a time when...') because past
behavior is considered the best predictor of future performance, unlike generic
or hypothetical questions.
7. Which law prohibits employment discrimination based on race, color, religion,
sex, or national origin?
A. Americans with Disabilities Act (ADA)
B. Age Discrimination in Employment Act (ADEA)
C. Title VII of the Civil Rights Act of 1964
D. Fair Labor Standards Act (FLSA)
Answer: C. Title VII of the Civil Rights Act of 1964
Page 3 of 44
, ANCC Nurse Executive Certification —Q&A
Rationale: Title VII of the Civil Rights Act of 1964 prohibits employment
discrimination based on race, color, religion, sex, and national origin and
established the EEOC to enforce these protections.
8. A staff nurse is disciplined for a medication error. Progressive discipline
typically follows which sequence?
A. Termination, suspension, verbal warning
B. Verbal warning, written warning, suspension, termination
C. Suspension, verbal warning, written warning
D. Written warning followed immediately by termination
Answer: B. Verbal warning, written warning, suspension, termination
Rationale: Progressive discipline is a graduated series of corrective steps —
verbal warning, written warning, suspension, and finally termination —
intended to give the employee opportunities to correct performance before the
most severe consequence.
9. Which is the BEST example of succession planning by a nurse executive?
A. Hiring an external candidate immediately after a director resigns
B. Identifying and developing high-potential staff for future leadership roles
well before a vacancy occurs
C. Promoting the most senior nurse on the unit regardless of leadership
interest
D. Leaving leadership vacancies unfilled to save budget
Answer: B. Identifying and developing high-potential staff for future
leadership roles well before a vacancy occurs
Rationale: Succession planning is a proactive, ongoing process of identifying
and developing internal talent with leadership potential so the organization
has a pipeline of qualified candidates ready to fill key roles when vacancies
occur.
Page 4 of 44
ANCC Nurse Executive Certification Exam
Questions and Answers | Latest Update| Pass Guaranteed
1. A nurse executive notices unusually high turnover among newly licensed RNs
during their first year. Which strategy is MOST likely to improve retention?
A. Increasing the sign-on bonus for new graduates
B. Implementing a structured nurse residency program
C. Reducing new graduate orientation time to fill vacancies faster
D. Requiring new graduates to float to any unit as needed
Answer: B. Implementing a structured nurse residency program
Rationale: Evidence consistently shows that structured nurse residency
programs (e.g., Vizient/AACN model) improve first-year retention by building
clinical confidence, providing mentorship, and easing the transition to practice.
Sign-on bonuses attract but do not retain; shortened orientation and forced
floating increase turnover risk.
2. Which staffing model assigns a consistent group of nurses to the same group
of patients over time to promote continuity of care and accountability?
A. Team nursing
B. Primary nursing
C. Functional nursing
D. Total patient care by rotating staff
Answer: B. Primary nursing
Rationale: Primary nursing designates one RN as accountable for a patient's
total care plan across the episode of care, promoting continuity, accountability,
Page 1 of 44
, ANCC Nurse Executive Certification —Q&A
and stronger nurse-patient relationships, distinct from functional or team
models that fragment tasks.
3. Under the FMLA, an eligible employee may take unpaid, job-protected leave
for a serious health condition for up to how many weeks in a 12-month period?
A. 6 weeks
B. 8 weeks
C. 12 weeks
D. 16 weeks
Answer: C. 12 weeks
Rationale: The Family and Medical Leave Act entitles eligible employees of
covered employers to up to 12 workweeks of unpaid, job-protected leave per
12-month period for specified family and medical reasons, with group health
benefits maintained.
4. A nurse manager wants to calculate the number of full-time equivalents (FTEs)
needed to cover a position that requires 24/7 coverage, one person per shift.
Assuming a standard FTE works 2,080 productive hours/year and total paid
hours needed is 8,760, approximately how many FTEs are required (ignoring
non-productive time)?
A. 1.0 FTE
B. 2.1 FTEs
C. 4.2 FTEs
D. 6.0 FTEs
Answer: C. 4.2 FTEs
Rationale: 8,760 hours per year (24 hrs x 365 days) divided by 2,080 productive
hours per FTE equals approximately 4.2 FTEs; this baseline must then be
increased further to account for non-productive time such as PTO, sick time,
and education.
5. Which recruitment and retention strategy is grounded in the concept of a
'Magnet culture'?
Page 2 of 44
, ANCC Nurse Executive Certification —Q&A
A. Centralized, top-down decision-making
B. Shared governance and nurse autonomy in practice decisions
C. Mandatory overtime to ensure adequate staffing
D. Elimination of clinical ladders to reduce payroll costs
Answer: B. Shared governance and nurse autonomy in practice decisions
Rationale: Magnet Recognition Program standards emphasize structural
empowerment and exemplary professional practice, including shared
governance models that give staff nurses autonomy and voice in decisions
affecting practice, which is strongly associated with improved retention and
outcomes.
6. A nurse executive is evaluating a candidate's fit using a competency-based
interview. Which question exemplifies this approach?
A. ‘Where do you see yourself in five years?’
B. ‘Describe a time you had to manage a conflict between two staff members
and what you did.’
C. ‘What is your greatest weakness?’
D. ‘Why do you want to work here?’
Answer: B. ‘Describe a time you had to manage a conflict between two staff
members and what you did.’
Rationale: Competency-based (behavioral) interview questions ask candidates
to describe specific past behaviors ('Describe a time when...') because past
behavior is considered the best predictor of future performance, unlike generic
or hypothetical questions.
7. Which law prohibits employment discrimination based on race, color, religion,
sex, or national origin?
A. Americans with Disabilities Act (ADA)
B. Age Discrimination in Employment Act (ADEA)
C. Title VII of the Civil Rights Act of 1964
D. Fair Labor Standards Act (FLSA)
Answer: C. Title VII of the Civil Rights Act of 1964
Page 3 of 44
, ANCC Nurse Executive Certification —Q&A
Rationale: Title VII of the Civil Rights Act of 1964 prohibits employment
discrimination based on race, color, religion, sex, and national origin and
established the EEOC to enforce these protections.
8. A staff nurse is disciplined for a medication error. Progressive discipline
typically follows which sequence?
A. Termination, suspension, verbal warning
B. Verbal warning, written warning, suspension, termination
C. Suspension, verbal warning, written warning
D. Written warning followed immediately by termination
Answer: B. Verbal warning, written warning, suspension, termination
Rationale: Progressive discipline is a graduated series of corrective steps —
verbal warning, written warning, suspension, and finally termination —
intended to give the employee opportunities to correct performance before the
most severe consequence.
9. Which is the BEST example of succession planning by a nurse executive?
A. Hiring an external candidate immediately after a director resigns
B. Identifying and developing high-potential staff for future leadership roles
well before a vacancy occurs
C. Promoting the most senior nurse on the unit regardless of leadership
interest
D. Leaving leadership vacancies unfilled to save budget
Answer: B. Identifying and developing high-potential staff for future
leadership roles well before a vacancy occurs
Rationale: Succession planning is a proactive, ongoing process of identifying
and developing internal talent with leadership potential so the organization
has a pipeline of qualified candidates ready to fill key roles when vacancies
occur.
Page 4 of 44
