CCMP Exam Practice
Sample Questions
The sample multiple choice questions are based on the latest ACMP Standard for Change Management Version 2. The questions are set up for you to get a feel of the CCMP Examination. Answer key is provide at the bottom of the page.
Content-Based Multiple Choice Questions
These questions test the learner's knowledge of the definitions, process groups, and core concepts found in the latest Standard.
1. According to the ACMP Standard, which term is defined as "The individual or group in the organization that is accountable for the realization of the benefits of a change"?
A. Stakeholder
B. Change Manager
C. Sponsor
D. Governance Body
2. What are the two components that comprise the basis of a change definition and risk assessment, which leads to the appropriate scaling of change management effort?
A. Organizational vision and strategic alignment.
B. Organizational culture and sponsor readiness.
C. An analysis of change variables (size and complexity) and an assessment of the organization (culture and readiness).
D. Project management methodology and change management methodology.
3. Which of the following is NOT one of the five Process Groups in the ACMP Standard for Change Management process?
A. Evaluate Change Impact and Organizational Readiness
B. Formulate the Change Management Strategy
C. Analyze Stakeholder Resistance and Develop Mitigation
D. Close the Change Management Effort
4. In the context of the Standard, the condition in which the amount of change occurring in an organization is more than can be effectively handled by those affected by the change is called:
A. Change Resistance
B. Organizational Capacity Limit
C. Change Saturation
D. Transitional Burnout
5. Which term is defined as "Choosing to accept and demonstrate a new way of thinking or behaving" and occurs when stakeholder behavior is consistent with the future-state behavior?
A. Sustainability
B. Adoption
C. Competency
D. Readiness
6. Which of the following activities is a core purpose of the Evaluate Change Impact and Organizational Readiness process group (5.1)?
A. Developing the Communication and Sponsorship Strategies.
B. Executing the change and managing resistance.
C. Reviewing the overall change and establishing whether the organization is ready and able to adopt the proposed change.
D. Gaining final approval for closure and transferring ownership of the change.
7. The ACMP Code of Ethics is founded upon five overarching duties. Which of the following is NOT one of those mandatory duties?
A. Duty of Fairness
B. Duty of Responsibility
C. Duty of Transparency
D. Duty of Honesty
8. When a change initiative reaches the Close the Change Management Effort process group (5.5), which activity is explicitly performed to capture learning and inform future projects?
A. Modify the Change Management Plans as Required.
B. Design and Conduct Lessons Learned Evaluation.
C. Assess Communication Needs and Channels.
D. Develop Feedback Mechanisms to Monitor Performance to Plan.
9. According to the Standard, which document provides the "why" and the "what" of the change program, in contrast to the Change Management Plan, which provides the "how"?
A. The Vision Statement
B. The Strategic Plan
C. The Project Charter
D. The Change Management Strategy
10. The ability to maintain the future state is known as:
A. Benefit Realization
B. Change Adoption
C. Sustainability
D. Organizational Readiness
Scenario-Based Multiple Choice Questions
These questions describe a situation and require the learner to apply a principle from the Standard (Part I) or the Code of Ethics (Part II).
1. Scenario Question (Duty of Honesty)
A Change Management Practitioner discovers that a critical software integration will delay the project launch by three months, threatening the publicly communicated timeline. The project sponsor instructs the practitioner to withhold the information from external stakeholders to avoid negative press. What is the most appropriate action, guided by the Duty of Honesty?
A. Follow the sponsor's instruction, as sponsor support is the most critical element of change success.
B. Delay the communication for one month to see if the project team can recover the lost time.
C. Provide accurate and truthful information in a timely manner, and enable an environment where others feel safe to tell the truth, even if it contradicts the sponsor's preference.
D. Resign from the project to avoid being associated with the false timeline.
2. Scenario Question (Organizational Capacity and Readiness)
The Change Management team completes an Organizational Change Capacity Assessment (5.1.12) which reveals a high degree of Change Saturation due to three other major initiatives launching concurrently. The Project Manager insists on proceeding as planned. What is the best course of action for the Change Management Practitioner?
A. Proceed with the plan, but increase the budget for communication.
B. Assess the alignment of the proposed change with organizational strategy to justify proceeding.
C. Use the Organizational Change Capacity Assessment results to develop action plans, recommending staggering or delaying the implementation to address the major weakness in readiness.
D. Focus all change management efforts on only the most impacted stakeholder group.
3. Scenario Question (Duty of Fairness)
A Change Management Practitioner is setting up a Change Agent Network to champion a new operational process. The practitioner is only selecting individuals who have vocally supported the change during early briefings, excluding a department known for its skepticism. Which ethical duty is the practitioner at risk of violating, and what should be done?
A. Duty of Responsibility; ensure every team member has the required skills.
B. Duty of Respect; they should treat the skeptical individuals with dignity.
C. Duty of Fairness; the practitioner must ensure transparency in opportunity and avoid conflicts of interest, ensuring representation from all affected groups.
D. Duty of Advancing the Discipline; they should only select enthusiastic agents to ensure success.
4. Scenario Question (Relationship to Project Management)
During the Develop the Change Management Plan process group (5.3), the Change Management Practitioner identifies a key dependency where stakeholder training must occur one week before a critical system cutover listed in the Project Plan. The Project Plan timeline shows training scheduled after the cutover. What process is required to address this?
A. Conduct the Change Impact Assessment to determine the scope of the problem.
B. Execute the Learning and Development Plan immediately before the cutover date.
C. Review and Approve the Change Management Plans in Collaboration with Project Leadership to ensure alignment and coordination of activities and milestones.
D. Develop a separate Change Risk Assessment to notify the sponsor.
5. Scenario Question (Duty of Responsibility)
A Change Management Practitioner is asked by the sponsor to change the project's success criteria and goals retroactively to make the current results appear successful, even though the original benefits have not been realized. What action is required under the Duty of Responsibility?
A. Update the success criteria as requested, since the sponsor is accountable for benefits realization.
B. Evaluate the Change Outcome Against the Objectives (5.5.1) and modify the change goals to reflect the outcome.
C. Maintain integrity by accurately reflecting the true results against the original goals and objectives, and not engaging in activities that compromise professional integrity.
D. Only report the non-financial benefits to hide the failure to realize financial goals.
6. Scenario Question (Resistance Management and Duty of Respect)
During a Change Readiness Workshop, a high-impact stakeholder openly criticizes the project, stating the change will never work and is a waste of time. The Change Management Practitioner recognizes this as active resistance. How should the practitioner primarily address the stakeholder, guided by the Duty of Respect?
A. Immediately remove the individual from the workshop and notify their manager.
B. Treat the individual with dignity and respect their diverse perspective while using resistance management techniques to understand and address the opposition.
C. Challenge the stakeholder in front of the group to demonstrate the change's validity.
D. Ignore the resistance, as the focus is on those who are ready for the change.
7. Scenario Question (Sponsorship Strategy)
The Change Management Practitioner has identified the Sponsor (5.1.6) but notes the individual is frequently absent from planning meetings and delegates most decision-making to a subordinate who lacks the necessary organizational authority. Which process is most directly designed to address this lack of visible and effective leadership?
A. Conduct the Change Impact Assessment.
B. Develop the Stakeholder Engagement Strategy.
C. Develop the Sponsorship Strategy.
D. Assess Organizational Culture(s) Related to the Change.
8. Scenario Question (Change Impact Assessment)
A company is implementing a new ERP system. The Change Management Practitioner is focused solely on the technical training and installation schedule. The Conduct the Change Impact Assessment process (5.1.8) is incomplete. What critical areas should the practitioner broaden the assessment to include?
A. External market factors and political stability.
B. How the change affects people, processes, organizational structure, roles, and technology.
C. Alignment with the organization's strategic objectives and performance measurement.
D. Communication needs and learning capabilities.
9. Scenario Question (Sustainability Plan)
Six months after a new process was successfully implemented, performance metrics show employees are reverting to old habits, and the change benefits are decreasing. The Change Management Practitioner reviews the change documentation. Which component of the Sustainability Plan (5.3.1.8) was likely missing or ineffective?
A. The Learning and Development Plan.
B. The Stakeholder Engagement Plan.
C. The Rewards and Recognition and Performance Management components, which reinforce desired behaviors and attitudes.
D. The Change Goals and Objectives.
10. Scenario Question (Duty of Advancing the Discipline)
A Change Management Practitioner develops a highly effective, proprietary tool for measuring change readiness while working for a client. When asked to share this tool with the broader CM community, the practitioner decides to keep it entirely secret. Which of the following tenets of the Duty of Advancing the Discipline & Supporting Practitioners is the practitioner acting against?
A. Acting without violating agreements of intellectual property rights.
B. Advocating for the profession by engaging only in activities that enhance its credibility.
C. Nurturing an environment where diversity of perspectives is encouraged.
D. Contributing to the body of knowledge by sharing lessons learned and successful practices.
Answer Key
Content
1. C
2. C
3. C
4. C
5. B
6. C
7. C
8. B
9. D
10. C
Scenario
1. C
2. C
3. C
4. C
5. C
6. B
7. C
8. B
9. C
10. D
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