Free Practice Questions for APEGS NPPE Exam

The best action for Jennifer is to return all the gifts and inform her boss about these actions. Accepting gifts from firms that are potential or current contractors can create a perception of bias or impropriety, regardless of the gift's value. It is essential for public servants, especially those in decision-making roles regarding contracts, to avoid any actions that could appear to compromise their integrity or impartiality. This action upholds the ethical standards expected in public administration and professional conduct​​.

The correct answer is D. Federal, provincial, and territorial Occupational Health and Safety (OHS) laws in Canada give employees the right to refuse dangerous work, the right to know about workplace hazards, and the right to participate in workplace safety committees. However, the right to seek compensation from employers for injuries is not typically provided under OHS laws. Instead, this is generally covered under workers' compensation laws, which are distinct from OHS regulations. OHS laws focus on preventing workplace injuries and illnesses through standards and rights, whereas workers' compensation laws provide financial compensation and support to workers who suffer from injuries or illnesses due to their work.

Environmental remediation aims to reduce contaminants and associated risks to human health and the environment to acceptable levels set by law, guidelines, or site-specific risk criteria. While investigation and assessment (A, D) are important steps—identifying contaminants, pathways, receptors, and sources—the primary goal of remediation is the actual restoration or risk reduction so the site meets applicable remediation requirements and no longer poses unacceptable harm. Option B best states this outcome-focused objective. Option C is not the primary goal; cost and marketability are practical considerations, but public/environmental protection and compliance drive remediation decisions. Therefore, B is correct.

Canadian engineering/geoscience regulators are mandated by statute to regulate the profession in the public interest. This includes setting entry-to-practice requirements (academic qualifications and acceptable work experience), setting and monitoring ongoing competence expectations (such as continuing professional development where applicable), and establishing standards of professional conduct through codes of ethics, practice standards, and enforceable rules (C, D). Regulators also administer investigation and discipline processes and can impose sanctions for professional misconduct or incompetence (A). What regulators do not administer is an individual member’s career planning, business development, promotions, or professional advancement in the market—those are personal and employer/industry functions, supported by mentors, employers, and sometimes voluntary technical societies. While regulators may provide practice resources or general guidance, they do not manage members’ career trajectories. Therefore, option B is the aspect regulators do not administer on behalf of licensed professionals.

The activity that is not a function of a technical society is to protect the public from engineering and/or geoscience professional misconduct. This responsibility typically falls under the jurisdiction of regulatory bodies or licensure boards rather than technical societies, which focus more on educational, professional development, and information dissemination activities .

In the Qualifications-Based Selection (QBS) process for hiring consultants, the correct sequence is to issue a Request for Qualifications (RFQ) followed by a Request for Proposals (RFP) (Option A). This order ensures that the qualifications of potential consultants are assessed before more detailed proposals are requested, aligning with standard procurement practices for professional services.

The false statement regarding standards and codes used in professional practice is that design codes and standards represent the "maximum" expectation. In reality, codes and standards represent the "minimum" expected specifications threshold. They are established as a baseline of acceptable quality and safety to be adhered to or exceeded, not a ceiling of achievement .

The condition that may be absent from a tort action without affecting the success of the lawsuit is that the defendant had a service agreement with the plaintiff (Option C). For a tort action to be successful, it generally must be shown that the defendant owed the plaintiff a duty of care, breached that duty, and caused damages or loss as a result of that breach. Whether or not a service agreement existed between the parties is irrelevant to the establishment of these elements, especially if the harm resulted from a negligent act that violated a duty of care inherent in the defendant's actions or omissions.

The correct order for applying these steps in the design process begins with recognizing that a problem exists (Step 3), followed by defining the problem and constraints (Step 2), then generating or proposing alternative solutions or methods (Step 1), and finally evaluating the benefits and costs of the alternatives (Step 4). This sequence ensures a structured and thorough approach to problem-solving, from understanding and defining the problem to critically analyzing potential solutions before deciding on the best course of action​​.

NPPE ethics treatment generally frames whistleblowing as a last-resort escalation when internal resolution fails or when there is imminent risk to the public or environment. It is not “commonplace” (A) because many issues can be addressed internally through supervisors, safety systems, and compliance channels. It is also not typically the “preferred” method for conflict resolution (B); regulators and employers generally expect problems to be raised internally first, escalating externally only when necessary or legally required. Anonymous leaking is not the preferred approach (D) and can create confidentiality and due-process issues; proper reporting is usually through internal channels and then appropriate authorities. A recognized reality of whistleblowing is that it can carry significant personal and professional risks—employment repercussions, strained relationships, reputational impacts, and career consequences—even when the whistleblower acts in good faith. NPPE materials emphasize that professionals must still act to protect the public interest, but they should document concerns, follow proper escalation paths, and seek advice as needed. Therefore, C is the true statement.