IFMA Updated CFM Exam Questions and Answers by alicja

Physical vacancy (A) is defined as the percentage of units that are unoccupied and available for lease.

Facility managers track vacancy rates to measure space utilization and rental potential.

Why not other options?

(B) Spaces occupied but in delinquencies relate to financial issues, not physical vacancy.

(C) Occupied but non-revenue-producing spaces refer to economic vacancy.

(D) Leasable but unusable space is classified as "non-leasable inventory."

Documenting lessons learned helps summarize decisions made during a project and guides future project planning (Option B).

Why Option B is Correct?

Lessons learned provide insights into what worked well and what should be avoided in future projects.

They support continuous improvement by ensuring best practices are documented and implemented in upcoming projects.

IFMA’s Project Management Core Competency emphasizes the importance of post-project reviews to refine future processes.

Why Other Options Are Incorrect?

Option A (Provides inputs to the project issue log): The issue log tracks current project problems, not lessons from past projects.

Option C (Provides key inputs for planning documents): Lessons learned are reviewed at the end of a project, not before it starts.

Lifecycle materials management (LMM) is the most comprehensive approach to sustainability. According to IFMA’s Sustainability competency, LMM focuses on optimizing the use of materials from extraction to disposal​.

Option A (LMM) is correct because it minimizes environmental impact by ensuring resources are efficiently used and recycled.

Option B (Waste management) only deals with end-of-life disposal, not the full lifecycle.

Option C (Environmental protocol) refers to standards and guidelines but lacks an active management component.

Option D (Recycling) is part of LMM but not a complete solution.

LMM integrates sustainable procurement, reuse, recycling, and responsible disposal​.

A skills gap analysis (Option C) is the most effective method for developing a succession plan because it identifies competencies needed for leadership roles and helps design training programs.

Why Option C is Correct?

A skills gap analysis evaluates the current capabilities of employees and highlights areas for development.

This process helps align training programs with the competencies required for leadership positions.

IFMA’s Human Factors & Leadership Core Competency emphasizes proactive succession planning to ensure leadership continuity.

Why Other Options Are Incorrect?

Option A (Interviews about promotion interest): Interest alone does not determine readiness or capability for leadership roles.

Option B (Reviewing staff goals and objectives): While useful, this does not provide the full picture of skills deficiencies and training needs.