Appendix C. Exam day guide

Mark four things first. In the scenario passage, mark ① who (company, vendor, agency, applicant, employee, team leader), ② what data it is (general, sensitive, resident registration number, pseudonymous), ③ what basis and purpose it has (consent, contract, notified purpose), and ④ how the outcome is used (draft, reference, Automated Decision, disciplinary action), and then read the options.

Do not choose based only on the options. In single-choice questions for this subject, the same set of options can appear with different scenarios, and the correct answer changes depending on the scenario. There is no guarantee that the "most exemplary statement" is the correct answer. The facts in the passage (whether verified, sample size, job necessity, processing location, degree of human intervention) determine the correct answer.

Frequently used elimination rules.

1. Options stating that a single mechanism—such as consent, a blanket consent form, a non-disclosure agreement, security certification, or encryption—resolves multiple obligations all at once are usually incorrect.
2. Exceptions based on processing grounds apply only to the right to refuse. The right to request an explanation or review and the obligation to disclose remain, and individual requests can be refused only when there is justifiable cause, by notifying the reason.
3. Options asserting that "there is no discrimination because protected attributes were removed from the input" overlook proxy variables.
4. Options that set different passing thresholds by group to meet inspection numbers do not fix the cause.
5. Look for options that, when the sample is small, defer drawing a conclusion while putting safeguards in place to prevent harm, and when the sample is large, examine the cause even if the ratio exceeds 4/5.
6. Options that restrict the scope of authority via prompts are incorrect. The underlying system must enforce it.
7. Beware of options that have only the formality of human review (a button, a signature) without any mechanism for substantive review.

Tips by question format. For multiple-select questions, evaluate each option independently; for statement evaluation, check the conclusion and the reason separately; and for sequencing, arrange the steps by checking whether the output of the preceding step is the input to the next step. In matching questions, there may be one unused option.

Numbers and deadlines. The Fair Hiring Procedure Act applies to workplaces with 30 or more regular employees; establishing a Labor-Management Council also requires 30 or more regular employees. Measures taken pursuant to an Automated Decision request must be taken within 30 days, extendable up to two times by 30 days each upon notifying the reason. When refusing, unless there is justifiable cause, notify the reason and the procedure for filing an objection within 10 days (Personal Information Protection Commission notification). The period for requesting the return of hiring documents ranges from 14 to 180 days after the date hiring is confirmed (submission via a website or email is an exception to the return obligation). The 4/5 rule of thumb is 0.8. These numbers are meaningful only when read together with the conditions in the passage.

Time allocation. With 35 questions in 60 minutes, that is a little over 1 minute and 40 seconds per question. Solve the questions you are certain of on the first pass, mark the questions where you need to cross-check the facts in the passage, and revisit them in the final 15 minutes.