NSCA Certified Personal Trainer Exam Dumps

NSCA-CPT Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

Exam Title : NSCA Certified Personal Trainer
Questions : 140 scored, 15 non scored
Pass Marks : 77%
Duration : 3 hours
Exam Type : multiple-choice

The NSCA-Certified Personal Trainer (NSCA-CPT) exam is comprised of 140 scored and 15 non-scored* multiple-choice questions that tests candidate's knowledge in the following four domains:

Client Consultation/Fitness Assessment
Program Planning
Techniques of Exercise
Safety, Emergency Procedures and Legal Issues
There are 25-35 video and/or image items that assess competencies across multiple domains.
The pass rate was 77% for first-time candidates attempting the NSCA-CPT exam in 2018.

Domain Percent of Exam Number of Questions
Client Consultation/Assessment 23% 32
Program Planning 32% 45
Techniques of Exercise 31% 43
Safety, Emergency Procedures and Legal Issues 14% 20
Non-Scored Questions - 15
Total 100% 155
Number of video questions (already included in the total) 25-35
Length of exam 3 hours

About the Association
Certifications Offered
Accreditation of NSCA Certifications
Registration of NSCA Certifications
Statement of Nondiscrimination
Job Analysis
Item Writing
Standard Setting
Exam Content Outlines
Exam Preparation
Example Preparation Plan Options
Plans Recommended by Background
Eligibility Requirements
Acceptable Accreditation of Colleges and Universities
Exercise Science-Related Fields
Acceptable CPR/AED Certifications
Discipline Policy and Certification Appeals
Completing the Registration Form
Release of Information
Special Accommodations
Eligibility Documentation
Academic Transcripts (CSCS and CSPS only)
CPR/AED Certifications
Practical Experience (CSPS only)
Exam Fees
Scheduling an Appointment
Test Center Locations
Exam Authorization Period
Changes to Contact Information
Name Changes
Contact Information and Communications
Registration Withdrawal and Refunds
Cancelling and Rescheduling Exam Appointments
Late Arrival and No-Show
Late Arrival
Inclement Weather, Power Failure, or Emergency
Candidate ID Requirements
Personal Belongings
Items Not Permitted
Permitted Items
Comfort Aids
Permitted Medicine and Medical Devices
Permitted Mobility Devices
Exam Supplies
Questions and Comments About Exam Content
Leaving the Exam Early
Exam Misconduct
Exam Results
Exam Scoring
Exam Pass Rates
Confidentiality of Results
Cancelled Scores
Awarding of Certification
Retake Policy
90 Day Waiver
Privacy Policy
Appealing Exam Results

A. Cardiovascular: Individuals with
1. Myocardial infarction
2. Angina
3. Hypertension
4. Peripheral vascular disease (e.g., deep vein thrombosis, peripheral artery disease)
5. Congestive heart failure
6. Valvular disorders
7. Revascularizations
8. Conduction defects or disorders (e.g., atrial fibrillation, pacemakers)
B. Pulmonary: Individuals with
1. Chronic obstructive pulmonary disease (COPD) (e.g., emphysema, chronic bronchitis)
2. Chronic restrictive pulmonary disease (CRPD) (e.g., fibrosis, sarcoidosis)
3. Asthma
4. Pulmonary hypertension
C. Metabolic
1. Individuals with diabetes mellitus (Type 1 and 2)
2. Individuals who are overfat
3. Individuals with pre-diabetes
4. Individuals who have metabolic syndrome
5. Individuals with thyroid disorders (hypo/hyperthyroidism)
6. Individuals with end stage renal disease
D. Immunological and Hematological: Individuals with...
2. Chronic fatigue syndrome
3. Fibromyalgia
4. Anemia
5. Auto-immune disorders (e.g., lupus, rheumatoid arthritis)
6. Bleeding/clotting disorders
E. Musculoskeletal/Orthopedic: Individuals with...
1. Osteoporosis and other low BMD conditions
2. Limb amputations
3. Osteoarthritis
4. Lower back conditions
5. Chronic musculoskeletal conditions (e.g., OA, osteoporosis, low back pain)
6. Frailty
7. Joint disorders (e.g., muscle, labrum, ligament, cartilage, tendons)

8. Joint replacements (e.g., shoulder, knee, hip)
9. Sarcopenia
10. Posture conditions
11. Cystic fibrosis
F. Neuromuscular: Individuals with
1. Stroke or brain injury
2. Spinal cord disabilities
3. Multiple sclerosis
4. Cerebral palsy
5. Downs syndrome
6. Parkinsons disease
7. Epilepsy
8. Balance conditions
9. Muscular dystrophy
G. Post Rehabilitation: Individuals with
1. Musculoskeletal disorders/conditions
2. Cardiopulmonary disorders/conditions
3. Neuromuscular disorders/conditions
H. Individuals with Cancer
I. Female Specific Conditions
1. Pregnant and postpartum
2. Female athlete triad
3. Menopausal/post-menopausal
J. Individuals with Behavioral/Psychological Disorders
1. Disordered eating patterns
2. Body image
3. Depression
4. Chemical dependency
K. Older Adults
L. Children and Adolescents
A. Determine the Fitness Professionals Role in the Wellness Continuum
1. Align goals of the medical professional, client, and fitness professional
2. Maintain lines of communication with the primary healthcare provider
3. Optimize communication between the fitness professional and medical professionals
4. Verify physicians clearance to exercise

B. Perform Health Appraisal
1. Understand basic medical terminology
2. Interpret medical history (e.g., contraindications, continuity of care, goal viability)
3. Administer life-style questionnaire
4. Interpret levels of pain or prognosis (severity of condition; e.g., kurtzke expanded
disability status scale)
5. Interpret medical documentation
6. Document subjective client feedback and observations relevant to medical condition
7. Contact medical professionals for needed information or clarification on
medical history, restrictions, etc.
8. Identify signs and symptoms that indicate an individual should be referred
for medical care
9. Understand the roles of health professionals that prescribe exercise (e.g., physicians,physical therapists, occupational therapists, athletic trainers)
10. Perform nutritional review
C. Fitness Evaluation
1. Conduct fitness evaluation
a. vital signs (e.g. heart rate, blood pressure)
b. height and weight
c. body composition (e.g., Bod Pod and DXA reports)
d. girth measurements
e. muscular strength and endurance
f. speed/agility/power
g. cardiovascular endurance (e.g., submaximal VO2 max test on treadmill and bike)
h. flexibility
i. lipid profile
j. lung function
k. postural assessment
l. balance
m. functional assessment
n. evaluations specific for individuals with limited ability (e.g., 6-min walk, modified sit-and-reach from a chair, 8 lb. curl test, chair stands)
2. Prioritize need for clients with multiple diseases
3. Adjust fitness evaluation based on medical conditions and restrictions
4. Determine testing measures for the client
5. Document client progression with objective and subjective criteria

A. Develop SMART Goals
1. Manage fear and expectations
2. Increase functional capacity
3. Improve health risk factors (e.g., muscle wasting)
4. Improve confidence and self-image
5. Improve quality of life
B. Program Design
1. Develop individual training programs that are adapted to specific health condition (types, duration, frequency, intensity, progression, rest)
2. Develop group training programs that are adapted to specific health condition (types, duration, frequency, intensity, progression, rest)
3. Identify exercises indicated and contraindicated for clients condition
4. Identify environmental risks (e.g., MS and heat tolerance)
5. Evaluate communicable disease risk (client to fitness professional OR fitness professional to client)
6. Modify the warm-up and cool-down program to coincide with the limitations and capacities of a client
7. Modify the exercise program to coincide with the limitations and capacities of a client
8. Instruct a client on therapeutic exercise technique and equipment (including body position, speed/control of movement, movement/range of motion, breathing, and spotting/safety guidelines)
a. aquatic
b. range of motion
c. exercise with accessory equipment (e.g., chairs, walker/cane, gait belt)
d. balance/perturbation training
e. partner-assisted (support person and conduction exercises beyond the medical
fitness center/facility, or how they can help during the process of exercise)
f. home programs
9. Understand exercise-induced changes to body systems
a. neuromuscular system
b. cardiorespiratory system
c. musculoskeletal system
d. endocrine
e. psychological
C. Apply Motivational/Coaching Techniques
1. Motivational interviewing
2. Stages of change
3. Transtheoretical model
4. Behavioral economics
5. Planned behavior theory
6. Cognitive theory
7. Relapse prevention
8. Positive psychology
9. Solution-focused coaching
D. Monitor Client Outcomes
E. Recognize Need for Referral to Healthcare Professional
A. Comply with Scope of Practice Requirements
B. Practice Safety Procedures
C. Follow Emergency Procedures
D. Recognize Professional, Legal, and Ethical Responsibilities
E. Comply with HIPAA regulations

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NSCA-CPT Personal Latest Questions :: Article Creator

I’m not Answering Your Dumb variety Questions: guest Column

a couple of weeks ago, i used to be interviewed for a video commemorating a diversity event I moderated back in 2018. To prep me, the company despatched me a listing of questions.

“What does range suggest to you?” “Why does variety count number?” “Have we made any progress?” “What would you want to see occur next?”

a number of days later i used to be sitting in front of my computing device, the crimson “recording” gentle blinking within the corner of the Zoom monitor, and telling the interviewer that under no situations became I going to reply the primary two. If somebody doesn’t understand what diversity is and why it concerns, I observed, they should be fired automatically.

We all started this newest diversity move in television greater than 20 years in the past, and to date, the progress has been slow to excruciatingly nonexistent. For every govt of colour promoted, many more are held returned or denied advancement. For every display developed by means of a creator of colour, so many more are passed on. We comprehend the appearing skill is available, nevertheless it remains left out and the ratios are still awful. UCLA’s 2020 Hollywood range file notes Latinos accounted for only 7% of the leading roles in broadcast, cable and streaming, and Asians less than 4%.

What I need to comprehend is, “Why are we still asking remedial questions?”

And that appropriate there's how this interview grew to become less of a well mannered Q&A and more of a rant.

I heard myself railing about Asian and Latino representation. I paraphrased a booklet I’d read called “this is an uprising,” about how it takes years for a social circulate to take dangle. earlier than same-sex marriage grew to become law in the U.S., decades of labor went into “normalizing” gay relationships.

by means of those calculations, we’re gentle-years behind on Asian representation. “we're kidding ourselves if we don’t correlate the shortcoming of Asians on-monitor with the rise in hate crimes against the AAPI neighborhood,” I referred to. “When changed into the closing time we saw an Asian lead who wasn’t doing martial arts?”

We comprehend what we understand. The container isn't stage. The question is: How can we repair it? we can beginning all the courses we want, however we nevertheless deserve to tackle the basic problem that lies below. The gadget is biased.

(Sidebar: if you’ve ever uttered the phrases “I need someone with company experience for my new assistant job,” you’re now not helping. It’s been well documented that company assistants have needed to go to the mattresses to get fair wages and the ordinary pay continues to be $40,000 a yr. without household assist to backstop them, BIPOC assistants struggle even more, so announcing “agency experience” is in fact just a subtle demand a white assistant. truly are looking to do yourself a want? Recruit from an HBCU. those college students have a code of ethics unlike some other I’ve considered. bring considered one of them up the ladder with you and watch what terrific issues unfold. if you can’t locate an HBCU pupil to hire, that’s on you. You’re out of the loop.)

variety continues to be the closing item mentioned in a gathering. Executives of colour are still pressured via their co-worker's and then expertly gaslit into believing these slights weren’t very own. when they suggest for a project from a BIPOC author or an idea with a brown lead, it’s nonetheless wondered plenty more than if it had a white one. Black male executives continue to be employed at pathetically low fees, and when they do get hired, they’re ultimately pushed out by using a gadget that refuses to assist them.

right here’s my challenge to every person on the govt vp level — mandate it. in case you have the vigour to order another mildly pleasing series starring Oliver Hudson, you have the power to order a fabulous one starring John Cho. enhanced yet, for each script you purchased this season, tell the showrunner you are making the lead someone of color. to be able to separate these executive producers who're with the application from people who just fake to be.

in case you could make 50 general offers with co-producer-degree white guys and not using a track checklist, that you would be able to certainly find 20 experienced BIPOC writers just as comfortably. if you can’t locate them, you have got work to do.

I finished up the video interview related to the variety event by way of saying that BIPOC culture is American culture. We’re no longer the side dish. we are the leading course. I might comprehend just a few little women who want to be Taylor Swift, but each little lady desires to be Beyonce.

when I eventually climbed down off my soapbox, i was full of dread. not as a result of I from time to time felt that my phrases tumbled out of my mouth inelegantly as i attempted to vocalize each concept I ever had on the subject abruptly. i was one hundred% assured we want extra professionals of colour in the building technique, more AAPI and Latinx illustration on-screen, and extra BIPOC with normal offers with a purpose to compete with neatly-funded white creation organizations.

My simplest trepidation turned into that, because I hadn’t worn my glasses and couldn’t see the screen evidently, my eyeline could be off.

I needn’t have involved. in the conclusion, the only part of my half-hour interview they used turned into two brief statements — one in which I talked about that our content material turns into extra pleasing when there is range latest and the other thanking the organization for hosting the panel.

So right here we are, back originally. The most effective factor that’s changed is my personal decision that, from here on out, I’m ignoring your dull questions on variety.

certainly not question me why or what again. I received’t reply. but … if you supply me a when — in the event you will rent greater professionals of colour, aid them with promotions and look after them from unhealthy behavior with the aid of their counterparts, make many extra BIPOC producer offers, and greenlight distinct motion pictures and collection — i'll completely assist you with the how.

A veteran producer and inventive govt, Kelly Edwards previously oversaw diversity for NBCUniversal’s linear and digital networks and created HBO’s emerging artists classes. She now runs the nonprofit color enjoyment and recently staffed the drama “Our sort of individuals” for Fox. Her publication “The government Chair: A writer’s guide to tv sequence building” is due in October.

click here to read the full article.


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