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ACFE CFE-Fraud-Prevention Exam Syllabus Topics:

Section	Weight	Objectives
White-Collar Crime	15–20%	- Organizational vs occupational crime - Causal factors and opportunity structures - Impact on organizations and society - Definition and characteristics - Legal prosecution and sanctions
Fraud Risk Assessment	15–20%	- Assessment implementation and documentation - Risk analysis and prioritization - Risk identification methodologies
Understanding Criminal Behavior	5–10%	- Theories of crime causation 1. Social control and social learning theory 2. Rational choice and routine activities theory 3. Differential association theory - Behavior modification principles
Fraud Prevention Programs	15–20%	- Monitoring and continuous improvement - Communication and training - Designing prevention strategies
Management's Fraud-Related Responsibilities	5–10%	- Establishing anti-fraud policies - Reporting mechanisms - Oversight and accountability
Corporate Governance	20–25%	- Roles of board, management, auditors - Governance frameworks and principles 1. OECD guidelines 2. Treadway Commission (COSO) - Internal control systems 1. COSO five components
Professional Ethics	5–10%	- Conflicts of interest and integrity - Ethical decision-making - ACFE Code of Professional Ethics

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ACFE Certified Fraud Examiner - Fraud Prevention and Deterrence Exam Sample Questions (Q72-Q77):

NEW QUESTION # 72
During the course of a fraud examination. While, an employee of the ABC Corp.. approaches Blue, a Certified Fraud Examiner (CFE), and tells Blue that she wishes to furnish information in confidence.
Blue also is employed by the ABC Corp. Blue should:

A. Not agree to the request for confidentiality
B. Agree that the information will be held in confidence, even though Blue knows it will not be
C. Take White's request straight to ABC Corp.'s management
D. Tell White that she will try to keep the information as confidential as possible

Answer: A

Explanation:
CFE Ethical Responsibilities:
As per the ACFE Code of Professional Ethics, fraud examiners must ensure transparency in their professional conduct. They cannot promise confidentiality if the information must be disclosed to management or other authorities as part of the investigation.
Why D is Correct:
Agreeing to confidentiality in this situation would breach ethical and legal obligations, especially if the information pertains to fraud or misconduct that the organization needs to address.

NEW QUESTION # 73
Which of the following Is FALSE regarding a fraud risk assessment?

A. The objective of the assessment is to provide an estimate of the organization's fraud losses.
B. The assessment team should consider how employees behave as part of Its assessment
C. The assessment should be used to improve employee fraud awareness.
D. The designation of an area as being high risk does not conclusively mean that fraud is occurring there.

Answer: A

Explanation:
Purpose of Fraud Risk Assessment:
Fraud risk assessment aims to identify vulnerabilities and evaluate the organization's exposure to fraud risks. It does not specifically provide an estimate of fraud losses.
Why D is Correct:
Estimating fraud losses is not a standard objective of fraud risk assessments; rather, they focus on identifying and mitigating risks.

NEW QUESTION # 74
Mario is charged with implementing a fraud reporting program on behalf of his organization.
Which of the following is a best practice that Mario should follow to ensure that the program is successful?

A. Inform employees that they can make their report anonymously (where permitted by law).
B. Inform employees that the names of all individuals who report misconduct will be shared with the organization's management and law enforcement.
C. Inform employees that they will be held accountable for reporting any tips that cannot be verified.
D. Inform employees that they are required to report any information about suspected fraud only to their direct supervisor.

Answer: A

Explanation:
Allowing employees to report fraud anonymously is a best practice in fraud reporting programs.
This encourages whistleblowers to come forward without fear of retaliation or reprisal, increasing the likelihood of fraud detection. Transparency about confidentiality policies further supports employee trust in the reporting system.

NEW QUESTION # 75
Which of the following is FALSE regarding a background check policy for employees?

A. As part of the screening process, management should contact the references provided by the job candidate.
B. When verifying past employment, management should only ask previous employers to verify the dates the candidate was employed.
C. At a minimum, management should conduct a background check on any candidate who will have constant access to cash, checks, and credit card numbers, or other easily stolen items.
D. Where permitted by law, management should run a background check on any existing employee who is being promoted to a position that includes access to sensitive or valuable company resources, even if a background check was run on the individual at the time of hire

Answer: B

Explanation:
Verifying employment history involves more than just confirming dates. It includes understanding job roles, responsibilities, and performance. Solely asking for employment dates does not provide sufficient information to assess fraud risk.

NEW QUESTION # 76
Which of the following is FALSE regarding an organization's anti-fraud policy?

A. One of the most important considerations in developing the anti-fraud policy is to ensure every allegation is handled in a uniform manner.
B. To avoid legal problems in discharging employees, the anti-fraud policy should not include any specific examples of frau and misconduct.
C. A detailed anti-fraud policy can make it easier to investigate and punish employees who commit fraud and other dishonest acts.
D. In developing the anti-fraud policy, management should check with legal counsel regarding any legal considerations with respect to the policy.

Answer: B

Explanation:
nti-Fraud Policy Components:
A robust anti-fraud policy should provide clear definitions and examples of fraud and misconduct to ensure employees understand what constitutes unacceptable behavior.
Specific examples make investigations and enforcement more consistent and defensible.
Analysis of Option B:
Avoiding specific examples creates ambiguity, which can hinder enforcement and increase legal risks when discharging employees.
Properly vetted examples, reviewed with legal counsel, help ensure compliance with legal standards.
Conclusion:Option B is false because including examples of fraud and misconduct strengthens the anti-fraud policy.

NEW QUESTION # 77
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