Question 1

Your organization may require an annual performance evaluation that includes any or all of the sections.Which four section types are valid for performance document template sections?

Options :

A : Manager only Questionnaire

B : Profile Content to rate worker competencies

C : Manager Final Feedback

D : Worker Final Feedback

E : Goals to rate worker goals

Answer: B,C,D,E

Question 2

Which are two of guidelines to follow when creating a questionnaire template or questionnaire?

Options :

A : Determine the intended participant for the questionnaire – Is the questionnaire for a widespread audience or specific group?

B : A questionnaire can be created without a template.

C : Format basic information – Make it easier to categorize and control access.

D : Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.

Answer: C,D

Question 3

One of the workers reporting to you is appearing in the holding area.Which three are possible reasons for the worker to be in the holding area?

Options :

A : The worker was not rated before the talent review meeting.

B : The worker has been placed in the holding area by you during the talent review meeting.

C : The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.

D : The performance rating model that is used to assess the worker’s overall performance rating differed from the performance rating model selected on the talent review configuration template.

E : The Skills and Qualifications of the Employee’s profile are incomplete.

Answer: A,B,C

Question 4

If all tasks and subtasks are included in the Performance flow, except the Set Goals task, can the competencies and goals be added for a worker in his or her performance document?

Options :

A : Yes. Goals and competencies can be added in the worker self-evaluation task only.

B : Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.

C : Yes. Only competencies can be added in the manager evaluation of worker tasks.

D : No. Without the Set Goals task, goals and competencies cannot be added in the performance document.

E : Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.

F : Yes. Only goals can be added in the worker self-evaluation task.

Answer: D

Question 5

When a manager is terminated, how will you reassign the performance document and the corresponding tasks of his or her reports to the new manager?

Options :

A : The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function

B : A new performance document has to be created for the report whose manager has been terminated and it has to be assigned to his or her new manager.

C : The performance documents are automatically reassigned to the report’s new manager.

D : The worker must reassign the new manager to their performance document.

E : New managers can assign tasks in the performance document to themselves.

Answer: C

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