Question 1

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

Question 2

You have specified the minimum number of participants for each role in the performance template.Which statement is correct regarding creating the performance document?

Options :

A : You cannot add any more participants over and above the minimum number specified for the role.

B : You can add only two more participants over and above the minimum number specified for the role.

C : You can add more participants over and above the minimum number specified for the role.

D : You can add only one more participant over and above the minimum number specified for the role.

Answer: C

Question 3

Your company’s appraisal policy requires that the content of the performance document be added in acollaborative manner.Implementation requirements include:Both the worker and the manager are required to rate the worker.Conduct a review meeting for the worker, which the worker must acknowledge.Both the manager and the worker should be able to give their comments on the entire evaluationprocess.Workers and managers should start setting goals for the next period.To meet these requirements, what are the correct tasks and their sequence to be designed in the process flow?

Options :

A : Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.

B : Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.

C : Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals

D : Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback

E : Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback

F : Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals

Answer: B

Question 4

Your customer wants a list of items that managers should consider doing when creating their goals, so thatsubordinates can create goals that align with or support their managers’ goals.Select two options that should be included in the training materials for managers to satisfy this requirement.

Options :

A : publishing Performance Goals

B : Publishing Organization Goals

C : sharing Performance Goals

D : aligning goals

E : sharing Organization Goals

F : assigning goals

Answer: A,D

Question 5

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