What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types?

A. two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

B. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss

C. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

D. five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review

E. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss

F. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences

An HR specialist recently created a performance goal plan for his or her organization. Two new hires have joined the organization after the existing goal plan was created and assigned. Employee 1 is required to have all the goals in the existing goal plan. Employee 2 needs goals A1 and A2 in addition to the goals in the existing goal plan. Goals A1 and A2 need to be added to the goal library. Which statement addresses these requirements?

A. The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2.

B. The HR specialist can create a new goal plan with goals from the existing goal plan, add goals A1 and A2 from the goal library, and assign them to both the new hires.

C. The HR specialist can add the eligibility criteria to new goals (A1 and A2) within the goal plan and assign both the new hires to the existing goal plan.

D. The HR specialist can add goals A1 and A2 to the goal library, add those goals to the existing goal plan, and then add both the new hires to the goal plan.

Your company's appraisal policy requires that the content of the performance document be added in a

collaborative 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 evaluation process.

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?

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.

Your customer wants Project Managers to evaluate employees on Competencies but not on Goals when

both Goals and Competencies are present in the performance document. How should you achieve this?

A. Create a project manager performance role and attach it to the competency and overall rating section.

B. This could be achieved only by using the Matrix Manager Role; the role could be attached to the performance template competency section.

C. Create a project manager security role with data access restricted to competency profile type.

D. Attach a security profile with only competency profile type access to the Matrix manager performance role.

You are a review participant and there is a need to analyze the impact of changing the performance and

potential rating of a worker reporting to you.

Identify two options available on the talent review dashboard that can be used for calibrating performance

and potential.

A. Zoom in

B. Zoom out

C. Mobility

D. Move marker

E. Drag-and-drop

Which three statements are true about goal plans?

A. Goal plans can be used to add goals to goal plans from other sources.

B. Goals can be added to a Performance goal plan, which is assigned to an organization.

C. Goal plans can be used to group goals to track them easily for a specific population and time period.

D. Goals can be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization.

E. Goal plan can be used to assign goals to a specific population.

The performance template is configured in such a way that the Performance Rating given by the manager against a content item is going to update the worker's profile. Which two statements are true?

A. Rating an item can be made mandatory.

B. The Instance Qualifier for the update will be "Supervisor".

C. The Job (Model) Profile for the worker can also be updated.

D. The Instance Qualifier for the update will be "Reviewer ID"

A manager has several goals and has assigned some of those goals to his or her direct reports. However, when direct reports complete the goal, their profiles are not updated with the competencies associated with the goal as Target Outcomes. What is the reason that the competencies were not added to the profiles?

A. The Target Outcome was added to the goal after the goal was submitted.

B. The Target Outcome was added after the goal was assigned to the direct reports.

C. Goal Tasks were not associated with the goal.

D. The Target Outcome was added, but the target proficiency was not selected.

E. The goal was assigned to the direct reports after the Target Outcome was added.

A company uses the band method for the overall summary, sum method for the goals section, and average method for the competencies section with rating points. For an employee, the score for the competencies section is 50, and the score for the goals section is 20. The table shows the rating point ranges set up for the overall section rating model to assign the rating level for the overall rating. What is the overall rating of the employee?

A. A

B. D

C. E

D. C

E. B

When a talent pool is created, in what two ways can candidates for the pool be added?

A. Added using Select and Add

B. Added from a Succession Plan

C. Find Best Fit

D. Added from within a Talent Review Meeting

E. Upload via a spreadsheet