NEW QUESTION 1
Which statement is true regarding lookup hierarchy level?

• A. Location level supercedes user and affects only the experience of the current user.
• B. It is a best practice to set user-level option values before specifying values at any other level.
• C. Use level affects all applications of a product family.
• D. Site level affects all application configuration options for a given implementatio

Answer: A

NEW QUESTION 2
The Performance document has an approval step right after the Manager Evaluation step in a Performance process flow which also has a Self-Evaluation step. In the same performance process flow, the option of “Evaluation tasks can be performed concurrently” is selected.
What happens to the document control when the approval task is triggered and the document approver rejects the approval request?

• A. The control of the document comes to the worker.
• B. The control of the document comes to the worker’s Line Manager.
• C. The control of the document is open and whoever opens and saves the document first, the document is locked forthat role.
• D. The control of the document remains with the approver until the performance document is shared.

Answer: B

NEW QUESTION 3
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. Goal Tasks werenot associated with the goal.
• B. The Target Outcome was added, but the target proficiency was not selected.
• C. The Target Outcome was added after the goal was assigned to the direct reports.
• D. The goal was assigned to the direct reports after the TargetOutcome was added.
• E. The Target Outcome was added to the goal after the goal was submitte

Answer: A

NEW QUESTION 4
Identify two correct statements for Goal Plan setup. (Choose two.)

• A. Long-term goals can only be created within long-term goal plans and cannot exist across goal plans.
• B. The performance document attached to a Goal Plandecides the Goal Plan inclusion in a performance document.
• C. The review period attached to a Goal Plan restricts the user from creating long-term goals.
• D. Goal Plan dates are defaulted from review period dates.
• E. The start and end dates of a Goal Planhave to be within the review perio

Answer: BE

NEW QUESTION 5
What are two reasons an employee cannot access a goal from the goal library while adding a goal? (Choose two.)

• A. The goal is not with Active status in the goal library.
• B. Goal created in the library is outside the Start Date and Target Completion Date.
• C. Goal Library profile option is not enabled.
• D. Goal Library is not available to the employee.
• E. Goal plan assigned to the employee is not part of the current review perio

Answer: AB

NEW QUESTION 6
You are a review participant and there is a need to analyze the impact of changing the performance and potential ratings of a worker reporting to you.
Identify two options available on the talent review dashboard that can be used for calibrating performance and potential. (Choose two.)

• A. Zoom in
• B. Move marker
• C. Mobility
• D. Zoom out
• E. Drag-and-drop

Answer: BE

NEW QUESTION 7
The HR manager is planning for the next goal plan period. She finds that the current goal plan template being used by the organization does not refilect the latest organization-wide changes with respect to goal management.
How should the HR manager incorporate the changes?

• A. Add a new goal plan period row to the current template and update the goal-setting options.
• B. Delete the currently used template and create a new one.
• C. Create a new template and edit the goal settings in the new template.
• D. Update the goal-settingoptions in the current goal plan template.
• E. Update the goal management profile option

Answer: E

NEW QUESTION 8
Which statement is true regarding the timing of questionnaire creation?

• A. You can create aquestionnaire without creating a template firs
• B. Afterthe questionnaire is created, you cannot edit the configuration settings in the questionnaire.
• C. You must first create the templat
• D. You can then edit the configuration settings in thequestionnaire that were inherited from the template.
• E. You can createaquestionnaire without creating a template first and edit the configuration settings in the questionnaire.
• F. When you create aquestionnaire from a template, you cannot edit the configuration settings in the questionnaire that were inherited from the template.
• G. You can create aquestionnaire with or without creating a template firs

Answer: B

NEW QUESTION 9
A specific goal from the goal library is added by a worker. Later, the HR specialist changes the status of the goal in the goal library to “Inactive”.
How does the system behave when the goal status is saved?

• A. It throws an error saying “Goal is already in use.”
• B. It deletes the goal from theworker’s goals and successfully saves the status.
• C. It successfully saves the status without affecting the worker’s goals and the goal is prevented from future copying.
• D. It throws an error saying “Insufficient Privileges.”
• E. It completely deletes thegoal from the syste

Answer: B

NEW QUESTION 10
You are implementing Oracle Performance Management Cloud with the requirements that during performance evaluation, a manager should be able to allocate rewards to direct reports and also be able to promote them.
How do you meet these requirements?

• A. Configure the performance document sections to include rewards and promotions.
• B. In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.
• C. Recommend that the client perform those tasks outside the performance evaluation process in compensation management.
• D. Include the Allocate Rewards subtask in the process flow, but handle promotions separatelyin core HR.
• E. Include the Manager Promotions task in the process flow, but handle rewards separately in compensation management.

Answer: E

NEW QUESTION 11
Where do reviewers create and manage notes for their direct and indirect reports for a Talent Review Meeting?

• A. Manage Notes and Tasks page
• B. Show Details dialog box
• C. Talent Review Dashboard
• D. Prepare Review Content page

Answer: D

NEW QUESTION 12
You need to mass-assign goals that exist in the goal library. The requirements are as follows:
- Performance goals A1, A2, and A3 should be assigned to Manager 1’s direct reports.
- Development goals B1, B2, and B3 should be assigned to Manager 2’s direct reports. Which option accomplishes these requirements?

• A. The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals.
• B. Manager 1 adds goalsA1, A2, and A3 and Manager 2 adds goals B1, B2, and B3 to their direct reports’ performance documents.
• C. The HR Specialist selects goals from the goal library, andthen assigns them to the appropriate population.
• D. Manager 1 and Manager 2 shares goalsA1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.

Answer: B

NEW QUESTION 13
Which two statements are true regarding adding goals to and removing goals from a talent pool? (Choose two.)

• A. If you remove a development goal from a talent pool, that goal will be automatically removed fromthe worker’s goals list, which inherited the goal from the talent pool.
• B. When you add a goal to a pool, all members of the pool are assigned the goal.
• C. You can only add goals that exist in the goal library.
• D. When you add a goal to pool members whoalready have that goal as one of their existing goals, the goal will be duplicated in their goal list.

Answer: BC

NEW QUESTION 14
Which statement is true about selecting Job and Position information for the talent pool?

• A. Additional fields are restricted when Department is selected first.
• B. Job and Department fields are populated and disabled when Position is selected first.
• C. Job Family and Job Profile are enabled when Position is selected first.
• D. The Grade field is disable

Answer: D

NEW QUESTION 15
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?

• A. Ye
• B. Only goals can be added in the worker self-evaluation task.
• C. Ye
• D. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.
• E. Ye
• F. Goals and competencies can be added in the worker self-evaluation task only.
• G. N
• H. Without the Set Goals task, goals and competencies cannot be added in the performance document.
• I. Ye
• J. Goals and competencies can be added in the manager evaluation of worker tasks only.
• K. Ye
• L. Only competencies can be added in the manager evaluation of worker task

Answer: D

NEW QUESTION 16
The Department Manager has created an organization goal “Improve Organization Sales.” The goal is assigned to all workers who fall under the organization hierarchy. The goal-setting process is completed across the organization. At the midpoint of the goal period, the Department Manager would like to know if the workers in his or her organization are achieving the goals that are aligned to the organization’s goal “Improve Organization Sales.”
How can the Department Manager see the desired information?

• A. By viewing either the Goal Alignment Summary report or the Goal Progress Summary report.
• B. By viewing the Goal Progress Summary repor
• C. The infographics, the pie chart, for each goal on My Organization Goals page will show the summary of aligned goals in different statuses.
• D. By viewing the Goal Alignment Summary report.
• E. By creating a newdashboard report on the Organization Goals page.
• F. By creating a new dashboard report on the My Goals page.

Answer: C

NEW QUESTION 17
Which two statements are true regarding a performance template section? (Choose two.)

• A. The Profile Content section can be both rated and weighted.
• B. The Goals section can be weighted but not rated.
• C. The Worker Final Feedback section canbe rated and weighted.
• D. The Manager Final Feedback section can be rated and weighted.
• E. The Overall Summary section can be rated but not weighte

Answer: DE

NEW QUESTION 18
Your customer would like two performance templates. They would like to have a Level 1 approval in one performance template, and no approval in another performance template.
How should you set this up?

• A. Create two process flows for the two differentperformance template
• B. Then configure the performance template with approval required for one of the templates.
• C. Create twoperformance templates and attach these to different process flows where the approval taskcould be defined.
• D. Create two performance documents and attach these with different performance document
• E. At the performance document level, the approval level could be defined.
• F. This is not possible at Performance Management configuration leve
• G. Changes could be made in the BPM work list to implement this requirement.

Answer: C

NEW QUESTION 19
After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

• A. Goals can be updated in the performance documentby both the manager and the worker.
• B. Goals can be updated in the performance document by using Goal Management, but only by the manager.
• C. Goals can be updated in the performance document by using Goal Management, but only by the worker.
• D. Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.
• E. Goals cannot be updated in the performance document by the manager and the worke

Answer: C

NEW QUESTION 20
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. five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
• B. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impactof loss
• C. two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
• D. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate worker’s riskof loss
• E. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
• F. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

Answer: A

NEW QUESTION 21
An organization owner creates an organization goal and publishes the goal, while assigning the goal to specific individuals in the organization.
Which three statements are true about workers and their goals in the organization? (Choose three.)

• A. Workers can remove the alignment to the organization goal.
• B. If the organization owner deletes the goal, the corresponding worker goals will be deleted.
• C. Workers who are assigned the goal can delete the goal.
• D. Workers who create their own goals from the published goal can delete the goal.
• E. Workers can cancel the goal before they start working on it.
• F. Workers goals created from the published goal are automatically aligned to the published goa

Answer: ACF

NEW QUESTION 22
Your customer wants the Goals and Competency sections of the performance template to be
populated based on the Job which is assigned to a worker.
What two options should you use to configure this requirement? (Choose two.)

• A. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Competencies into already created performance documents using the Mass Assign process.
• B. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Goals into already created performance documents using the Mass Assign process.
• C. Create an eligibility profile based on worker Job and populate worker Competencies using the Mass Assign process before the creation of the performance documen
• D. In the performance template section of Goals, choose the option of Use Employee’s Competencies.
• E. Create an eligibility profile based on worker Job and populate worker Goals usingthe Mass Assign process before the creation of the performance documen
• F. In the performance template section of Goals, choose the option of Use Employee’s Goals.
• G. Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.
• H. Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and selectJob profile.

Answer: DF

NEW QUESTION 23
What can you use Questionnaires for before a Talent Review meeting?

• A. toassign qualitative or quantitative measurements to assess the level of success of achieving a goal
• B. to calculate the worker potential rating during the content preparation stage
• C. to assign Development Goals to workers in your direct reporting line
• D. to view and track development goals of workers outside of your direct reporting line

Answer: B

NEW QUESTION 24
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