NEW QUESTION 1
Identify four correct statements about the performance template.

• A. In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.
• B. In the performance template, you can edit sections in the template.
• C. In the performance template, you can select the roles that can access the performance documents created from the template.
• D. In the performance template, you can set rating distributions.
• E. In the performance template, you can set default ratings.
• F. In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.

Answer: ABCF

NEW QUESTION 2
A Human Resource Specialist is required to create a Talent Review Meeting for all the Sales Consultants in the Regional Sales Department. While creating the meeting, the Human Resource Specialist is unable to add Succession Plan to the meeting.
Identify two reasons for this.

• A. The Human Resource Specialist creating the Talent Review Meeting does not own any Succession Plans.
• B. The Business Leader of the Talent Review Meeting is not an owner of any Succession Plans.
• C. The Workers part of the Review Population of the meeting is not part of any Succession Plans.
• D. Talent Review Template selected for the meeting does not have Include Succession Plans enabled.
• E. The Workers part of the Review Population of the meeting does not have any Succession Plans defined.

Answer: BC

NEW QUESTION 3
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.

Answer: B

NEW QUESTION 4
Which statement is true regarding the order of the creation of questionnaires?

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

Answer: E

NEW QUESTION 5
You are in the process of setting up a talent review meeting. When you log in to the application, the talent review template does not appear in the list of values.
Identify the reason for the template not appearing in the list of values.

• A. The template is in Active status.
• B. The template is in Planned status.
• C. The template is in Approved status.
• D. The template is in Inactive status.
• E. The template is in Incomplete status

Answer: E

NEW QUESTION 6
Which statement is correct regarding eligibility profiles in the performance evaluation module?

• A. They must be marked as required on the general and document periods tabs of the evaluation to ensure that employees receive the evaluation.
• B. They are used to determine which audience receives which questionnaire.
• C. They are the sole determining factor in how employees receive access to performance evaluations.
• D. They can be on the general tab and/or the document periods tab however at least one of the profiles must match the review period on the performance evaluation.

Answer: A

NEW QUESTION 7
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?

• 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: ACD

NEW QUESTION 8
You are implementing Oracle Goal Management for a midsize company.
Your customer wants to add goals from a legacy application. These goals need to be available to all workers, managers, and organization owners.
Identify two ways to satisfy these requirements.

• A. Add goals to a goal plan.
• B. Add goals to the goal library.
• C. Add the goals as an organizational owner.
• D. Upload goals into the goal library by using an application-generated spreadsheet.

Answer: CD

NEW QUESTION 9
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

Answer: D

NEW QUESTION 10
You have specified the minimum number of participants for each role in the performance template. Which statement is correct regarding creating the performance document?

• 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

NEW QUESTION 11
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?

• 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

NEW QUESTION 12
In a performance evaluation, which three options can be accessed by Performance Roles?

• A. Performance document period
• B. Competency section rating scale
• C. Competency Section
• D. Goals section rating scale
• E. Questionnaire
• F. Goals Section

Answer: AEF

NEW QUESTION 13
During the talent review meeting, review participants want to see data from five previous meetings; however, the system does not allow this. What is the reason?

• A. Only data from four meetings can be included in the talent review meeting.
• B. Data from previous meetings can never be included in a current meeting.
• C. Only data from one meeting can be included in the talent review meeting.
• D. Only data from two meetings can be included in the talent review meeting.

Answer: D

NEW QUESTION 14
After the completion of the performance document, the employees profile is updated. The HR user wants to be able to identify the source of the ratings that appear in the employees profile.
Which object helps a user distinguish between the sources of the ratings?

• A. Content Type
• B. Content Section
• C. Instance Qualifier
• D. Content Item
• E. Content Library

Answer: A

NEW QUESTION 15
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?

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

Answer: EF

NEW QUESTION 16
What can you use Questionnaires for before a Talent Review meeting?

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

Answer: C

NEW QUESTION 17
A Human Resources Manager informs the Human Resource Specialist that an Incumbent Succession Plan needs to be updated. The Human Resource Specialist is unable to find the Incumbent Succession Plan. What is the cause of this?

• A. The Human Resource Specialist is not the owner of the Succession Plan even though the data role of the Human Resource Specialist allows him to search for the employee in the person management search.
• B. The Human Resource Specialist is one of the owners of the Succession Plan; however, the privacy of the plan is Private.
• C. The Human Resource Specialist is one of the owners of the Succession Plan; however, the data role of the Human Resource Specialist doesn’t allow him to search for the employee in person management search.
• D. The Human Resource Specialist is not the owner of the Succession Plan even though the privacy of the plan is Public.

Answer: C

NEW QUESTION 18
While conducting a Talent Review Meeting for an organization, the Facilitator is unable to move the workers from one box to another box within the box chart.
What setting should be updated to enable the Facilitator to move employees in the 9-box or at what stage is it enabled?

• A. The Facilitator should update the Meeting Date to a past date (date earlier that the system date).
• B. The Facilitator should update the Data Submission deadline to a past date (date earlier that the system date).
• C. The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data.
• D. The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date.

Answer: C

NEW QUESTION 19
Which goal task can managers NOT perform for employees that report to them?

• A. Align goals
• B. Mass assign goals
• C. Assign goals
• D. Delete goals
• E. Print goals

Answer: E

NEW QUESTION 20
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.

Answer: B

NEW QUESTION 21
What should a manager do if he has assigned an organization goal to his direct reports, but intends to change the target completion date of Goals for the direct reports?

• A. Sign in as the manager, go to Navigator/About me/ Goals/ My Worker Goal
• B. Select the goal assigned by him and click Edi
• C. Change the target completion date and click Submit.
• D. Manage cannot change the Target completion date of the assigned organizational Goal.
• E. Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goal
• F. Select the goal created by him and click Edi
• G. Change the target completion date and click Submit.
• H. Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goal
• I. Delete the assigned goal and select a new goal created by him with the new target completion date and assign the newly created goal.

Answer: D

NEW QUESTION 22
Which two statements are true regarding succession plan strength?

• A. It is also known as plan bench strength.
• B. It is a non-calculated description of succession plan that is determined by the number of candidates in the plan and their risk of loss.
• C. It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their readiness.
• D. It can be manually overridden.

Answer: AC

NEW QUESTION 23
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