Your customer wants a list of items that managers should consider doing when creating their goals, so that subordinates 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.

• A. aligning goals
• B. assigning goals
• C. publishing Performance Goals
• D. sharing Organization Goals
• E. Publishing Organization Goals
• F. sharing Performance Goals

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 remains with the approver until the performance document is shared.
• D. The control of the document is open and whoever opens and saves the document first, the document is locked for that role.

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 more participants over and above the minimum number specified for the role.
• C. You can add only one more participant over and above the minimum number specified for the role.
• D. You can add only two more participants over and above the minimum number specified for the role.

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 populate worker Competencies using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Competencies.
• 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 Goals using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Goals.
• E. 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.
• F. 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.

Which two statements are true regarding succession plan strength?

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