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

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. In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.

B. Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

C. Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.

D. Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.

E. Configure the performance document sections to include rewards and promotions.

Which two statements are true about organization goals?

A. They can be shared with people in the organization and with those outside the organization.

B. Another organization's leader can align their organization goal to that of a different leader's organization goal.

C. They can be transferred from one organization owner to another.

D. They can be seen by anyone in the organization after being published.

E. They can be seen by anyone in the enterprise.

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.

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. Manager 1 and Manager 2 shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.

B. The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals.

C. The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

D. Manager 1 adds goals A1, A2, and A3 and manager 2 adds goals B1, B2, and B3 to their direct reports' performance documents.

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.

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?

A. Workers who create their own goals from the published goal can delete the goal.

B. Workers can cancel the goal before they start working on it.

C. Workers who are assigned the goal can delete the goal.

D. Worker goals created from the published goal are automatically aligned to the published goal.

E. If the organization owner deletes the goal, the corresponding worker goals will be deleted.

F. Workers can remove the alignment to the organization goal.

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.

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.

The Privacy setting controls access to the questionnaire or template. Select two statements that are true.

A. Private: Only the owner and line managers can edit the questionnaire or template.

B. Private: Only the owner can edit the questionnaire or template.

C. Public: Anyone with permission to access the questionnaire or template can edit it.

D. Public: Anyone with or without permission to access the questionnaire or template can edit it.

E. Private: Only the owner and HR administrator can edit the questionnaire or template.