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

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

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Your company's appraisal policy requires that the content of the performance document beadded 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, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.
• B.Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
• C.Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.
• D.Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.
• E.Set goals, manager evaluation of worker, share performance document, confirm review meetingheld, provide final feedback.
• F.Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.

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Your customer wantsProject 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 andoverall 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 profiletype.
• D.Attach a security profile with only competency profile type access to the Matrix manager performance role.

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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 ableto promote them.
How do you meet these requirements?

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

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One of the workers reporting to you is appearing in the holding area.
Which three are possible reasons for the worker to be inthe holding area?

• A.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.
• B.The Skills and Qualifications of the Employee's profile are incomplete.
• C.The worker was not rated before the talent review meeting.
• D.The worker has been placed in the holding area by you during the talent review meeting.
• E.The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.

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