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

• A. Goals cannot be updated in the performance document by the manager or 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.
• E. Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.

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

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

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 next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.
• B. Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.
• C. Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
• D. Set goals, manager evaluation of worker, share performance document, confirm review meetingheld, provide final feedback.
• E. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.
• F. Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.

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 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.
• B. 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.
• 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 specialistcan 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.

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 can add only one more participant 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 cannot add any more participants over and above the minimum number specified for the role.
• D. You can add more participants over and above the minimum number specified for the role.