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Which two statements are true regarding a performance template section?

• A. The Overall Summary section can be rated but not weighted.
• B. The Manager Final Feedback section can be rated and weighted.
• C. The Goals section can be weighted but not rated.
• D. The Worker Final Feedback section can be rated and weighted.
• E. The Profile Content section can be both rated and weighted.

A manager has assigned a performance goal "Improve Quality by 20?/o" to a worker by using the My Direct Goals page. The manager had picked the goal from the goal library. The goal is viewable by the worker on the Performance Goals tab of the My Goals page. The worker has started working towards achieving the goal "Improve Quality by 20%." In the middle of the goal period, when the worker tries to update the status of the goal, the worker finds that he or she is not allowed to update the goal attributes.
What is stopping the worker from updating the goal status?

• A. The worker is not allowed to update the goal in the middle of the goal period.
• B. The manager has not enabled the flag that allows workers to update goal attributes.
• C. The worker cannot update the performance goal.
• D. The worker cannot update the goals added from the goal library.
• E. The worker cannot update the goals assigned by using the My Direct Goals page.

Which statement is true regarding the timing of questionnaire creation?

• A. You can create a questionnaire without creating a template first. After the questionnaire is created, you cannot edit the configuration settings in the questionnaire.
• 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 with or without creating a template first.
• 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 template. You can then edit the configuration settings in the questionnaire that were inherited from the template.

Your client wants managers to create goals that their team members and indirect reports can use as models for their own goals, and to which team members and indirect reports can align. The client also wants managers to maintain and monitor their own goals, as well as those of their direct and indirect reports.
Your client frequently reorganizes the company. At times, managers are switched from one organization (department, division) to another and at other times, managers and their teams are kept intact but the organization information (department ID and name) changes.
At the project team meeting, you present suggestions on the use of performance goals and organization goals. Which option should be included in your list of suggestions?

• A. Managers should predominantly use Performance Goals, and share those goals with direct and indirect reports.
• B. Managers should predominantly use Organization Goals, and publish those goals.
• C. Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish both sets.
• D. Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish the former and share the latter.
• E. Managers should use a balanced mix of Organization Goals and Performance Goals, and should share both sets.

Which three statements are true about the goal details held in the performance document and goal management dashboards?

• A. Comments created on the Goal Management pages are not visible in the performance document.
• B. Goal ratings that the worker or manager provides in the performance document are available on the Goal Management pages.
• C. Primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identical in both the locations.
• D. Goal weights added on the Goal Management pages are added to the performance document only when the goal is initially added to the document; thereafter, weights are maintained independently.
• E. Comments made in the performance document do not appear on the Goal Management pages.