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

Which two statements are true regarding adding goals to and removing goals from a talent pool? (Choose two.)

• A. When you add a goal to a pool, all members of the pool are assigned the goal.
• B. You can only add goals that exist in the goal library.
• C. If you remove a development goal from a talent pool, that goal will be automatically removed fromthe worker's goals list, which inherited the goal from the talent pool.
• D. When you add a goal to pool members whoalready have that goal as one of their existing goals, the goal will be duplicated in their goal list.

A manager has several goals and has assigned some of those goals to his or her direct reports. However, when direct reports complete the goal, their profiles are not updated with the competencies associated with the goal as Target Outcomes.
What is the reason that the competencies were not added to the profiles?

• A. The Target Outcome was added, but the target proficiency was not selected.
• B. The goal was assigned to the direct reports after the TargetOutcome was added.
• C. Goal Tasks werenot associated with the goal.
• D. The Target Outcome was added to the goal after the goal was submitted.
• E. The Target Outcome was added after the goal was assigned to the direct reports.

The HR manager is planning for the next goal plan period. She finds that the current goal plan template being used by the organization does not reflect the latest organization-wide changes with respect to goal management.
How should the HR manager incorporate the changes?

• A. Add a new goal plan period row to the current template and update the goal-setting options.
• B. Update the goal management profile options.
• C. Delete the currently used template and create a new one.
• D. Create a new template and edit the goal settings in the new template.
• E. Update the goal-settingoptions in the current goal plan template.

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