A.No. Without the Set Goals task, goals and competencies cannot be added in the performance document.

B.Yes. Only competencies can be added in the manager evaluation of worker tasks.

C.Yes. Goals and competencies can be added in the worker self-evaluation task only.

D.Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluationof worker tasks.

E.Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.

F.Yes. Only goals can be added in the worker self-evaluation task.

A.Document an incumbent's talent and create a model person profile and use it for either the job or the position that you want to create.

B.Document the requirements and create a model profile, which can be used only for jobs.

C.Document the requirements and create a model profile which can be used only for positions.

D.Document the requirements and create a model profile, which can be used for both jobs and positions.

E.Document the requirements and create a model person profile, job profile, and position profile.

A.Theyare used to determine which audience receives which questionnaire.

B.They are the sole determining factor in how employees receive access to performance evaluations.

C.They must be marked as required on the general and document periods tabs of the evaluation to ensure that employees receive the evaluation.

D.They can be on the general tab and/or the document periods tab however at least one of the profiles must match the review period on the performance evaluation.

A.Ascending

B.Sequential

C.Manual

D.Descending

E.Random

A.Facilitators create and manage notes on the Talent Review dashboard.

B.Reviewers create and manage notes for their direct and indirect reports on the Prepare Review Content page.

C.Business Leaders create and manage notes on the Talent Review dashboard.

D.Reviewers can see all notes created forthe meeting for their direct and indirect reports.