The performance appraisal meeting has started; however, its status is shown as "Not started" to the worker. What is the reason?

• A. The performance document has not been shared by the manager. After the performance document is shared, the status of the review meeting will automatically be updated to "In Progress."
• B. The HR specialist has not updated the status of the task to "In Progress."
• C. The status is updated to "In Progress" and then to "Completed" by the manager only after the meeting is over.
• D. The "In Progress" status of the meeting is visible only to the manager after sharing the performance document with the worker, before the worker acknowledges the meeting.
• E. The manager has not confirmed that the review meeting has been held.

What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types?

• A. Four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
• B. Five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
• C. Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
• D. Three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss
• E. Two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
• F. Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

You need to mass-assign goals that exist in the goal library. The requirements are as follows:
-Performance goals Al, A2, and A3 should be assigned to Brian Joseph's direct reports. -Development goals B1, B2, and B3 should be assigned to Linda Swift's direct reports.
Which option accomplishes these requirements?

• A. The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.
• B. Brian Joseph and Linda Swift shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.
• C. Brian Joseph adds goals Al, A2, and A3 and Linda Swift adds goals B1, B2, and B3 to their direct reports' performance documents.
• D. The organization owner should add goals Al, A2, A3, B1, B2, and B3 to Fusion so they can be accessible as organization goals.

How do you compare a worker's performance and potential ratings from one of the previous meetings with his or her performance and potential ratings for the current year during a talent review meeting?

• A. Use the Move Marker functionality.
• B. Use the Zoom functionality of the talent review dashboard.
• C. Use the Show Progress feature in conjunction with the timeline slider.
• D. Select the worker, click the Window details button, and then click the Compare tab.
• E. A comparison can be done only between different workers and not between workers' records across different time spans.

All tasks and subtasks are included in the Performance flow except the Set Goals task. Can the competencies and goals be added for a worker in his or her performance document?

• A. Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.
• B. Yes. Only goals can be added in the worker self-evaluation task.
• C. Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.
• D. Yes. Only competencies can be added in the manager evaluation of worker tasks.
• E. Yes. Goals and competencies can be added in the worker self-evaluation task only.
• F. No. Without the Set Goals task, goals and competencies cannot be added in the performance document.