PERFORMANCE & GOALS

The implementation Guide is always the "last word" on what can and cannot be done within a template

• True

• False

The organizational chart that populates managers and direct reports in relation to the employee looking at his or her goal plan is defined by which of the following options?

• Manager assignments in the User Data File

• None of the above

• The administrator who creates the organizational chart in the instance

• The manager an employee selects in a background element of his or her Employee Profile

Your coustomer plans to mass create Performance review forms for all employees and wants the review start date, due date and end date to be non-editable. How is this accomplished?

• Check "Disable due date validation" option in admin tools > Manage templates

• Check the "Disallow users from changing start, due and end date" option in admin tools > Manage templates

• Set the Review info section to sync until completion = "false" in the form template XML

• Set the review info section permission to "Disabled" for all roles in route map in the form template XML

Where can we choose the custom user role from?

• Single role

• Iterative role

• Iterative role

• Collaborative role

To manage competencies as an administrator, I can go to Admin Center > Company Settings > Manage Competencies. Which of the following options is another correct path to manage competencies in SAP SuccessFactors?

• Administration Center > Calibration > Manage Competencies

• Administration Center > Manage Competencies > 60 Review

• Administration Center > Performance Management > Manage Competencies

• Administration Center > 360 Review > Manage Competencies

Expected ratings are configured for each individual competency mapped to a job role. Which option below best explains why expected ratings are configured for each competency in job roles instead of the competency library?

• Two individuals may be rated on the same competency, but one may be in an executive-level role and have a higher expected rating than the other individual in a mid-level management role

• A particular competency cannot have different expected ratings, even for different job roles

• None of the above

• Expected ratings define an expectation of performance for an objective

Your customer wants to use specific combinations of average objective and competency rating as the overall performance rating. How do you set this up?

• Insert the specific mapping scale in the Meta section of Performance Form template XML

• Turn on the Friendly's method of rating in provisioning

• Insert the specific mapping scale in the Objective/competency section

• Turn on the OCOC rating in the Performance Form template XML

• Remove the summary section from the Performance Form template XML

Select the option that best fits description: The section of a performance form that provides an overall score combining goal and competency section ratings. A manual rating can be enable

• Meta Section

• Summary Section

• Competency Section

• Feedback Section

How can a calibration session be launched

• Click the activate button in the Validation tab of the calibration session

• Click on a dedicated button at the top of the goal plan

• Import a CSV file to use the Mass Create Calibration Sessions feature

• After selecting people and saving the session, it will lauch

Select the option that best fits this description: A feature in Manage Calibration Settings that allows administrator to define fields that will return in search in a calibration session

• Permissions

• Manager Template

• Search Result Fields

• Global Settings