Online Access Free 1Z0-1052 Practice Test

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

When setting up participant feedback in the performance evaluation template, which three statements are true?

• A.Employees and Managers are required to manage the feedback task for each performance review.
• B.The Employee can be prevented form requesting and viewing feedback regarding their own performance by noting it on the performance template.
• C.The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance.
• D.Managers can be named as responsible for the entirety of the feedback process.

Which three statements are true about goal plans?

• A.Goals can be added to a Performance goal plan, which is assigned to an organization.
• B.Goal plans can be used to group goals to track them easily for a specific population and time period.
• C.Goal plans can be used to add goals to goal plans from other sources.
• D.Goals can be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization.
• E.Goal plan can be used to assign goals to a specific population.

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, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.
• B.Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.
• C.Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.
• D.Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
• E.Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.
• F.Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.

After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

• A.Goals can be updated in the performance document by both the manager and the worker.
• B.Goals cannot be updated in the performance document by the manager or the worker.
• C.Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.
• D.Goals can be updated in the performance document by using Goal Management, but only by the worker.
• E.Goals can be updated in the performance document by using Goal Management, but only by the manager.