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A. Upload goals into the goal library by using an application-generated spreadsheet.

B. Add goals to the goal library.

C. Add the goals as an organizational owner.

D. Add goals to a goal plan.

A. Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and select Job profile.

B. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Competencies into already created performance documents using the Mass Assign process.

C. Create an eligibility profile based on worker Job and populate worker Competencies using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Competencies.

D. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Goals into already created performance documents using the Mass Assign process.

E. Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.

F. Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Goals.

A. The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2.

B. The HR specialist can add the eligibility criteria to new goals (A1 and A2) within the goal plan and assign both the new hires to the existing goal plan.

C. The HR specialist can create a new goal plan with goals from the existing goal plan, add goals A1 and A2 from the goal library, and assign them to both the new hires.

D. The HR specialist can add goals A1 and A2 to the goal library, add those goals to the existing goal plan, and then add both the new hires to the goal plan.

A. Public: Anyone with permission to access the questionnaire or template can edit it.

B. Private: Only the owner can edit the questionnaire or template.

C. Public: Anyone with or without permission to access the questionnaire or template can edit it.

D. Private: Only the owner and line managers can edit the questionnaire or template.

E. Private: Only the owner and HR administrator can edit the questionnaire or template.

A. The Instance Qualifier for the update will be "Reviewer ID"

B. The Instance Qualifier for the update will be "Supervisor".

C. The Job (Model) Profile for the worker can also be updated.

D. Rating an item can be made mandatory.

A. The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

B. The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals.

C. Manager 1 adds goals A1, A2, and A3 and manager 2 adds goals B1, B2, and B3 to their direct reports' performance documents.

D. Manager 1 and Manager 2 shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.

A. Performance Improvement Goals

B. Organization Goals

C. Performance Goals

D. Development Goals

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

B. They are used to determine which audience receives which questionnaire.

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

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.