A manager has assigned a performance goal "Improve Quality by 20?/o" to a worker by using the My Direct Goals page. The manager had picked the goal from the goal library. The goal is viewable by the worker on the Performance Goals tab of the My Goals page. The worker has started working towards achieving the goal "Improve Quality by 20%." In the middle of the goal period, when the worker tries to update the status of the goal, the worker finds that he or she is not allowed to update the goal attributes.
What is stopping the worker from updating the goal status?

• A. The manager has not enabled the flag that allows workers to update goal attributes.
• B. The worker cannot update the goals added from the goal library.
• C. The worker cannot update the performance goal.
• D. The worker cannot update the goals assigned by using the My Direct Goals page.
• E. The worker is not allowed to update the goal in the middle of the goal period.

You are a manager in a financial firm and have a new person report to you. The person is new to Fusion Applications and Person Gallery. He or she comes to you for help in understanding the difference between a suggestion list and an interest list.
Which option would be a good explanation for the difference between the two and help him or her in managing the lists?

• A. A suggestion list is a manually created list of jobs by the employee himself or herself for his or her peers. An interest list is automatically created for the employee based on his or her qualification, skills, and competencies.
• B. A suggestion list is an automatically created list of jobs for an employee based on the competencies, skills, and qualifications match on his or her profile, whereas an interest list is a list of jobs or positions created by the manager for an employee based on employee performance and interests.
• C. A suggestion list is automatically generated when an employee views his or her career planning card and consists of suitable jobs or position profiles based on how well an employee's competencies, skills, and qualifications match with those of the job or position profile. An interest list is manually created by an employee by browsing profiles of jobs and positions that he or she might like to pursue and adding them to the list.
• D. A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created by an employee, which he or she would like to pursue.
• E. A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created automatically for an employee based on the competencies, skills, and qualifications match on his or her profile.

Which two statements regarding talent pool owners are true?

• A. Talent pool owners can view only those pools that they own.
• B. Talent pool owners can associate talent pools to those succession plans for which they are also owners.
• C. Talent pool owners can access and manage only the pools that they own in the Succession Plans work area.
• D. Talent pool owners, regardless of whether they are meeting facilitators, can see the talent pools that are included with the meeting on the Talent Review dashboard.

You are implementing Oracle Fusion Performance-Management with the requirements that during performance evaluation, a manager should be able to allocate rewards to direct reports and also be able to promote them. How do you meet these requirements?

• A. Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.
• B. Configure the performance document sections to include rewards and promotions.
• C. Recommend that the client perform those tasks outside the performance evaluation process in compensation management.
• D. In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.
• E. Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.