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

Which two options are available in the Page Layout field on the Create Questionnaire Template Contents page when creating a questionnaire template?

• A. 1 column
• B. 4 column
• C. 2 column
• D. 5 column
• E. 3 column

You need to mass-assign goals that exist in the goal library. The requirements are as follows:
* Performance goals A1, A2, and A3 should be assigned to Manager 1's direct reports.
* Development goals B1, B2, and B3 should be assigned to Manager 2's direct reports.
Which option accomplishes these requirements?

• A. Manager 1 adds goals A1, A2, and A3 and manager 2 adds goals B1, B2, and B3 to their direct reports' performance documents.
• B. Manager 1 and Manager 2 shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.
• C. The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals.
• D. The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

When a manager is terminated, how will you reassign the performance document and the corresponding tasks of his or her reports to the new manager?

• A. New managers can assign tasks in the performance document to themselves.
• B. The worker must reassign the new manager to their performance document.
• C. The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.
• D. The performance documents are automatically reassigned to the report's new manager.
• E. A new performance document has to be created for the report whose manager has been terminated and it has to be assigned to his or her new manager.