Free and Premium Oracle 1z0-1052-22 Dumps Questions Answers

The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

A new performance document has to be created for the report whose manager has been terminated and it hasto be assigned to his or her new manager.

The performance documents are automatically reassigned to the report’s new manager.

The worker must reassign the new manager to their performance document.

New managers can assign tasks in the performancedocument to themselves.

Create an Incumbent Succession Plan for Employee 1.

Create a Job Succession Plan for the Head of Sales job.

Create a Position Succession Plan for the Head of Sales position.

Create a Job Profile Succession Plan for the Sales job profile.

Create a Job Family Succession Plan for the Sales job family.

Honors and Awards, Memberships, Licenses

Accomplishments, Degrees, Languages

Potential, Risk of Loss, Career Preferences

Languages, Accomplishments,Potential

Potential, Career Preferences, Degrees

In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.

In the performance template, you can edit sections in the template.

In the performance template, you can select the roles that can access the performance documents created from the template.

In the performance template, you can set rating distributions.

In the performance template, you can set default ratings.

In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.

By viewing either theGoal Alignment Summary report of the Goal Progress Summary report

By viewing the Goal Alignment Summary report

By viewing the Goal Progress Summary report. The infographics, the pie chart, for each goal on My Organization Goals page will show the summary of aligned goals in different statuses.

By creating a new dashboard report on the Organization Goals page

By creating a new dashboard report on the My Goals page.

Managers can be named as responsible for the entirety of the feedback process.

The Employee can be prevented form requesting and viewing feedback regarding their own performance by noting it on the performance template.

Employees and Managers are required to manage the feedback task for each performance review.

The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance.

Workers who create their own goals from the published goal can delete the goal.

Workers can cancel the goal before they start working on it.

Workers who are assigned the goal can delete the goal.

Worker goals created from the published goal are automatically aligned to the published goal.

If the organization owner deletes the goal, the corresponding worker goals will be deleted.

Workers can remove the alignment to the organization goal.

The Facilitator should update the Meeting Date to a past date (date earlier that the system date).

The Facilitator should update the Data Submission deadline to a past date (date earlierthat the system date).

The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data.

The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduledon a future date.

The Goals section can be weighted but not rated.

The Overall Summary section canbe rated but not weighted.

The Manager Final Feedback section can be rated and weighted.

The Worker Final Feedback section can be rated and weighted.

The Profile Content section can be both rated and weighted.

two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss

five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review

three; HR Specialist final feedback along with rating, overall summary region, and profile content to rateworkers’ risk of loss

four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences