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 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.
• B. 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.
• C. 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.
• D. 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.
• E. 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.

During performance evaluation, if changes are made to a worker's goals on the Goal Management pages, how can the changes be reflected in the performance document?

• A. After the performance document is created, the changes made on the Goal Management pages cannot be synchronized with the performance document and, therefore, must be evaluated outside the system.
• B. Use the "Update goals and competencies" action on the performance document.
• C. The user must manually check for changes made on the Goal Management pages and update the performance document accordingly.
• D. The changes made on the Goal Management pages are automatically reflected in the performance document.
• E. A separate performance document must be created to incorporate the changes made on the Goal Management pages.

Which statement is true regarding questionnaires?

• A. In a questionnaire, you can specify whether to allow respondents to add attachments to the response and you can specify how the responses are presented.
• B. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response.
• C. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you cannot specify how the responses are presented.
• D. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you can specify how the responses are presented.
• E. In a questionnaire, you cannot specify how the responses are presented.

A senior manager with your client wants to see a report that shows how much progress is being made on the goals that support his or her performance goals. How would you satisfy this requirement?

• A. Create a new analytic that shows the goals that are aligned to the manager's organization goals and their status.
• B. Show the manager how to use the Goal Progress Summary analytic on the My Organization Goals page, avoiding a custom report.
• C. Create a new analytic that shows the goals that are aligned to the manager's performance goals and their status.
• D. Show the manager how to use the Goal Alignment Summary analytic on the My Organization Goals page, avoiding a custom report.

Select the correct statement about performance and development goals.

• A. Performance goals are assigned per assignment and development goals are assigned per person.
• B. Both performance goals and development goals can be assigned per assignment and per person.
• C. Both performance goals and development goals are assigned per person.
• D. Performance goals are assigned per person and development goals are assigned per assignment.
• E. Both performance goals and development goals are assigned per assignment.