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| Section | Weight | Objectives |
|---|---|---|
| 360 Degree Reviews | 11-20% | - Review template configuration - Feedback collection and reporting - Participant selection and routing |
| Job Architecture & Attributes | 10% | - Role and competency mapping - Job profile configuration |
| Performance Rating & Permissions | 10% | - Rating scales and calculation rules - Role-based permissions for ratings - Override and visibility settings |
| Performance Management Configuration | 10% | - Process setup and activation - Workflow and routing basics - Permissions and role-based access |
| Goal Management | 11-20% | - Goal status and editing permissions - Goal plan creation and configuration - Goal library and categories - Goal alignment and cascade |
| Continuous Performance Management (CPM) | 10% | - Feedback and coaching tools - Integration with performance forms - Check-in setup and configuration |
| Form Templates | 11-20% | - Template creation and versioning - Custom elements and rules - Sections and fields configuration |
| Calibration | 10% | - Calibration session setup - Data views and permissions - Approval and post-calibration updates |
| Route Maps | 10% | - Route map creation and configuration - Workflow transitions and notifications - Step types and roles |
1. What e-mail template can be used with 360 multi-rater reviews to generate an e-mail notifications? (1 Answer)
A) 360 default raters notification
B) 360 minimum raters warning notifications
C) 360 rollup category notification
D) What e-mail template can be used with 360 multi-rater reviews to generate an e-mail notifications?
2. Competencies were mapped to job roles in the system. However when a performance form was launched the competencies did NOT display in the job form. (1 Answer)
A) The category-filter-opt atribute in the competency section was NOT especified
B) The competency GUID instead of the competency ID was used whe configuring the competency section
C) The job role is NOT mapped with the exact job code as it appears in the employee data file
D) The auto-sync option in the competency section was not enabled
3. What is enabled when you configure the send back button?. (1 Answer)
A) Forms can be routed by any system user for feedback
B) Administrators can route the form
C) Users can reject the form in the signature step and send it back to be edited
D) Forms can be routed to the previous step in the route map
4. You want to extract the entire compensation from SuccessFactors and import it to your own Human Resource Information System (HRIS). Which report must you run to capture compensation data from your current compensation plan?
Please choose the correct answer.
Response:
A) Spreadsheet report
B) Budget roll-up report
C) Aggregate export report
D) Compensation adjustment report
5. What are the links between Goal Management and Continuous Performance Management?
There are 2 correct answers to this question.
A) Continuous Performance Management Achievements can be accessed from the Goal Plan.
B) Goals can be linked to Activities in Continuous Performance Management.
C) Goals can be linked to Other Topics in Continuous Performance Management.
D) Continuous Performance Management Coaching can be displayed in the Goal Plan.
Solutions:
| Question # 1 Answer: D | Question # 2 Answer: C | Question # 3 Answer: D | Question # 4 Answer: C | Question # 5 Answer: A,B |
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