Free Oracle 1Z0-1010 Exam Practice Questions & Explanations
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A customer wants the competencies in the annual performance document to be populated automatically from the competencies defined for the worker's job profile, and wants any competency added to that job profile later to appear when new performance documents are created.
Consider this statement: In the performance template's competency section, selecting the option to populate competencies from the worker's job profile means that competencies are copied into the performance document at the time the document is created, so job profile changes made afterwards do not affect already-created documents.
True. When a performance document is created, the competency section populates the content items from the specified source (for example, the worker's job or position profile) at that moment. The items are then a snapshot within the document. Later additions to the job profile are picked up only for documents created afterwards, or by manually adding the competency to an existing document if the template allows workers or managers to add items.
An implementer is configuring a performance document to be used for the annual review. The process must include a worker self-evaluation and a manager evaluation completed at the same time without either party seeing the other's ratings until both are submitted, followed by a meeting and worker acknowledgement.
Which set of performance template sections and process flow settings meets this requirement?
The performance process flow determines which tasks appear and their order. Selecting concurrent evaluation lets the worker and manager evaluate at the same time while keeping each other's ratings hidden until both submit (or until sharing). Share Performance Document, Confirm Review Meeting Held and Worker Provides Final Feedback deliver the meeting and acknowledgement steps.
B is unnecessary duplication. C is wrong: participant feedback is a separate mechanism and is not required to hide self-evaluation ratings. D removes the worker self-evaluation entirely.
During design workshops, a customer states that in their goal-setting process managers must approve any performance goal a worker adds or changes, and that workers must not be able to delete a goal that the manager assigned to them.
Which two configuration choices support these requirements?
A: Goal Management uses BPM approval rules; enabling approval for worker-initiated goal additions/updates routes them to the manager. B: Goal plan setup includes options controlling whether workers can add, edit, align or delete goals, including preventing deletion of manager-assigned or organization-assigned goals.
C would stop all goal setting, not just deletions. D removes managers' ability to administer goal plans and does not enforce approvals. E is wrong: goal type does not control edit rights, and development goals are not performance goals.
An organization publishes an organization goal for the Sales business unit. The HR specialist wants every worker in that business unit to receive the goal in their goal plan, and wants any subsequent change to the goal name or measurements made at the organization level to flow down to those workers.
Which action should the HR specialist take?
Organization goals are assigned to a population (for example, by business unit) and the assignment can be maintained so that edits to the source organization goal are propagated to the copies in workers' goal plans. That satisfies both requirements.
B and C create independent worker goals with no link back to the source, so later edits are not cascaded. D is wrong: adding a goal to the library only makes it available for selection; it does not assign or update goals.
A customer wants line managers to be able to view a succession plan candidate's performance ratings and goal progress directly from the succession plan, without navigating to Performance Management. The implementation team has enabled the Talent Profile and performance integration for succession plans.
Which statement correctly describes how Succession Management integrates with other talent modules?
Succession Management reads talent ratings (performance, potential, risk of loss, impact of loss) that originate from talent reviews and completed performance documents, plus profile content such as competencies and job requirements. These appear in the candidate details and person spotlight so managers do not have to leave the plan.
B is wrong: adding a candidate never creates a performance document. C is wrong: development goals are optional and unrelated to displaying performance data. D is wrong: readiness is manually selected by the plan owner (for example, Ready Now, Ready in 1-2 Years).