Your customer wants to change the Status that should determine whether a goal is completed and update the logic for existing engagement cards on the Home Page. Which steps do you need to take in Manage Templates to achieve this requirement?
Note: There are 2correct answers to this question.
A. Set the new status to trigger goal completion.
B. Set the new status as the default field value to achieve the goal.
C. Select the Refresh button once you set the new status to achieve the goal.
D. Select the Convert button once you set the new status to achieve the goal.
Explanation:
To change the status that determines goal completion and update existing engagement cards, the administrator must modify the goal plan template.
A. Set the new status to trigger goal completion.
This is correct because the system requires explicit configuration to recognize which status value represents a completed state. In the goal plan template, you must designate the specific status (e.g., "Completed" or "Achieved") that will trigger the goal to be marked as finished for reporting, routing, and home page cards.
C. Select the Refresh button once you set the new status to achieve the goal.
This is correct because changing the status logic in the template does not automatically apply to existing goals. The Refresh button (or equivalent sync function) must be selected to propagate the updated completion logic to existing engagement cards and in-progress goals on the Home Page.
Why the other options are incorrect:
B. Set the new status as the default field value to achieve the goal.
This is incorrect. The default status (e.g., "Draft" or "Not Started") is the value automatically assigned when a new goal is created. It is unrelated to defining which status signifies completion.
D. Select the Convert button once you set the new status to achieve the goal.
This is incorrect. The Convert function is used for changing a template's structural type (e.g., converting a basic plan to an extended one), not for refreshing status logic on existing data.
References:
SAP SuccessFactors Goal Planning Administration Guide (Managing Statuses)
SAP Community: "How to update goal status on existing goals after template change"
You are planning to use rating-opt="1" for one of your competency sections, which means that everyone shares one rating box for each item, except for the employee who has a private self- assessment rating box. Which of the following fields should you consider when defining field permissions for this section? Note: There are 2correct answers to this question.
A. item-rating
B. subject-item-rating
C. item-cmt-rating
D. user-item-cmt-rating
Explanation:
When using rating-opt="l", the section displays one shared rating box for all reviewers plus a separate private rating box for the employee's self-assessment. Field permissions must be configured accordingly.
A. item-rating.
This is correct. The item-rating field represents the single, shared rating box used by managers, peers, and other reviewers. Permissions for this field control who can view and enter the shared rating.
C. item-cmt-rating.
This is correct. The item-cmt-rating field represents the employee's private self-assessment rating box. Permissions must be set to ensure this rating remains visible only to the employee and optionally the manager, while being hidden from other participants.
Why the other options are incorrect:
B. subject-item-rating.
This is incorrect. This is not a valid field name in the context of rating options. The standard field for the subject's (employee's) rating is item-cmt-rating, not subject-item-rating.
D. user-item-cmt-rating.
This is incorrect. While similar in naming, this is not the standard field used for the private self-assessment rating box. The correct field for the employee's private rating is item-cmt-rating.
References:
SAP SuccessFactors Performance Management Configuration Guide (Field Permissions)
SAP Community: "Understanding rating-opt values in competency sections"
How can you set up rating scales in your performance form template? Note: There are 2correct answers to this question.
A. You can assign more than one rating scale to your ratable sections.
B. You can set a rating scale in a custom section.
C. You can change the rating scale on live forms.
D. You can set a main rating scale from General Settings.
Explanation:
When setting up rating scales in a performance form template, administrators have specific configuration options available.
A. You can assign more than one rating scale to your ratable sections.
This is correct. A single form template can use multiple rating scales. For example, competency sections can use one scale while goal sections use a different scale. The configuration allows setting a main scale at the template level and overriding it with different scales per section as needed .
D. You can set a main rating scale from General Settings.
This is correct. The General Settings section of the form template includes an option to set the main rating scale for the entire template. This scale applies to all ratable sections by default unless specifically overridden at the section level .
Why the other options are incorrect:
B. You can set a rating scale in a custom section.
This is incorrect. Rating scales can only be configured in standard ratable sections such as Competency sections, Goal sections, and Summary sections. Custom sections are designed for displaying additional information (text fields, picklists, dates) and do not support rating scale configuration.
C. You can change the rating scale on live forms.
This is incorrect. Due to data protection and security policies, SAP does not support XML or code changes to forms that have already been launched. Any changes to rating scales must be made at the template level and will apply only to newly created forms, not to in-progress live forms .
References:
SAP KBA 2078782 - Ratings: Set Main Rating Scale and Scale Per Sections
SAP KBA 2250186 - XML Software Change Requests (changes to live forms not supported)
AltaFlux Blog - Self Service Tips for SAP SuccessFactors Performance Management
Which of the following are possible in the Ask for Feedback feature? Note: There are 2correct answers to this question.
A. Ask for Feedback is a global setting that CANNOT be disabled at the form template level.
B. Ask for Feedback responses in Team Overview are always visible to both the manager and the matrix manager.
C. The Ask for Feedback system label button can be customized from Text Replacement.
D. Ask for Feedback responses can be displayed in the Supporting Information pod in the performance form.
Explanation:
C. Customizing Labels:
Like many standard buttons in SuccessFactors, the "Ask for Feedback" button label is a system string. If a company prefers to call it "Request Peer Input" or "Get Feedback," administrators can change this globally or by locale via Admin Center > Text Replacement.
D. Supporting Information Pod:
This is a crucial functional detail. Once feedback is received, it doesn't just sit in the Team Overview; it can be pulled directly into the performance form itself via the Supporting Information pod (usually located on the right side of the form). This allows the manager to view the feedback side-by-side with the rating sections.
Why the other options are incorrect:
A. Global Setting vs. Template Level:
This is incorrect because "Ask for Feedback" can be enabled or disabled at the individual form template level. You control this in Admin Center > Form Template Settings by checking or unchecking "Disable Ask for Feedback."
B. Team Overview Visibility:
This is a common "trick" question. Visibility in the Team Overview is not automatic for all manager types. While the direct manager typically sees it, the Matrix Manager's ability to see these responses depends specifically on their Role-Based Permissions (RBP) and whether the "Matrix Manager" role is specifically granted access to that form's Team Overview. It is not an "always visible" global rule.
References
SAP SuccessFactors Performance and Goals Implementation Guide: See the section on "Ask for Feedback" under the "Team Overview" chapter.
Which of the following are considerations when you are converting legacy templates to the latest version? Note: There are 2Answer:s to thisQUESTION NO:.
A. Any existing Group Goal data from the legacy template will be retained.
B. The start and due dates of the goal must fall within the and dates.
C. The background style for the status field is supported in both RGB and HEX.
D. Textarea fields, such as metric or comments, will have a max-length set of 4000 characters.
Explanation:
A. Group Goal Data Retention:
When you upgrade a Goal Plan template to the Latest Goal Management version, the underlying data remains consistent. If you have active Group Goals 2.0 or standard Group Goals assigned to employees, that data is preserved and will still be visible/manageable in the new UI, provided the fields are mapped correctly in the XML.
D. Max-length Constraints:
In the Latest Goal Management, there is a technical standardization for textarea fields (like description, milestones, or comments). These fields now enforce a 4000-character limit. During conversion, if your legacy XML had a higher limit or no limit defined, the system will automatically cap it at 4000 to ensure database performance and UI consistency.
Why the other options are incorrect:
B. Start and Due Dates:
This is a distractor. While goal dates usually fall within the Goal Plan start/end dates, the "Latest Goal Management" does not strictly enforce that a specific goal's due date must stay within the plan dates during the conversion process itself. The validation logic remains similar to legacy, but it isn't a unique "consideration for conversion."
C. Background Style (RGB and HEX):
The Latest Goal Management UI has a modernized, streamlined look that actually deprecates many legacy XML styling options. Specifically, custom background colors for status fields (using RGB or HEX codes) are often ignored in the new UI in favor of standard Fiori-based status labels (e.g., "In Progress" appears as a specific blue pill).
References
SAP SuccessFactors Goal Management Implementation Guide: See the section on "Supported and Unsupported Features in Latest Goal Management."
Which of the following are options in the Review Information section of the performance form? Note: There are 2correct answers to this question.
A. Review dates are hard-coded from Form Template Settings.
B. Only fixed dates set at form template level can be made editable in the section.
C. Custom elements can be added.
D. This section type is generally disabled for end users.
Explanation:
The Review Information section is a standard, pre-configured section type in performance forms with specific behavioral characteristics.
A. Review dates are hard-coded from Form Template Settings.
This is correct. The start and end dates displayed in the Review Information section are typically pulled directly from the dates defined in the Form Template Settings. These dates represent the review period and cannot be modified by end users on individual forms .
D. This section type is generally disabled for end users.
This is correct. The Review Information section is designed primarily for display purposes rather than data entry. By default, it is configured as read-only for all participants including employees and managers, showing static information about the review cycle .
Why the other options are incorrect:
B. Only fixed dates set at form template level can be made editable in the section.
This is incorrect. While dates are typically fixed from the template, the statement implies a limitation that doesn't exist. If needed, the section can be configured to allow users to edit the review period dates, overriding the template defaults .
C. Custom elements can be added.
This is incorrect. The Review Information section is a fixed, system-defined section type that displays standard fields (review period, due date, etc.). It does not support adding custom elements like custom fields or picklists, unlike Custom sections .
References:
SAP SuccessFactors Performance Management Implementation Guide (Section Types)
SAP Help Portal: Configuring Performance Form Templates
Which of these options in the Search and Filter Fields tab under Manage Calibration Settings can you control when setting up a Calibration session? Note: There are 2correct answers to this question.
A. You can select Filter fields for the filter function across all views in the Calibration Session.
B. You can select custom filters to be used in people search when you set up a Calibration Session.
C. You can select additional fields to be displayed in the results table, in addition to the default search result fields.
D. You CANNOT select additional fields to be displayed in the results table, in addition to the default search result fields.
Explanation:
In the Search and Filter Fields tab under Manage Calibration Settings, administrators can control specific options that affect how users search for and view employees in a Calibration session.
A. You can select Filter fields for the filter function across all views in the Calibration Session.
This is correct. The Manage Calibration Settings tool allows you to define default filters that apply to the filter function across all views of a calibration session, including Executive Review. This ensures consistent filtering criteria throughout the session .
C. You can select additional fields to be displayed in the results table, in addition to the default search result fields.
This is correct. The settings allow administrators to define which fields are returned by default in the search result table of the people search function, as well as which additional fields can be selected by users during session setup .
Why the other options are incorrect:
B. You can select custom filters to be used in people search when you set up a Calibration Session.
This is incorrect. While custom filters can be added to Calibration, they are not configured in the Search and Filter Fields tab of Manage Calibration Settings. Custom filters must be defined in the Succession Data Model using the
D. You CANNOT select additional fields to be displayed in the results table, in addition to the default search result fields.
This is incorrect because it directly contradicts the functionality described in option C. Administrators can indeed select additional display fields beyond the default search result fields .
References:
SAP Help Portal: Managing Calibration Settings (Filter and Display Field Configuration)
SAP Help Portal: Filter Options (Custom Filter Configuration in Succession Data Model)
What attribute do you insert at the beginning of each label tag to make translations active for that label in the form XML?
A. messageKey=
B. msgKey=
C. messagekey=
D. msgkey=
Explanation:
To make translations active for a label in the performance form XML, you must insert the msgKey attribute at the beginning of each label tag. This attribute enables the form label localization feature, allowing labels to be translated into different languages based on the user's language preference .
A. messageKey=
– Incorrect. This is not the standard attribute name used in SAP SuccessFactors XML configuration.
B. msgKey=
– Correct. This is the exact attribute required for enabling translations, with capital 'K' as shown in official SAP Knowledge Base Articles and implementation guides .
C. messagekey=
– Incorrect. The attribute name is abbreviated as "msg" not "message," and uses proper camelCase.
D. msgkey=
– Incorrect. While this has the correct abbreviation, the 'k' must be capitalized (msgKey) to match the required syntax .
References:
SAP KBA 2504828 - Configuring Labels in Performance Forms (sample XML showing msgKey attribute)
SAP KBA 2087186 - Localizing using Message Keys (msgKey) in Performance Management
SAP Learning Journey: Configuring Translations in Performance Management
Which of the following applies to the Employee Information section?
A. First Name and Last Name CANNOT be removed.
B. Elements CANNOT be reordered.
C. New elements will become visible in the display options in Manage Templates.
D. Custom elements can be included.
Explanation:
A. First Name and Last Name CANNOT be removed.
This is correct. In the Employee Information section, First Name and Last Name are mandatory fields that cannot be removed. When configuring this section through Manage Templates, these fields are selected by default and cannot be deselected .
D. Custom elements can be included. This is correct.
The Employee Information section can display custom elements beyond the standard fields. The table of available fields includes CUSTOM01 through CUSTOM15, allowing organizations to display additional employee data as needed .
Why the other options are incorrect:
B. Elements CANNOT be reordered.
This is incorrect. Elements in the Employee Information section can be reordered, but this must be done by editing the XML template directly. When configuring through Manage Templates, the order cannot be controlled, but XML editing allows manual placement of elements in the desired order with index numbers reinforcing the sequence .
C. New elements will become visible in the display options in Manage Templates.
This is incorrect. When configuring through Manage Templates, the list of available elements is fixed. To add new elements not shown in the display options, or to include all possible elements, you must edit the XML template directly .
References:
SAP Learning: Configuring Basic Standard Sections - Employee Information Section
Which of the following section types can you include in a 360 Review form? Note: There are 2correct answers to this question.
A. Obj/Comp Summary section.
B. Custom section
C. Performance-Potential Summary section
D. Reviewer Info section
Explanation:
When configuring a 360 Review form template, specific section types are available to gather multi-rater feedback. The two correct section types that can be included are Custom sections and the Reviewer Info section.
B. Custom section.
This is correct. Custom sections can be used in 360 Reviews to gather information that is not objective or competency based. They are configured in the same way as Performance Management forms and allow you to collect feedback from raters using custom fields. When you add a section type such as "Mid Year" or "Additional Comments" in Manage Templates, these are actually implemented as custom sections .
D. Reviewer Info section.
This is correct. The Reviewer Info section is a standard section type available in 360 Reviews forms. It is used to display detailed information about reviewers who are providing feedback on the subject . This section helps raters and administrators understand the context of each reviewer's relationship to the employee being evaluated.
Why the other options are incorrect:<
A. Obj/Comp Summary section.
This is incorrect. While the Objective Competency Summary section is commonly used in standard Performance Management forms to generate overall competency and goal scores for reporting and dashboards , it is not listed among the standard sections for 360 Reviews forms. The 360 Reviews module has its own set of section types designed specifically for multi-rater feedback scenarios .
C. Performance-Potential Summary section.
This is incorrect. The Performance-Potential Summary section is designed for standard Performance Management forms to manually assign performance and potential ratings, often displayed in a matrix grid . This section type is not available in 360 Reviews forms, which focus on collecting feedback from multiple raters rather than assigning performance-potential ratings.
References:
SAP Help Portal: Implementing and Managing 360 Reviews - Custom Section
SAP Help Portal: Implementing and Managing 360 Reviews - Configuring 360 Templates Using XML
What action does the following XML code allow a manager to perform from their goal plan?
A. A manager can cascade goals to their manager's goal plan.
B. A manager can cascade goals to all employees in their reporting chain.
C. A manager can cascade a goal from their direct report's goal plan.
D. A manager can cascade goals to all employees in their reporting chain, as long as permission to create goals and access to the goal plan is granted for the target population.
Explanation
In SuccessFactors Goal Management, "Cascading" (also known as Pushing a goal) is governed by two layers of security:
The Action Permission: The XML code defines who can initiate the cascade action (e.g., the Manager role EM).
Target Population & Functional Permissions: Even if the manager has the "Cascade" button, the action will only be successful if the manager also has "Create" permissions for goals on the goal plans of the target employees (their reporting chain). Furthermore, the manager must have Role-Based Permission (RBP) to access the Goal Plan of those specific subordinates.
Why the other options are incorrect:
A. Cascade to manager's plan:
This would be a "Cascade Up" or "Pull" logic, which is rare and uses different permissioning (cascade-pull). Managers typically push goals down the hierarchy.
B. Cascade to all employees (Unrestricted):
This is incorrect because it ignores the secondary requirement of "Create" permissions. If a manager has "Cascade" permission but the XML denies them "Create" permission on a specific sub-level, the cascade will fail.
C. Cascade from direct report's plan:
This describes a "Pull" action from a subordinate to the manager, which is not what the standard cascade-push permission allows.
References
SAP SuccessFactors Goal Management Implementation Guide: See the section on "Goal Selection and Cascading Permissions."
In which of the following circumstances will a facilitator NOT be able to finalize a calibration session? Note: There are 2correct answers to this question.
A. When subjects with comments from the current session are NOT marked as discussed.
B. When rank column is set as required and some subjects are NOT ranked in the Bin view.
C. When distribution guidelines are enforced but NOT met within the calibration session.
D. When any of the views in the session include unrated subjects.
Explanation:
A facilitator cannot finalize a calibration session when specific conditions prevent the system from completing the finalization process.
A. When subjects with comments from the current session are NOT marked as discussed.
This is correct. In calibration sessions, the facilitator must mark subjects as "discussed" before finalization can proceed. If comments exist for subjects and they are not marked as discussed, the system blocks finalization to ensure all feedback has been properly reviewed during the session.
C. When distribution guidelines are enforced but NOT met within the calibration session.
This is correct. If a calibration template has distribution guidelines (percentage-based or numerical) enabled and enforced, the session cannot be finalized until the ratings distribution meets the specified guidelines. The system validates compliance with these guidelines before allowing finalization.
Why the other options are incorrect:
B. When rank column is set as required and some subjects are NOT ranked in the Bin view.
This is incorrect. Ranking in Bin view is typically optional and does not block finalization. While ranking may be used for discussion purposes, it is not a mandatory prerequisite for finalizing a session.
D. When any of the views in the session include unrated subjects.
This is incorrect. Calibration sessions can include unrated subjects, as the purpose of calibration is often to discuss and potentially adjust ratings. Subjects may remain unrated throughout the session without preventing finalization.
References:
Worklogix Blog: SAP SuccessFactors Calibration Part III – Create Calibration Sessions
Worklogix Blog: Highlights of SAP SuccessFactors Calibration for 2H 2024
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