The control of the document remains with the approver until the performance document is shared.

The control of the document comes to the worker.

The control of the document comes to the worker’s Line Manager.

The control of the document is open and whoever opens and saves the document first, the document is locked for thatrole.

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.

Rating an item can be made mandatory.

The Instance Qualifier for the update will be “Supervisor”.

The Job (Model) Profile for the worker can also be updated.

The Instance Qualifier for the update will be “Reviewer ID”

In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.

Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.

Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.

Configure the performance document sections to include rewards and promotions.

Only data from four meetings can be included in the talent review meeting.

Data from previous meetings can never be included in a current meeting.

Only data from one meeting can be included in the talent review meeting.

Only data fromtwo meetings can be included in the talent review meeting.