To have the Goals and Competencies sections of the performance template populated based on the Job assigned to a worker, which two options should you use?

To have the Goals and Competencies sections of the performance template populated based on the Job assigned to a worker, which two options should you use?

• A. Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile; Use Employee's Goals in the Goals section.
• B. Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document; In the Goals section, choose Use Employee's Goals.
• C. Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile; Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document. In the Goals section, choose Use Employee's Goals.
• D. Populate the Job profile with Job-specific Competencies; In the Competencies setup, choose Use Specific Profile and select Job profile; Create an eligibility profile based on worker Job; In the Goals section, choose Use Employee's Goals.

Answer: (C)

The key idea is to tie both competencies and goals directly to the worker’s job before the performance document is created, so the template automatically fills with job-relevant content. For competencies, you want the template to pull from a specific profile that uses the Job profile as its source. This ensures only job-specific competencies appear in the performance template. For goals, you need to ensure the employee actually has goals aligned to their job before the document is created. This is done by creating an eligibility profile based on the worker’s job and running the Mass Assign process to populate the employee’s goals beforehand. Then, in the Goals section of the template, selecting Use Employee’s Goals will pull in those pre-assigned goals. This combination—using the Job profile for competencies and pre-populating the employee’s goals via an eligibility profile with Mass Assign, followed by Use Employee’s Goals—best ensures the Goals and Competencies sections reflect the worker’s actual job. Other options miss one of these essential steps: they either don’t ensure goals are pre-populated for the employee, or they don’t anchor competencies to the job profile.

The key idea is to tie both competencies and goals directly to the worker’s job before the performance document is created, so the template automatically fills with job-relevant content.

For competencies, you want the template to pull from a specific profile that uses the Job profile as its source. This ensures only job-specific competencies appear in the performance template.

For goals, you need to ensure the employee actually has goals aligned to their job before the document is created. This is done by creating an eligibility profile based on the worker’s job and running the Mass Assign process to populate the employee’s goals beforehand. Then, in the Goals section of the template, selecting Use Employee’s Goals will pull in those pre-assigned goals.

This combination—using the Job profile for competencies and pre-populating the employee’s goals via an eligibility profile with Mass Assign, followed by Use Employee’s Goals—best ensures the Goals and Competencies sections reflect the worker’s actual job.

Other options miss one of these essential steps: they either don’t ensure goals are pre-populated for the employee, or they don’t anchor competencies to the job profile.