C_THR82_2111-SAP SuccessFactors Performance and Goal Management 2H/2021 Interview Questions

The C_THR82_2111 – SAP SuccessFactors Performance and Goal Management 2H/2021 Exam has been created to approve the central abilities and information on the competitor in the space of the SAP SuccessFactors Performance and Goal Management application.

Abilities Acquired in the C_THR82_2111 – SAP Certified Application Associate test evaluate that the competitor has a major and exhaustive comprehension to work in an expert profile to give an industry arrangement.
The test assesses the ability to execute information for all intents and purposes in projects under the direction of an accomplished specialist.

Advanced Interview Questions

What are the key features of the SAP SuccessFactors Performance and Goals module?

The key features of the SAP SuccessFactors Performance and Goals module are:

1. Performance appraisals and evaluations
2. Employee goal setting and tracking
3. Performance calibration
4. Development plan creation and tracking
5. Continuous feedback and performance monitoring
6. Integration with other SuccessFactors modules such as Succession and Development, Recruiting, and Learning
7. Reporting and analytics
8. User-friendly interface.

How does the SAP SuccessFactors Performance and Goals module integrate with other SuccessFactors modules?

The SAP SuccessFactors Performance and Goals module integrates with several other SuccessFactors modules to provide a comprehensive performance management solution. Some of the key integrations are:

1. Succession and Development: The performance data from the Goals and Performance module can be used in succession planning and development discussions to identify high-performing employees and create development plans.
2. Recruiting: The performance data can be used during the recruitment process to identify high-performing employees for internal promotions or other job opportunities.
3. Learning: The Goals and Performance module can be integrated with the Learning module to provide a comprehensive view of employee development and training needs.
4. Compensation: The performance data from the Goals and Performance module can be used to inform compensation decisions, such as bonuses and salary increases.
5. Time and Attendance: The Goals and Performance module can be integrated with the Time and Attendance module to provide a complete view of employee performance and attendance data.

These integrations help to provide a more comprehensive and integrated performance management solution for organizations, allowing them to make informed decisions about employee performance and development.

Can you walk us through the process of setting up performance evaluations in SuccessFactors?

Setting up performance evaluations in SAP SuccessFactors involves the following steps:

1. Define Evaluation Templates: Create templates for different job roles or departments, which include sections for evaluating different aspects of performance, such as job knowledge, communication skills, and teamwork.
2. Set Evaluation Schedule: Determine the frequency of evaluations, such as annually, semi-annually or quarterly, and the date ranges for each cycle.
3. Assign Evaluators: Determine who will evaluate each employee, such as their direct manager, HR, or a peer, and assign the evaluators for each employee.
4. Configure Goals: Set up goals for each employee, including individual and organizational goals, and assign them to the relevant evaluation templates.
5. Send Evaluations to Employees: Notify employees when their evaluations are ready and provide them with an opportunity to provide input and feedback on their performance.
6. Evaluate Performance: Evaluators complete the evaluations, provide ratings and comments, and submit the evaluations.
7. Review Evaluations: HR or managers review the evaluations, provide feedback and approve the evaluations.
8. Close Evaluations: After the evaluations have been approved, the cycle is closed, and the results are archived for future reference.

By following these steps, organizations can effectively set up and run performance evaluations in SAP SuccessFactors, ensuring that the process is consistent, fair, and provides valuable insights into employee performance.

How does SuccessFactors handle performance calibration sessions and what role does it play in the performance evaluation process?

SAP SuccessFactors handles performance calibration sessions through the following steps:

1. Preparation: Managers or HR prepare for the calibration session by reviewing employee evaluations and determining the appropriate ratings and scores.
2. Group Session: Managers or HR conduct a group session where they discuss and agree on the ratings and scores for each employee.
3. Finalize Ratings: Based on the results of the calibration session, final ratings and scores are agreed upon and recorded in the system.

The role of performance calibration sessions in the performance evaluation process is to ensure that evaluations are consistent and fair across an organization. By bringing together managers and HR, the calibration session helps to ensure that evaluations are based on a common understanding of performance expectations and standards.

Additionally, calibration sessions help to identify any potential biases in the evaluation process and ensure that evaluations are objective and based on consistent criteria.

Overall, performance calibration sessions play an important role in ensuring that the performance evaluation process is fair, consistent, and provides accurate and valuable insights into employee performance.

How does the SuccessFactors Goals module support the overall performance management process?

The SAP SuccessFactors Goals module supports the overall performance management process in the following ways:

1. Setting Goals: The Goals module provides a platform for employees and managers to set and track goals, which align with organizational objectives and support employee development.
2. Tracking Progress: The Goals module provides real-time tracking of goal progress and enables employees and managers to track and monitor progress against goals.
3. Performance Integration: The Goals module integrates with the Performance module, allowing performance evaluations to be linked to goal progress and providing a more comprehensive view of employee performance.
4. Development Planning: The Goals module enables the creation of development plans to support employees in achieving their goals and achieving their full potential.
5. Continuous Feedback: The Goals module provides a platform for continuous feedback, allowing employees and managers to regularly discuss goal progress and identify any areas for improvement.
6. Reporting and Analytics: The Goals module provides reporting and analytics capabilities to help organizations understand goal attainment, employee development, and performance trends.

Overall, the Goals module is an essential component of the SAP SuccessFactors performance management solution, providing a platform for goal setting, tracking, and continuous feedback, which supports employee development and drives organizational performance.

Can you give an example of how a company might use the SuccessFactors development plan feature to support employee career growth?

Yes, a company can use the development plan feature in SAP SuccessFactors to support employee career growth in the following way:

1. Career Assessment: The company can use the development plan feature to conduct a career assessment for each employee, to understand their strengths, interests, and areas for development.
2. Career Goals: Based on the results of the career assessment, employees can set career goals and development plans, which align with their career aspirations and the company’s business needs.
3. Skill Development: The development plan feature can be used to identify specific skills and competencies that employees need to develop to achieve their career goals, and provide a roadmap for skill development.
4. Training and Development Opportunities: The development plan can include training and development opportunities, such as on-the-job training, workshops, and conferences, to support employees in achieving their career goals.
5. Performance Integration: The development plan can be linked to the employee’s performance evaluations, providing a comprehensive view of their performance and development progress.
6. Continuous Feedback: Employees can receive regular feedback on their development progress and make adjustments to their development plans as needed.

By using the development plan feature in SAP SuccessFactors, companies can support employees in their career growth and development, while also ensuring that the company has the necessary skills and capabilities to meet its business needs. This can result in improved employee engagement, higher retention, and a more skilled and capable workforce.

How does SuccessFactors handle the confidentiality and security of employee performance information?

SAP SuccessFactors handles the confidentiality and security of employee performance information through a combination of technical and organizational measures:

1. User Access Control: SuccessFactors uses role-based access control to determine who can access performance information, ensuring that only authorized individuals have access to sensitive information.
2. Data Encryption: SuccessFactors uses encryption technologies to protect data in transit and at rest, ensuring that sensitive performance information is protected from unauthorized access.
3. Data Backup and Recovery: SuccessFactors implements backup and recovery processes to ensure that data is protected against loss or corruption, and to ensure that data can be recovered in the event of a system failure.
4. Compliance with Regulations: SuccessFactors complies with relevant data protection regulations, such as GDPR and HIPAA, to ensure that employee performance information is protected and managed in accordance with legal requirements.
5. Organizational Policies: SuccessFactors encourages its customers to implement organizational policies and procedures to govern the use and management of employee performance information, to ensure that sensitive information is protected and managed appropriately.

Overall, SuccessFactors takes the confidentiality and security of employee performance information seriously, and implements a range of technical and organizational measures to ensure that sensitive information is protected from unauthorized access and protected against loss or corruption.

How does SuccessFactors support continuous performance management and provide ongoing feedback to employees?

SAP SuccessFactors supports continuous performance management and provides ongoing feedback to employees in the following ways:

1. Real-time Tracking: SuccessFactors provides real-time tracking of performance, allowing employees and managers to see progress against goals and objectives, and receive regular feedback.
2. Continuous Feedback: SuccessFactors provides a platform for continuous feedback, allowing employees and managers to engage in regular performance discussions and provide constructive feedback on areas for improvement.
3. Goal Alignment: SuccessFactors enables employees and managers to align goals, ensuring that individual goals are aligned with organizational objectives, and supporting continuous performance improvement.
4. Performance Review Templates: SuccessFactors provides performance review templates, which can be customized to support ongoing feedback and continuous performance management.
5. Development Planning: SuccessFactors provides a development planning feature, which supports continuous performance improvement by identifying areas for development and providing a roadmap for skill development.
6. Performance Analytics: SuccessFactors provides performance analytics and reporting capabilities, allowing organizations to understand performance trends, and identify areas for improvement.

Overall, SuccessFactors supports continuous performance management by providing a platform for real-time tracking, continuous feedback, goal alignment, and development planning, which supports ongoing performance improvement and employee engagement.

Can you talk about any recent updates or enhancements to the SuccessFactors Performance and Goals module?

Some of the Important PMGM announcements include –

1. Manager Template Permission for Creating Calibration Sessions

We can now specify which calibration templates managers can access when they create calibration sessions with the new role-based permissions. On calibration templates, we can use more comprehensive access control.

• Configuration Type: Universal.

2. Create and Edit Goals in Non-Goal Management Modules

• In several non-Goal Management modules, you can now try out the latest Goal Management experience to create and edit goals through an embedded dialog.
• When you create or edit a goal in the following modules, you’ll be prompted with a dialog with brand new UIs offered by the latest Goal Management:

1. Career Development
2. Continuous Performance Management
3. Multirater
4. People Profile
5. Performance Management
6. Succession

• SAP has built this enhancement to offer more interactive and easy-to-use goal operating UIs. This way, you can engage with your goals flexibly and efficiently in non-Goal Management modules.
• Configuration Type: Admin Opt-in
• For Rules in creating and editing goals in these modules follow what the latest Goal Management has defined. Click here

3. Enhancement to Guidelines Enforcement

Guidelines can be applied to a session to encourage users to align to a recommended distribution. Guidelines are optional, but if you choose to use guidelines, you must set a distribution/distribution range applied to an individual rating or a group of ratings.

Guideline enforcement is now supported in three more guideline scenarios:

1. More than one rating is included in a guideline. You define the guideline with a rating group. For example, the total number of subjects with outstanding performance and those with good performance (Combined) should be 30% (Outstanding + Good = 30%).

2. An operator other than “=” is configured in a guideline. You define the guideline with a rating range. For example, the number of subjects with outstanding performance should be between 5% and 10% (Outstanding is between 5% and 10%).

3. Not all ratings have a guideline. For example, there’s a 10% guideline for subjects with outstanding performance, but there’s no guideline defined for other ratings.

There’s no limitation that the total distribution must be 100% if any of the following conditions are met:

• More than one rating is included in a guideline.
• An operator other than = is configured in a guideline.
• A rating appears more than once in multiple guidelines.
• Not all ratings are configured in all guidelines.

Guidelines can be applied to a session to encourage users to align to a recommended distribution. Guidelines are optional, but if you choose to use guidelines, you must set a distribution or a distribution range applied to an individual rating or a group of ratings. A guideline can include an individual rating or a group of ratings. In a guideline, you can use more operators besides =, such as <, <=, >, >=, and is between.

The total distribution must be exactly 100% in the following case where each guideline includes an individual rating with the operator =:

If you choose to use guidelines, you can see them in the Dashboard view, Bin view, and Executive Review view.

This enhancement only applies to finalizing sessions individually. Guideline enforcement in finalizing multiple sessions will be enhanced in a future release.

SAP built this enhancement to ensure a consistent system behavior of enforcing distribution guidelines in all calibration sessions.

4. Replacement of Continuous Performance Management Legacy Version with the Continuous Performance Management Latest Version

How do you ensure data accuracy and ensure that the performance evaluation process is consistent and fair for all employees?

SAP SuccessFactors provides several features to ensure data accuracy and consistency in the performance evaluation process:

1. Performance Management Process: SuccessFactors provides a configurable performance management process, allowing organizations to define and enforce consistent evaluation criteria and processes for all employees.
2. Performance Calibration: SuccessFactors provides performance calibration sessions, allowing managers to align their ratings and assessments, and ensure consistency in the evaluation process.
3. Compliance and Auditing: SuccessFactors provides compliance and auditing features, allowing organizations to track and monitor the performance evaluation process, ensuring that evaluations are conducted consistently and fairly for all employees.
4. Goal Alignment: SuccessFactors provides goal alignment features, ensuring that individual goals are aligned with organizational objectives, and reducing the potential for inconsistencies in the evaluation process.
5. Role-Based Access: SuccessFactors provides role-based access, allowing organizations to control access to performance information, and ensuring the confidentiality and security of employee data.
6. Real-time Tracking: SuccessFactors provides real-time tracking of performance, allowing employees and managers to see progress against goals and objectives, and receive regular feedback, which supports continuous performance improvement and fairness in the evaluation process.

Overall, SuccessFactors provides a configurable performance management process, performance calibration sessions, compliance and auditing features, goal alignment, role-based access, and real-time tracking, which ensure data accuracy, consistency, and fairness in the performance evaluation process.

Basic Interview Questions

1.) What is the different PLM programming accessible?

Respond to: Some of the significant programming are Teamcenter, Enovia, Windchill, Creo, Aras, Arena PLM, Agile PLM, SAP PLM, Sharp PLM.

Important advantages of PLM

• Further developed process duration
• Less adjust and diminished space for mistakes
• Better utilization of assets
• Expanded efficiency
• Improved Quality of item
• Better plan honesty
• Better investigation

2.) What kind of proof can be anticipated in getting to progress factors?

Analyzing the most recent year and picking the most appropriate one which depicts the achievement factors emphatically.

3.) Assuming Success Factors are significant – how would you pick the right ones?

Use the work investigation data and exhortation from your HRO and different chiefs with similar jobs to decide the 3-5 center achievement factors. It will become more straightforward with training.

4.) I’m attempting to record a video or transfer content to SAP Jam or potentially SuccessFactors LMS, however, it would work?

Sometimes clients of SAP Jam (either as a Social arrangement or as a component of our Learning Management System) see a message that says “You’ve arrived at your document stockpiling limit.” If this is the situation, your organization should contact SuccessFactors to determine the issue. For this or some other issue connected with SAP Jam, if it’s not too much trouble, contact the people inside your organization with admittance to the Support Portal.

5.) What kind of design is done in the country-explicit progression information model?

The country-explicit progression information model is designed by address designs, country-explicit fields, and by every one of the worldwide norms.

6.) What might say are the shaky areas of Employee Central?

There are a few elements that I accept to have the potential for development and can additionally upgrade the worth of Employee Central. The first is when Foundation Object information changes (for instance, the top of an office changes), the information should spread all the more flawlessly to the representative Job Information record. The other primary area of progress that I have previously referenced is information imports. The vehicle system from the Test occurrence to the Production occasion has seen upgrades, however, it should be additionally improved as that will fundamentally affect the execution timetable.

7.) What Is Defined In The Country – explicit Corporate Data Model?

In here establishment objects fields for a different nation are characterized.

8.) A solicitation or guidance to Purchasing to secure an amount of material or administration so what is accessible at one point on schedule?

Purchase Requisition is used to secure an amount of material or administration so what is accessible at one point on the schedule.

9.) Imagine a scenario where The Employee Doesn’t Agree With The Success Factors That Their Manager Has Chosen.

The chief purpose of the work investigation data is to decide the Success Factor for the job related to conversations with the person. In any case, it is eventually the administrator’s choice.

10.) What is Preventive and prescient upkeep?

It Allows upkeep to be completed at foreordained stretches, or to other endorsed measures.

11.) Make sense of Automatic reports transporting?

Ensures the consistency of data traded among business and natural, wellbeing, and security processes with robotized delivery of material wellbeing information sheets. Current information is in a split second accessible, excess information support is stayed away from, and reports are transported in the individual language of the beneficiary country.

12.) How would Employee Central be able to be Integrated with Successfactors Products?

With the assistance of HRIS sync by SuccessFactors Products, Employee focal can be Integrated Internally.

13.) On the off chance that you could offer one piece of key guidance to a going client to carry out Employee Central, what might it be?

My one vital suggestion to clients is to use the Employee Central execution as an open door to rethinking the manners in which they carry on with work. The way that the arrangement is so adaptable and coordinated is a road for associations to embrace the item plan to incorporate an answer that transforms them into a lithe association and thus more qualified to flourish in a cutthroat scene.
Frequently numerous clients don’t have forward-looking or smoothed-out business cycles and miss the mark on generally and distinct system for center HR and Talent arrangements. It assists with getting an early advantage on that hierarchical technique as then accomplishing a high ROI is generally simple. It is additionally vital to recognize your bosses of the cloud from the get-go inside the association as these are the people that will drive the reception of the recently carried out programming working pair with your execution accomplice.
Representative Central is a superb reason to change the way that HR and the business have been working and move from conditional to vital coordinated HCM.

14.) What is implied by DTD?

It is an information model characterized by the Document type definition.
My view is to develop a profoundly brought together hr in the cloud. An exceptionally bound together HR is the fundamental individual to expand the business results of the association.

15.) Do they apply to scholarly staff?

yes! somewhat, there is a similar sort of system for vital pioneers and as well concerning analysts which rely upon progress factors. The thought is to have a likeness to every one of the gatherings in the college.

16.) Could we ‘dispose’ of individuals by utilizing achievement factors?

No, this isn’t the motivation behind why they are created. They are utilized to develop people, regardless of on the off chance that the ways of behaving are obligatory for the gig there will be no turn of events and it very well may be an exhibition issue.

17.) What is the situation in the event that the worker disagrees on the achievement factors that are given by his administrator?

The administrator keeps the work data and examination to assess the achievement factors related to conversations of the person. At last, it relies upon the supervisor’s choice

18.) What is available in the Succession information model?

All the records of the worker are available in the progression information model. This kind of progression information model builds the fields both internal(information connected with business) and external(personal data of representative) works.

19.) What sort of help would one be able to have by progress factors?

Supervisors can get preparing. By utilizing its appropriate direction and documentation will likewise be available on the HR site, all the colleagues of HR can give counsel.

20.) Will the appraisal of progress factors take a lot of time?

Right away, an appraisal can take time as it is another interaction since we are dealing with new ideas that can bring benefits.

21.) Consider the possibility that the Success Factor for a job is what the occupation expects as a specialized result for example conveying for a vocations’ guide?

There might be a ‘specialized’ necessity to do that however achievement factors are about ‘how’ the task is finished/the ways of behaving expected in doing their work.

22.) Enlighten us a piece regarding Employee Central Payroll?

Simply put Employee Central Payroll is an answer that permits you to run finance in the cloud utilizing SAP’s demonstrated and strong finance motor while keeping up with center HR information in Employee Central. The center HR worker information is kept up within Employee Central and reproduced to Employee Central Payroll. A large portion of the finance significant expert information, for example, the Tax data types, Bank Details, and so forth can be kept up within Employee Central through the UI blend screens and are imitated to Employee Central Payroll. When the finance is effectively run the representatives can see the payslip in Employee Central.

23.) What is CN24N?

The CN24N is associated with generally speaking organization planning exchanges with chosen choices.

24.) Would the decision of the Success Factors be excessively abstract?

There is generally a component of subjectivity in any interaction managing individuals. Be that as it may, Success Factors are objective norms or benchmarks with genuine models.

25.) How much proof in evaluating Success Factors will we be supposed to create?

Look over the past year for models and choose the 2 or 3 which show the Success Factors the most.

26.) Imagine a scenario in which A Person Achieves Most Of The Success Factors Will It Be Beneficial In Getting More Payment/advancement.

The progress of the individual can make sense of the gig execution, ways of behaving around then it very well may be utilized in an employment form or the installment survey.

27.) I’m a task up-and-comer who went after a job at an organization whose site says “Controlled by SuccessFactors” or “Fueled by Jobs2Web”. How would I get specialized help or pose inquiries about my application?

You went after a position at an organization that utilizes SuccessFactors’ Recruiting Marketing item (previously known as Jobs2Web) to have its vocation webpage. Kindly immediately any inquiries or backing solicitations to the organization to which you applied.

28.) How Do You Integrate Employee Central Externally With Other Products?

There is a cloud-based combination stage accessible for outer reconciliation.

29.) Who are the people inside my organization who approach the Support Portal and can connect with Support?

As a rule, these clients are inside your organization’s HR office and they are liable for managing SuccessFactors programming. This individual controls admittance to SuccessFactors information inside your organization and can reset usernames and passwords, reestablish locked accounts, and fill different roles.

30.) For what reason are there three levels inside the system?

They depict a scope of various sorts of conduct that are pertinent to the scope of various work jobs. In any case, the levels are not progressive.

31.) What are the key highlights might you want to see added to Employee Central?

It is exceptionally invigorating to share that a couple of elements like the lattice relationship on positions and the manual assignment of work processes were at the highest point of my highlights list of things to get and they have been delivered in the most recent 1402 delivery. I’m occupied with executing the two of them at a client and I will keep the local area refreshed on my discoveries. A portion of different highlights that I would like I likewise know is on the guide, including Concurrent Employment and overseeing and producing archives, (for example, making post-employment survey letters or transferring and putting away reports expected for overseeing workers on Global Assignment).

32.) Is it true that they will apply to scholarly staff also?

There is a comparative system for Strategic Leaders Framework and one for scientists that have been founded on Success Factors. The thought going ahead is to have something almost identical for all staff bunches in the college.

33.) What Does The Succession Data Model Contain?

Employee Records are contained in the Succession Data Model. The progression information mode arranges the fields that will show up in the Employee’s Personal Information (outside of work) Employment Information.

34.) What Is Configured In The Country – explicit Succession Data Model?

Address designs, country-explicit fields, and global norms are set in the nation spe, progression information model.

35.) What Does The Corporate Data Model Define?

Foundation Objects and their connections are characterized in the corporate information Model. Establishment, Objects are additionally called Foundation Tables. They incorporate Organization, Job, and Pay.

36.) What’s so unique about Employee Central versus SAP HCM. The fact that appeals to clients makes what the offer?

That’s my #1 inquiry and one I have been noting as often as possible for clients. Allow me to respond to this inquiry according to the 3 points of view that I consider being significant and useful for the client:
Simple to-utilize information structures

37.) Is it too emotional to even think about picking the achievement factors?

Success factors are instances of genuine principles as well as benchmarks with subjectivity in every one of the components managing individuals.

38.) What is DTD?

Archive Type Definition of the information model

My vision is to assemble a genuinely coordinated HR in the cloud. A genuinely coordinated HR is the key empowering influence for associations to amplify their business results.

39.) Are the levels connected to work grades?

No. Since somebody is on a specific work grade, it doesn’t preclude any of the levels. Be that as it may, assuming a task is more senior you would hope to see a greater amount of the college level ways of behaving.

40.) What other two information models are utilized?

Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model.

41.) When a Success Factor has been decided for a job would it be able to be changed?

Yes; it relies upon the necessities/requirements of the job anytime. It is liquid and consequently may change year to year.

42.) Where do you make affiliations?

Corporate Data Model and item definition apparatus.

43.) As of late empowered German for your client’s occurrence. how do you check?

Log in to the occurrence, Proxy in as a client and Options menu, and change language to German.

44.) Your site didn’t request my organization ID previously, yet presently it does. Why?

The SuccessFactors login page shows up in one of two potential configurations: one that requests a Company ID and one that doesn’t. Whenever asked, you are expected to supply a Company ID to get to the framework. On the off chance that you are not requested a Company ID on the login page, this is on the grounds that the Company ID was remembered for the connection you used to get to the page. We suggest that you bookmark the page or add it to your program’s Favorites list so you never need to recall your organization ID.

45.) Assuming a Success Factor is changed during the year how do you have any idea about what you will be looked into against at the following PDR?

Through discourse/correspondence between the supervisor and the person. The change can likewise be hailed on the PDR structure.

46.) What backing will I have in utilizing the SuccessFactors?

Managers will get preparing; Success Factor documentation and direction on its utilization will be accessible on the HR site; individuals from the HR group will actually want to give exhortation.

47.) Where does the creation arrange use?

The creation request is utilized in discrete assembling.

48.) What is organization code?

The organization code is the littlest unit in the organization, it is utilized in the motivation behind addressing a shut framework for cost bookkeeping.

49.) Could the appraisal of SuccessFactors take excessively lengthy?

Initially, making the evaluation might take some time since it is another interaction and we’re managing new ideas yet it is beneficial for the advantages they bring.

50.) Make sense of Environment, wellbeing, and security?

Addresses a scope of climate, wellbeing, and security issues. As well as empowering organizations to oversee risk and follow unofficial laws, SAP PLM coordinates an assortment of climate, wellbeing, and security capacities, including, Product wellbeing, perilous materials the executives, hazardous merchandise the board, modern cleanliness and security the board, word related wellbeing, and waste administration.