Which statement is accurate about active or inactive competencies?

The statement that both active and inactive competencies are available in performance reviews is accurate because performance reviews can encompass a broader range of competencies than those currently deemed active. In many performance management systems, including those like CSOD, inactive competencies might still provide valuable context or historical performance data even if they are not actively evaluated. They can serve as a reference point or background information that informs the overall assessment of an employee's performance.

Active competencies represent the skills and attributes that are currently being evaluated, reflecting the most relevant criteria for performance assessments at the moment. However, including inactive competencies ensures that the review process captures a comprehensive view of an employee's capabilities and past evaluations, thus benefiting both the evaluator and the employee being reviewed.

Overall, the ability to review both active and inactive competencies allows for a more nuanced understanding of performance over time, considering how an employee's skills may evolve or be relevant, even if they are not currently in use.