Comp_2505

Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible. What can you do to fulfill this requirement? Note: There are 3 correct answers to this question. Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1.2 ineligible for the Lump Sum field. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.

Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus. What is the correct syntax to calculate the adjustment budget?. toNumber(lookup("2018_BudgetPool", custom Country,customStatus, 1))"'curSalary. toNumber(lookup("2018_BudgetPool, custom Country, customStatus, Adjustment)) *curSalary. toNumber(lookup("2018_BudgetPool", custom Country.customStatus, 2))"'curSalary. toNumber(lookup("2018_BudgetPool", custom Country, customStatus, adjustment))"curSalary.

Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners - for example, German planners see the budget in EUR, not GBP. How can you best accomplish this? Note: There are 2 correct answers to this question. Use budget grouping group on the local currency code. Enable Planner Currency mode. Disable Functional Currency mode. Have four separate templates, one for each country.

Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change. What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?. The new pay grade is displayed. The employee becomes ineligible. The pay grade remains the same as it was when the forms were created. New forms need to be created because an error will be shown.

Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value. What is the best way to accomplish this?. Create two different templates use eligibility rules to ensure employees appear on the correct one. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero. Create a pay component group that includes both pay components use that for the planning.

Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question. An error message when planners enter a promotion without changing pay grade. A warning message when the budget is exceeded. An error message when adjustments are entered in two different fields. An error message when the maximum guideline is exceeded.

Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?. Create a read-only string field make it reportable. Create an editable string field make it reportable. Create an editable string field with enumerated values. Create a read-only string field make it reloadable.

Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?. Create a single non-integrated template, export the EC employees, import them via UDF. Create two templates - one with EC integration one without. Suggest a phased approach where the non-EC employees become part of the process later as they migrate. Create a single EC-integrated template use the Hybrid Template option.

You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100. The lookup table "budget_table" is configured with one input one output. There are three rows in the table: USA = 5 GBR=3 *=2 When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?. Surround the curSalary with the toString function. Surround the lookup function with the toNumber function. Change the column to be of the Amount type. Remove the extra parentheses.

Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years. Check the Hire Date field to see if the employee started at least 2 years ago. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees. Check if the Event Reason is New Hire the effective date is 2 years ago.

Your customer uses SAP SuccessFactors Employee Central has the following setup: Pay Component (id = "SALARY") Pay Component (id = "CARALLOWANCE") Pay Component (id = "HOUSEALLOWANCE") Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group. The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated. How do you best implement this request while maximizing integration?. Map TC to the standard Current Salary field. Use the Merit column for the TC update. Use the finSalary field some custom columns to calculate the components publish those back to EC. Map TC to the standard Current Salary field. Use the Merit column for the TC update. Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components. Map TC to the standard Current Salary field. Use the Merit column for the TC update. Extract the new TC with a report manually create import files to update EC. Map SALARY to the standard Current Salary field TC to meritTarget. Use merit to update the TC use custom fields to allow planners to update the allowances. Publish each component back separately.

What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question. Any time an employee is given a raise, stock, or options. When an employee's raise exceeds the range penetration maximum. An employee is NOT given a raise, stock, or options at all. When an employee's final salary is below range penetration minimum.

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")". Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline.". Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise.".

How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question. It allows for performance form rating overrides. It allows for performance ratings to use a different rating scale. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form. It allows a second rating field for guidelines.

Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?. Use mass actions through the Executive Review. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0. Use field-based permissions on the Lump Sum field a permission group of named individuals. Set the Lump Sum field to read-only to prevent planners from using it.

What is the recommended leading practice workflow for a compensation template?. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete.

As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved. How can you best show this information?. Include the Detailed (Rollup) Report option in the worksheet configuration. Create an Ad Hoc report share it with all planners. Enable the Executive Review - Read permission for all planners. Create a Tile for inclusion on the planners' Dashboards.

What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question. Use reporting Executive Review for reviewing trends aggregate budgets. Only include those that would alter a decision, not simply review. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete". Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question. Run the Rollup report. Export from the employee history file. Export from Executive Review. Run an Ad Hoc report.

Your client has two salary plans - one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document? Note: There are 2 correct answers to this question. Ad Hoc report. Executive Review. Story reports. Aggregate export.

Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question. The user needs the Executive Review - Export permission. The user needs the Executive Review - Import permission. The user needs the Executive Review - Mass Action permission. The user needs the Executive Review - Edit permission. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.

Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question. The Rollup Report provides a summary of compensation entries budget information. The Standard, Compensation, Rollup Hierarchies are all supported. Custom Columns with the "Show Totals" attribute selected are shown. The Rollup Report is based on the current hierarchy not that at form creation. Enabling the Rollup Report for End-Users requires a specific tag in the XML.

Which information is included in the rollup report? Note: There are 2 correct answers to this question. The average bonus payout amount. The detail of planning decisions for each employee in the hierarchy. The sum of budget total spend for each division, department, or location. The sum of budget total spend for each planner in the hierarchy.

When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question. Your customer has more than three manager approval levels in their route map. Your customer wants to include HR in their route map. Your customer wants only directors above to do planning. Your customer wants someone other than the standard manager to make compensation recommendations.

A customer is using the Standard Manager hierarchy would like the following approval process: 1. Planning Manager 2. Next Level Manager 3. Reward Team member who launched the forms How will you set this up in the Route Map?. Employee Manager - Originator. Manager - Manager's Manager - Originator. Employee Manager - User. Manager - Manager's Manager - User.

Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?. The include LocalCurrency view. The include PlannerCurrency view. The include Functional Currency view. The includeAnyCurrency view.

Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement? Note: There are 2 correct answers to this question. Create a custom validation of type Error to ensure that the column curRatio is less than 125. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.

What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question. Split to Lump Sum when exceeding salary range. Force comment when recommendation is outside guidelines. Disallow save when budget is exceeded. Update guideline hard limit.

What action is required to enable Employee Central integration for a template?. Enable field-based permissions. Reload guidelines. Update pay guide format. Provide an effective date.

Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used. Add values in the EC Pay Range object to align with each FTE. Set the XML attribute isActualSalarylmported to True in the compensation plan template ensure standard FTE field is used. Create a custom Amount column to store FTE rather than using the standard FTE column.

A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?. 9500. 9570. 9000. 9600.

A customer would like percentage fields to only show decimal places if they are available. For example, 40.00% should display as 40%, but if the percentage calculation is 40.54%, they want to display the decimal places. What number format should you use?. defPercentFormat#,##0.00. defPercentFormat ####.####. defAmount Format#,##0##. defPercentFormat ###0##.

Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question. Currency Code (localCurrencyCode). Pay Grade (payGrade). Any custom, reportable, read-only String field. Performance Rating (pmRating).

Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object. Salary range tables should always be provided in the client's Functional Currency. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire. All new hires are assigned a rating of "Good". How will these ratings appear on the Salary worksheet?. N/A. Unrated. Too new to rate. Good.

Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?. Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees. Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?. Change the labels in the rating scale to include both the number text. Create a new custom field with a formula under Column Designer. Create a lookup table with the number text. Update the Rating Label Format to Number-Text under Display Settings.

What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note: There are 3 correct answers to this question. Rollup hierarchy (including Inactives). HR Manager hierarchy. Standard Suite hierarchy (including Inactives). Standard Suite hierarchy. Compensation hierarchy (Second Manager).

You configure the following salary rule in the compensation plan template: How does the system behave?. The rule prevents the planner from saving the merit increase. The planner must go back change their merit recommendation. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner can save the merit recommendation by selecting Cancel in the pop-up message. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red. The planner can save the merit recommendation. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%. The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?. Guideline is displayed as 4-6% Total Increase is $500. Guideline is displayed as 4-6% Total Increase is $1,000. Guideline is displayed as 2-3% Total Increase is $500. Guideline is displayed as 2-3% Total Increase is $1,000.

Which of the following tasks require that worksheets are moved to Complete before they can be performed? Note: There are 2 correct answers to this question. Generating Compensation Statements. Publishing Compensation Results in Employee Central. Exporting data from Executive Review. Compensation Plan Activity Audit.

While validating the current cycle's compensation statements, you want to prevent them from being visible on employee profile while still allowing access to past compensation statements. How can you accomplish this?. Remove access to Employee Profile during compensation planning. Disable access to all statements, including the prior years' statements. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable. Use Role-Based Permissions to control access to only display previous years' statements.

Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are 2 correct answers to this question. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement. Employees who were hired after a certain date do NOT get a statement. Employees in one country get a statement at a different time from those in other countries. Employees who are on a performance improvement plan get a different statement from those who are not.

Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings. How can you accomplish this?. Create multiple statement templates use groups. Use two compensation worksheet templates. Use conditional text sections in the statement editor. Use the suppress statement function.

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?. Update the field-based permissions for the PM Rating field. Add help text to the PM Rating field. Create a custom column referencing a lookup table to pull in the text. Change the rating scale in Performance Management.

For which customer requirement do you need to develop a custom statement?. Mix of data from compensation variable pay. Pie graph showing compensation element distribution. Different statements per employee group. Field visibility is conditional on amount.

Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet. However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?. Include the rating on the statement in the right section. Include a Conditional Text Section on the statement using the rating field as a condition. Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions. Include the rating on the statement in the right section. Include a Conditional Text Section on the statement using the rating field as a condition. Ensure the rating field is hidden on the statement by setting an impossible display condition. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic. Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award. How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?. You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement. You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately. You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees. You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.

Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question. It can be used in all SAP S/4HANA Cloud editions. Customers can grant access to the dashboard to partners. Customers can use the dashboard in the dev, test, production tenants. It can be accessed by using SAP For Me.

What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question. Integrate clean core practices in the end-to-end value process chain. Establish an organizational structure, technical foundation, transformation methodology for clean core. Establish release management. Establish regular housekeeping tasks procedures. Define roles responsibilities as part of a process transformation office.

Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question. SOAP. IDoc. RFC. OData.

Which of the following can you use to explore released APIs?. SAP Application Interface Framework. SAP Integration Suite. SAP Business Accelerator Hub.

Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement? Note: There are 2 correct answers to this question. To determine the proper Event Reason for EC publishing based on employee Country. To determine a budget percentage that is based upon employee Country Job Category. To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment. To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.

In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency. On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%. 3147.0. 3140.0. 3458.0. 2852.0.

In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question. Providing budget percentage by country. Holding previous year's salary by Employee ID. Converting a code into its text equivalent for display. Converting money values from functional to local currency. Determining appropriate car allowance by grade.

What happens to compensation forms when the currency conversion table is updated during the planning period?. In-progress forms are NOT affected. Only completed forms are affected. Change is dynamic to in-progress forms. In-progress forms are only affected when Update All Worksheets is run.

You configured merit guidelines as shown in the screenshot. If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?. 2%-4%. 3%-5%. 1%-2%. 0%-0%.

You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot. An employee in the US has a rating of 3. What will be their default merit increase?. 0% (0). 1% (0,01). 2% (0,02). 4% (0,04).

Your customer has the following requirements for their compensation plan: 1. Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?. In Display Settings use min-max Hard Limit: No High/Low Action: Allow. In Display Settings use min-max Hard Limit: Yes High/Low Action: Allow. In Display Settings use min-max Hard Limit: No High/Low Action: Warn. In Display Settings use low-high Hard Limit: Yes High/Low Action: Allow.

A customer's salary process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits. The merit guideline is based upon performance rating, compa-ratio, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?. Set the Force Default On Rating Change option within guidelines to Yes. Make sure the Country column is reloadable Job Family is not. Ensure the default value for all merit guidelines is non-zero. Make sure the Country Job Family columns are both reloadable. Set the Force Default On Custom Column Change option within guidelines to Yes. Make sure the Country Job Family columns are both reloadable. Set the Force Default On Custom Column Change option within guidelines to Yes. Make sure the Country column is reloadable Job Family is not.

How many custom columns may be used as Formula Criteria for Guidelines?. 4. 2. 3. There is no limit on custom columns.

Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?. Enable a hard limit stop for the merit guideline in Admin Center. Set the maximum value to 10 for all guideline formulas. Create a guideline rule with the High/Low Action option set to Allow in Admin Center. Define each guideline formula with a default value of 10. Enable a hard limit stop for the merit guideline in Admin Center. Set the maximum value to 0.10 for all guideline formulas. Set the guideline pattern to be low-high. Set the high value for all guidelines to be 10.

You are implementing an EC-integrated template. Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question. Units Per Year. Local Currency Code. Pay Grade. FTE. Current Salary.

You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?. MANAGER: NO_MANAGER SECOND_MANAGER: NO_MANAGER. MANAGER: blank SECOND MANAGER: blank. MANAGER: NO MANAGER SECOND MANAGER: blank. MANAGER: blank SECOND MANAGER: NO_MANAGER.

Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints. Which of the following options is a solution for this requirement?. Include the unitsPerYear standard column set it to 12. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp.". Use two templates with one having curSalary mapped to the pay component the other on the pay component group. Use merit Target set to the pay component value divided by 12.

Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC. How can this requirement be met through configuration?. Create a lookup table that contains the different dates that uses country as an input. Create a custom date column that reads from the lookup table based on employee country. Map the column ID of the custom date column to the "start-date" of the pay component in the XML. Create a lookup table that contains the different dates that uses country as an input. Map the lookup table name to the "start-date" of the pay component in the XML. On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country. Use the Publish Selected Employees in Employee Central to publish the data for this country. Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries. Enter the effective date for the largest country in the Employee Central Settings screen. Publish the results of the planning for all countries. Manually modify the effective dates of the resulting EC data for the smaller countries.

You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality. To where can you publish data? Note: There are 3 correct answers to this question. Employee Details. Recurring Pay Components. Compensation Information. Job Information. Custom MDF Objects.

Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected. What happens on the worksheet for this employee?. The employee remains on the worksheet but their planning fields reset to default values. The employee remains eligible for planning with no changes. The employee is removed from the worksheet. The employee remains on the worksheet but becomes grayed out.

In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note: There are 3 correct answers to this question. Biographical Information. Time Off. MDF Objects. Pay Components. Background Elements.

When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question. When there has been an update to a lookup table. When a performance rating is updated. When an administrator changes the layout of the compensation plan template to add a new column. When an administrator makes a change to Field Based Permissions. When there has been a change to an eligibility rule.

What checks can you make with the Check tool? Note: There are 2 correct answers to this question. Reportable fields correctly configured. Circular hierarchies for form creation. Custom validations correctly configured. Accuracy of formula calculations.

In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF). Which columns are required? Note: There are 2 correct answers to this question. USERID. USERNAME. MANAGER. STATUS.

How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question. By exporting troubleshooting information found on the Define Planners screen. By using the Check Tool. By changing the Method of Planner to Compensation Manager Hierarchy. By using the Rollup Hierarchy report.

Which of the following updates require worksheets to be relaunched? Note: There are 2 correct answers to this question. Revise field-based permissions. Update a formula in a custom column. Modify the route map. Update lookup table contents.

Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle. How can you achieve this?. Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value. Create a custom read-only Money field change read-only to No on the correct date. Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date. Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question. Editing columns on a worksheet. Making changes through Executive Review. Opening compensation worksheets. Updating a Compensation Statement.

Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners? Note: There are 2 correct answers to this question. Manage Compensation Forms. Generate Statements. Executive Review Export. Compensation Management.

What functions are available in a compensation profile? Note: There are 3 correct answers to this question. Promote an employee. View budgets. Display salary history. Import salary history into the profile. Enter recommendations.

Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?. Executive Review Export Permissions. Report Permissions. Executive Review Edit Permissions. Compensation Management Permissions.

Your customer wants to include information on the planning form that is visible and read-only to planners but may be edited by the Reward Team. How can you achieve this?. Configure a custom field and use field-based permissions to set the field to be hidden from planners. Configure a custom field and set the field to be reportable. Configure a custom field and use field based permissions to set the field to be non-editable to planners. Configure a custom field and set the field to read-only.

What happens when a mass change violates the guideline hard stops?. Employees' recommendations will be skipped. Guideline will adjust on a pro rata basis. Employees are brought to max of range. Guideline hard stops will be skipped.

Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages. How can you accomplish this using the standard compensation statement template?. Create one version of the statement that has all three languages sequentially. Assign this template to all employees. Create one version of the statement Clone the statement and translate the text into the two other languages. Use statement groups based on the employee preferred language to appropriately assign the template. You need to use a custom statement. Use statement groups based on the employee country to appropriately assign the template. Create one version of the statement Clone the statement and translate the text into the two other languages. Use statement groups based on the employee country to appropriately assign the template.

Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed. What would you define as the last row in your lookup table?. FALSE as the input agreement with blanks as the output. N/A as the input value.key with blanks as the output. An asterisk (') in the input agreement with blanks as the output. A blank In the input agreement with blanks as the output.

Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?. Geo Zone. Legal Entity. Pay Grade Geo Zone. Legal Entity. Pay Grade Legal Entity Geo Zone. Legal Entity Geo Zone.

Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares. What formulas could work for this requirement? Note There are 2 correct answers to this question. if(pmRating =5 AND payGrade 6 OR payGrade=7 15,0). if(pmRating =5.if(payGrade=6 15.if(payGrade=7 15.0)) 0). if(pmRaling=5&&(payGrade=6| payGrade=7) 15 0). if(pmRating=5&&(payGrade=6| 7).15.0).

Your client has a requirement for the salary process where the approval workflow should have the following main steps 1.Manager makes recommendations 2.Next Level Manager approves the recommendations but CANNOT send the form back for changes 3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes. How can you set up the system to meet this requirement?. In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User. In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User.

Which of the following functions in Admin Center can you use to delete compensation worksheets for active planners? Note There are 2 correct answers to this question. Manage worksheets. Update compensation worksheet. Delete form. Delete employees.

Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question. Create a Tile report and add it to a dashboard for view on the planner s homepage. Create an Ad Hoc report and share it with all planners. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon. Grant all planners access to the Executive Review and use the standard YouCalc widget.

What types of custom fields can you use as formula criteria within the guidelines. Note There are 2 correct answers to this question. A. Percent fields input on the worksheet. B. Date fields uploaded from the User Data File. C. Money fields based on a custom formula calculation. D. String fields based on a custom formula calculation.

Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire The date of last hire is different than the employee's original hire date. How can you fulfill this requirement?. Use raise proration and import a proration factor in the RAISE PRORATING column. Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column. Use salary proration and set the review start date equal to the employees last hire date. Use raise proration and import the employee s last hire date in the RAISE PRORATING_START_DATE column.

You want to rename the Salary tab of the compensation plan template. Which field section must you configure?. Rollup Report Fields. Form Fields. Navigation Fields. Custom Views.

Your client wants to pre-populate merit recommendations with the ideal values upon worksheet launch to start with a fully spent budget This means that if a planner wishes to increase an employee's raise, they need to decrease another s to stay within budget. How can you achieve this?Note There are 2 correct answers to this question. Use a custom column with a formula to display the ideal values and guidelines with a default of O Budgets use the DirectAmount mode. Use a custom validation to display a warning to remind the planner to decrease an employee's merit if they increase another employee s merit. Budgets use the PercentOfCurSal mode. Use guidelines to populate the default values and budget with mode Guideline. Use guidelines to populate the default values and budget with mode Percent OfCustomField. where the custom field uses a lookup table.

Your customer needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit increase. Which of the following options would help you best accomplish this?. Make the employee ineligible for a merit increase using the eligibility engine. Create an eligibility rule to exclude this employee. Recall the compensation statement for the employee. Remove the employee from the compensation form and run the 'Update all worksheets" job.

Which worksheet section can you open as a floating panel? There are 2 correct answers to this question. Budget. Route map. Currency view. Filter options.

Your client notices that data on compensation worksheets is incorrect. The attached screenshot shows the user data file (UDF) that was uploaded. Which columns cause this problem? There are 3 correct answers to this question. DATE_OF_CURRENT_POSITION. SALARY_PRORATING. PAYGRADE. JOBLEVEL. SALARY.

Which actions can you control using role-based permissions? There are 2 correct answers to this question. Read and write compensation data via executive review. View the compensation profile. View budget data in the rollup report. Exceed a merit guideline in a compensation worksheet.

You want to display the percentage of employees in each pay grade who are eligible to receive a stock grant. Which of the following activities must you perform to do this? Please choose the correct answer. Upload a stock participation guideline table CSV file in the admin interface. Create an eligibility engine rule in the Admin Tools which defines stock eligibility by pay grade. Create a custom stock field with a formula that calculates stock grant percentages per pay grade. Import the value TRUE in the STOCK_UNITS_ELIGIBLE column of the user data file (UDF) for users with eligible pay grades.

You want to display the percentage of employees in each pay grade who are eligible to receive a stock grant. Which of the following activities must you perform to do this? Please choose the correct answer. Upload a stock participation guideline table CSV file in the admin interface. Create an eligibility engine rule in the Admin Tools which defines stock eligibility by pay grade. Create a custom stock field with a formula that calculates stock grant percentages per pay grade. Import the value TRUE in the STOCK_UNITS_ELIGIBLE column of the user data file (UDF) for users with eligible pay grades.

Your customer imports budget percentages for each employee. Which "Based On" option can you use to calculate budget for this requirement? Please choose the correct answer. Planner. Group. Template. User.

Which of the following can a user do to export all of the compensation data from SuccessFactors to another system? There are 2 correct answers to this question. Select the Aggregate Export option from Compensation Home. Select the Enable Roll-up Reports option in Advanced Settings. Create a Compensation Planning ad hoc report. Export the user data file (UDF) to send as a report.

You have defined the eligibility rules as shown in the attached screenshot. Budgeting is done as a percent of all the employees' current salary. What can you see on the compensation form for an employee in Salary Plan PRM? Please choose the correct answer. The employee does NOT appear on the form, and their salary is NOT included in the total budget basis. The employee does NOT appear on the form, but their salary is included in the total budget basis. The employee appears on the form and is included in the total budget basis, but CANNOT receive an award amount in merit, adjustment, or lump sum. The employee appears on the form, but is NOT included in the total budget basis, and CANNOT receive an award amount in merit, adjustment, or lump sum.

Your customer has different compensation plan templates for stock and compensation. This customer therefore wants to use one combined compensation statement. What can you use to achieve this? Please choose the correct answer. The Secondary Plan option. Role-based permissions. The interoperability option. The Assign Statement Groups option. Create a Combined Statement Template to include fields from multiple compensation and/or variable pay plans in one statement.

Which of the following options reflects a best practice for configuring compensation plan guidelines? Please choose the correct answer. Make sure the Enable Guideline Optimization checkbox is selected if your customer has less than 1,000 guidelines. Always arrange guideline formulas in order by performance rating and comp ratio. Add a formula without any criteria at the bottom of the guideline list to act as a default. Allow planners to enter negative salary adjustment recommendations.

. You want to export user compensation data from your customer's SuccessFactors system. Which option in the Employee Data Export tool prevents any user compensation data from being downloaded? Please choose the correct answer. Include imported field-level eligibility fields with system default import keys. Short format: only system fields. Export as a batch process. Valid users only.

Question Answer How is range penetration calculated? (Compensation−Min)(Max−Min)(Max−Min)(Compensation−Min)12 Which fields can be mapped to comp statement directly? Salary, paygrade, pay component groups, job level, local currency code, and other pay components (general user data must be duplicated as custom fields)34 Rename Salary tab – what needs to be changed? Navigation buttons/labels, not form fields5. Yes. no.