34.Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee's periodic salary, NOT the annual value. What is the best way to accomplish this? Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero
Ensure the Used for Com ning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w
Create a pay com t group that includes both pay components and use that for the planning
Create two t templates and use eligibility rules to ensure employees appear on the correct one.
35.whichi element in the compensation plan template XML controls the Lump Sum split? <comp-rule >
< comp-calculation >
< comp-salary-rule > .< comp-budget-rule >.
36.When should you configure a compensation template using the Second Manager hierarchy? Your customer wants to include inactive employees on the compensation worksheets Your customer wants someone other than the standard manager to make compensation recommendations,
Your customer wants both the standard manager and the matrix manager to approve compensation.
Your customer has more than three manager approval levels in their route map.
37.You create a test user data file (UDF) for use with a compensation template. The template uses the Sec
Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would u for the MANAGER and SECOND MANAGER columns?
A. MANAGER: blank
SECOND MANAGER: NO MANAGER
B. MANAGER: NO_MANAGER
SECOND_MANAGER: blank
c. MANAGER: NO MANAGER
SECOND_MANAGER: NO_MANAGER D. MANAGER: blank
SECOND MANAGER: blank
.
38.Your customer has the requirement that employees wit performance ratings have a different text in their statement than those with high performance ratings. How can ccomplish this? A. Create multiple statement templates and use groups
B. Use conditional text sections in the statemen
C. Use two compensation worksheet temp
D. Use the suppress statement functio.
39.Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Compone "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Pa m nent Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated. w 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 and some custom columns to calculate the components and publish those back to EC
B. 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 and 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
Publish the newTC vwith a report and manually create import files to update EC.
40.You use date based proration and you do NOT include dates in the user data files(UDF) for an employee. What does the system use to calculate the proration percent? The review start date and review end date configured in the compensation template the start date and end date of customer fiscal year The start and end date of the compensation worker january 1 to 31 of the current year.
44.In order to trigger a dynamic workflow when an employee receives an award amount above a specific value in Rewards and recognition, what base object must be used in the business rule? spot award Level Spot Award Spot Award Program Spot Award Category.
45.Which permission is used for point-based but not for currency-based awards? Note: There are 2 correct answers to this question Spot Award Program
Spot Award Budget
Spot Award Redemption Spot Award user balance.
46.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? Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "raise" Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "guideline" Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "no-raise".
47.what happens when a mass change violates the guidelines hard stops? guideline hard stop will be skipped guideline will adjust in prorata basis employees are brought to max of range.
48.Your customer would like to planners to be able to edit the adjustment coloumn only after a certain date,but befor form reach completion, how can this be achieved? A. After forms launch and AFTER the date has passed, change the field-based permission for the Adjustment column to be editable.
B. After forms launch and BEFORE the dateUåi•pûŠed, change the field-based permission for the Adjustment column to be editable.
C. On the specified date, change the re -only setting on the column from YES to NO.
D. Use custom validation that c the date and update the validation once the date has passed.
49.An has changed and you need to assign the employee to a different compensation form. When importing the u data file (UDF) and updating the compensation worksheets, which option must you select to reflect this change? Add new user to compensation form
Automatic en route document transfer to new manager
Move user's compensation data from old manager to current manager
Automatic inbox document transfer to new manager .
50.Your client wants a graphical representation of performance distribution data in the Metrics section of a compensation worksheet. How can you achieve this? Note: There are 3 correct answers to this question. A. Select the "Enable YouCalc widget on compensation form" option in Provisioning
B. Create a YouCalc tile using the Analytics tile builder.
C. Add the < comp-youcalc-application > tag to the compensation plan template XML.
D. Configure current rating information in the compensation salary widget in Admin Center
E. Add the standard compensation salary widget from the SuccessStore
.
51.Your client wants to provide an "override" field that allows multiple members ofthe reward team to p data corrections to planner entries, while preserving the manager's initial recommendation. How can this be achieved? A. Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.
B. Use a custom Money field controlled by field-based permissions granted to the HR ma e
C. Use mass actions through the Executive Review.
D. Update guidelines to change the Default column for the specific employees tþaÿ$ to be altered.
52.Which actions can you perform on the Add/Edit Statement Templ reen in Admin Center when creating a compensation statement from SuccessStore templates? Note: There are 3 ct answers to this uestion A. Reference the company logo URL and change the title of the statement
B. Customize the statement text to fit your customer's company and culture
Configure the statement for multiple languages
Design the statement with multiple graphics Change the order of the compensation fields.
53.You are implementing an EC-integrated template. Which compensation fields are commonly mapped to a pay component or pay component group. There are 3 correct answers to this question A. Current Salary
B. FTE
C. Pay Grade
D. Units Per Year
E. Local currency Code.
54.A customer wants to show merit increase only as an amount within the form, but they want to display the merit ntage in the compensation statement. How would you proceed? A. Configure a new percent field with a formula within the compensation template and add this field to the statement template
. Configure a new field with a formula within the statement template
Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template
Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template.
55.What is the recommended leading practice workflow for a compensation template? A. Process Setup -> Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> C ete
B. Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete . Process Setup -> Manager Planning -> Next Level Manager Review -> Final Review -> Compl
Manager Planning -> Next Level Manager Review -> Compensation Admin Review -> HR Manager Planning -> Complete.
56.When setting up rating sources in a compensation plan template, which o Ilowing rating types can you select? Note: There are 2 correct answers to this question A. overa11360
B. overallPerformancePotential
C. overallPerfomance
D. overallCompetency.
57.You are implementing compensation in a tegrated environment and you are NOT using the promotion functionality. To where can you publish data? N ere are 2 correct answers to this uestion A. Employee Details
B. Recurring Pay Components
C. Job Information
D. Non-Recurring Pay Components.
58.What tvpe of custom fields can you use as formula criteria within the guidelines? Note: There are 2 correct answers to thisuqugstion A. Mðnéÿ,fields based on a custom formula calculation
Percent fields based on a custom formula calculation fields uploaded from the User Data File String enumerated fields mpensation .
59. Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer's guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside ofthe high/low values.
Which guideline rule settings must you set to fulfill these requirements?
LOW HIGH
.HARD LIMIT:YES
HIGH/LOW ACTION:WARN MIN-MAX
.HARD LIMIT:YES
HIGH/LOW ACTION:ALLOW LOW HIGH
.HARD LIMIT:YES
HIGH/LOW ACTION:ALLOW.
60.You configure the following salary rule in the compen useFor="merit" benchmark="range-penetration" actionO [comp-salary-rule-threshold > <message-on-exceed > A. The rule prevents the planner from saving the merit increase.
The planner must go back and change their merit recommendation B. A pop-up message asks the p!êýner if the exceeded amount should be assigned to Lump Sum
The planner CANNOT h merit increase by selecting Cancel in the pop-up message
c. A pop-up messag the planner if the exceeded amount should be assigned to Lump Sum
The planner ve the merit recommendation by selecting Cancel in the pop-up message
D. The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red
Tlt,p anner can save the merit recommendation.
61.Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have een with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen? A. Check if the Event Reason is New Hire and the effective date is 2 years ago.
B. Refer to the Time in Position field to check if the employee has been in this position for more than 2 years
.
C. Create a custom field in the Complnfo HRIS element to use in the eligibility rule
D. Check the Start Date field to see if the employee started at least 2 years ago.
62.which report can agregate compensation details from multiple plans?2 correct answers Adhoc report Agregate export online report designer executive review.
65.The Detailed Report19es NOT appear on the compensation form as shown in the attached screenshot. What are some possible Note: There are 2 correct answers to this question.
A. The user does NOT have the compensation rollup permission in role-based permissions
B. The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.
C. The Enable Rollup Reports option is NOT selected in the advanced settings.
D. The < comp-include-report> option is NOT set in the compensation plan template XML
.
66.Your non-EC customer wants only users in Job Level A to be eligible for Lump Sum. The template is set for all active employees to be eligible as a starting point. What can you do to fulfill this requirement? A. Create an eligibility rule in Configure Business Rules to exclude those users in Job Level A
B. Import value True in the Lump Sum eligible column for all NON-Job Level A users.
C. Create an eligibility rule that determines that Job Level A population is NOT eligible for Lump Su
D. Import value True in the Lump Sum eligible column for all Job Level A users
.
67.Which compensation column in the user data file (UDF) is required for multi-cu deployments? A. Functional Currency Code
B. Local Currency Code
C. Salary Type
.
68.You want to extract all compensation data from SA uccessfactors and import it into your own Human Resources Information System (HRIS). Which report c run to capture the compensation data from your current employee historyexport adhoc report executive review report budget rollup report.
70.Your customer has an Employee Central integrated template with an effective date of March 1, 2020. 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, 2020, with a start date of March 1, 2020.
An employee gets promoted on February 14, 2020, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 5, 2020?
The pay grade remains the same as it was when the forms were created new forms need to be created beacuse an error will be shown new paygrade is dispalyed employee becomes ineligible.
77.Your customer requires a field on the worksheet that is a picklist with two values: TRUE or FALSE. How can you achieve this? A. Create an editable string field and make it reportable
B.
Create an editable string field with enumerated values
C. Create a read-only string field and make it reportable
D. Create a read-only string field and make it reloadable.
78.Each employee has a custom number code assigned to them. However, your customer wants to display the•va e 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? A. N/A as the input value/key with blanks as the output
B. A blank in the input agreement with blanks as the output
in the
C. An asterisk input agreement with blanks as the output
D. FALSE as the input agreement with blanks as the output
.
79.Your customer has part-time and full-time employees. What do yo figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges? A. Set in the user ile (UDF) to FULL-TIME or PART-TIME
B. Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time
C.
Add the standard FTE field to the compensation plan template.
D. Set XML attribute isActualSalaryImp rte to True in the compensation plan template.
80.What optional XML configuration controls Comp -salary-rule Comp rule hard limit guidelines rules force comment.
41. You setup the merit guideline rule based on the performance rating. You configure guideline formulas as shown in the attached screnshot.what is the minimum merit guideline if an employees performance rating is 4? 0% 1% 2% 4%.
42.Your customer uses a look up table to calculate custom budgets, as shown in the attached screenshot. The budget is based on an employees country and status. In the template ,the countyr is defined with field customcountry and statusis defined with field id customStatus. What is the corect syntax to calculate merit. lookup(toNumber("2018_BudgetPool", customCountry, customStatus, merit))*curSalary lookup(toNumber("2018_BudgetPool", customCountry,customStatus,1))*curSalary lookup(toNumber("2018_BudgetPool", customCountry,customStatus,1)*curSalary lookup(toNumber("2018_BudgetPool", customCountry,customStatus,merit)*curSalary.
43.Which actions are controlled by role based permission?Note there are2 correct answer to this Opening executiveReview Editing compensation coloumns Opening compensation worksheets Accessing Compensation HOme.
63.What action is required to enable employee central integration for template? Provide an effective date Enable field based permission Reload Guidelines Update Pay guide formats.
64.What happens to compensation forms when the conversion tables is updated during the planning period? Change is dynamic to in progress forms Only completed forms are completed In-progress forms NOT affected In-progress forms are only affected when Update all worksheets is run.
69. When must you configure a template to be local-currency-centric?2 correct answers When you want to display the budget in the local currency planner When you want to import employee salary in the currency in which the employee is paid When you want the system to assign each employee to the correct currency code based on the employee's country.
71. Your clients HR team wants higher level planner to track where forms reside in the process and reach out to their team's planners, who are behind schedule ,via email. What should you recommend to the client? Access summary tab under compensation home Configure the FORM sttaus tile on the homepage Review the org chart in company info Use executive review from the compensation menu.
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