SAP SFSF Compensation THR86 2405

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. MDF Objects. Time Off. Biographical Information. Background Elements. Pay Components.

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

You use date-based proration and you do NOT include a proration end date in your template. What dates does the system use to calculate the proration percent?. The end date of the customer's fiscal year. The end date of the compensation worksheet. December 31 of the current year. The proration end date configured in the compensation template.

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

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

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

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

You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup ("budget table", custom Country, 1))/100. The lookup table "budget table" is configured with one Input and 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 behaviour?. Change the column to be of the Amount type. Surround the curSalary with the toString function. Surround the lookup function with the toNumber function. toNumber(lookup("2018_BudgetPool", customCountry, customStatus, adjustment)) * curSalary.

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

Your customer is going through a divestiture and 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. Export from Executive Review. Run an Ad Hoc report. Export from the employee history file. Run the Rollup report. Tum on Wi.

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. • 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 and 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. • 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.

Your non-EC customer wants only users in Pay Grade 1 and 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. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field. Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 and 2, and 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 and 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 3 through 9 eligible 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 and 2 ineligible for the Lump Sum field.

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

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. Accuracy of formula calculations. Custom validations correctly configured.

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. Grant all planners' access to the Executive Review and use the standard YouCalc widget. Create an Ad Hoc report and share it with all planners. Create a Tile report and add it to a dashboard for view In the Salary worksheet's Insights Icon. Add the standard YouCalc widget to the worksheet template and have planners access it while they do their planning.

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

As part of the approval process, your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved. How can you best show this Information?. Manager Planning -> Next Level Manager Review Compensation Admin Review -> HR Manager Planning -> Complete. Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete. Process Setup Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> Complete. Process Setup Manager Planning -> Next Level Manager Review -> Final Review -> Complete.

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, and update eligibility rules to EXCLUDE the undesired Inactive employees. Select "All employees are eligible" under Eligibility Settings, and update eligibility rules to INCLUDE the desired inactive employees. Select "All employees are eligible" under Eligibility Settings, and 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, and update eligibility rules to INCLUDE the desired inactive employees.

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

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?. Use raise proration and import a proration factor in the RAISE PRORATING column. Use salary proration and set the review start date equal to the employee's last hire date. Use raise proration and import the employee's last hire date in the RAISE PRORATING_START_DATE column. Use salary proration and import the employee's last hire date in the SALARY PRORATING START DATE column.

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. An error message when adjustments are entered in two different fields. An error message when the maximum guideline is exceeded. A warning message when the budget is exceeded.

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, and GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?. The include Functional Currency view. The include Local Currency view. The includePlannerCurrency view. The IncludeAnyCurrency view.

Your customer has two pay components, with IDS SALARY US and SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a singles worksheet using the employees' periodic salary, NOT the annual value. What is the best way to accomplish this? (C if 1 ans, BC if 2). Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet. Create two custom columns and 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 and use that for the planning. Create two different templates and use eligibility rules to ensure employees appear on the correct one.

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?. Create an eligibility rule to exclude this employee. Recall the compensation statement for the employee. Make the employee ineligible for a merit increase using the eligibility engine. Remove the employee from the compensation form and run the "Update all worksheets" job.

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

A customer's performance 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, and two custom fields, Country and 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 Custom Column Change option within guidelines to Yes. • Make sure the Country column is reloadable, and Job Family is not. • Set the Force Default On Custom Column Change option within guidelines to Yes. • Make sure the Country and Job Family columns are both reloadable. • Set the Force Default On Rating Change option within guidelines to Yes. • Make sure the Country column is reloadable and Job Family is not. • Ensure the default value for all merit guidelines is non-zero. • Make sure the Country and Job Family columns are both reloadable.

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. Current Salary. Units Per Year. Local Currency Code. Pay Grade. FTE.

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 guidelines to populate the default values and budget with mode Guideline. Use guidelines to populate the default values and budget with mode PercentOfCustomField, where the custom field uses a lookup table. Use a custom column with a formula to display the ideal values and guidelines with a default of 0. 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.

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

Your customer has implemented SAP Success Factors Employee Central (EC) and 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 Success Factors 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 EC-Integrated template and use the Hybrid Template option. Create a single non-integrated template, export the EC employees, and import them via UDF. Suggest a phased approach where the non-EC employees become part of the process later as they migrate. Create two templates - one with EC integration and one without.

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. Converting money values from functional to local currency. Determining appropriate car allowance by grade. Holding previous year's salary by Employee ID. Converting a code into its text equivalent for display.

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, and Attribute 3 to Pay Frequency. On the compensation worksheet, an employee is in the UK_LONDON Ges Zone, the ABC Legal Entity, Pay Frequency of BWK, and Pay Grade GR-06. The employee's current range penetration is calculated as exactly 0. What is their current salary?. 3147.0. 3150.0. 3100.0. 3200.0.

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 an editable string field with enumerated values. Create a read-only string field and make it reportable. Create a read-only string field and make it reloadable. Create an editable string field and make it reportable.

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 in one country get a statement at a different time from those in other countries. 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 who are on a performance Improvement plan get a different statement from those who are not.

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 standard validation of type "disallow" and action "exceed" with the Threshold at 125. Create a custom validation of type Error to ensure that the column compaRatio is less than 125. Create a standard validation of type "splitOrDisallow" and action "exceed" with the Threshold at 125. Create a custom validation of type Error to ensure that the column curRatio is less than 125.

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?. 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 be reportable. 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 read-only.

Each employee 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 want blanks to be displayed. What would you define as the last row in your lookup table?. An asterisk (*) in the input agreement with blanks as the output. A blank in the input agreement with blanks as the output. N/A as the input value/key with blanks as the output. FALSE as the Input agreement with blanks as the output.

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 us exceeded. Update guideline limit.

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

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

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 "raise.". Edit the XML and 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 "no-raise.". Use custom validations with the formula 'if (merit>0,"FALSE","TRUE").

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?. Configure an adjustment field to duplicate the merit field and select the Show percent only radio button. Add this field to the statement template and use it for the conditional logic. Duplicate the standard merit field and select the Show percent only radio button. Add this field to the statement template and use it for the conditional logic. Configure a new percent field with a formula within the compensation template and add this field to the statement template. Use this field in the conditional logic. Use conditional logic in the statement to only display the paragraph If merit is greater than 10.

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

Your client has a salary template with a performance form attached. The Completed Only option is set to No for this template. For this client, the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December. The Salary forms are launched at the end of December and are open until the following end of January. After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them. One of these new hires is rated Good In the performance form. How will this rating appear on the Salary worksheet?. Good. Unrated. N/A. Too new to rate.

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?. 1. Create one version of the statement. Clone the statement and translate the text into the two other languages. 2. Use statement groups based on the employee preferred language to appropriately assign the template. 1. Create one version of the statement. Clone the statement and translate the text into the two other languages. . 2. Use statement groups based on the employee country to appropriately assign the template. 1. You need to use a custom statement. 2. Use statement groups based on the employee country to appropriately assign the template. 1. Create one version of the statement that has all three languages sequentially. 2. Assign this template to all employees.

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

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 and set it to 12. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" and the UK one set to "Comp.". Use meritTarget set to the pay component value divided by 12. Use two templates with one having curSalary mapped to the pay component and the other on the pay component group.

Your customer has the requirement where both sales and 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 cannot do this with a single statement template; a second template must be created to include this item and statement groups used to assign the templates appropriately. You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0. A. You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees. 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.

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 0.10 for all guideline formulas. 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. D. Set the guideline pattern to be low-high. Set the high value for all guidelines to be 10.

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. Compensation Management. Executive Review Export. Generate Statements.

You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. An Employee in the USA has a rating of 3. What will be their default merit increase?. 0%. 1%. 2%. 4%.

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

Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), and 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. Disable Functional Currency mode. Enable Planner Currency mode. Use budget grouping and group on the local currency code. Have four seperate 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. New forms need to be created because an error will be shown. The pay grade remains the same as it was when the forms were created.

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?. defAmountFormat #,##0.00. defPercentFormat #,##0.00. defPercentFormat #,###.####. defAmountFormat #,###.####.

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

In provisioning for your customers instance you select the assigned default required field values for new user if none specified option. You want to import a compensation specific use of data which columns are required? Note: There are 2 correct answers. USERID. STATUS. USERNAME. MANAGER.

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?. 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 and the effective date is 2 years ago. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.

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

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

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 date Diff() function to determine if the custom column can override the calculated value. Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date. Create a custom read-only Money field and change read-only to No on the correct date.

In provisioning for your customers instance you select the assigned default required field values for new user if none specified option. You want to import a compensation specific use of data which columns are required? Note: There are 2 correct answers. #(pmRating-5&&(payGrade=6||7),15,0). #(pmRating 5 AND payGrade 6 OR payGrade=7,15,0). #pmRating-5, payGrade-6,15,if(payGrade=7,15.0)),0). #(pmRating=5&&(payGrade=6||7),15,0).

A customer is using the Standard Manager hierarchy and 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?. Manager - Manager's Manager - User. Employee - Manager - Originator. Employee - Manager - User. Manager - Manager's Manager - Originator.

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

Which report can aggregate compensation details from multiple plans? Note: There are 2 correct answers to this question. Online Report Designer. Executive Review. Ad Hoc Report. Aggregate Export.

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 ratings to use a different rating scale. It allows a second rating field for guidelines. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form. It allows for performance form rating overrides.

Your customer has part-time and 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 and take into account the FTE?. Set SALARY_PRORATING in the user data file (UDF) to the percent that the employees work full time. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME. Set the XML attribute isActualSalaryImported to True in the compensation plan template. Set the XML attribute IsActualSalaryImported to False in the compensation plan template.

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 on the worksheet but becomes grayed out. The employee is removed from the worksheet. The employee remains eligible for planning with no changes.

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. Ensure the Enable form routing to previous step option is selected under Advanced Settings. In the route map, use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User.

What must you do before generating compensation statements?. Grant all managers permission to launch statements. Recall compensation statements from the previous year. Publish the final compensation data to the employee profile. Send worksheets to the completed step in the route map.

You configure the following salary rule in the compensation plan template XML. On the compensation worksheet, a planner enters a merit increase, which puts the employee's final salary over the maximum for the salary range. How does the system behave?. The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation. The rule allows the planner from saving the merit increase. The rule prevents the planner from saving their merit recommendation. The rule Allows the planner from saving the their merit recommendation.

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 and SECOND_MANAGER columns?. MANAGER: NO_MANAGER SECOND_MANAGER: NO_MANAGER. MANAGER: NO_MANAGER SECOND_MANAGER: blank. MANAGER: blank SECOND_MANAGER: NO_MANAGER. MANAGER: blank SECOND_MANAGER: blank.

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?. 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. Disable access to all statements, including the prior years' statements. Remove access to Employee Profile during compensation planning.

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, Legal Entity, Geo Zone. Legal Entity, Geo Zone. ay Grade, Geo Zone, Legal Entity.

Which of the following functions in the Admin Tools can you use to delete compensation worksheets for active planners? There are 2 correct answers. Delete Form. Update Compensation Worksheets. Delete Employees. Manage Worksheets.

Your customer has the following requirements for their compensation plan 1. use a hard stop in the customers guidelines 2. display only the high and low values in the compensation worksheet 3. Display a prompt to have to go outside of the high low values Which guideline settings must use these requirements?. <comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: Yes High/Low Action: Allow. <comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: Yes High/Low Action: Warn. comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: No High/Low Action: Warn. <comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: No High/Low Action: Allow.

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 and min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?. In Display Settings Use low-high Hard Limit: Yes 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 min-max Hard Limit: No High/Low Action: Allow.

What can you do with a compensation profile? There are 3 correct answers. Import salary history into the profile. Promote an employee. Enter recommendations. View Budgets. Display Salary History.

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 and use groups. Use two compensation worksheet templates. Use the suppress statement function. Use conditional text sections in the statement editor.

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