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Title of test: THR86_SAP SuccessFactors Compensation Description: SAP SF COMP Author: titirez07 Other tests from this author Creation Date: 20/11/2024 Category: Others Number of questions: 81

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In provisioning for your customer 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. Status Username USERID Manager. What happens to compensation forms when the currency conversion table is updated during the planning period? In-progress forms are only affected when Update All Worksheets is run Change is dynamic to in-progress forms In-progress forms are NOT affected Only completed forms are affected. 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 Route Map? Employee – Manager – User Manager – Manager’s Manager – Originator Employee – Manager – Originator Manager – Manager’s Manager – User. 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? defAmontFormat # ##0 defPercentFormat # defPercentFormat #00 defPercentFormat #. Your customer has employees in 5 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 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 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 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 that has all three languages sequentially. Assign this template to all employees. Your customer has the following requirements for their compensation plan: 1. Allow planners to make recommendations outside the high-low values. 2. Display only the max and the min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements? In the Display Settings use min-max Hard Limit No-High/Low Action Warn In the Display Settings use min-max Hard Limit Yes-High/Low Action Allow In the Display Settings use min-max Hard Limit No-High/Low Action Allow In the Display Settings use low-high Hard Limit Yes-High/Low Action Allow. 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? O 2% - 4% 3%-5% 0%-0% O 1%-2%. 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&&(payGrade=6| 7).15.0) if(pmRating=5&&(payGrade=6| payGrade=7) 15 0) if(pmRating=5 AND payGrade=6 or payGrade =7 15,0) if(pmRating=5.if(payGrade=6 15.if(paygrade=7 15 0)) 0). What is the recommended leading practice workflow for a compensation template? Process Setup – Manager Panning – Next Level Manager Review – Third Level Manager Review – Complete Process Setup – Manager Panning – Next Level Manager Review – Final Review –>> Complete Manager Planning – Next Level Manager Review – Compensation Admin Review – HR Manager Planning – Complete Manager Planning – Next Level Manager Review – HR Manager Planning – Complete. 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 wants blanks to be displayed. What would you define as the last row in your lookup table? A blank In the input agreement with blanks as the output FALSE as the input agreement with blanks as the output An asterisk (‘) in the input agreement with blanks as the output O N/A as the input value. Key with blanks as the output. 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 Change the labels in the rating scale to include both the number and text Create a lookup table with the number and text Create a new custom field with a formula under Column Designer. Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration must you perform? Set the guidelines pattern to be low-high Set the high value for all guidelines to be 10 Create a guideline rule with 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 10 for all guidelines formulas Enable a hard limit stop for the merit guideline in Admin Center Set the maximum value to 0 10 for all guideline formulas. Your customer uses SAP SF EC and 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 and 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 and some custom columns to calculate components and 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 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 Extract the new TC with a report and manually create import files to update EC Map SALARY to the standard Current Salary field and TC to meritTarget Use merit to update the TC and use custom fields to allow planners to update the allowances Publish each component back separately. A customer is using the following number format Mode Round down Multiple 100. How will a value of 9575 50 be displayed? 9000 9600 9500 9570. Your customer required 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 and make it reloadable Create an editable string field and make it reportable Create a read-only string field and make is reportable Create an editable string field with enumerated values. While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements. How can you still accomplish this? Disable access to all statements, including the prior years’ statements Remove access to Employee Profile during compensation planning Under the permissions of the current statements change the setting to Generated statements are not viewable Use the Role-Based Permissions to control access to only display the previous years’ statements. 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 Updating a Compensation Statement Opening compensation worksheets. 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 non-editable to planners Configure a custom field and set the field to read-only Configure a custom field and use field-based permissions to set the field to be hidden from planners Configure a custom field and sent the field to be reportable. You client, who uses SAP SF EC, 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 Check if the Event Reason is New Hire and effective date is 2 years ago Use the effective date from Job Info to check if the employee has been in the position for more than 2 years Add help test to the Lump Sum to notify planners only to use the field for eligible employees . You create a test user data tile <UDF) for use with a compensation template. The template uses 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 blank SECOND.MANAGER blank MANAGER NO.MANAGER SECOND.MANAGER blank MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER’S MANAGER blank SECOND.MANAGER NO.MANAGER blank . 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 a never percent field with a formula within the compensation template and add this to field to the statement template Use the field in 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 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 Use the conditional logic in the statement to only display the paragraph if the merit is greater than 10. 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 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-inly to No on the correct date Create a custom editable Money field in the formula to calculate the final salary, use the dateDIffO 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. 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 and set all of the guideline values to 0 Set the Lump Sum field to read-only to prevent planners from using it Use field-based permissions on the Lump Sum field and a permission group of named individuals. Which report can aggregate compensation details from multiple plans? Note: There are 2 correct answers to this question. Executive Review Online Report Designer Ad-hoc report Aggregate report. You configure the following salary rule in the compensation plan template (see below). How does the system behave? 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 The rule alerts the planner that the range penetration threshold has been exceeded and the merit field text turns red The planner can save the merit recommendation The rule prevents the planner from saving the merit increase The planner must go back and 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. What happens when a mass change violates the guideline hard stops? Guideline hard stops will be skipped Employees’ recommendations will be skipped Guideline will adjust on a pro rata basis Employees are brought to max of range. 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 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 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 You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that item pertains only to sales employees. 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. 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 – Edit permission The user needs the Executive Review – Mass Action permission The user needs the Executive Review – Import permission The user needs the Executive Review – Export permission The user needs the Ad-hoc Reports for the Compensation Planning domain permission. As part of the approval process, you 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? Enable the Executive Review – Read permission for all planners Create a Tile for inclusion on the planners Dashboards Include the Detailed (Rollup! Report option) in the worksheet configuration Create an Ad-hoc report and share it with all planners . Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). They would like the budget displayed in local currency for alt 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 and group on the local currency code Disable Functional Currency mode Enable Planner Currency mode Have four separate templates, one for each country. 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 bet accomplish this? Create an eligibility rule to exclude this employee Make the employee ineligible for a merit increase using eligibility engine Remove the employee from the compensation and run the “Update all worksheets” job Recall the compensation statement for the employee. 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 bet accomplish this? Create an eligibility rule to exclude this employee Make the employee ineligible for a merit increase using eligibility engine Remove the employee from the compensation and run the “Update all worksheets” job Recall the compensation statement for the employee. 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 2 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? Ensure the default value for all merit guidelines is non-zero Make sure the Country and 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, and Job Family is not Set the Force Default on Rating Chage 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 column is reloadable, and Job Family is not. Your EC-integrated client wishes to plan on monthly salaries (or employees in the UK), but on annual salaries for employees in the US. All employees have their salaries stored in E 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? 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’ Include the unitsPerYear standard column and set it to 12 Use two templates with one having curSalary mapped to the pay component and the other on the pay component group Use meritTarget set to the pay component value divided by 12. When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this? Update your Rating Label Format to show the text Add help text to the PM Rating field Update the field-based permissions for the PM Rating field Create a custom column referencing a lookup table to pull in the text. 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 Standard Suite hierarchy (including Inactives) Compensation hierarchy (Second Manager) Rollup hierarchy (including Inactives) HR Manager hierarchy. 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 sent the form back for changes 3. Third level manager reviews the approval and CAN send the from back to the Next Level Manager for changes How can you set up the system to meet this requirement? In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Option 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 use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User. 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. Which information is included in the rollup report? Note: There are 2 correct answers to this question. The average bonus payout amount The sum of budget and total spend for each division department or location The sum of budget and total spend for each planner in the hierarchy The detail of planning decisions for each employee in the hierarchy. 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 Pay components Biographical info Time Off Background elements. Your customer has implemented SAP SF EC and now wishes to implement a single global compensation template. However, only part of the organization is in EC, some countries are still using SAP ERP, but there are plans to move to SAP EF EC over the next 2 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 2 templates – one with EC integration and one without 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 a single-integrated template and use the Hybrid Template option. Your non-EC customer wants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 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 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 1 and 2 ineligibles 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 ineligibles for the Lump Sum field Start with all employees that are eligible Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligibles for the Lump Sum field. Your client has a salary template with 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 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 don’t 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 N/A Too new to rate Unrated. Your customer has an EC 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 SF EC. 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? 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 The employee becomes ineligible The new pay grade is displayed. What types of custom fields can you see as formula criteria within the guidelines? Note: There are 2 correct answers to this question. Percent fields input on the worksheet Date fields uploaded from the User Data File Money fields based on a custom formula calculation String fields based on a custom formula calculation. When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question. Your customer wants only directors and above to do planning Your customer has more than three manager approval levels in their route map You customer wants to include HR in their route map Your customer wants someone other than the standard manager to make compensation recommendations. Which of the following customer scenarios is a good use of 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 are on a performance improvement plan get a statement from those who are not 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. 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 Determining appropriate car allowance by grade Converting a code into its text equivalent for display Coverting money values from functional to local currency. Your client wishes to limit new employee salaries so that no employees 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 custom validation of type Error to ensure that the column compaRatio is less than 125 Create a standard vaBdatation of type ‘splitOrDisallov/’ and action ‘exceed’ with the Threshold at 125 Create a standard validation of type ‘disallow and action’ exceed with Threshold at 125. 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 Geo Zone, the ABC Legal Entity, Pay Frequency of BWK and Pay Grade GR-08. The employee’s current range penetration is calculated as exactly 0%. What’s their current salary? 2852.0 3458.0 3147.0 3140.0. What action is required to enable EC integration for a template? Provide an effective date Update pay guide format Reload guidelines Enable field-based permissions. Which of the following required the use of custom validations? Note: There are 2 correct answers to this question. An error message when the maximum guideline is exceeded An error when adjustments are entered in two different fields An error message when planners enter a promotion without changing pay grade A warning message when the budget is exceeded. You ate 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. Employee Details Job Info Custom MDF Objects Recurring Pay Components Compensation Info. 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. Grant all planners access to the Executive Review and use the standard YouCalc widget Create a Tile report and add it to a dashboard for view in the Salary worksheet’s Insights icon Create an Ad-hoc report and share it with all planners Create a Tile report and add it to a dashboard for view on the planner’s homepage Add the standard YouCalc widget to the worksheet template and have planners access it while they do their planning. You want to rename the Salary tab of the compensation plan template. Which field section must you configure? Custom Views Rollup Report Fields Navigation Fields Form Fields. You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ‘lookupCbudgettable’ customCountry1))/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 NfA for the employee. What could be done to fix this behavior? Surround the curSalary with the toString function Remove the extra parentheses Change the column to be of the Amount type Surround the lookup function with the toNumber function. Which of the following updates require worksheet to be relaunched? Note: There are 2 correct answers to this question. Modify the route map Revise field-based permissions Update lookup table contents Update a formula in a custom column. For which customer requirement do you need to develop a custom statement? Different statements per employee group Mix of data from compensation and variable pay Field visibility is conditional on amount Pie graph showing compensation element attribution. 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? Q Use custom validations with the formula if(merit>0.’FALSE.’TRUE Under Define Standard Validation Rules add a Force Comment Rule with the mode set to ‘no-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 ‘raise’. 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 SF. 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. 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 an administrator changes the layout of the compensation plan template to add a new column When there has been a change to an eligibility rule When an administrator makes a change to a Field Based Permissions When a performance rating is updated. 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 “All employees are eligible” under Eligibility Settings and update eligibility rules to INCLUDE 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 EXCLUDE the undesired 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. 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 stay with budget. How can you achieve this? Note: There are 2 correct answers to this question. 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 a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode Use guidelines to populate the default values and budget with mode PercentOfCustomField where the custom field uses a lookup table. What checks can you make with the Check tool? Note: There are 2 correct answers to this question. Accuracy of formula calculations Reportable fields correctly configured Custom validations correctly configured Circular hierarchies for form creation. What functions are available in a compensation profile? Note: There are 3 correct answers to this question. Enter recommendations Display salary history Promote an employee View budgets Import salary history into the profile. 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 False in the compensation plan template Set the XML attribute isActualSalaryImported to True in the compensation plan template. Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners? Note: There are 2 correct answers to this question. Executive Review Export Compensation Management Generate Statements Manage Compensation Forms. You ate implementation and EC-integrated template. Which compensation fields are commonly mapped to a pay component or pay component group? Local Currency Code Pay Grade Units Per Year L FTE Current Salary. 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 December 31 of the current year The proration end date configured in the compensation template The end date of the compensation worksheet. 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. Update compensation worksheet Delete form Manage worksheets Delete employees . 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 and status. In the template, the country is defined with field ID customCountry and the status is defined with field ID customStatus. What is the correct syntax to calculate the adjustment budget? toNumber(lookup(‘2018_BudgetPoor: customCountry customStatus2))’curSalary toNumbGr(lookupc2018_BudgetPoor.customCountry.cu$tomStatus$.1))’curSalary toNumber(lookupf2018_BudgetPoor customCountry customStatusAdjustment))*curSalary toNumber(lookup(‘2018_BudgetPool’.customCountry.customStatus.adjustment))’curSalary. 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. 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? Use conditional text sections in the statement editor Use two compensation worksheet templates Create multiple statement templates and use groups Use the suppress statement function. 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? On the Employee Central Settings screen in the 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 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 on the XML 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. 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. You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot (see image below). An employee in the USA has a rating of 4. What would be their default merit increase? 0 0.01 0.02 0.04. 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 fields for guidelines. Your customer wants the guidelines for an employee’s merit recommendation to be prorated based on 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. Your customer has 2 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 single worksheet using the employees’ periodic salary NOT the annual value. What is the best way to accomplish this? Create 2 custom columns and map each to the pay components Use a third custom column to display whichever is non zero Create 2 different templates Use eligibility rules to ensure employees appear on the correct one Create a pay component group that includes both pay components and use that for the planning 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. 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 IncludeFunctionalCurrency view The IncludePlannerCurrency view The Include Any Currency view The IncludeLocalCurrency view. 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? Pay Grade Geo Zone Legal Entity Legal Entity Geo Zone Geo Zone Legal Entity Pay Grade Legal Entity Geo Zone. What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question. Force comment when recommendation is outside guidelines Disallow save when budget is exceeded Update guideline hard limit Spirt to Lump Sum when exceeding salary range.

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