Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible.
What can you do to fulfill this requirement? Note: There are 3 correct answers to this question.
- A . Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.
- B . Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.
- C . Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
- D . Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
- E . Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee’s country status. In the template, the country is defined with field ID custom Country the status is defined with field ID custom Status.
What is the correct syntax to calculate the adjustment budget?
- A . toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"’curSalary
- B . toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary
- C . toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"’curSalary
- D . toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners – for example, German planners see the budget in EUR, not GBP.
How can you best accomplish this? Note: There are 2 correct answers to this question.
- A . Use budget grouping group on the local currency code.
- B . Enable Planner Currency mode.
- C . Disable Functional Currency mode.
- D . Have four separate templates, one for each country.
Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A . The new pay grade is displayed.
- B . The employee becomes ineligible.
- C . The pay grade remains the same as it was when the forms were created.
- D . New forms need to be created because an error will be shown.
Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees’ base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees’ periodic salary, NOT the annual value.
What is the best way to accomplish this?
- A . Create two different templates use eligibility rules to ensure employees appear on the correct one.
- B . Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
- C . Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
- D . Create a pay component group that includes both pay components use that for the planning.
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
- A . An error message when planners enter a promotion without changing pay grade
- B . A warning message when the budget is exceeded
- C . An error message when adjustments are entered in two different fields
- D . An error message when the maximum guideline is exceeded
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum.
How can you achieve this?
- A . Create a read-only string field make it reportable.
- B . Create an editable string field make it reportable.
- C . Create an editable string field with enumerated values.
- D . Create a read-only string field make it reloadable.
Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.
What is the recommended approach to this scenario?
- A . Create a single non-integrated template, export the EC employees, import them via UDF.
- B . Create two templates – one with EC integration one without.
- C . Suggest a phased approach where the non-EC employees become part of the process later as they migrate.
- D . Create a single EC-integrated template use the Hybrid Template option.
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output.
There are three rows in the table:
• USA=5
• GBR=3
• *=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee.
What could be done to fix this behavior?
- A . Surround the curSalary with the toString function.
- B . Surround the lookup function with the toNumber function.
- C . Change the column to be of the Amount type.
- D . Remove the extra parentheses.
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A . Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- B . Check the Hire Date field to see if the employee started at least 2 years ago.
- C . Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- D . Check if the Event Reason is New Hire the effective date is 2 years ago.
Your customer uses SAP SuccessFactors Employee Central has the following setup:
• Pay Component (id = "SALARY")
• Pay Component (id = "CARALLOWANCE")
• Pay Component (id = "HOUSEALLOWANCE")
• Pay Component Group (id = "TC") made up of the above three components.
The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?
- A . Map TC to the standard Current Salary field.
• Use the Merit column for the TC update.
• Use the finSalary field some custom columns to calculate the components publish those back to EC. - 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 have business rules split the sum into the components. - C . Map TC to the standard Current Salary field.
• Use the Merit column for the TC update.
• Extract the new TC with a report manually create import files to update EC. - D . Map SALARY to the standard Current Salary field TC to meritTarget.
• Use merit to update the TC use custom fields to allow planners to update the allowances.
• Publish each component back separately.
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A . Any time an employee is given a raise, stock, or options.
- B . When an employee’s raise exceeds the range penetration maximum.
- C . An employee is NOT given a raise, stock, or options at all.
- D . When an employee’s final salary is below range penetration minimum.
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?
- A . Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
- B . Use custom validations with the formula ‘if(merit>0,"FALSE","TRUE")".
- C . Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
- D . Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.
- A . It allows for performance form rating overrides.
- B . It allows for performance ratings to use a different rating scale.
- C . It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
- D . It allows a second rating field for guidelines.
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.
How can you achieve this?
- A . Use mass actions through the Executive Review.
- B . Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C . Use field-based permissions on the Lump Sum field a permission group of named individuals.
- D . Set the Lump Sum field to read-only to prevent planners from using it.
What is the recommended leading practice workflow for a compensation template?
- A . Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
- B . Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- C . Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
- D . Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.
How can you best show this information?
- A . Include the Detailed (Rollup) Report option in the worksheet configuration.
- B . Create an Ad Hoc report share it with all planners.
- C . Enable the Executive Review – Read permission for all planners.
- D . Create a Tile for inclusion on the planners’ Dashboards.
What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.
- A . Use reporting Executive Review for reviewing trends aggregate budgets.
- B . Only include those that would alter a decision, not simply review.
- C . Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
- D . Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.
How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A . Run the Rollup report.
- B . Export from the employee history file.
- C . Export from Executive Review.
- D . Run an Ad Hoc report.
Your client has two salary plans – one for Executives another for non-Executives.
Which tool can be used to combine the results from both templates in a single output document? Note: There are 2 correct answers to this question.
- A . Ad Hoc report
- B . Executive Review
- C . Story reports
- D . Aggregate export
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A . The user needs the Executive Review – Export permission.
- B . The user needs the Executive Review – Import permission.
- C . The user needs the Executive Review – Mass Action permission.
- D . The user needs the Executive Review – Edit permission.
- E . The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.
- A . The Rollup Report provides a summary of compensation entries budget information.
- B . The Standard, Compensation, Rollup Hierarchies are all supported.
- C . Custom Columns with the "Show Totals" attribute selected are shown.
- D . The Rollup Report is based on the current hierarchy not that at form creation.
- E . Enabling the Rollup Report for End-Users requires a specific tag in the XML.
Which information is included in the rollup report? Note: There are 2 correct answers to this question.
- A . The average bonus payout amount
- B . The detail of planning decisions for each employee in the hierarchy
- C . The sum of budget total spend for each division, department, or location
- D . The sum of budget total spend for each planner in the hierarchy
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A . Your customer has more than three manager approval levels in their route map.
- B . Your customer wants to include HR in their route map.
- C . Your customer wants only directors above to do planning.
- D . Your customer wants someone other than the standard manager to make compensation recommendations.
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A . Your customer has more than three manager approval levels in their route map.
- B . Your customer wants to include HR in their route map.
- C . Your customer wants only directors above to do planning.
- D . Your customer wants someone other than the standard manager to make compensation recommendations.
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A . Your customer has more than three manager approval levels in their route map.
- B . Your customer wants to include HR in their route map.
- C . Your customer wants only directors above to do planning.
- D . Your customer wants someone other than the standard manager to make compensation recommendations.
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A . Your customer has more than three manager approval levels in their route map.
- B . Your customer wants to include HR in their route map.
- C . Your customer wants only directors above to do planning.
- D . Your customer wants someone other than the standard manager to make compensation recommendations.
Reward Team member who launched the forms
How will you set this up in the Route Map?
- A . Employee Manager – Originator
- B . Manager – Manager’s Manager – Originator
- C . Employee Manager – User
- D . Manager – Manager’s Manager C User
Your customer has a compensation plan template with the functional currency USD. The manager’s own currency is EUR. The manager’s compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP.
Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A . The includeLocalCurrency view
- B . The includePlannerCurrency view
- C . The includeFunctionalCurrency view
- D . The includeAnyCurrency view
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums.
How can you configure the worksheet to meet this requirement? Note: There are 2 correct answers to this question.
- A . Create a custom validation of type Error to ensure that the column curRatio is less than 125.
- B . Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
- C . Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- D . Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.
- A . Split to Lump Sum when exceeding salary range.
- B . Force comment when recommendation is outside guidelines.
- C . Disallow save when budget is exceeded.
- D . Update guideline hard limit.
What action is required to enable Employee Central integration for a template?
- A . Enable field-based permissions.
- B . Reload guidelines.
- C . Update pay guide format.
- D . Provide an effective date
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation.
What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?
- A . Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
- B . Add values in the EC Pay Range object to align with each FTE.
- C . Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
- D . Create a custom Amount column to store FTE rather than using the standard FTE column.