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NEW QUESTION # 36
You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?
- A. 0%-10%
- B. 2%-4%
- C. 0%-0%
- D. 3%-5%
Answer: C
NEW QUESTION # 37
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 accomplish this?
- A. Remove access to Employee Profile during compensation planning
- B. Use Role-Based Permissions to control access to only display previous years' statements
- C. Disable access to all statements, including the prior years statements
- D. Under the permissions of the current statements), change the setting to Generated statements are not viewable
Answer: D
NEW QUESTION # 38
What optional XML configuration controls
- A. force comment
- B. guidelines rules
- C. Comp -salary-rule
- D. Comp rule hard limit
Answer: C
NEW QUESTION # 39
Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?
- A. 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
- B. Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.
- C. Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas
- D. Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas
Answer: C
NEW QUESTION # 40
Your customer would Ike 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 posstole during the last week of the planning cycle.How can you achieve this?
- A. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date
- B. Create a custom read-only Money field and change read-only to No on the correct date.
- C. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date
- D. 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
Answer: A
NEW QUESTION # 41
Which items/objects can you move via the Instance Synchronization Tool during configuration migration from one instance to another?
- A. Currency Conversion table
- B. Lookup tables
- C. Non-EC salary ranges
- D. Stock tables
Answer: A
NEW QUESTION # 42
Your customer would Ike 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 posstole during the last week of the planning cycle How can you achieve this?
- A. Create a custom read-only Money field and change read-only to No on the correct date.
- B. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.
- C. 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.
- D. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.
Answer: C
NEW QUESTION # 43
Your customer has implemented SAP SuccessFactors 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 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 EC-integrated template and use the Hybrid Template option.
- B. Create two templates - one with EC integration and one without
- C. Create a single non-integrated template export the EC employees and import them via UDF
- D. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
Answer: A
NEW QUESTION # 44
How would you use a lookup table result in a numeric operation?
- A. Use to String to wrap the lookup field
- B. Use Amount as the column type
- C. Use to Number to wrap the lookup field
- D. Use a custom number format.
Answer: C
NEW QUESTION # 45
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?
- A. The IncludeFunclIonalCurrency view
- B. The include Any Currency view
- C. The includePlannerCurrency view
- D. The includeLocalCurrency view
Answer: D
NEW QUESTION # 46
Your customer uses SAP SuccessFactors Employee Central 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?
- A. 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.
- B. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC
- C. 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.
- D. 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.
Answer: A
NEW QUESTION # 47
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. Check the Start Date field to see if the employee started at least 2 years ago
- B. Refer to the Time in Position field to check if the employee has been in this position for more than 2 years
- C. Create a custom field in the Complnfo HRIS element to use in the eligibility rule
- D. Check if the Event Reason is New Hire and the effective date is 2 years ago.
Answer: D
NEW QUESTION # 48
You create a test user data tile <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?
- A. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- B. MANAGER blank
- C. SECOND.MANAGER blank
- D. SECOND.MANAGER NO.MANAGER
- E. MANAGER NO.MANAGER SECOND.MANAGER blank
Answer: E
NEW QUESTION # 49
Your clients HR team wants higher level planner to track where forms reside in the process and reach out to their team's planners, who are behind schedule, via email. What should you recommend to the client?
- A. Review the org chart in company info
- B. Configure the FORM status file on the homepage
- C. Use executive review from the compensation menu
- D. Access summary tab under compensation home
Answer: B
NEW QUESTION # 50
Which compensation column in the user data file (UDF) is required for multi-cu deployments?
- A. Local Currency Code
- B. Functional Currency Code
- C. Salary Type
Answer: A
NEW QUESTION # 51
What happens when a mass change violates the guideline hard stops?
- A. Guideline hard stops will be skipped
- B. Employees are brought to max of range
- C. Employees' recommendations will be skipped
- D. Guideline will adjust on a pro rata basis
Answer: B
NEW QUESTION # 52
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?
- A. Remove the employee from the compensation form and run the 'Update all worksheets" job
- B. Make the employee ineligible for a merit increase using the eligibility engine
- C. Create an eligibility rule to exclude this employee
- D. Recall the compensation statement for the employee
Answer: D
NEW QUESTION # 53
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF). Which columns are required? Note: There are 2 correct answers to this question
- A. USERNAME
- B. USERID
- C. MANAGER
- D. STATUS
Answer: B,D
NEW QUESTION # 54
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?
- A. Use conditional text sections in the statement editor
- B. Create multiple statement templates and use groups
- C. Use two compensation worksheet templates
- D. Use the suppress statement function
Answer: A
NEW QUESTION # 55
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?
- A. 0%-0%
- B. O 1%-2%
- C. 3%-5%
- D. O 2%-4%
Answer: A
NEW QUESTION # 56
A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?
- A. Configure a new field with a formula within the statement template
- B. Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template
- C. Configure a new percent field with a formula within the compensation template and add this field to the statement template
- D. Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template
Answer: D
NEW QUESTION # 57
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?
- A. Rollup Hierarchy
- B. Manager Hierarchy
- C. Compensation Hierarchy(Second Manager)
- D. Standard Suite Hierarchy
- E. Matrix manager hierarchy
Answer: A,C,D
NEW QUESTION # 58
A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed
- A. 100.00
- B. 90-00
- C. 900.00
- D. 960.00
Answer: B
NEW QUESTION # 59
A customer is using the Standard Manager hierarchy and vrould like the foltowing 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?
- A. Employee - Manager - User
- B. Employee - Manager - Originator
- C. Manager - Manager s Manager - Originator
- D. Manager - Manager s Manager - User
Answer: B
NEW QUESTION # 60
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