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NEW QUESTION # 31
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 and use custom validation to check that values are not entered until the correct date
- B. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date
- C. Create a custom read-only Money field and change read-only to No on 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: B
NEW QUESTION # 32
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question
- A. Aggregate export
- B. Executive Review
- C. Ad Hoc report
- D. Online Report Designer
Answer: A,B
NEW QUESTION # 33
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
- A. Money fields based on a custom formula calculation
- B. Date fields uploaded from the User Data File
- C. String fields based on a custom formula calculation
- D. Percent fields input on the worksheet
Answer: B,D
NEW QUESTION # 34
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 includeLocalCurrency view
- B. The IncludeFunclIonalCurrency view
- C. The include Any Currency view
- D. The includePlannerCurrency view
Answer: A
NEW QUESTION # 35
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.
- A. Export from Executive Review
- B. Run the Rollup report
- C. Run an Ad Hoc report
- D. Export from the employee history file
Answer: A,C
NEW QUESTION # 36
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. New forms need to be created because an error will be shown
- B. The employee becomes ineligible
- C. The new pay grade is displayed
- D. The pay grade remains the same as it was when the forms were created
Answer: D
NEW QUESTION # 37
Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.
- A. Editing columns on a worksheet
- B. Opening compensation worksheets
- C. Updating a Compensation Statement
- D. Making changes through Executive Review
Answer: C,D
NEW QUESTION # 38
You want to rename the Salary tab of the compensation plan template.Which field section must you configure?
- A. Form Fields
- B. Custom Views
- C. Navigation Fields
- D. Rollup Report Fields
Answer: C
NEW QUESTION # 39
Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max*Hard Limit No*High/Low Action Allow
- B. In Display Settings use min-max*Hard Limit No *High/Low Action Warn
- C. In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow
- D. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
Answer: A
NEW QUESTION # 40
What is the recommended leading practice workflow for a compensation template?
- A. Manager Planning - Next Level Manager Review - HR Manager Planning - Complete
- B. Process Setup - Manager Planning - Next Level Manager Review - Final Review - Complete
- C. Manager Planning - Next Level Manager Review - Compensation Admin Review - HR Manager Planning - Complete
- D. Process Setup - Manager Planning - Next Level Manager Review - Third Level Manager Review - Complete
Answer: B
NEW QUESTION # 41
You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable" customCountry 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 il switches to NfA for the employee What could be done to fix this behavior?
- A. Remove the extra parentheses
- B. Surround the curSalary with the toString function
- C. Change the column to be of the Amount type
- D. Surround the lookup function with the toNumber function.
Answer: D
NEW QUESTION # 42
You ate implementing an EC-inlegrated template. Which compensation fields are commonly mapped to a pay component or pay component group?Note. There are 3 correct answers to this question.
- A. Units Per Year
- B. Pay Grade
- C. L FTE
- D. Current Salary
- E. Local Currency Code
Answer: A,D,E
NEW QUESTION # 43
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 a second rating field for guidelines
- C. It allows for performance ratings to use a different rating scale
- D. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form
Answer: C,D
NEW QUESTION # 44
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?
- A. 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.
- B. You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.
- C. 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.
- D. Create one version of the statement that has all three languages sequentially.Assign this template to all employees.
Answer: A
NEW QUESTION # 45
What functions are available in a compensation profile?Note There are 3 correct answers to this question.
- A. View budgets
- B. Import salary history into the profile
- C. Display salary history
- D. Enter recommendations
- E. Promote an employee
Answer: C,D,E
NEW QUESTION # 46
You configure the following salary rule in the compensation plan template,see Image.
How does the system behave?
- A. 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
- B. The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.
- C. 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.
- D. 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
Answer: A
NEW QUESTION # 47
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. Create multiple statement templates and use groups
- B. Use the suppress statement function
- C. Use conditional text sections in the statement editor
- D. Use two compensation worksheet templates
Answer: C
NEW QUESTION # 48
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer wants someone other than the standard manager to make compensation recommendations
- B. Your customer wants only directors and above to do planning
- C. Your customer wants to include HR in their route map
- D. Your customer has more than three manager approval levels in their route map
Answer: A,B
NEW QUESTION # 49
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?
- A. Set the XML attribute isActualSalarylmported to True in the compensation plan template
- B. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME
- C. Set the XML attribute isActualSalarylmported to False in the compensation plan template
- D. Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time
Answer: C
NEW QUESTION # 50
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