SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation

Question 1

How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

A. By exporting troubleshooting information found on the Define Planners screen

B. By changing the Method of Planner to Compensation Manager Hierarchy

C. By using the Check Tool

D. By using the Rollup Hierarchy report

Correct Answer: A,C

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Question 2

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?

A. Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.

B. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.

C. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

D. Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Correct Answer: D

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Question 3

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 isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

B. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.

C. Add values in the EC Pay Range object to align with each FTE.

D. Create a custom Amount column to store FTE rather than using the standard FTE column.

Correct Answer: B

Question 4

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. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas.

C. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas.

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

Correct Answer: C

Question 5

Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

A. Guideline is displayed as 2-3%
*Total Increase is $1,000

B. Guideline is displayed as 2-3%
*Total Increase is $500

C. Guideline is displayed as 4-6%
*Total Increase is $1,000

D. Guideline is displayed as 4-6%
*Total Increase is $500

Correct Answer: B

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Question 6

A customer's salary 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, two custom fields, Country 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?

A. Set the Force Default On Rating Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

B. Ensure the default value for all merit guidelines is non-zero.
*Make sure the Country Job Family columns are both reloadable.

C. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

D. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country Job Family columns are both reloadable.

Correct Answer: C

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Question 7

When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.

A. When there has been an update to a lookup table

B. When an administrator changes the layout of the compensation plan template to add a new column

C. When an administrator makes a change to Field Based Permissions

D. When a performance rating is updated

E. When there has been a change to an eligibility rule

Correct Answer: A,D,E

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Question 8

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. Aggregate export

B. Executive Review

C. Ad Hoc report

D. Story reports

Correct Answer: A,C

Question 9

At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?

A. Too new to rate

B. Good

C. Unrated

D. N/A

Correct Answer: C

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation - C-THR86-2411 Exam Practice Test

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