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NEW QUESTION # 46
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?
- A. Adjustment))*curSalary
- B. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- C. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- D. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- E. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
Answer: E
NEW QUESTION # 47
Your non-EC customer v/ants only users in Pay Grade 1 and 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 and 2. and TRUE for Grades 3 through 9
- B. 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
- C. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 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 goes through the eligible Pay Grades and makes them eligible 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 1 and 2 ineligible for the Lump Sum field
Answer: A,D,E
NEW QUESTION # 48
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.
- A. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning
- B. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon
- C. Grant all planners access to the Executive Review and use the standard YouCalc widget
- D. Create an Ad Hoc report and share it with all planners
- E. Create a Tile report and add it to a dashboard for view on the planner s homepage
Answer: A,B,C
NEW QUESTION # 49
When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?
- A. Update your Rating Label Format to show the text
- B. Add help text to the PM Rating field
- C. Update the field-based permissions for the PM Rating field
- D. Create a custom column referencing a lookup table to pull in the text
Answer: C
NEW QUESTION # 50
Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.
- A. Editing columns on a worksheet
- B. Updating a Compensation Statement
- C. Opening compensation worksheets
- D. Making changes through Executive Review
Answer: B,D
NEW QUESTION # 51
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. 3%-5%
- C. O 2%-4%
- D. O 1%-2%
Answer: A
NEW QUESTION # 52
For which customer requirement do you need to develop a custom statement?
- A. Mix of data from compensation and variable pay
- B. Field visibility is conditional on amount
- C. Pie graph showing compensation element attribution
- D. Different statements per employee group
Answer: C
NEW QUESTION # 53
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. Create an eligibility rule to exclude this employee
- B. Make the employee ineligible for a merit increase using the eligibility engine
- C. Recall the compensation statement for the employee
- D. Remove the employee from the compensation form and run the 'Update all worksheets" job
Answer: C
NEW QUESTION # 54
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 buk 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 - Mass Action permission
- C. The user needs the Executive Review - Import permission.
- D. The user needs the Ad Hoc Reports for the Compensation Planning domain permission
- E. The user needs the Executive Review - Edit permission
Answer: A,C,E
NEW QUESTION # 55
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 Hire Date field to see if the employee started at least 2 years ago
- B. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years
- 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 and the effective date is 2 years ago
Answer: A
NEW QUESTION # 56
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?Note There are 3 correct answers to this question.
- A. Standard Suite hierarchy (including Inactives)
- B. Rollup hierarchy (including Inactives)
- C. Standard Suite hierarchy
- D. Compensation hierarchy (Second Manager)
- E. HR Manager hierarchy
Answer: B,C,D
NEW QUESTION # 57
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 Warn
- B. In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow
- C. In Display Settings use min-max*Hard Limit No*High/Low Action Allow
- D. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
Answer: C
NEW QUESTION # 58
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?
- A. 0.02
- B. 0.01
- C. 0.04
- D. 0
Answer: A
NEW QUESTION # 59
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
- A. Percent fields input on the worksheet
- B. Money fields based on a custom formula calculation
- C. Date fields uploaded from the User Data File
- D. String fields based on a custom formula calculation
Answer: A,C
NEW QUESTION # 60
Your EC-intagrated 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?
- A. 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
- B. 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 in the XML
- C. 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
- D. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh 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
Answer: C
NEW QUESTION # 61
A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575
50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
NEW QUESTION # 62
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
- A. Delete form
- B. Delete employees
- C. Manage worksheets
- D. Update compensation worksheet
Answer: A,C
NEW QUESTION # 63
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. Surround the lookup function with the toNumber function.
- D. Change the column to be of the Amount type
Answer: C
NEW QUESTION # 64
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 compaRatio is less than 125
- B. Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.
- C. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125
- D. Create a custom validation of type Error to ensure that the column curRatio is less than 125
Answer: A,B
NEW QUESTION # 65
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 blank
- B. SECOND.MANAGER blank
- C. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- D. SECOND.MANAGER NO.MANAGER
- E. MANAGER NO.MANAGER SECOND.MANAGER blank
Answer: E
NEW QUESTION # 66
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 employee becomes ineligible
- B. The pay grade remains the same as it was when the forms were created
- C. The new pay grade is displayed
- D. New forms need to be created because an error will be shown
Answer: B
NEW QUESTION # 67
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