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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

1. 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 ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
C) It allows a second rating field for guidelines.
D) It allows for performance ratings to use a different rating scale.

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

A) By using the Rollup Hierarchy report
B) By changing the Method of Planner to Compensation Manager Hierarchy
C) By exporting troubleshooting information found on the Define Planners screen
D) By using the Check Tool

3. 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) Create a Tile for inclusion on the planners' Dashboards.
B) Enable the Executive Review - Read permission for all planners.
C) Create an Ad Hoc report share it with all planners.
D) Include the Detailed (Rollup) Report option in the worksheet configuration.

4. 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 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.
B) 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.
C) 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.
D) 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.

5. 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) 2%-4%
D) 1%-2%

Solutions: