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

1. 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 Custom Column Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.
B) Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country Job Family columns are both reloadable.
C) Ensure the default value for all merit guidelines is non-zero.
*Make sure the Country Job Family columns are both reloadable.
D) Set the Force Default On Rating Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

2. Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.

A) Enabling the Rollup Report for End-Users requires a specific tag in the XML.
B) Custom Columns with the "Show Totals" attribute selected are shown.
C) The Rollup Report is based on the current hierarchy not that at form creation.
D) The Rollup Report provides a summary of compensation entries budget information.
E) The Standard, Compensation, Rollup Hierarchies are all supported.

3. Your customer has implemented SAP SuccessFactors Employee Central (EC) 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 non-integrated template, export the EC employees, import them via UDF.
B) Suggest a phased approach where the non-EC employees become part of the process later as they migrate.
C) Create two templates - one with EC integration one without.
D) Create a single EC-integrated template use the Hybrid Template option.

4. 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, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

A) The includeFunctionalCurrency view
B) The includeAnyCurrency view
C) The includeLocalCurrency view
D) The includePlannerCurrency view

5. 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 curRatio is less than 125.
B) Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
C) Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
D) Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

Solutions: