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

1. What is the recommended leading practice workflow for a compensation template?

A) Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
B) Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
C) Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
D) Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete

2. What checks can you make with the Check tool? Note: There are 2 correct answers to this question.

A) Reportable fields correctly configured
B) Accuracy of formula calculations
C) Custom validations correctly configured
D) Circular hierarchies for form creation

3. You are implementing an EC-integrated 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) Pay Grade
B) FTE
C) Local Currency Code
D) Units Per Year
E) Current Salary

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 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.
B) 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.
C) 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.
D) 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.

5. 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 use groups.
B) Use the suppress statement function.
C) Use conditional text sections in the statement editor.
D) Use two compensation worksheet templates.

Solutions: