What must you do before importing a currency conversion table into Admin Tools? Save the table in the most recent version of Microsoft Excel. Remove column headers and commas from the file. Include currency rates for both directions of every currency pair Ensure all rates have fewer than three decimal places.
Managing eligibility using UDF flag is: Best used when customers have a lot of custom fields Best used when customer have less than 100 employees Best used when customers have straightforward rules Best used when customers have complex rule exceptions Best used when rules are defined at Template level.
What field types must be used to suppress a statement?
There are 2 correct answers Standard field string field numeric field custom field.
You customer uses a multi-currency compensation plan template. Where can they update the exchange rate for US Dollars (USD) to Euros (EUR) using the Admin Tools? Compensation Home -> Actions for all Plans Compensation Home -> Plan Setup -> Plan Details Compensation Home -> Plan Setup -> Setting -> Currency settings
Compensation Home -> Manage worksheets.
Which of the following can a user do to export all of the compensation data from SuccessFactors to another system?
There are 2 correct answers Select the Aggregate Export option from Compensation Home. Export the user data file (UDF) to send as a report. Select the Enable Roll-up Reports option in Advanced Settings. Create a Compensation Planning ad hoc report.
Your customer uses the Second Manager compensation hierarchy. How can you check for missing manager in the hierarchy? Use the Export users without manager option under the Define Planners page. Export the user data file (UDF) and check the MANAGER column. Run a Compensation Planning ad hoc report. Select the Validate Manager and HR fields option when importing the user data file (UDF).
An employee’s planner has changed and you need to assign the employee to a different compensation form. When importing the User Data File (UDF). Which option must you select to reflect this change? Move user’s compensation data from old manager to current manager. Add new member to compensation form. Automatic En Route document transfer to new manager. Automatic inbox document transfer to new manager.
True or False: Cascading budget is widely used. True False.
What happens to compensation forms when the conversion table is updated during the planning period? Only completed forms are affected Change is dynamic to in-progress forms in-progress forms are not affected in progress forms are only affected when "Update MI Worksheet" is run .
With the Q2 2016 release the effective dated currency conversion will only be available for which one of the solutions? SAP SuccessFactors Employee Central SAP SuccessFactors Recruiting SAP SuccessFactors Succession.
Where can you disable Ask for Edits options in the route map of a compensation form? Under Admin Tools -> Manage Route Maps Under Provisioning -> Form Template Administration Under XML -> comp-config section Under Admin Tools -> Plan Setup -> Settings -> Advanced Settings.
Performance Ratings can be brought in to Compensation by
There are 3 correct answers to this question. Pulling the data from Performance Management Form Importing the data from UDF Hardcoding the ratings to XML template Pulling the data from Goal Management Form Adding a compensation rating in the system.
You want to export user compensation data from your customer's SuccessFactors system.
Which option in the Employee Data Export tool prevents any user compensation data from being downloaded Valid users only Include imported field-level eligibility fields with system default import keys Export as a batch process Short format: only system fields.
The following tag in the compensation template XML is incorrect and is causing an error when you try to save the template in provisioning <comp-field-label><![CDATA[Merit Increase Guideline]</comp-field-label>.
What is the reason for the error? Comp-field-label is an invalid tag. Quotation marks are missing from the label content’ The comp-field-label tag is NOT correctly closed. The CDATA block is incorrectly formed.
When would you run the Update All Worksheets function?
There are 3 correct answers. When a manager makes a change to a performance rating on a performance form. When an administration manually moves an employee to a new worksheet. When an administration changes the data in a look-up table. When an administration change the layout of the compensation plan template.
When a new hire or termination occurs.
Which tool creates cost projections and set targets based on location, performance level or benchmark? Cascading budget Budget rules Compensation Profile Guideline modeling.
Which compensation function requires the job code and pay grade mapping table?
Please choose the correct answer. Compensation History Job Selector Cascading Budget Calculating Compa-Ratio.
How can you disable the “Get Feedback” button in the compensation form? Disable manage document visibility Activate the setting Disable ask edit/comment routing Disable compensation management permission Set the IncludeSalaryNotes attribute in XML to “false”.
Which one of the following is NOT a characteristic of a standard column? It may or may not be reloadable Standard fields are always reportable It can be configured to include a formula A predefined field that can be added to the planning sheet An import key can be added.
How can you bulk print a personal compensation statement from a completed compensation worksheet? Set RBP User Permission View Statement for managers Set XML plan attribute includeSalaryStatementLink=”true” Grant managers read permission for “personalCompensationStatement” in the data model Set RBP User Permission View Statement for everyone.
Which actions can you perform on the Add/Edit Statement Templates screen in Admin Tools when creating a compensation statement from SuccessStore templates?
There are 3 correct answers Change the order of the compensation fields. Configure the statement for multiple languages. Configure the statement to include conditional logic for the statement text. Reference the company logo URL and change the title of the statement. Customize the statement text to fit your customer’s company and culture.
In Admin Tools, you configure a merit budget based on a percentage of the current salary. In the ‘Based On’ dropdown option you select ‘User’. How would you define the budget percentage? Import a percentage for each employee in the user data file (UDF). Use default percentage for all users. Assign a percentage to each user in the Budget Assignment section. Assign each user to a budget group and then assign group percentages.
Which tool facilitates large scale change in recommendation?
There are TWO answers for this question Mass Action Edit-in-place Cascading Budgets Offline Edit.
Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer’s guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside of the high/low values.
Which guideline rule settings must you set to fulfill these requirements? <comp-guideline-pattern>low-high</comp-guideline-pattern>
Hard Limit: Yes
High/Low Action: Warn <comp-guideline-pattern>min-max</comp-guideline-pattern>
Hard Limit: Yes
High/Low Action: Allow <comp-guideline-pattern>min-max</comp-guideline-pattern>
Hard Limit: Yes
High/Low Action: Warn comp-guideline-pattern>low-high</comp-guideline-pattern>
Hard Limit: Yes
High/Low Action: Allow.
Your customer has part time employees. What do you configure in the system to have it calculate the compa-ratio, range penetration, current salary and adjusted salary ranges? Add the standard FTE field to the compensation plan template. Set the XML tag “isActualSalaryImported” to TRUE in the compensation plan template. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL_TIME or PART_TIME. Set SALARY_PRORATING in the user data file (UDF) to the percent that the employees work full time.
Your customer gives planners total discretion within their budget for merit planning and does NOT use guidelines. Your customer also prorates final payouts according to how many months the employee has been with the company. How can you accomplish this? Use the Admin Tools to configure salary proration for imported proration. Set the includeSalaryProrating option to “true” in the template XML and use imported proration. Use the Admin Tools to configure raise proration for date-based proration. Set the includeRaiseProrating option to “true” in the template XML and use imported proration.
Merit field is restricted using field-based permissions. Which element is affected by this restriction?
There are TWO answers for this question Compensation planning adhoc report Compensation Profile Merit budget allocation Compensation Statement.
You want to display the percentage of employees in each pay grade who are eligible to receive a stock grant.
Which of the following activities must you perform to do this? Import the value TRUE in the STOCK_UNITS_ELIGIBLE column of the user data file (UDF) for users with eligible pay grades. Create an eligibility engine rule in the Admin Tools which defines stock eligibility by pay grade. Create a custom stock field with a formula that calculates stock grant percentages per pay grade. Upload a stock participation guideline table CSV file in the Admin Tools.
Your customer uses a look-up table to calculate custom budgets as shown in the attached screenshot. The budget is based on an employee’s country and status. In the template, the country is defined with the field ID customCountry and the status defined with the field ID customStatus.
What is the correct syntax to calculate merit budget? toNumber(lookup(“2018_BudgetPool”, customCountry, customStatus, merit)) * curSalary toNumber(lookup, “2018_BudgetPool”, customCountry, customStatus, 1) * curSalary toNumber(lookup(“2018_BudgetPool”, customCountry, customStatus, 1)) * curSalary lookup(toNumber(“2018_BudgetPool”, customCountry, customStatus, merit)) * curSalary.
Which of the following fields can be included in the summary tab of the compensation worksheet?
There are 2 correct answers A custom field Merit increase Final salary Compa-ratio.
This non-recurring compensation event can be cash or stock and can be peer-to-peer or granted thru manager hierarchy. Merit Lump Sum Options Extra/Adjustment Spot Awards.
How is range penetration or position in range calculated? (Current Salary – Range Minimum) / (Range Maximum – Range Minimum) Current Salary – Range minimum Current Salary /Salary Range midpoint Currency Salary / (Range Maximum – Range Minimum).
Your customer needs to remove a compensation statement from the system for one employee that was NOT eligible for a merit increase. How can you accomplish this? Make the employee ineligible for a merit increase using the eligibility engine. Remove the employee from the compensation form and run the ‘Update all worksheet’ job. Remove the employee from the compensation form and regenerate the statement Recall the compensation statement for the employee.
What are the advantages of the Percent of Merit Target budget mode? It is dynamic since budgets recalculate when new targets are loaded. It is client-specific and uses custom calculations if needed. It is easy to configure since it is based on employee performance and benchmarks. It is flexible since it is NOT based on users’ imported salaries.
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Your customer wants only users in Job Level A to be eligible for a one-time disbursement that does NOT contribute toward final salary. What can you do to fulfill this requirement?
There are 2 correct answers to this question. Import the value TRUE in the LUMPSUM_ELIGIBLE column of the user data file (UDF) for all Job Level A users. Create an eligibility engine rule in the Admin Tools that restricts non-Job Level A users from receiving Lump Sum 2. Create an eligibility engine rule in the Admin Tools that restricts Job Level A users eligible for Lump Sum. Import the value FALSE in the LUMPSUM2_ELIGIBLE column of the user data file (UDF) for all users EXCEPT Job Level A user.
Your customer requires the stock budget allocation for each employee to be visible on the compensation worksheet. How can you achieve this? Add a new budget calculation based on “User” and use “STOCK_BUDGET_STOCK_AMOUNT” as the import key. Add a guideline field in the design worksheet labeled as “Stock Budget Allocation”. Create a custom field and pull data from the “STOCK_BUDGET_STOCK_AMOUNT” column of the user data file (UDF) Create a custom field and use the Direct Amount budget mode for stocks.
You want to use a custom field called custom Stock as the starting point for stock guideline calculation. What must you do achieve this? Add the following code to the customStock field definition in the compensation template XML <comp-rule-base-field-id>customStock</comp-rule-base-field-id> Add the customStock field in the rule settings of the stock guidelines in Admin Tools. Add the following code to the ccomp-rule useFor=”stock” section of the compensation template XML <comp-rule-base-field-id>customStock</comp-rule-base-field-id> Add a CUSTOMSTOCK column in the user data file (UDF) and use it as an import key for stock guidelines in Admin Tools.
A customer is generating compensation statements. In role based permission (RBP), the compensation link has been enabled for everyone. The following permissions are set Actions for All Plans → Manage Statement Templates:
- Employee: Yes
- Employee’s Manager: Yes
- Employee’s HR: Yes
- Matrix Manager: Yes
While the following permission are set in Complete Compensation Cycle → Manage Statement Templates.
- Employee: Yes
- Employee’s Manager: No
- Employee’s HR: Yes
- Matrix Manager: No
In this scenario, who can view the compensation statement? Employee and Employee’s Manager Employee and Employee’s HR Employee, Employee’s Manager, and Employee’s HR Employee and Matrix Manager.
You want to percent planners from entering a negative merit increase in the compensation worksheet. Which configuration steps must you perform? Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center
Delete the <comp-guideline-pattern> in the form template XML Select the Enable Guideline Optimization setting in Admin Center
Delete the <comp-guideline-patter> in the form template XML Enable a hard limit stop for the minimum merit guideline in Admin Center
Set the minimum value to 0 for all guideline formulas Create a guideline rule the High/Low Action option set to Allow in Admin Center
Define each guideline formula with a default value of 0.
The following are advantages of using cascading budgets.
There are 3 correct answers to this question. Budget is flexible because it is not based on same percentage for everyone Budgets are easy to change, just reload the new percentages It can be complex to manage and set up Managers can decide budget for direct reports.
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