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

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

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

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

3. What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

A) Split to Lump Sum when exceeding salary range.
B) Force comment when recommendation is outside guidelines.
C) Update guideline hard limit.
D) Disallow save when budget is exceeded.

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 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.
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 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.

5. What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.

A) An employee is NOT given a raise, stock, or options at all.
B) When an employee's final salary is below range penetration minimum.
C) Any time an employee is given a raise, stock, or options.
D) When an employee's raise exceeds the range penetration maximum.

Solutions: