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| Topic |
Details |
| Topic 1 |
- Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
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| Topic 2 |
- Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
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| Topic 3 |
- Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
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| Topic 4 |
- Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
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| Topic 5 |
- Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.
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| Topic 6 |
- Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
|
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q50-Q55):
NEW QUESTION # 50
What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.
- A. It helps render the worksheet faster when there are more than 1,000 guideline formulas.
- B. It locks the guideline rule settings so they are un-editable after form launch.
- C. It changes the guidelines so they are updated on the form immediately.
- D. It requires relaunching the form when guidelines are changed during mid-cycle.
Answer: A,C
NEW QUESTION # 51
Which scenario requires the weights and mappings data file to be reimported?
- A. Change in eligibility rule criteria
- B. Change in business goal name
- C. Update in an employee's assignment date
- D. Update in bonus cap
Answer: B
NEW QUESTION # 52
How would you assign the same business goal to all employees in a non-EC integrated plan?
- A. Use the correct performance management form template.
- B. Use the user ID of each employee in the business goals file.
- C. Use the Manage Employee grouping.
- D. Use a common field value for all employees in the employee history file.
Answer: D
NEW QUESTION # 53
A client has three custom fields in their templates and they want to use these fields as plan-level Executive Review filters to help with their analysis. Which of the following is a valid configuration option for this requirement in a non-EC configuration?
- A. The fields are mapped to import keys uploaded within the UDF and are editable.
- B. The fields use a custom calculation and are read-only.
- C. The fields use a lookup table to derive the data based on conditional logic and are read-only.
- D. The fields are mapped to import keys uploaded within the UDF and are read-only.
Answer: D
NEW QUESTION # 54
Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.
- A. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.
- B. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.
- C. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.
- D. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is "Good" or better.
Answer: A,D
NEW QUESTION # 55
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