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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q59-Q64):

NEW QUESTION # 59
Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

A. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
B. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
C. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
D. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field
E. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9

Answer: A,C,E

NEW QUESTION # 60
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

A. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
B. Create a custom Amount column to store FTE rather than using the standard FTE column.
C. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
D. Add values in the EC Pay Range object to align with each FTE.

Answer: C

NEW QUESTION # 61
Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

A. Enable Planner Currency mode
B. Have four separate templates, one for each country
C. Use budget grouping and group on the local currency code
D. Disable Functional Currency mode

Answer: A,C

NEW QUESTION # 62
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.

A. Employees in one country get a statement at a different time from those in other countries.
B. Employees who were hired after a certain date do NOT get a statement.
C. Employees who are on a performance improvement plan get a different statement from those who are not.
D. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Answer: B,D

Explanation:
TheSuppress Statementfunction in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.

NEW QUESTION # 63
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

A. Guideline is displayed as 4-6%
*Total Increase is $500
B. Guideline is displayed as 2-3%
*Total Increase is $1,000
C. Guideline is displayed as 4-6%
*Total Increase is $1,000
D. Guideline is displayed as 2-3%
*Total Increase is $500

Answer: D

Explanation:
WhenSalary Prorationis used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and Bshow the original guideline (4-6%), which does not reflect the proration adjustment.
* Option Dincorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onSalary Proration and Merit Guidelines.

NEW QUESTION # 64
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