Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees' base salary in their respective countries They want to plan for all employees on a single worksheet using the employees' periodic salary NOT the annual value.What is the best way to accomplish this?
Your client has a salary template with a performance form attached The Completed Only option is set to No for this template. For this client the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December The Salary forms are launched at the end of December and are open until the following end of January After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them One of these new hires is rated Good in the performance form. How will this rating appear on the Salary worksheet?
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
What checks can you make with the Check tool? Note there are 2 correct answers to this question.
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?
Which of the following customer scenarios is a good use of the Suppress Statement function?Note There are 2 correct answers to this question.
In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.
You create a test user data tile
Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?
A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%.How would you proceed?
You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable" customCountry 1))/100. The lookup table ‘budget_table' is configured with one input and one output There are three rows in the table•USA =5•GBR = 3•’ = 2 When the worksheet loads the column displays correctly but when a merit value is changed il switches to NfA for the employee What could be done to fix this behavior?
Your customer uses SAP SuccessFactors Employee Central and 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 and 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?
When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot.
The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?
You want to rename the Salary tab of the compensation plan template.Which field section must you configure?
Which of the following requires the use of custom validations?Note There are 2 correct answers to this question
Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?
Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?
Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?
A customer's performance 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, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.
Your customer has an Employee Central integrated template with an effective date of March 1.2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central The forms are launched on February 1. 2023. with a start date of March 1. 2023 An employee gets promoted on March 5, 2023. which includes a pay grade change.What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
For which customer requirement do you need to develop a custom statement?