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| Section | Weight | Objectives |
|---|---|---|
| Implementation Test | <8% | - Validation of plan behavior - Troubleshooting issues - Test plan preparation |
| Compensation Plan Guidelines | 8%-12% | - Guideline matrices - Adjustment rules - Overrides and exceptions |
| Reports and Workflows | >12% | - Audit and tracking - Approval workflow design - Standard and custom reports |
| Permissions | <8% | - Audit access rights - Role-based permissions - Field-level access control |
| Set Up Import Tables | <8% | - Import file structure - Mapping and transformation - Import execution and validation |
| Managing Employee Specific Data | 8%-12% | - Employee data validation - Data import and integration - Data security and permissions |
| Plan Settings | >12% | - Plan template setup - Budget configuration - Guidelines and eligibility rules |
| Compensation Statements | 8%-12% | - Data mapping - Distribution and visibility - Statement template design |
| Compensation Worksheets | >12% | - Worksheet configuration - Display and layout settings - Calculation formulas and rules |
1. Which rating source combinations can you use to configure a compensation plan template? There are 2 correct answers.
A) A rating from a Performance Management (PM) form
A Comp Rating from the compensation worksheet for employees who do NOT have a PM form.
B) A rating from a 360 form
A Comp Rating from the compensation worksheet for employees who do NOT have a 360 form
C) A rating from a Performance Management (PM) form.
A rating from a different PM form depending on which PM form was assigned to an employee.
D) A rating from a Performance Management (PM) form.
An imported rating from the user data file for employees who do NOT have a PM form
2. 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?
Please choose the correct answer.
A) Automatic En Route document transfer to new manager.
B) Add new member to compensation form.
C) Move user's compensation data from old manager to current manager.
D) Automatic inbox document transfer to new manager.
3. What does SAP recommend you do when you copy a compensation plan template for a new cycle?
There are 2 correct answers
A) Create a new currency conversion table for the new cycle.
B) Update look-up tables referenced in the previous compensation cycle.
C) Recreate relevant rules in the eligibility engine for the new compensation cycle.
D) Update salary range tables referenced in the previous compensation cycle.
4. 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
A) Import the value TRUE in the LUMPSUM_ELIGIBLE column of the user data file (UDF) for all Job Level A users.
B) Import the value FALSE in the LUMPSUM2_ELIGIBLE column of the user data file (UDF) for all users U EXCEPT Job Level A user.
C) Create an eligibility engine rule in the Admin Tools that restricts Job Level A users eligible for Lump Sum.
D) Create an eligibility engine rule in the Admin Tools that restricts non-Job Level A users from receiving Lump Sum 2.
5. Your customer wants to include confidential information in the planning process. This information should be viewed by the HR team. How can you achieve this? Please choose the correct answer.
A) Set the includeCompliance-'HR" in the compensation plan template XML.
B) Configure a custom field for the confidential data, and use role-based permissions to make the field visible for HR employees.
C) Configure a custom field for the confidential data, and set field visibility to 'view' for HR employees.
D) Configure a custom field for the confidential data, and set field visibility to 'hide' for everyone except HR employees.
Solutions:
| Question # 1 Answer: A,D | Question # 2 Answer: C | Question # 3 Answer: A,C | Question # 4 Answer: A,C | Question # 5 Answer: B |
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