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| Section | Weight | Objectives |
|---|---|---|
| Reporting & Analytics | 10% | - Metrics and dashboards - Ad-hoc reporting - Standard compensation reports |
| Plan Settings & Configuration | 20% | - Eligibility rules - Lookup tables and import - Budget setup and guidelines - Currency and exchange rates |
| Implementation & Testing | 10% | - Testing scenarios - Troubleshooting common issues - Configuration validation |
| Compensation Worksheets | 20% | - Data population and validation - Worksheet layout and display - Form routing and approvals |
| Managing Employee Data | 5% | - Import/export employee data - Data maintenance |
| Compensation Plan Guidelines | 10% | - Plan configuration fundamentals - Template structure and setup |
| Compensation Statements | 15% | - Statement template design - Generation and distribution |
| Permissions & Security | 10% | - Data access restrictions - Role-based permissions |
1. For which of the following roles can yougrant legacy permission to view the personal compensation statements of an employee?
There are 3 correct answers to this question.
A) System Administrator
B) HR Representative
C) Employee
D) Custom Manager
E) Compensation Administrator
2. Your customer is using standard SuccessFactors fields and would like to display compensation data on their employee's live profile. What is the correct sequence of steps you must perform to accomplish this?
A) Add the background element section in the data model. Publish data to the employee profile. Create a portlet in the Admin Tools.
B) Create a portlet in the Admin Tools. 2.Add the background element section in the data model Publish data to the employee profile.
C) Add the background elementsection in the data model. Create a portlet in the Admin Tools. Publish data to the employee profile.
D) Publish data to the employee profile. Create a portlet in the Admin Tools.
Add the background element section in the data model.
3. When shouldyou configure a compensation template using the second manager hierarchy? Please choose the correct answer.
A) Your customer has more than three managerapproval levels in their route map.
B) Your customer wants someone other than the standard manager to make compensation ^ recommendations.
C) Your customer wants to include inactive employees on the compensation worksheet.
D) Your customer wants both the standard manager and the matrix manager to approve compensation.
4. Your customer has part time employees. What do you configure in the system to have it calculate the compa-ratio, range penetration, current salary and adjusted salary ranges? Please choose the correct answer.
A) Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL_TIME or PART_TIME.
B) Add the standard FTE field to the compensation plan template.
C) Set the XML tag "isActualSalarylmported" to TRUE in the compensation plan template.
D) Set SALARY_PRORATING in the user data file (UDF) to the percent that the employees work full time.
5. In Admin Tools, you load a pay matrix table as shown in theattached screenshot. You map attribute 1 to business unit and attribute 2 department. On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee's current range penetration is calculatedas exactly 100% What is the employee's current annual salary? Please choose the correct answer.
A) 85000
B) 66000
C) 90000
D) 72000
Solutions:
| Question # 1 Answer: A,B,E | Question # 2 Answer: C | Question # 3 Answer: B | Question # 4 Answer: B | Question # 5 Answer: D |
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