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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

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

2. In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?

A) 3147.0
B) 3458.0
C) 2852.0
D) 3140.0

3. Your EC-integrated client wishes to plan on monthly salaries for 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) Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."
B) Use meritTarget set to the pay component value divided by 12.
C) Include the unitsPerYear standard column set it to 12.
D) Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

4. Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?

A) In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn
B) In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow
C) In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow
D) In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow

5. Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

A) Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
B) Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
C) Salary range tables should always be provided in the client's Functional Currency.
D) If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

Solutions: