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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q80-Q85):

NEW QUESTION # 80
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.

A. An employee is NOT given a raise, stock, or options at all.
B. When an employee's raise exceeds the range penetration maximum.
C. When an employee's final salary is below range penetration minimum.
D. Any time an employee is given a raise, stock, or options.

Answer: A,D

NEW QUESTION # 81
Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC.
How can this requirement be met through configuration?

A. Create a lookup table that contains the different dates that uses country as an input.
*Map the lookup table name to the "start-date" of the pay component in the XML.
B. On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.
*Use the Publish Selected Employees in Employee Central to publish the data for this country.
*Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.
C. Enter the effective date for the largest country in the Employee Central Settings screen.
*Publish the results of the planning for all countries.
*Manually modify the effective dates of the resulting EC data for the smaller countries.
D. Create a lookup table that contains the different dates that uses country as an input.
*Create a custom date column that reads from the lookup table based on employee country.
*Map the column ID of the custom date column to the "start-date" of the pay component in the XML.

Answer: D

Explanation:
To meet the requirement of publishing different effective dates for each country in an SAP SuccessFactors Compensation worksheet:
* First, create a lookup table that specifies the effective date for each country.
* Then, set up a custom date column in the compensation template that retrieves the effective date from this lookup table based on the employee's country.
* Finally, map this custom date column in the XML template to the start-date of the pay component, ensuring each country has the correct effective date when the compensation data is sent back to Employee Central. This method allows for automation of country-specific effective dates, avoiding manual adjustments and ensuring consistency.References: SAP SuccessFactors Compensation Integration with Employee Central Guide - Lookup Tables and Effective Date Configuration.

NEW QUESTION # 82
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.

A. STATUS
B. MANAGER
C. USERID
D. USERNAME

Answer: A,C

Explanation:
When importing a compensation-specific User Data File (UDF) in SAP SuccessFactors Compensation, selecting "Assign default required field values for new users if none specified" in provisioning helps auto-fill necessary fields. However, certain fields must still be present for the import to function correctly:
* USERID: This column uniquely identifies each employee and is mandatory as it links users to their respective records.
* STATUS: This field indicates whether the user is active, inactive, or terminated, which is essential for proper processing in the compensation module. These fields are foundational to user records and are required for accurate data synchronization.References: SAP SuccessFactors Compensation Implementation Guide - Required Fields for User Data File Import.

NEW QUESTION # 83
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

A. Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
B. Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition.
C. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.
D. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Answer: D

Explanation:
To meet the requirement of displaying a paragraph only for employees on a Performance Improvement Plan (PIP) without showing the rating, the use of conditional text combined with field-based permissions is the best approach.
* Conditional Text Section and Field-Based Permissions
* Option D: A conditional text section allows you to set conditions (such as rating equals 1 or 2) to display specific content only for certain employees. Using field-based permissions to hide the rating ensures it is not displayed on the worksheet or statement.
* Why Other Options Are Incorrect
* Options A and B involve including the rating in the statement, which the client does not want.
* Option C (adding a paragraph for all employees with a note) does not selectively display the content based on PIP status.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Conditional Text Sections and Field-Based Permissions.

NEW QUESTION # 84
What is the recommended leading practice workflow for a compensation template?

A. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
B. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
C. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
D. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

Answer: A

NEW QUESTION # 85
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