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

1. When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

A) Your customer wants someone other than the standard manager to make compensation recommendations.
B) Your customer has more than three manager approval levels in their route map.
C) Your customer wants only directors above to do planning.
D) Your customer wants to include HR in their route map.

2. Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.
What happens on the worksheet for this employee?

A) The employee remains on the worksheet but their planning fields reset to default values.
B) The employee is removed from the worksheet.
C) The employee remains on the worksheet but becomes grayed out.
D) The employee remains eligible for planning with no changes.

3. You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

A) MANAGER: blank
*SECOND MANAGER: blank
B) MANAGER: blank
*SECOND MANAGER: NO_MANAGER
C) MANAGER: NO_MANAGER
*SECOND MANAGER: blank
D) MANAGER: NO_MANAGER
*SECOND_MANAGER: NO_MANAGER

4. What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

A) Use reporting Executive Review for reviewing trends aggregate budgets.
B) Only include those that would alter a decision, not simply review.
C) Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
D) Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

5. 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) 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.
B) 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.
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.
*Map the lookup table name to the "start-date" of the pay component in the XML.

Solutions: