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

1. In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

A) Converting money values from functional to local currency
B) Providing budget percentage by country
C) Converting a code into its text equivalent for display
D) Determining appropriate car allowance by grade
E) Holding previous year's salary by Employee ID

2. Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?

A) Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
B) Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.
C) Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
D) Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

3. What is the recommended leading practice workflow for a compensation template?

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

4. 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) 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.
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) 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.
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.

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

Solutions: