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The exam is intended for professionals who have a basic understanding of the principles of compensation management and the SAP SuccessFactors platform. The certification validates the ability to apply this knowledge to configure and manage variable pay programs, including incentive plans, bonuses, and other forms of compensation. Successful candidates will be able to demonstrate their knowledge of the latest industry trends and best practices in variable pay management, as well as their ability to use SAP SuccessFactors to optimize compensation programs and improve employee engagement and retention.
NEW QUESTION # 41
What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.
- A. Eligibility criteria for each employee
- B. Bonus calculation for each employee
- C. Multiple rows of payout for each employee
- D. Payout guidelines for each employee
- E. Total pay items for each employee
Answer: A,B,C
NEW QUESTION # 42
Which of the following are payout function types supported in Business Goals? Note: There are 3 correct answers to this question.
- A. Interpolation
- B. Direct payout
- C. Additive
- D. Multiplicative
- E. Step scale
Answer: A,B,D
NEW QUESTION # 43
Which of the following data files are linked by legacy eligibility rules? Note: There are 2 correct answers to this question.
- A. Bonus plan data file
- B. Business goals data file
- C. User data file
- D. Employee history data file
Answer: A,D
NEW QUESTION # 44
In which customer scenario do you need to create more than one bonus plan in the same program?
- A. The customer has multiple route maps.
- B. The customer has multiple sets of business goals.
- C. The customer is using multiple bonus calculation formulas.
- D. The customer has multiple plan period date ranges.
Answer: B
NEW QUESTION # 45
Your client has a performance process where employees can enter goals. The individual part of the employee's bonus is based on the performance against these goals - but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is "bonus relevant" - that is, the employee's attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?
- A. Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.
- B. Relevant goal performance is imported into each employee's Assignment History.
- C. Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.
- D. Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.
Answer: D
NEW QUESTION # 46
A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as "overlap"?
- A. PM form start date <= Assignment start date. PM form end date <= Assignment end date
- B. PM form start date >= Assignment end date. Assignment start date <= PM form start date
- C. PM form start date <= Assignment end date. Assignment start date <= PM form end date
- D. PM form start date <= Assignment start date. Assignment start date >= PM form end date
Answer: C
NEW QUESTION # 47
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?
- A. Field-based permission
- B. Compensation profile
- C. Custom views
- D. Executive review
Answer: B
NEW QUESTION # 48
Your customer has two groups of employees eligible for a variable pay payout: Employees in the US use SAP SuccessFactors performance forms. Employees in Germany have their performance rating in an external system. Ratings for both groups of employees are provided based on the same rating scale. How should you handle this situation? Note: There are 2 correct answers to this question.
- A. Create a specific performance form template for the German employees and have the customer load their ratings into it.
- B. Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.
- C. Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.
- D. Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.
Answer: B,D
NEW QUESTION # 49
Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee's target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% - revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?
- A. 4000 x 150% + 4000 x (80% x 50% + 90% x 50%)
- B. 150% x (4000 x 50% x (80% + 4000 x 50% x 90%
- C. 4000 x 150% x (80% x 50% + 90% x 50%)
- D. 4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%
Answer: D
NEW QUESTION # 50
Refer to the screenshot below. When implementing an Employee Central-integrated Variable Pay template, to which of the following does the highlighted Effective Date refer?
- A. The date the program ends
- B. The date the program begins
- C. The date the system uses to pull data from Employee Central
- D. The date published transactions are effective in Employee Central
Answer: C
NEW QUESTION # 51
Which of the following are standard criteria that can be used to create guidelines in variable pay? Note: There are 3 correct answers to this question.
- A. Rating
- B. Division
- C. Pay grade
- D. Job level
- E. Country
Answer: A,C,D
NEW QUESTION # 52
Due to some company reorganizations and rapid career advancement, an employee at your client has the following data in Employee Central: On the Variable Pay template, there is a custom string column that is mapped to the Job Title field on the Job Information portlet in Employee Central. The Effective Date of the template is June 1, 2020. The Bonus Period is from January 1, 2020 to December 31, 2020. What is displayed in the Job Title field when the forms are launched?
- A. Sales Associate
- B. Sales Advisor
- C. Marketing Assistant
- D. Marketing Manager
Answer: A
NEW QUESTION # 53
Your customer wants to use its business units to assign goal achievements. What are the first steps to set up this requirement? Note: There are 2 correct answers to this question.
- A. Import business unit data via the employee history data file.
- B. Define the Business Unit field in the Variable Pay Background Element XML.
- C. Define the Business Unit field as a department in the Succession Data Model XML.
- D. Import business unit data via the user data file.
Answer: A,B
NEW QUESTION # 54
How can you create worksheets where employees have planners outside their line manager hierarchy?
- A. Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.
- B. Use the custom manager option for assigning employees in the user data file and in the route map.
- C. Assign the employees to matrix managers and use matrix managers in the route map.
- D. Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.
Answer: A
NEW QUESTION # 55
Assume a starting point of "All employees are eligible" and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?
- A. To exclude employees who have given their notice from the bonus payout calculation
- B. To include inactive users as part of the payout calculation
- C. To include inactive users as part of the Variable Pay form
- D. To exclude employees who have given their notice from the Variable Pay form
Answer: A
NEW QUESTION # 56
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