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| Section | Weight | Objectives |
|---|---|---|
| Variable Pay Program Settings | 11% - 20% | - Plan templates and general settings - Program configuration and setup - Currency and date configuration |
| Integration Scenarios | 8% - 12% | - Integration with SAP SuccessFactors Employee Central - Integration with Performance Management - Hybrid and non-EC environments |
| Bonus Calculation Methods | 8% - 12% | - Additive and multiplicative formulas - Assignment-based rating - Final payout calculation |
| Eligibility | 8% - 12% | - Assign bonus plans to eligible employees - Enable compensation eligibility - Legacy and MDF eligibility rules |
| Employee History Data and Background Elements | 11% - 20% | - Import and validate employee history data - Map data fields - Configure background elements |
| Variable Pay Form | 8% - 12% | - Form workflow and routing - Define fields and permissions - Configure form layout and sections |
| Reports and Reward Statements | 8% - 12% | - Generate standard and custom reports - Configure reward statements - Export and share results |
| Bonus Plans | 8% - 12% | - Configure bonus plan attributes - Link plans to business goals - Plan type and formula selection |
| Business Goals and Goal Weights | 8% - 12% | - Define weights and payout functions - Create and manage business goal templates - Import business goals data |
1. 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 have a different type, set when creating the goal.
B) Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.
C) Relevant goal performance is imported into each employee's Assignment History.
D) Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.
2. The screenshot below is the entire currency conversion table. The functional currency of this customer is USD.
Which currency view modes can be used with this table?
A) Functional, User, and Planner
B) Functional and User
C) Functional, User, Planner, and Any Currency
D) Functional only
3. Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.
A) The customer is using a different plan period date range.
B) The customer is using a different bonus calculation formula.
C) The customer is using a different route map.
D) The customer is using different eligibility rules.
E) The customer has some employees in Employee Central and others in an external system.
4. Which of the following areas are impacted when a customer uses flexible payout curves in their Variable Pay plan? Note: There are 2 correct answers to this question.
A) Guidelines
B) Reports
C) Calculations
D) Lookup values
5. In which customer scenario do you need to create more than one bonus plan in the same program?
A) The customer is using multiple bonus calculation formulas.
B) The customer has multiple plan period date ranges.
C) The customer has multiple sets of business goals.
D) The customer has multiple route maps.
Solutions:
| Question # 1 Answer: A | Question # 2 Answer: B | Question # 3 Answer: A,B,C | Question # 4 Answer: B,C | Question # 5 Answer: C |
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