What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

• A. Standard Suite hierarchy
• B. Rollup hierarchy (including Inactives)
• C. HR Manager hierarchy
• D. Standard Suite hierarchy (including Inactives)
• E. Compensation hierarchy (Second Manager)

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?

• A. Update the field-based permissions for the PM Rating field.
• B. Add help text to the PM Rating field.
• C. Create a custom column referencing a lookup table to pull in the text.
• D. Change the rating scale in Performance Management.

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

• A. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
• B. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
• C. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
• D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."

Which information is included in the rollup report? Note: There are 2 correct answers to this question.

• A. The sum of budget total spend for each planner in the hierarchy
• B. The average bonus payout amount
• C. The sum of budget total spend for each division, department, or location
• D. The detail of planning decisions for each employee in the hierarchy

Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = "SALARY")
*Pay Component (id = "CARALLOWANCE")
*Pay Component (id = "HOUSEALLOWANCE")
*Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?

• A. Map TC to the standard Current Salary field.
  *Use the Merit column for the TC update.
  *Extract the new TC with a report manually create import files to update EC.
• B. Map TC to the standard Current Salary field.
  *Use the Merit column for the TC update.
  *Use the finSalary field some custom columns to calculate the components publish those back to EC.
• C. Map TC to the standard Current Salary field.
  *Use the Merit column for the TC update.
  *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
• D. Map SALARY to the standard Current Salary field TC to meritTarget.
  *Use merit to update the TC use custom fields to allow planners to update the allowances.
  *Publish each component back separately.