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Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

• A. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
• B. Add values in the EC Pay Range object to align with each FTE.
• C. Create a custom Amount column to store FTE rather than using the standard FTE column.
• D. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

You configure the following salary rule in the compensation plan template:
How does the system behave?

• A. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
  *The planner can save the merit recommendation.
• B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
  *The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.
• C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
  *The planner can save the merit recommendation by selecting Cancel in the pop-up message.
• D. The rule prevents the planner from saving the merit increase.
  *The planner must go back change their merit recommendation.

Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

• A. The includeAnyCurrency view
• B. The includeLocalCurrency view
• C. The includeFunctionalCurrency view
• D. The includePlannerCurrency view

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.
  *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
• 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 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.
• D. 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.

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

• A. The average bonus payout amount
• B. The sum of budget total spend for each planner in the hierarchy
• 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