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.
  *Extract the new TC with a report manually create import files to update EC.
• C. 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.
• 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.

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

• A. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
• B. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
• C. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.
• D. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

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. 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.
• B. 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.
• 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.

Your client has two salary plans - one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.

• A. Story reports
• B. Aggregate export
• C. Executive Review
• D. Ad Hoc report

Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible.
What can you do to fulfill this requirement?
Note: There are 3 correct answers to this question.

• A. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
• B. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
• C. Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.
• D. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.
• E. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.