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NEW QUESTION # 39
A customer updated an employee's assignment date using the employee history editor, but the proration amount remained the same in the worksheet. How can you correct this?
- A. Update Goal Result and Update worksheets.
- B. Delete the existing worksheet and then launch a new set.
- C. Delete the user from their worksheet and add them back into the worksheet.
- D. Calculate Bonus and Update worksheets.
Answer: D
NEW QUESTION # 40
A customer does NOT want the basis to be prorated. In the employee history data file, what dates must the customer enter?
- A. Dates should NOT be entered
- B. Dates equal to the program dates
- C. Dates earlier than program dates
- D. Dates later than program dates
Answer: B
NEW QUESTION # 41
Company XYZ rewards its sales employees based on company and individual performance. Each employee's target bonus is a percentage of their salary. Both company and individual performance are combined, then multiplied by the basis. Employees are assigned weighted goals under company performance (revenue, profit, etc.). Which of the following bonus calculation equations is best to use for this organization?
- A. base + (business performance + individual performance)
- B. base x business performance x individual performance
- C. base x (business performance + individual performance)
- D. base x (business performance x individual performance)
Answer: C
NEW QUESTION # 42
A customer has implemented Employee Central for most of their employees, but some employees remain on SAP ERP. What plan setting allows for the use of a single template for all employees?
- A. Enable Guideline Optimization
- B. Enable Suppress Statement
- C. Use MDF rule instead of imported eligibility rule
- D. Hybrid template
Answer: D
NEW QUESTION # 43
Which of the following system-standard equations are considered to be multiplicative formulas? Note: There are 3 correct answers to this question.
- A. Base x business performance x individual performance
- B. Base x business performance x team performance x individual performance
- C. Base x (business performance + individual performance)
- D. Base x (business performance + team performance + individual performance)
- E. Base x business performance
Answer: A,B,E
NEW QUESTION # 44
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. Employee history data file
- D. User data file
Answer: A,C
NEW QUESTION # 45
How is goal payout determined when using the direct payout function type?
- A. The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.
- B. The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
- C. Direct payout percentage will override normal performance payout calculation.
- D. The lower amount between the direct payout percentage and the estimated target payout calculation will be used.
Answer: C
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 end date. Assignment start date <= PM form start date
- B. PM form start date <= Assignment end date. Assignment start date <= PM form end date
- C. PM form start date <= Assignment start date. Assignment start date >= PM form end date
- D. PM form start date <= Assignment start date. PM form end date <= Assignment end date
Answer: B
NEW QUESTION # 47
Your customer, who has offices in the US and Germany, has the following two bonus schemes: Revenue Enabling Bonus. Revenue Generating Bonus. US employees in the Revenue Enabling Bonus scheme are weighted 40% Business Achievement and 60% Personal Achievement, while in Germany, it is 50% for each. They all have the same business goal: "Corporate Results". US employees in the Revenue Generating Bonus scheme are weighted 35% Business Achievement and 65% Personal Achievement. The only business goal is "Country Results", where the goal achievement differs between the US and Germany. What is the minimum number of bonus plans required to meet this requirement?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
NEW QUESTION # 48
If the Starting Point for Manager Form Eligibility is set to "No employees are eligible", what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.
- A. Use an MDF rule instead of importing eligibility rules.
- B. Create a rule in Manager Form Eligibility to include employees.
- C. Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.
- D. Add employees to the history data file.
Answer: B,C
NEW QUESTION # 49
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 Variable Pay form
- 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 bonus payout calculation
Answer: D
NEW QUESTION # 50
Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.
- A. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.
- B. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.
- C. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is "Good" or better.
- D. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.
Answer: C,D
NEW QUESTION # 51
Your customer wants to ensure that no employee's bonus exceeds 200% of their bonus target. How can this be achieved?
- A. Use a bonus plan multiplier of 200%.
- B. Use gates on business goals.
- C. Use guidelines where the maximum is set to 200%.
- D. Use bonus plan caps.
Answer: D
NEW QUESTION # 52
Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.
- A. Only employees in bonus plans "Executive", "Manager" or "Employee" are eligible to receive a bonus.
- B. Only Permanent full-time employees are eligible to receive a bonus.
- C. Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.
- D. Only employees who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.
Answer: B,C
NEW QUESTION # 53
How do you ensure that a planner enters an amount within a specific range?
- A. Enter values in the minimum/maximum columns on the business goals file.
- B. Create gates using performanceMin and performanceMax.
- C. Set min-max to display as guideline pattern.
- D. Configure minimum/maximum guidelines in the plan setup.
Answer: C
NEW QUESTION # 54
Your customer wants to use business goals in a Variable Pay program. Which actions are needed? Note: There are 3 correct answers to this question.
- A. Reference the Plan ID in the business goal data file.
- B. Reference the Plan ID in the Bonus Plan file.
- C. Update eligibility rules to include a bonus plan.
- D. Upload the Business Goal XML template in Provisioning.
- E. Assign the Business Goal template to the Variable Pay program.
Answer: A,B,C
NEW QUESTION # 55
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?
- A. Compensation profile
- B. Variable Pay individual view
- C. Bonus assignment letter
- D. Bonus forecast
Answer: C
NEW QUESTION # 56
Your customer is using a hybrid variable pay template because Employee Central (EC) has NOT been implemented within the entire company. How will you make sure that eligibility rules apply to both (EC and non-EC) target populations? Note: There are 3 correct answers to this question.
- A. Use Bonus Plan Eligibility.
- B. Use Manager Form Eligibility.
- C. Configure multiple rules by EC entity for the program.
- D. Enable global eligibility rule.
- E. Include inactive employees.
Answer: C
NEW QUESTION # 57
You are implementing an Employee Central-integrated Variable Pay template. The employee has 3 assignment records pulled from Employee Central, each with start and end dates within the bonus period, resulting in NO gaps or overlaps. What is the impact of the 3 assignment records on the payout?
- A. Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.
- B. The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
- C. Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
- D. The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
Answer: A
NEW QUESTION # 58
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.
- A. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
- B. One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.
- C. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
- D. Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%
Answer: A,D
NEW QUESTION # 59
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 system uses to pull data from Employee Central
- B. The date the program ends
- C. The date published transactions are effective in Employee Central
- D. The date the program begins
Answer: A
NEW QUESTION # 60
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?
- A. Compensation profile
- B. Field-based permission
- C. Custom views
- D. Executive review
Answer: A
NEW QUESTION # 61
What is the effect of proration rounding?
- A. Changes start and/or end date used in BonusCalculation
- B. Forces proration to have X decimal places, where X is configurable
- C. Allows for the use of "point in time" salary calculations
- D. Rounds proration to a monthly value
Answer: D
NEW QUESTION # 62
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