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Questions # 1:

Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are 2 correct answers to this question.

Options:

Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Employees who were hired after a certain date do NOT get a statement.

Employees in one country get a statement at a different time from those in other countries.

Employees who are on a performance improvement plan get a different statement from those who are not.

Questions # 2:

Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.

How can you achieve this?

Options:

Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.

Create a custom read-only Money field change read-only to No on the correct date.

Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.

Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

Questions # 3:

You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.

The lookup table "budget_table" is configured with one input one output. There are three rows in the table:

•USA = 5

•GBR = 3

•*=2

When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?

Options:

Surround the curSalary with the toString function.

Surround the lookup function with the toNumber function.

Change the column to be of the Amount type.

Remove the extra parentheses.

Questions # 4:

Your customer has the following requirements for their compensation plan:

1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?

Options:

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Allow

In Display Settings use min-max

•Hard Limit: Yes

•High/Low Action: Allow

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Warn

In Display Settings use low-high

•Hard Limit: Yes

•High/Low Action: Allow

Questions # 5:

Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.

How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

Options:

You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement.

You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.

You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.

You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.

Questions # 6:

You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.

To where can you publish data?

Note: There are 3 correct answers to this question.

Options:

Employee Details

Recurring Pay Components

Compensation Information

Job Information

Custom MDF Objects

Questions # 7:

At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.

All new hires are assigned a rating of "Good".

How will these ratings appear on the Salary worksheet?

Options:

N/A

Unrated

Too new to rate

Good

Questions # 8:

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

Options:

The average bonus payout amount

The detail of planning decisions for each employee in the hierarchy

The sum of budget total spend for each division, department, or location

The sum of budget total spend for each planner in the hierarchy

Questions # 9:

Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question.

Options:

Editing columns on a worksheet

Making changes through Executive Review

Opening compensation worksheets

Updating a Compensation Statement

Questions # 10:

Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%.

The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?