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NEW QUESTION 44
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
- A. One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31
- B. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
- C. Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates
- D. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
Answer: B,C
NEW QUESTION 45
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. Include inactive employees.
- B. Use Bonus Plan Eligibility.
- C. Enable global eligibility rule.
- D. Use Manager Form Eligibility.
- E. Configure multiple rules by EC entity for the program.
Answer: E
NEW QUESTION 46
How do you ensure that a planner enters an amount within a specific range?
- A. Configure minimum/maximum guidelines in the plan setup.
- B. Enter values in the minimum/maximum columns on the business goals file.
- C. Create gates using performanceMin and performanceMax.
- D. Set min-max to display as guideline pattern.
Answer: D
NEW QUESTION 47
A client has the following requirements: Executives have 3 business goals and NO individual performance metrics. Divisional VPs have 6 business goals and NO individual performance metrics. Directors have 6 business goals and individual performance weighted at 40%. Managers have 3 business goals and an individual performance multiplier. What is the minimum number of templates that can be configured to satisfy these requirements without the use of custom columns?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION 48
Which mathematical operations can be used with standard bonus calculation equations? Note: There are 2 correct answers to this question.
- A. Multiplication
- B. Subtraction
- C. Addition
- D. Division
Answer: A,C
NEW QUESTION 49
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 who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.
- B. Only employees in bonus plans "Executive", "Manager" or "Employee" are eligible to receive a bonus.
- C. Only Permanent full-time employees are eligible to receive a bonus.
- D. Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.
Answer: C,D
NEW QUESTION 50
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 start date. Assignment start date >= PM form end date
- B. PM form start date <= Assignment start date. PM form end date <= Assignment end date
- C. PM form start date <= Assignment end date. Assignment start date <= PM form end date
- D. PM form start date >= Assignment end date. Assignment start date <= PM form start date
Answer: C
NEW QUESTION 51
What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?
- A. Additive formulas use payout percent, whereas multiplicative formulas use section weights.
- B. Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.
- C. Additive formulas use section weights, whereas multiplicative formulas use payout percent.
Answer: B
NEW QUESTION 52
Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.
- A. The customer is using different eligibility rules.
- B. The customer is using a different route map.
- C. The customer is using a different bonus calculation formula.
- D. The customer is using a different plan period date range.
- E. The customer has some employees in Employee Central and others in an external system.
Answer: B,C,D
NEW QUESTION 53
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 54
Your customer uses role-based permissions. The Variable Pay administrator imports the employee history data file that contains the assignment history for all employees. What data is processed?
- A. Data for employees who are in the administrator's target population
- B. Data for all employees when the option "Delete all existing records prior to importing new data" is checked
- C. Data for all employees when the option "Import file contains assignment history for all employees" is checked
- D. Data for employees who are in the administrator's dynamic group
Answer: B
NEW QUESTION 55
Which of the following data files are linked by legacy eligibility rules? Note: There are 2 correct answers to this question.
- A. User data file
- B. Employee history data file
- C. Bonus plan data file
- D. Business goals data file
Answer: B,C
NEW QUESTION 56
A client has three custom fields in their templates and they want to use these fields as plan-level Executive Review filters to help with their analysis. Which of the following is a valid configuration option for this requirement in a non-EC configuration?
- A. The fields use a lookup table to derive the data based on conditional logic and are read-only.
- B. The fields are mapped to import keys uploaded within the UDF and are read-only.
- C. The fields are mapped to import keys uploaded within the UDF and are editable.
- D. The fields use a custom calculation and are read-only.
Answer: B
NEW QUESTION 57
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. Add employees to the history data file.
- B. Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.
- C. Use an MDF rule instead of importing eligibility rules.
- D. Create a rule in Manager Form Eligibility to include employees.
Answer: B,D
NEW QUESTION 58
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 EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.
- B. 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.
- C. 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.
- D. 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%.
Answer: B,C
NEW QUESTION 59
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% individual 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% corporate 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: C,D
NEW QUESTION 60
Your customer wants to use its business units to assign goal achievements. What are the first steps to set up this requirement? Note: There are 2 correct answers to this question.
- A. Import business unit data via the user data file.
- B. Define the Business Unit field in the Variable Pay Background Element XML.
- C. Define the Business Unit field as a department in the Succession Data Model XML.
- D. Import business unit data via the employee history data file.
Answer: B,D
NEW QUESTION 61
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 exclude employees who have given their notice from the bonus payout calculation
- D. To include inactive users as part of the Variable Pay form
Answer: C
NEW QUESTION 62
How would you assign the same business goal to all employees in a non-EC integrated plan?
- A. Use the Manage Employee grouping.
- B. Use the user ID of each employee in the business goals file.
- C. Use the correct performance management form template.
- D. Use a common field value for all employees in the employee history file.
Answer: D
NEW QUESTION 63
Which of the following are payout function types supported in Business Goals? Note: There are 3 correct answers to this question.
- A. Additive
- B. Multiplicative
- C. Direct payout
- D. Step scale
- E. Interpolation
Answer: B,C,E
NEW QUESTION 64
Your customer has added a new employee to their Employee History. Based on the employee's data, they are eligible for the bonus plan, but when the customer tries to manually add them to a worksheet, they receive an error that the employee is unable to be added because they are ineligible. What might have been missed?
- A. Reloading the goal weights file
- B. Updating business goals
- C. Updating worksheets
- D. Recalculating bonus data
Answer: D
NEW QUESTION 65
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