C_THR87_2311 SAP Certified Application Associate - SAP SuccessFactors Variable Pay 1H/2023 Questions and Answers

Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.

Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.

Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.

Create a specific performance form template for the German employees and have the customer load their ratings into it.

Calculations

Lookup values

Guidelines

Reports

if(finalPayout=0,"FALSE","TRUE")

if(finalPayout=0,"Valid","Invalid")

if(finalPayout=0," ")

if(finalPayout=0, "Yes", "No")

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Direct payout percentage will override normal performance payout calculation.

The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.

The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.

The lower amount between the direct payout percentage and the estimated target payout calculation will be used.

Enable Guideline Optimization

Enable Suppress Statement

All employees are eligible

No employees are eligible

Use the custom manager option for assigning employees in the user data file and in the route map.

Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.

Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

Assign the employees to matrix managers and use matrix managers in the route map.

Enter values in the minimum/maximum columns on the business goals file.

Configure minimum/maximum guidelines in the plan setup.

Create gates using performanceMin and performanceMax.

Set min-max to display as guideline pattern.

The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.

The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%

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

Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match

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

Division

Subtraction

Multiplication

Addition

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%

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.

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.

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

Dates later than program dates

Dates should NOT be entered

Dates equal to the program dates

Dates earlier than program dates

Bonus Plan Name

Team Section Weight

Bonus Cap Percentage

Individual Section Weight

Rounds proration to a monthly value

Changes start and/or end date used in BonusCalculation

Forces proration to have X decimal places, where X is configurable

Allows for the use of "point in time" salary calculations

Plan name

Plan ID

Plan number format

Plan type

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%.

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.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

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.

It helps render the worksheet faster when there are more than 1,000 guideline formulas.

It changes the guidelines so they are updated on the form immediately.

It requires relaunching the form when guidelines are changed during mid-cycle.

It locks the guideline rule settings so they are un-editable after form launch.

Use bonus plan caps.

Use guidelines where the maximum is set to 200%.

Use a bonus plan multiplier of 200%.

Use gates on business goals.

The plan template name

The background element name

The variable pay objective plan ID

The background type ID

Recalculating bonus data

Reloading the goal weights file

Updating business goals

Updating worksheets