What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

• A. HR Manager hierarchy
• B. Standard Suite hierarchy
• C. Standard Suite hierarchy (including Inactives)
• D. Compensation hierarchy (Second Manager)
• E. Rollup hierarchy (including Inactives)

Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

• A. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
  *Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
• B. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.
• C. Include the rating on the statement in the right section.
  *Include a Conditional Text Section on the statement using the rating field as a condition.
  *Ensure the rating field is hidden on the statement by setting an impossible display condition.
• D. Include the rating on the statement in the right section.
  *Include a Conditional Text Section on the statement using the rating field as a condition.
  *Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

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 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.
• 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 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.

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

• A. The sum of budget total spend for each division, department, or location
• B. The average bonus payout amount
• C. The sum of budget total spend for each planner in the hierarchy
• D. The detail of planning decisions for each employee in the hierarchy