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.

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Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.

• A. It can be used in all SAP S/4HANA Cloud editions.
• B. Customers can use the dashboard in the dev, test, production tenants.
• C. Customers can grant access to the dashboard to partners.
• D. It can be accessed by using SAP For Me.

You configure the following salary rule in the compensation plan template:
How does the system behave?

• A. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
  *The planner can save the merit recommendation by selecting Cancel in the pop-up message.
• B. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
  *The planner can save the merit recommendation.
• C. The rule prevents the planner from saving the merit increase.
  *The planner must go back change their merit recommendation.
• D. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
  *The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings.
How can you accomplish this?

• A. Use two compensation worksheet templates.
• B. Create multiple statement templates use groups.
• C. Use conditional text sections in the statement editor.
• D. Use the suppress statement function.

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A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

• A. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
• B. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.
• C. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
• D. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.