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| Section | Weight | Objectives |
|---|---|---|
| Budget Planning | 21% - 30% | - Budget Configuration
|
| Compensation Plan Templates | 31% - 40% | - Eligibility Rules
|
| Compensation Forms | 11% - 20% | - Worksheet Management
|
| Reporting and Administration | 1% - 10% | - Role-Based Permissions
|
| Variable Pay Fundamentals | 11% - 20% | - Variable Pay Setup
|
| Employee Central Integration | 1% - 10% | - Data Integration
|
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
What action is required to enable Employee Central integration for a template?
Explanation: Only visible for VCETorrent members. You can sign-up / login (it's free).
Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?
Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC.
How can this requirement be met through configuration?
Explanation: Only visible for VCETorrent members. You can sign-up / login (it's free).
You configure the following salary rule in the compensation plan template:
How does the system behave?
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