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To display both the numerical and textual components in the standard Performance Rating field, you need to adjust theRating Label Formatin the Display Settings within the Compensation template setup.

Rating Label Format in Display Settings

Option D: By setting the Rating Label Format toNumber-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.

This adjustment applies the combined format (e.g., "3 – Meets Expectations") in the worksheet, allowing users to see both components simultaneously.

Why Other Options Are Incorrect

Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.

Option BandOption C(custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.

Reference Documentation

SAP SuccessFactors Compensation Guide onPerformance Rating Display Options.

In SAP SuccessFactors Compensation, when using a number format that specifies rounding down and rounding to the nearest multiple of 100, calculations are done as follows:

Understanding the Format Settings

Mode: Round Down: This setting rounds the value down to the nearest specified multiple.

Multiple: 100: Specifies that rounding should occur to the nearest 100.

Calculation for 9575.50

Given the number 9575.50, rounding down to the nearest multiple of 100 results in 9500, as rounding down means moving to the lower nearest 100.

Why Other Options Are Incorrect

Option B (9570) would not be correct as it does not round to the nearest 100.

Options C (9000) and D (9600) do not accurately reflect the rounding down requirement with a multiple of 100.

Reference Documentation

SAP SuccessFactors Compensation Guide onNumber Formatting and Rounding Options.

In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:

Executive Review Edit Permissions (Option C):

It is not recommended to grant all HRBPs “Executive Review Edit Permissions” as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.

Other Permissions:

Executive Review Export Permissions (Option A)andReport Permissions (Option B)are commonly provided to HRBPs for data analysis.

Compensation Management Permissions (Option D)is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

SAP recommends usingODataandSOAPAPIs to achieve clean core integrations with SAP SuccessFactors. These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.

OData API

ODatais a REST-based API standard and is SAP’s preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.

SOAP API

SOAPis a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.

Why Other Options Are Incorrect

Option B (IDoc)andOption C (RFC)are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.

Reference Documentation

SAP SuccessFactors Integration Guide onOData and SOAP API Usage.

The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.

Recommended Workflow Stages

Process Setup: The Compensation Admin configures the process.

Manager Planning: Line managers make initial compensation recommendations.

Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.

Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.

Complete: The process is finalized and completed.

Why Other Options Are Incorrect

Options B, C, and D omit theFinal Reviewor include additional manager levels not typically required, making them less aligned with the standard leading practice.

Reference Documentation

SAP SuccessFactors Compensation Guide onCompensation Cycle WorkflowandTemplate Setup.