Your client has a performance process where employees can enter goals. The individual part of the employee's bonus is based on the performance against these goals – but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is "bonus relevant" – that is, the employee's attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?
Which steps should you take to activate the Variable Pay Individual View? Note: There are 3 correct answers to this question.
Which tools can employees use to see the final payout amount awarded to them? Note: There are 3 correct answers to this question.
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1–January 31. Q2: February 1–April 30. Q3: May 1–July 31. Q4: August 1–October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
Where do you set the display order of the business goals?
A customer is using a custom formula to calculate the employee basis. What must you do to ensure that the basis calculates correctly?
What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?
Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.
How would you assign the same business goal to all employees in a non-EC integrated plan?
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?
