1z0-1049-22 Practice Exam Questions with Answers Oracle Compensation Cloud 2022 Implementation Professional Certification

User-defined-criteria-based eligibility profile on “Work-at-home” and value = “Yes” with exclude option selected

User-defined-criteria-based eligibility profile on “Work-at-home” and value = “Yes” withexclude option deselected

User-defined-criteria-based eligibility profile on “Work-at-home” and value = “No” with exclude option selected

Derived-factor-based eligibility profile based on the “Work-at-home” column

After the salary basis is associated with any worker, you cannot delete it or modify any characteristic. Therefore, a new Salary Basis must be created with a new Grade rate.

A new Grade rate can be created and the Salary basis can be modified to include it.

No new Grade rate can be created.

The salary of an employee is based on the grade to which the employee is assigned. Therefore, nothing has to be changed at the salary basis level once it has been created. Employee data must be modified to reflect the new grade.

the Start Compensation Cycle process

the Validate Plan Setup process

the Refresh Data process

the Start Compensation Cycle process. After this, the Administrator should create a model to distribute the budgets.

Compensation administrators have access to all plan configuration tasks for all plans.

Compensation managers have access to the budget sheet and worksheets for all plans and employee administration tasks.

A compensation administrator’s general access cannot be overridden.

A compensation administrator’s general access can be overridden using roles.

1.Personal deduction card (payroll relationship level). 2. Tax reporting unit deduction card. 3. Payroll statutory unit deduction card. 4. Payroll deduction range values (legislative data group level).

1. Personal deduction card (payroll relationship level). 2. Payroll statutory unit deduction card. 3. Tax reporting unit deduction card. 4. Payroll deduction range values (legislative data group level).

1. Payroll statutory unit deduction card. 2. Tax reporting unit deduction card. 3. Payroll deduction range values (legislative data group level) 4. Personal deduction card (payroll relationship level).

1.Personal deduction card (payroll relationship level). 2. Payroll deduction range values (legislative data group level) 4. Payroll statutory unit deduction card. 4. Tax reporting unit deduction card.

A plan can have multiple compensation cycles, each with unique period dates.

A plan can have multiple compensation cycles, each with same period dates.

You can duplicate a cycle and specify the number of months to advance all dates.

Each plan that requires a different cycle must be created manually.

Management Chain

Supervisory

Position

Job Level

Resource

Department Level

hourly, because the employee has hourly pay

weekly, because the employee is on a weekly payroll

annually, because the history must always be shown with annual amounts

the frequency of the employee’s salary basis

Configure Plan access start and end dates from January 1 to March 31 of the year and Worksheet update period start and end dates from April 1 to December 31 ofthe year.

Configure Worksheet update period start and end dates from January 1 to March 31 of the year and Plan access start and end dates from April 1 to December 31 of the year.

Configure Plan access start and end dates from January 1 to December31 of the year.

Configure Worksheet update period start and end dates from January 1 to December 31 of the year.

Calculation Factors indicate which deduction range to use whencalculating the deduction amount.

The Manage Deduction Ranges task in the Payroll Calculation work area is used to view the calculation factors defined.

Calculation Factors define which classifications of earnings to consider when calculating the basis for the deduction element.

The Manage Deduction Group Rates task in the Payroll Calculation work area is used to view the calculation factors defined.

The rating will be available to only the plan where it is updated.

The rating will be available to all plans that are currently active.

The rating will be available inthe Performance document in the performance system.

The rating will be available to only the plans where the same manager is involved.

Manually calculatebudget amounts or automatically determine budget amounts by using a model.

With administrative budgeting, enable managers to award compensation within their allocated budget amounts by automatically publishing budget amounts.

Determine budget amountsoffline by downloading budget details to a spreadsheet.

Publish budgets to line managers to distribute budgets down the reporting hierarchy or to allocate budget amounts at the employee level.

Create a Compensation Statement Plan with cross-references to compensation awarded in each plan.

Create a custom data model that can pull compensation awarded from different plans and display the data using a BI publisher layout.

Create a separate Change statement template for this purpose and associate it with the Statement group for which this is required.

This is possible only in the on-premises model using customization and is not possible in an Saas instance. Therefore, you would respondaccordingly to the client.

Individual users

Groups

Application roles

Duty roles

Approval mode

Submit mode

Alternate approver hierarchy

Auto Approval

Evaluation Period Start Date

Worksheet Update Period Start Date

Plan Access Start Date

HR Data Extraction Date

Performance Rating Date

Default Due Date

The lower-level manager can withdraw the submission and reprocess the compensation allocation.

The lower-level manager’s access level is changed to “Approved.”

Lower-level managers can no longer make any updates to their worksheets.

The worksheet goes to next level for approval.

The lower-level manager can still make changes in the worksheet and resubmit it for approval.

Primary classifications are provided mainly to reflect tax legislation.

Secondary classifications are subsets of the primary classifications.

Predefined primary classifications cannot be removed or changed.

Predefined secondary classifications can be removed or changed.

Elements can have multiple primary and multiple secondary classifications.

Purge Workforce Compensation Data cannot be run because the Transfer Workforce Compensation Data to HR process has already been run and compensation data transferred to HR.

Purge Workforce Compensation Data can be run only for compensation plans with Inactive status.

Purge Workforce Compensation Data can be run only after Back Out Workforce Compensation Data is run with the “Full Back Out” option.

Purge Workforce Compensation Data can be run only for compensationplans that are valid for the future.

Manage Stock Grants >> Import Items

Manage Stock Grants >> Import Category

Manage Stock Grants >> Import Source

Manage Stock Grants >> Prepare Import Spreadsheet

If the salary record has the end date before the current date, FTE is fetched as of the salary end date and Annual Salary and Annual FT Salary are calculated by using that value.

If the salary record end date is 31-DEC-4712 (that is, the date is “blank” in the salary UI), the FTEvalue is fetched as of the current system date and Annual Salary and Annual FT Salary are calculated by using that value.

If the salary start date is after the current date (that is, it is a future-dated salary record), the FTE value is fetched as of the salary start date and Annual Salary and Annual FT Salary are calculated by using that value.

If the salary record has the end date after the current date, FTE is fetched as of the salary end date and Annual Salary and Annual FT Salary are calculatedby using that value.

If the salary record end date is the same as the current date, FTE is fetched as of the salary end date and Annual Salary and Annual FT Salary are calculated by using that value.