What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?

• A.Bonus forecast
• B.Bonus assignment letter
• C.Variable Pay individual view
• D.Compensation profile

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Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

• A.There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.
• B.There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is "Good" or better.
• C.There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.
• D.There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

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How is goal payout determined when using the direct payout function type?

• A.The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.
• B.The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
• C.The lower amount between the direct payout percentage and the estimated target payout calculation will be used.
• D.Direct payout percentage will override normal performance payout calculation.

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Why would you need to use multiple bonus plans? There are 3 correct answers to this question.

• A.Different set of business goals
• B.Different Bonus plan caps
• C.Different Bonus eligibility rules
• D.Different Bonus Achievement calculations
• E.Different Business Goals weights

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Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary * bonus target) * company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis *
50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

• A.One variable pay program that uses Base * (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
• B.One variable pay program using Base * Business Performance * Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.
• C.One variable pay program that uses Base * (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
• D.Two variable pay programs: one using Base * Business Performance and using Base * (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at
  50%

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