Your customer, who has offices in the US and Germany, has the following two bonus schemes: Revenue Enabling Bonus. Revenue Generating Bonus. US employees in the Revenue Enabling Bonus scheme are weighted 40% Business Achievement and 60% Personal Achievement, while in Germany, it is 50% for each. They all have the same business goal: "Corporate Results". US employees in the Revenue Generating Bonus scheme are weighted 35% Business Achievement and 65% Personal Achievement. The only business goal is "Country Results", where the goal achievement differs between the US and Germany. What is the minimum number of bonus plans required to meet this requirement?
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?
Your customer uses role-based permissions. The Variable Pay administrator imports the employee
history data file that contains the assignment history for all employees. What data is processed?
A customer does NOT want the basis to be prorated. In the employee history data file, what dates must the customer enter?
In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.
