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Salesforce CPQ Admin Essentials for New Administrators Exam Dumps

CPQ-201 Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

Exam Specification: CPQ-201 Salesforce CPQ Admin Essentials for New Administrators

Exam Name: CPQ-201 Salesforce CPQ Admin Essentials for New Administrators
Exam Code: CPQ-201
Exam Duration: 90 minutes
Passing Score: 65%
Exam Format: Multiple-choice
Exam Delivery: Proctored online or at a testing center

Course Outline:

1. Introduction to Salesforce CPQ
- Overview of Salesforce CPQ and its benefits
- Key features and capabilities of Salesforce CPQ
- Introduction to the CPQ administration interface

2. Product Setup and Configuration
- Creating and managing products in Salesforce CPQ
- Configuring pricing rules and discount schedules
- Defining product bundles and options

3. Pricing and Quote Creation
- Managing price lists and price books
- Creating and customizing quote templates
- Configuring quote line editors and quote line fields

4. Quote Calculation and Pricing
- Understanding quote calculation and pricing methods
- Configuring price rules and pricing strategies
- Implementing pricing and discounting formulas

5. Quote Document Generation and Delivery
- Generating and customizing quote documents
- Configuring document templates and merge fields
- Emailing and delivering quotes to customers

6. Contract Management and Renewals
- Setting up contract management in Salesforce CPQ
- Configuring contract templates and terms
- Managing contract renewals and amendments

7. Reporting and Analytics
- Utilizing standard and custom reports in Salesforce CPQ
- Analyzing sales and quoting performance
- Monitoring key metrics and generating dashboards

Exam Objectives:

1. Understand the fundamentals and benefits of Salesforce CPQ.
2. Configure and manage products in Salesforce CPQ.
3. Set up pricing rules and discount schedules.
4. Create and customize quotes using Salesforce CPQ.
5. Calculate and apply pricing and discounts accurately.
6. Generate and deliver quote documents to customers.
7. Manage contracts and renewals in Salesforce CPQ.
8. Utilize reporting and analytics features in Salesforce CPQ.

Exam Syllabus:

Section 1: Introduction to Salesforce CPQ (10%)
- Overview of Salesforce CPQ and its benefits
- Key features and capabilities of Salesforce CPQ
- CPQ administration interface overview

Section 2: Product Setup and Configuration (20%)
- Creating and managing products in Salesforce CPQ
- Configuring pricing rules and discount schedules
- Defining product bundles and options

Section 3: Pricing and Quote Creation (15%)
- Managing price lists and price books
- Creating and customizing quote templates
- Configuring quote line editors and fields

Section 4: Quote Calculation and Pricing (20%)
- Quote calculation and pricing methods
- Configuring price rules and pricing strategies
- Implementing pricing and discounting formulas

Section 5: Quote Document Generation and Delivery (15%)
- Generating and customizing quote documents
- Configuring document templates and merge fields
- Emailing and delivering quotes to customers

Section 6: Contract Management and Renewals (10%)
- Setting up contract management in Salesforce CPQ
- Configuring contract templates and terms
- Managing contract renewals and amendments

Section 7: Reporting and Analytics (10%)
- Utilizing standard and custom reports in Salesforce CPQ
- Analyzing sales and quoting performance
- Monitoring key metrics and generating dashboards

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Salesforce CPQ Admin Essentials for New Administrators
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Question: 52
Universal Containers has a requirement to ensure that Product B is always quoted with Product A in a bundle. The
products are in separate features and there is no clear indication that they must be sold together. They implemented a
Product Validation rule to fulfill this requirement, but received complaints that it was not user friendly.
What other approach should the Admin take to fulfill this requirement?
A. Create an Option Constraint with Type: Add.
B. Create a Configuration Price Rule to add Product
D. Create a Product Selection rule to add Product
F. Create an Option Constraint with Type: Dependency.
Answer: C
Question: 53
What is a valid formula for use in a Price Action where Target Object is Quote Line?
A. SBQQ__Product__r.SBQQ__DiscountSchedule__r.SBQQ__Order__c
B. SBQQ__Product__r.Name
C. SBQQ__Feature__r.SBQQ__Number__c
D. $User.FirstName
Answer: B
Question: 54
Bundle A has four Product Options within Product Feature A: Products A, B, C, and D. When Bundle A is added to a
Quote?
How should the Admin set up a Discount Schedule so that the quantities of all Product Options on this Quote are
aggregate?
A. Set the Discount Schedule on Product Feature A and mark the �Cross Products: Checkbox as TRU
C. Set the Discount Schedule on Product Feature A and mark the �Cross Products� Checkbox as FALS
E. Set the Discount Schedule on the Product Option records and mark the� Cross Products� checkbox as TRUE
F. Set the Discount Schedule on the Product Option records and mark the �Cross Products� checkbox as FALSE
Answer: A
Question: 55
A User tries to add a specific product to the quote and has typed the full Product Name into the Product Name search
filter and clicks apply, but does not see the product in the search results.
What is the reason why this product is not displayed?
A. A hidden search filter was set
B. A product rule is firing
C. A quote process is active.
D. �Sort Products in Memory� is enabled.
Answer: A
Question: 56
The Admin has created the �Promotional Discount ABC� price rule below.
TABLE Assuming a quote where all conditions form this rule are met, which products on the quote get a discount?
A. Product C
B. Product A, Product B, and Product C
C. Product A and Product C
D. Product B and Product C
Answer: D
Question: 57
Universal Containers needs to set up a bundle so that the sales rep can set some values that apply to the bundle rent,
and others that apply to specific options.
Which two configurations meet this requirement?
A. Use custom product option fields for option-level values.
B. Use configuration attributes for option-level values.
C. Use custom product option fields for bundle-level values.
D. Use configuration attributes for parent-level values.
Answer: A, D
Question: 58
A User forgot to store an Additional Discount at the Quote level while they were in the Line Editor. Rather than going
back in, they have changed the field on the Quote�s detail page. After doing so, however, no prices were updated to
reflect the new discount.
Which reason could explain this unexpected behavior?
A. The Additional Discount is only applied to the Amount fields on the Quote.
B. Fields updated outside of the Line Editor do not affect Pricing.
C. The Additional Discount field is not in the Calculating Fields field set.
D. A Price Rule is needed to inject this value into the Quote Lines.
Answer: D
Question: 59
Universal Containers has the following Discount Schedule attached to product L. Product L is a Product Option for
two bundles, A and B. A user at Universal Containers has added both bundles to a Quote. In Bundle A, Product L has
a Quantity of 7. In Bundle B, Product L has a Quantity of 8. On this Quote, however, both Product Options are being
discounted using the second tier in the table above.
Which two actions allow both Product Options to be discounted using the first tier?
A. Set the Aggregation Scope field on the Discount Schedule to None, as well as uncheck Cross Products.
B. Apply a separate discount schedule to the Product Option records in each Bundle.
C. Move Discount Schedule X from Product L to the corresponding Product Option records in each Bundle.
D. Change the Product Option Type for Product L to Related Product in both Bundles.
Answer: AC
Question: 60
Universal Containers wants to prevent a User from putting in a discretionary discount at or above 40 percent on any
quote Line.
How should the Admin implement this restriction?
A. An Alter Product Rule will use an Error Condition against the Quote Line object. The Additional Discount (%)
field will be tested in the Error Condition.
B. An Alert Product Rule will use an Error Condition against the Quote Line object. A Summary Variable will be used
to calculate the maximum discount.
C. A Validation Product Rule will use an Error Condition against the Quote Line object. The Additional Discount (%)
field will be tested in the Error Condition.
D. A Validation Product Rule will use an Error Condition against the Quote Line object. A Summary Variable will be
used to calculate the maximum discount.
Answer: C
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CPQ-201 Salesforce Practice Questions

CPQ-201 Salesforce Practice Questions :: Article Creator

32 Reference examine Questions make sure you Ask

Employers habits reference exams through contacting a job candidate’s knowledgeable and personal connections. The goal is to superior consider the candidate’s talents, qualifications and demeanor.

Your reference examine questions should still discern whether a candidate would fit in at your enterprise. They cannot pertain to your candidate’s own assistance.

Your company should still boost a procedure to be sure consistency among all reference checks and examine which questions to ask references.

this text is for enterprise owners and hiring managers who're planning to habits reference tests for prospective employees.

A job candidate might also ace the interview, but that doesn’t all the time make them a perfect rent. you can superior remember an applicant’s compatibility together with your company by means of checking their references, especially if you ask the appropriate questions. We’ll share 32 reference check questions that focal point on a candidate’s efficiency and what it become like to manipulate and work alongside them. These questions can aid make sure a successful rent and a valuable new group member.

what's a reference investigate?

A reference assess is when an corporation reaches out to individuals who can shed mild on a job candidate’s strengths and speak to their qualifications. These contacts tend to be previous employers however additionally may consist of institution professors, longtime colleagues and other americans widely wide-spread with the applicant’s work.

As an service provider, you may additionally find that reference tests assist paint a full graphic of a possible hire. sadly, people lie on their resumes once in a while and present qualifications they don’t actually possess. if you ask your applicant’s expert references the right questions, you’ll be trained greater about the candidate’s potential and skills than you might from a normal job interview on my own.

Reference verify goals encompass the following:

confirm the written or verbal information the knowledge employee provided.

be trained in regards to the candidate’s talents and strengths from someone apart from the candidate.

collect advice in regards to the applicant’s job efficiency in previous roles to predict their success at your enterprise.

With all of this information, make sure you have an easier time deciding on which candidates to movement ahead within the hiring technique.

Reference tests can help you prevent hiring horror studies and expensive personnel and management complications.

What guidance when you ask a reference?

When setting up your listing of reference verify questions, you should definitely determine the information you are looking to verify about the job candidate. You may well be attracted to the references’ insights about the candidate on these topics:

Job performance

means to take into account and comply with directions

potential to work smartly as a part of a team

specifications for workplace habits and ethics

hobbies, specialties and demeanor

capacity to give instructions and ensure that subordinates observe them (in the event that they’re applying for a leadership position)

the rest that stands out on the candidate’s resume or emerged right through their job interview

Some of those subject matters are extra acceptable to discuss with professional references; others may be more relevant to ask personal references. for example, a former supervisor can talk to how neatly a candidate operates as part of a team, while an in depth friend or mentor can describe the candidate’s pursuits, specialties and demeanor.

simply as there are specific questions be sure to by no means ask a job candidate, there are questions that you may’t ask a reference. You must only ask questions that pertain to the job; inappropriate questions can field your business to discrimination claims.

agree with right here problematic questions make sure to on no account ask references:

anything involving demographics or personal suggestions: Don’t ask a few candidate’s sexuality, age, faith or equivalent concerns.

anything else involving personal health: Don’t ask a couple of candidate’s scientific background or the existence of disabilities. that you may ask even if the candidate is capable of performing the projects the job requires.

the rest involving credit scores: however which you could request a credit score ranking from a job applicant, the reasonable credit score Reporting Act bars you from asking references about an applicant’s credit score.

the rest related to family unit: Don’t ask whether a candidate has (or plans to have) infants or a significant other. in case you be anxious that a job applicant with a household could no longer have ample time for the job, ask references in the event that they think the job’s time demands will suit the candidate.

Gathering references is a crucial step to ensuring you're making the most advantageous hiring choices on your vacant positions. check out these other guidance for hiring the top-rated employees to build your team as simply as viable.

32 reference check questions to ask

Now that you just know what counsel to request from a reference, you’re able to boost your list of reference verify questions. below are 32 typical reference investigate inquiries to use. You can also feel some don’t follow to your company, but you should communicate along with your hiring supervisor before putting off any questions.

Introductory reference determine questions

Is there any assistance you and/or your company are unwilling or unable to provide me in regards to the candidate?

if you can’t share any information with me, can you connect me with any former personnel who worked carefully with the candidate?

are you able to verify the candidate’s employment delivery and end dates, profits and job title?

what is your relationship to the candidate, and the way did you first meet?

Reference determine questions for attending to recognize the reference

for how lengthy have you ever worked at your business?

for how long have you ever had your present job title?

for a way long did you work with the candidate, and in what capacities?

are you able to consider of any explanations I should be talking with yet another reference as a substitute of your self?

efficiency-related reference check questions

What positions did the candidate have while at your company?

In what roles did the candidate delivery and end?

What did these roles entail?

What have been probably the most challenging elements of the candidate’s roles at your enterprise?

How did the candidate face these challenges and other boundaries?

What are the candidate’s expert strengths, and the way did they benefit your enterprise?

In what areas does the candidate want growth?

Do you consider the candidate is certified for this job, and why or why not?

Reference assess questions to ask managers

for the way lengthy did you at once or indirectly control the candidate?

In what ways changed into managing the candidate effortless, and in what approaches become it difficult?

How did the candidate grow all over their time working below you?

What counsel do you have got for managing this candidate?

Reference verify questions to ask employees who said to your candidate

for the way long did the candidate manage you, and in what capability?

What did you love most and least in regards to the candidate’s management trend?

How did the candidate’s administration trend support you grow and study?

How may the candidate have more advantageous managed you and your co-workers?

Reference check questions to ask co-worker's

for a way long were you among the candidate’s colleagues, and in what skill?

What did you love most and least about working with the candidate?

How did you grow and learn whereas working with the candidate?

How did the candidate guide you and your different colleagues?

In what techniques may the candidate were a far better co-employee to you and your colleagues?

Reference determine questions on ethics and conduct

Why did the candidate go away your company?

Did this candidate’s habits lead to any office conflicts or instances of questionable ethics?

If the probability arose, would you be willing and/or capable of rehire the candidate, and why or why now not?

simply as you could talk together with your hiring supervisor about probably eliminating definite questions from this listing, you could discuss including other questions. as long as any additional questions shed easy on how your candidate would perform throughout employment with your business and you don’t ask for personal assistance, there’s a great opportunity you’re asking the right questions.

Some candidates may wish more scrutiny than others. Some employers habits history checks to assess job candidates and their credentials.

how to behavior a reference determine

if you make a decision to verify references for new hires, put into effect a formal technique at your company. this may streamline the process of obtaining your candidates’ references. From start to finish, your hiring crew may still comply with these steps to conduct a thorough reference investigate:

decide what number of references to attain from each and every applicant. Two or three should still suffice.

include a bit for references in each job application. Ask candidates to consist of their references’ full names, mobilephone numbers, email addresses and relationship to the candidate.

Get permission to contact the reference. include a clause for your job application that the applicant signals to give you permission to contact their references. you should definitely also e mail a reference to get their permission to ask them questions about the candidate.

make a decision whether you’ll behavior your reference checks by using telephone or electronic mail. whereas sending questions by way of email will save your enterprise time — certainly when you have a standard listing of questions you ship to all references — verbal checks by means of cellphone or video chat, and even in-adult conferences, can provide you with a clearer figuring out of a candidate.

advance a list of reference check questions. accept as true with the listing above to determine talents questions.

be careful for crimson flags. no longer each candidate is totally fair on their resume, so do your analysis earlier than contacting a reference.

set up a standard word-taking technique. Don’t predict to bear in mind every single aspect you mentioned all the way through a reference check. Work along with your hiring group to advance a be aware-taking format and method the complete group can keep in mind and use.

If an organisation discovers that a job candidate misrepresented their qualifications or lied on their resume, they can rescind the job offer.

Reference tests help employers make first rate hiring decisions

Reference tests provide you with an opportunity to fill gaps that come up while you’re attending to know a candidate all the way through the interview manner. speakme to an applicant’s personal references can tell you if they’re the correct healthy and aid you avoid a expensive dangerous appoint. by means of permitting you to find the candidate’s administration style or settling on how they’ll respond beneath force, reference exams can let you know lots greater than an interview on my own.

when you’ve performed reference exams on your entire job candidates, make sure you have all the guidance you need to decide which one is most excellent for the job and attain out with a formal job offer letter. If the candidate accepts, congratulate them and your self — and start your onboarding technique.

Natalie Hamingson contributed to this article.

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