SAP SuccessFactors Career Development Planning & Mentoring (C_THR95) Practice Exam
Cover the C_THR95 blueprint — Career Worksheets, Career Paths and Opportunity Marketplace, Development Goal Plans, Mentoring Programs, and Learning Activities — with objective-mapped questions, immediate feedback in Learn mode, and full timed simulation in Exam mode.
Start 24-hour free trial →C_THR95 exam at a glance
- Vendor
- SAP
- Exam code
- C_THR95 (version rotates; e.g. _2505, _2605)
- Certification
- SAP Certified Associate – Implementation Consultant – SAP SuccessFactors Career Development Planning and Mentoring
- Solution
- SAP SuccessFactors Career Development Planning (CDP) and Mentoring — part of the Talent suite
- Related exams
- C_THR82 — Performance & Goals; C_THR85 — Succession Management; C_THR88 — Learning
- Level
- Associate (entry-level, mentored-role qualification)
- Format
- Theory-based multiple-choice / multiple-response (“there are N correct answers”); recent 2505 version was around 80 questions in 180 minutes — confirm current details
- Passing standard
- SAP sets a cut score per exam version; confirm the current cut score on SAP’s certification page
- Prerequisites
- None formally required; SuccessFactors Talent and Goal Framework experience recommended
- Provisioning note
- Only registered SAP partner consultants receive provisioning rights after certifying; customers and independent consultants do not
- Delivery
- SAP Certification Hub (online, proctored); CER001 single-attempt or CER006 multi-exam subscription
- Validity
- 12 months; extend for another 12 months each time you pass the annual Stay Certified assessment
Sources: SAP Learning — C_THR95 certification page · SAP Learning — Career Development Planning & Mentoring Academy. Facts vary by version; verify current details with SAP before scheduling.
About the Career Development Planning & Mentoring (C_THR95) certification
C_THR95 is SAP’s associate-level credential for implementing and configuring SAP SuccessFactors Career Development Planning (CDP) and Mentoring — the talent solution that helps employees plan growth toward current and future roles and connects them with mentors. For how SAP certification exams work generally, see the certification study guides in our Learning Hub.
The heart of the exam is the Development Plan (Development Goal Plan), where employees and managers add and track development goals and learning activities, and the Career Worksheet, where employees compare their competencies against target roles and see role readiness. Around these sit Career Paths (V1 and the Generic-Object-based V2), the Opportunity Marketplace (“Opportunities to Grow” role recommendations, surfaced through the Growth Portfolio and Talent Intelligence Hub), and Mentoring Programs with their program types, matching, and permissions. CDP integrates tightly with Succession and Learning.
Every PowerKram practice question maps to one of the topic areas below and links to the SAP Learning or SAP Help page it derives from, so a weak spot becomes a specific reading step rather than a guess.
C_THR95 topic areas and weights
C_THR95 publishes topic-area weights, and they are heavily skewed. Configuring Career Worksheets, Career Paths, and the Opportunity Marketplace is nearly half the exam; Development Goal Plans is the next largest; Mentoring is moderate; and the two configuration/setup areas are lighter. Spend most of your time on the Career Worksheet and Opportunity Marketplace surface. SAP may adjust weighting at any time, so verify before you schedule.
Career Worksheet V12 (legacy and latest) with role readiness; Career Path V1 versus the Generic-Object-based Career Path V2; and the Opportunity Marketplace “Opportunities to Grow” recommendations surfaced through Growth Portfolio and Talent Intelligence Hub.
Configuring the Development Goal Plan template so employees and managers can add, edit, and track development goals and their learning activities in one place, distinct from the Performance goal plan.
The different mentoring program types (including supervised, unsupervised, and open enrollment), matching criteria, the permissions Mentoring requires, and managing custom program types.
Foundational setup: enabling the Career Development module, Career Worksheet V12, and Career Path V2 in Provisioning and Admin Center, and setting the CDP permissions.
Setting up learning activities and group activities on the development plan, and the integration options with SAP SuccessFactors Learning.
Source: SAP Learning — C_THR95 certification (topic areas). SAP reserves the right to update topics and weighting; verify the current edition before scheduling.
Who C_THR95 is for
SAP positions C_THR95 as an entry-level qualification for consultants who implement Career Development Planning and Mentoring, and it targets SAP partner consultants, since only registered partners receive provisioning rights after certifying. The audience:
- SuccessFactors Talent consultants configuring development plans, career worksheets, career paths, and mentoring for customers under senior guidance.
- Performance & Goals and Succession consultants extending into development, since CDP shares the Goal Framework and integrates with Succession.
- HR and talent-development specialists who own internal mobility, career growth, and mentoring and want to configure, not just administer.
- Consultants adopting Talent Intelligence Hub and Opportunity Marketplace who need the modern Career Worksheet and Growth Portfolio surface.
CDP shares the Goal Framework with Performance & Goals, feeds and draws from Succession Management, and connects learning activities to SAP SuccessFactors Learning. For the consultant roles this credential supports, see the functional-consultant career paths in our Career Hub.
What this C_THR95 practice exam delivers
Learn mode
Get the correct answer, the explanation, and a direct link to the SAP Learning or SAP Help page each question derives from — immediately after each question. Best for the Career Worksheet and Opportunity Marketplace area, which is nearly half the exam.
Exam mode
Timed, full-length simulation matched to the C_THR95 format, including the multiple-response “there are N correct answers” items. Build the pacing the real exam expects.
Source-linked explanations
Every answer cites the SAP CDP & Mentoring course or SAP Help documentation it was built from, so you can verify worksheet, career path, and mentoring behavior against SAP’s own material.
Score by topic area
Results break down across Career Worksheets/Paths/Marketplace, Development Goal Plans, Mentoring, CDP configuration, and Learning Activities — matched to SAP’s weighted topic areas so you focus where it counts.
Sample C_THR95 practice questions
Ten free questions across the C_THR95 topic areas, with full explanations and source links to the SAP Learning and SAP Help pages each derives from. The complete bank is available with the 24-hour trial.
Where do employees and managers add, view, and track development goals in Career Development Planning?
- The Performance goal plan
- The compensation worksheet
- The Development Plan (Development Goal Plan)
- The succession org chart
Show answer & explanation
Correct: C. The Development Plan (Development Goal Plan) is the page where employees and managers add, view, and update development goals — goals for both the current role and future positions — and track learning activities in one central place.
Why not the others: the Performance goal plan (A) tracks performance goals, a separate plan; the compensation worksheet (B) belongs to Compensation; and the succession org chart (D) belongs to Succession.
Source: SAP Help — Development Plan → Further reading: PowerKram — Performance & Goals →What does the Career Worksheet primarily help an employee do?
- Run payroll for their team
- Approve time-off requests
- Compare their competencies against target roles and see role readiness
- Configure company-wide permissions
Show answer & explanation
Correct: C. The Career Worksheet helps employees manage current and target roles and explore career opportunities — showing the competencies and skills a role needs and the employee’s role readiness against them.
Why not the others: it doesn’t run payroll (A), approve time off (B), or configure system-wide permissions (D).
Source: SAP Help — Career Worksheet →Enabling Career Path V2 requires which two prerequisites to be enabled first?
- Enable Payroll and Enable Time Off
- Enable Generic Objects and Enable the Attachment Manager
- Enable Recruiting and Enable Onboarding
- Enable Compensation and Enable Variable Pay
Show answer & explanation
Correct: B. Career Path V2 is built on the Metadata Framework, so it requires “Enable Generic Objects” and “Enable the Attachment Manager” to be turned on in Provisioning before it can be used. (Career Path V1 remains available if V2 is not enabled.)
Why not the others: Payroll/Time Off (A), Recruiting/Onboarding (C), and Compensation/Variable Pay (D) are unrelated modules, not Career Path V2 prerequisites.
Source: SAP Help — Career Path →Which prerequisites must be enabled to use the Latest Career Worksheet?
- Only Career Path V1
- Only the legacy Career Worksheet
- Payroll and Time Management
- Growth Portfolio, Talent Intelligence Hub, and Opportunity Marketplace
Show answer & explanation
Correct: D. The Latest Career Worksheet is available from the Upgrade Center once Growth Portfolio is enabled, and in addition requires Talent Intelligence Hub migration and Opportunity Marketplace to be enabled.
Why not the others: Career Path V1 alone (A) and the legacy worksheet alone (B) are not the prerequisites; Payroll and Time Management (C) are unrelated modules.
Source: SAP Learning — Using the Latest Career Worksheet → Further reading: PowerKram — Succession Management →In the Growth Portfolio, what does the “Opportunities to Grow” section present?
- A list of recommended roles from the SAP SuccessFactors Opportunity Marketplace
- The employee’s payroll history
- Pending absence requests
- The company’s org chart
Show answer & explanation
Correct: A. “Opportunities to Grow” is a list of recommended roles from the SAP SuccessFactors Opportunity Marketplace, available from the Growth Portfolio landing page and the Role Details page, using intelligent and/or non-intelligent recommendations.
Why not the others: it doesn’t show payroll history (B), absence requests (C), or the org chart (D).
Source: SAP Help — Opportunity Marketplace → Further reading: PowerKram — SAP SuccessFactors Learning →Which permission is required for a role to access Mentoring Programs?
- Compensation Worksheet Permission
- Time Account Access Permission
- Mentoring Programs Access Permission
- Payroll Control Center Permission
Show answer & explanation
Correct: C. The Mentoring Programs Access Permission is the role-based permission that allows a user to access Mentoring Programs; additional permissions govern creating and managing programs.
Why not the others: a compensation worksheet permission (A), time account permission (B), and payroll control center permission (D) belong to other modules.
Source: SAP Help — Mentoring Programs →A customer wants employees to browse and sign up for a mentoring program themselves, without an administrator matching each pair. Which program type fits?
- Open enrollment mentoring program
- Supervised (admin-matched) mentoring program
- A compensation cycle
- A succession nomination
Show answer & explanation
Correct: A. An open enrollment (self-directed) mentoring program lets mentees and mentors browse and enroll themselves, rather than having an administrator create each match as in a supervised program.
Why not the others: a supervised program (B) is exactly the admin-matched model the customer wants to avoid; a compensation cycle (C) and succession nomination (D) are unrelated processes.
Source: SAP Help — Types of Mentoring Programs → Further reading: PowerKram — Performance & Goals →On the development plan, what is the purpose of learning activities?
- They set an employee’s base salary
- They record the actions and resources an employee will use to achieve a development goal
- They define the company’s holiday calendar
- They calculate overtime premiums
Show answer & explanation
Correct: B. Learning activities capture the actions and resources (courses, on-the-job tasks, and so on) an employee will use to achieve a development goal, and can integrate with SAP SuccessFactors Learning. Group activities let several people share an activity.
Why not the others: they don’t set salary (A), define holiday calendars (C), or calculate overtime (D).
Source: SAP Help — Learning activities on the development plan → Further reading: PowerKram — SAP SuccessFactors Learning →In Provisioning, what happens when you enable “Career Worksheet V12”?
- It disables the Development Plan
- It automatically activates the Career Worksheet as well (the two activate together)
- It deletes all mentoring programs
- It converts development goals to performance goals
Show answer & explanation
Correct: B. Checking Career Worksheet automatically activates Career Worksheet V12, and checking Career Worksheet V12 automatically activates Career Worksheet — the two settings activate together.
Why not the others: it doesn’t disable the Development Plan (A), delete mentoring programs (C), or convert development goals to performance goals (D).
Source: SAP Help — Enabling CDP functionality →Career Development Planning integrates most directly with which two other SAP SuccessFactors solutions?
- Payroll and Time Management
- Recruiting and Onboarding
- Compensation and Variable Pay
- Succession and Learning
Show answer & explanation
Correct: D. CDP integrates with SAP SuccessFactors Succession (sharing readiness and successor information) and SAP SuccessFactors Learning (linking learning activities to development goals). It also shares the Goal Framework with Performance & Goals.
Why not the others: Payroll/Time (A), Recruiting/Onboarding (B), and Compensation/Variable Pay (C) are not the primary CDP integrations.
Source: SAP Help — CDP integration →Keep going: Learning & Career resources
C_THR95 is the growth-and-mobility anchor of the SuccessFactors Talent suite. Whether you’re deepening CDP and Mentoring configuration skills or mapping where a talent-development consultant role leads, two PowerKram hubs back this exam.
Deep dive: C_THR95 scope, the CDP objects, study path, and recertification
Development plans and career worksheets
The concept that unlocks C_THR95 is the pair of employee-facing surfaces. The Development Plan (Development Goal Plan) is where development goals and their learning activities live, distinct from the Performance goal plan though built on the same Goal Framework. The Career Worksheet lets an employee compare their competencies against a target role and see role readiness, and comes in a legacy version and a latest version tied to Growth Portfolio. See Performance & Goals →
Career paths and the Opportunity Marketplace
Career Path V1 draws simple role-to-role paths; Career Path V2, built on Generic Objects, supports richer, MDF-based path modeling and requires Generic Objects and the Attachment Manager. The Opportunity Marketplace surfaces “Opportunities to Grow” role recommendations — intelligent (Talent Intelligence Hub-powered) or non-intelligent — through the Growth Portfolio landing page. This whole surface is nearly half the exam. See Succession Management →
Mentoring programs
Mentoring supports several program types — supervised (admin-matched), unsupervised, and open enrollment — each with matching criteria, program permissions, and the option of custom program types. Understanding when to use each type, and the permissions Mentoring requires, is a consistent testing theme. See SAP SuccessFactors Learning →
Realistic study path
Most candidates work through SAP’s Career Development Planning & Mentoring Academy course, get hands-on in a demo instance enabling the Career Development module, Career Worksheet V12, and Career Path V2, configuring the Development Goal Plan template and Career Worksheet XML, and creating mentoring programs. Because the Career Worksheet/Marketplace area is dominant, weight practice there. Read the certification study guides →
Provisioning rights and recertification
Only registered SAP partner consultants receive provisioning rights after certifying; customers and independent consultants do not, though the credential still validates their knowledge. Certifications are valid for 12 months and renew via the free annual Stay Certified assessment that tracks the latest release — important because the Career Worksheet and Opportunity Marketplace surface changes frequently. Read the certification study guides →
Frequently asked questions
Which topic area is heaviest on C_THR95?
What’s the difference between the Development Plan and the Performance goal plan?
What does Career Path V2 require?
What is the Opportunity Marketplace’s role in this exam?
Does C_THR95 have prerequisites?
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