7220X plan - Avaya Aura Core Components Support (72200X) Updated: 2024
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Exam Code: 7220X Avaya Aura Core Components Support (72200X) plan January 2024 by Killexams.com team
7220X Avaya Aura Core Components Support (72200X)
Exam ID : 72200X
Exam Title : Avaya Aura® Core Components Support Exam
Number of Questions : 62
Duration of test : 105 minutes
Passing Scores : 68%
The Avaya Aura® Core Components Support test (72200X) is a requirement to earn the ACSS - Avaya Aura® Core Components credential.
This test has 62 questions and the minimum passing score is 68%. The candidate has 105 minutes to complete this exam.
Avaya Team Engagement Core Solutions Troubleshooting
Identify the Avaya Aura® Core architecture.
Explain the Avaya troubleshooting methodology.
Describe the fundamental voice network processes and standards,
Perform baseline troubleshooting on Avaya Aura® Core components.
Explain and draw call and message flows.
Use the Avaya GSS Troubleshooting Methodology, knowledge of Avaya Communication Applications and tools to isolate and resolve issues.
|Avaya Aura Core Components Support (72200X)
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Avaya Aura Core Components Support (72200X)
Question #4 Section 2
The client has finished deploying Avaya Aura® Communication Manager (CM) and has signed a service contract with Avaya for technical support.
What should be done by the system administrator in CM to allow Avaya services to login and support the platform?
A. It is not necessary to do something. Avaya Services can access by default
B. EASGManage -disableEASG
C. EASGManage -enableEASG
E. EASGManage -turnonEASG
Question #5 Section 2
You are preparing to enable EASG to provide Avaya Services local and remote access for performing support and system optimization.
What are the two methods to enable EASG during the implementation? (Choose two.)
A. During the OVA deployment
B. Using the CLI command EASGManage after deployment
C. Open a ticket to Avaya services and request to enable it
D. Using SMGR web GUI, check the "Enable EASG" check box on the desired component in the Inventory/Manage Elements screen
E. Using the SDM after the deployment
Question #6 Section 2
When comparing two Remote Worker SIP clients, one is an Avaya Communicator soft client and the other is a 96X1SIP hardphone, which statement is
A. Both Avaya Communicator and 96X1SIP clients register with SM via SBCE and receive their SIP Controller List by PPM download.
B. The Avaya Communicator receives its SIP Controller List via 46xxsettings.txt file download, whereas the 96x1 receives its SIP Controller List
by PPM download.
C. If required, Avaya Communicator and 96X1 clients will automatically upgrade themselves from software stored on the SBCE.
D. Avaya Communicator registers with SM via SBCE whereas the 96X1 telephone registers with CM via SBCE.
Question #7 Section 2
You are configuring Shared Bandwidth Management for Call Admission Control (CAC) between Communication Manager (CM) and Session Manager
Which two tasks must you perform to achieve this? (Choose two.)
A. Specify the shared bandwidth limit on the Communication Manager (SIP) Entity screen
B. Create Network Region Groups (NRG) in Communication Manager
C. Create Locations in Session Manager
D. Create a Bandwidth Share Group in SM
E. Match the Network Region used for the SIP users with the Domain in SM
Question #8 Section 2
A customer has learned about the benefits of using CAC Sharing and asked you to implement it between the Session Manager (SM) in Main office and
Communication Manager located in a branch location.
What are the steps that you must follow to implement CAC Sharing?
A. In Communication Manager: Configure Network Regions and Network Regions Group, Enable Shared Bandwidth Management. In Session
Manager: Configure Location, Assign Bandwidth limits to the location, Enable shared Bandwidth Management for Network Region SIP entity.
B. In Communication Manager: Configure Network Regions and Network Regions Group, Enable Shared Bandwidth Management. In Session
Manager: Configure Location, Assign Bandwidth limits to the Entity Link, Enable shared Bandwidth Management for CM SIP entity.
C. In Communication Manager: Configure Network Regions and Network Regions Group, Enable Shared Bandwidth Management. In Session
Manager: Configure Location, Assign Bandwidth limits to the location, Enable shared Bandwidth Management for CM SIP entity.
D. In Communication Manager: Configure Network regions and Shared Bandwidth Management Groups. In Session Manager: Configure
Location, Assign Bandwidth limits to the location, Enable shared Bandwidth Management for CM SIP entity.
Question #9 Section 2
Which three statements about media-processing resources (DSPs) are true? (Choose three.)
A. Two-party calls originated by SIP stations or trunks, and terminated by H.323 trunks, media gateways, or other vendors' H.323 stations, will
typically shuffle if CM is configured to do so.
B. Two-party calls originated by H.323 stations, trunks, or media gateways, and terminated by SIP stations or trunks, cannot shuffle.
C. SIP-SIP two-party calls will always use SIP Direct Media if Communication Manager (CM) is configured to do so.
D. H.323-H.323 two-party calls will always shuffle to establish a direct media path if CM is configured to do so.
E. If a direct media path cannot be established between two IP endpoints the call will fail from release 7.0.
Question #10 Section 2
Which two types of Certificate need to be installed on Communication Manager (CM) in order to successfully establish a TLS connection with Session
A. Backup server and default certificates
B. Site Root certificates and Security certificates
C. Root or Certificate Authority (CA) and SIP default certificates
D. Root or Certificate Authority (CA) and CM Server Identity certificates
Question #11 Section 2
A customer faces a situation in which the SIP endpoints do not register to Session Manager using Transport Layer Security (TLS). A test reveals that the
SIP endpoints do register using the Transmission Control Protocol (TCP). While investigating the problem, the company decides to temporarily use the
What 8D Discipline covers this decision?
A. D5 Choose Corrective Actions
B. D4 Root Causes
C. D2 Describe the Problem
D. D1 Establish the Team
E. D3 Containment Actions
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The struggling UC giant, which filed for bankruptcy in February, has been granted court approval to being its financial restructuring plan with the goal of regaining the financial flexibility needed to heavily invest in its UCaaS portfolio, Avaya said on Wednesday.
Avaya Holdings Corp. on Wednesday received court approval of its financial restructuring plan, the company said in a statement.
The struggling unified communications giant can now begin its prepackaged restructuring plan on an accelerated basis, which includes reducing Avaya’s total debt by more than 75 percent and increasing its liquidity position to more than $650 million. The goal of the restructuring is to get the company to a place of financial flexibility so it can boost investment in its cloud-based communications portfolio, especially across its customer experience offerings, to position Avaya for long-term success, the company said.
Avaya’s current CEO Alan Masarek, who joined the company in August, will continue to lead Avaya when it emerges from bankruptcy.
“We embarked on this process with a clear goal – to create a stronger financial foundation that enables us to build on our competitive industry position, strengthen our partner ecosystem and better meet the needs of our customers with further investment in our cutting-edge, long-range product roadmaps,” Masarek said in a statement. “I am pleased with our progress as we prepare to complete this critical step of our business model transformation, and I am grateful for the confidence of our customers, partners, team members and investors along the way.”
Avaya, which recently changed its headquarters to Morristown, N.J., filed for Chapter 11 bankruptcy protection in federal court in Texas in February. The filing followed months of speculation of a bankruptcy declaration after the company’s 2022 cloud subscription accounting problems led to substantial earnings and revenue target misses.
[Related: Avaya Bankruptcy Filing: 5 Things To Know]
The company said that its subsidiaries outside of the U.S. are not included in its financial restructuring process. It also has no impact on Avaya’s stakeholders, including customers, channel and strategic partners, suppliers, vendors and employees. Vendors and suppliers are being paid in full in the normal course of business, regardless of when goods or services were delivered, Avaya added.
“We are operating normally and continuing to serve the Avaya ecosystem with outstanding communications solutions, service and support,” Avaya said in a statement on the reorganization. “The court’s confirmation of our plan marks the last major milestone of our financial restructuring, and we expect to formally emerge from this process in the coming weeks.”
In its bankruptcy court filing in February, Avaya lists total assets of between $1 billion and $10 billion and total liabilities of between $1 billion and $10 billion. The company lists its number of creditors as being between 25,001 and 50,000.
Avaya in the court filing listed its creditors with the largest unsecured claims, which included Verint Americas in the amount of $22.93 million; Microsoft for $9.01 million; Wistron Corp. for $8.9 million; and solution provider giant SHI International for $7.71 million.
Strategic Products and Services (SPS) and Consultedge have confirmed they will merge, meaning a joining of forces for two VAR 500 solution providers and two major East Coast Avaya partners.
Both 22-year-old SPS and 10-year-old Consultedge specialize in converged network infrastructure, IP telephony, unified communications and mobility. Each is an Avaya Platinum Business Partner, which is Avaya's highest level of partner classification. The two companies are also based about five miles from each other in northern New Jersey: SPS's headquarters are in Parsippany, while Consultege's are in Whippany.
Financial terms of the deal were not disclosed. SPS, ranked No. 260 on the 2010 VAR 500, reported $97.2 million in gross revenue for 2009 in its VAR 500 filing, an increase of 8 percent over 2008. Consultedge, ranked No. 478 in the 2010 list, reported $24.3 million in gross revenue its filing, a decrease of about 20 percent from 2008.
According to SPS President John Poole, the deal represents a good opportunity for Consultedge to expand its capabilities using SPS' resource pool, and for SPS to add market presence in New York, New Jersey and North and South Carolina.
"We're doing a pretty good job of adopting the new Avaya go-to-market strategy using channels, and the investments we've made in engineering and talent are serving us well," Poole said in a CRN.com interview Monday. "There are companies, like Consultedge, that are challenged to make those same kinds of investments, making it difficult to service customers. For us to merge a company like that onto the SPS infrastructure and provide access to our NOC and converged engineering team is a win-win, especially for customers. Once the merger is complete, the Consultedge team can tell a whole different story, and for SPS, it's a really good way to grow and add scale."
The companies expect to complete the merger in August.
Consultedge marks the third Avaya Platinum partner acquisition by SPS within the past two years. In February, it acquired Covina, Calif.-based Spenser Communications, and in September 2008, it acquired Fairfield, N.J.-based PhoneXtra, both of which were also Avaya Platinum partners.
For solution providers, Poole noted, the networking and infrastructure markets require a much broader set of skills than before, especially in converged networking infrastructure.
"We're no longer selling phone systems. We have software applications, the need to monitor them and the need to tell customers what's going to happen," he said. "There's been a bump in the road in terms of the economy, but customers still require increased support and infrastructure. Smaller companies don't always have the revenue to cover that type of growth."
Poole declined to elaborate on how Consultedge's executive team would fit into SPS, saying that would be addressed once the acquisition is complete.
Executives from Consultedge were not available for additional comment Monday, although Neal Stanton, president and CEO, said in a statement that it was a "strategic evolution" for his company.
"We see this intended merger as a strategic evolution that will enable us to take our customers to the next level of integrated solutions and support offers," Stanton said. "In addition to strengthening our vendor partnerships, we will gain access to highly specialized engineers, a 24 x 7 network operationg center support and global resources to support our clients."
Next: SPS Discusses Avaya, Channel Gains
Beyond Avaya, the two companies also both have vendor partner relationships with Aruba, Cisco, Eaton, Extreme Networks, HP, Juniper, Microsoft and Polycom. Both also added former Nortel product lines as a result of Avaya's $915 acquisition of Nortel's enterprise business unit last fall.
SPS in addition carries Citrix, Compellent, Kaspersky, Meru, Motorola and Tandberg, which Consultedge brings existing relationships with Adtran, LifeSize, Salesforce.com and Symantec.
Mergers and acquisitions in the Avaya and Nortel channels have been frequent as of late, as Avaya continues to merge the two formerly competitive channels and product portfolios. Broken Arrow, Okla.-based Xeta Technologies, ranked No. 306 on the 2010 VAR 500, is another Avaya heavyweight that's bought several companies in the last few months.
SPS' Poole said he was encouraged by Avaya's progress in building out its channel program and making good on its promise to help Avaya and Nortel VARs grow business.
"Developing a sustainable business model around channel is a good thing for us. In a transition, there are bumps and also opportunities," Poole said. "Overall I think they are aligning things and making a very positive story."
The problem for smaller solution providers is often one of leverage, Poole said. Now that Avaya is bigger in size and in channel, it's often VARs with fewer competencies that are challenged to compete more effectively.
"I think we need to be nimble," he said of solution providers. "Some days, it's, 'I've been running plays on the left, now I've got to run them to the right.' Those types of issues affect smaller companies like Consultedge who may not be as readily positioned to change tactics."
Avaya announced today that the United States Bankruptcy Court for the Southern District of New York (the “Court”) has confirmed its second amended chapter 11 plan of reorganization (the “Plan”). As a result, Avaya expects to emerge from its restructuring process before the end of this year.
“The Court’s approval of our plan is the culmination of months of hard work and extensive negotiations among our various stakeholders,” said Jim Chirico, Avaya’s President and CEO. “In the coming weeks, Avaya will emerge from this process stronger than ever and positioned for long-term success, with the financial flexibility to create even greater value for our customers, partners and stockholders.”
Avaya projects to have approximately $2.925 billion of funded debt and a $300 million senior secured asset-based lending facility available upon emergence from chapter 11 protection, a substantial reduction from the approximately $6 billion of debt on its balance sheet when Avaya commenced its financial restructuring. This revised capital structure is expected to result in more than $200 million in annual cash interest savings compared to fiscal year 2016.
“I want to thank our customers and partners for their continued support,” Chirico said. “The trust and loyalty of our global customer base and partner network have played a vital role in Avaya’s success throughout this process.”
“I also want to thank our dedicated and driven employees, who have remained focused on delivering innovative solutions and industry-leading service that our customers expect from us,” Chirico continued. I look forward to working with our employees, customers and partners as we write the next chapter of the Avaya story.”
Centerview Partners LLC and Zolfo Cooper LLC are Avaya’s financial and restructuring advisors and Kirkland & Ellis LLP is the Company’s restructuring counsel.
Miranda Brookins is a marketing professional who has over seven years of experience in copywriting, direct-response and Web marketing, publications management and business communications. She has a bachelor's degree in business and marketing from Towson University and is working on a master's degree in publications design at University of Baltimore.
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What Is a Solo 401(k)?
The 401(k) plan has gained popularity among small business owners ever since 2001 when some changes to federal tax law made it a better and more flexible choice for their needs compared with some other retirement savings options. These 401(k) plans are known as solo 401(k) or self-employed 401(k) plans.
How the Solo 401(k) Works
Solo 401(k)s are a retirement savings option for small businesses whose only eligible participants in the plan are the business owners (and their spouses if they are also employed by the business). It can be a smart way for someone who is a sole proprietor or an independent contractor to set aside a decent-sized nest egg for retirement.
Not content with the federal acronym, various financial institutions have their own names for the solo 401(k) plan. The independent 401(k) is one of the most generic. Other examples include:
If you are not sure which name your financial service provider uses, ask about the 401(k) plan for small business owners. The IRS provides a handy primer on such plans.
Who Is Eligible for Solo 401(k) Plans?
A common misconception about the solo 401(k) is that it can be used only by sole proprietors. In fact, the solo 401(k) plan may be used by any small businesses, including corporations, limited liability companies (LLCs), and partnerships. The only limitation is that the only eligible plan participants are the business owners and their spouses, provided they are employed by the business.
A person who works for one company (in which they have no ownership) and participates in its 401(k) can also establish a solo 401(k) for a small business they run on the side, funding it with earnings from that venture. However, the aggregate annual contributions to both plans cannot collectively exceed the Internal Revenue Service (IRS)-established maximums.
How to Set Up a Solo 401(k) Plan
For small business owners who meet certain requirements, most financial institutions that offer retirement plan products have developed truncated versions of the regular 401(k) plan for use by business owners who want to adopt the solo 401(k).
As a result, less complex documentation is needed to establish the plan. Fees may also be relatively low. Make sure to receive the proper documentation from your financial services provider.
As noted above, the solo 401(k) plan may be adopted only by businesses in which the only employees eligible to participate in the plan are the business owners and eligible spouses. For eligibility purposes, a spouse is considered an owner of the business, so if a spouse is employed by the business, you are still eligible to adopt the solo 401(k).
If your business has non-owner employees who are eligible to participate in the plan, your business may not adopt the solo 401(k) plan. Therefore, if you have non-owner employees, they must not meet the eligibility requirements you select for the plan, which must remain within the following limitations.
You may exclude nonresident aliens from a solo 401(k) who receive no U.S. income and those who receive benefits under a collective-bargaining agreement.
Solo 401(k) Eligibility Requirements
Setting the wrong eligibility requirements could result in you being excluded from the plan or non-owner employees being eligible to participate in the plan.
For example, say you elect zero years of service as a requirement to participate, but you have five seasonal employees who work fewer than 1,000 hours each year. These employees would be eligible to participate in the plan because they meet the age and service requirements. Consequently, their eligibility would disqualify your business from being suitable to adopt the solo 401(k) plan. Instead, you could adopt a regular 401(k) plan.
Some solo 401(k) products, by definition, require further exclusions. Before you decide to establish a solo 401(k) plan, be sure to check with your financial services provider regarding its provisions.
For 401(k) employee elective-deferral contributions you may require an employee to perform one year of service before becoming eligible to make elective-deferral contributions.
For profit-sharing contributions, you may require an employee to perform up to two years of service in order to be eligible to receive profit-sharing contributions. However, most solo 401(k) plans will limit this requirement to one year.
For plan purposes, an employee is considered to have performed one year of service if they work at least 1,000 hours during the year. While you may generally choose to require fewer than 1,000 hours under a regular qualified plan, most solo 401(k) plans include a hard-coded limit of 1,000 hours.
Solo 401(k) Contribution Limits
There are two components to the solo 401(k) plan: employee elective-deferral contributions and profit-sharing contributions.
Employee Contribution Limits
You may make a salary-deferral contribution of up to 100% of your compensation but no more than the annual limit for the year. For 2023, the limit is $22,500 (increasing to $23,000 for 2024), plus $7,500 for people age 50 or over for both years.
Employer Contribution Limits
The business may contribute up to 25% of your compensation (calculations are required in the case of the self-employed) but no more than $66,000 for 2023 ($69,000 for 2024). An employee aged 50 or above can still contribute an additional $7,500 for 2023 and 2024.
Other 401(k) Plans
In comparison with other popular retirement plans, the solo 401(k) plan has high contribution limits as outlined above, which is the key component that attracts owners of small businesses. Some other retirement plans also limit the contributions by employers or set lower limits on salary-deferred contributions.
The following is a summary of contribution comparisons for the employer plans generally used by small businesses.
As mentioned earlier, you may make employee elective-deferral contributions of up to 100% of your compensation but no more than the elective-deferral limit for the year. Profit-sharing contributions are limited to 25% of your compensation (or 20% of your modified net profit if your business is a sole proprietorship or partnership).
The total solo 401(k) contribution is the employee elective-deferral contribution plus the profit-sharing contribution—up to $66,000 for 2023 and 69,000 for 2024.
If your business is a corporation, the profit-sharing contribution is based on the W-2 wages you receive. If you receive $70,000 in W-2 wages, for instance, your profit-sharing contribution could be up to $17,500 ($70,000 x 25%). When added to a salary-deferral contribution of $19,000, the total would be $36,500.
If your business is a sole proprietorship or partnership, the calculation gets a little more involved. In this case, your profit-sharing contribution is based on your modified net profit and is limited to 20%. The IRS provides a step-by-step formula for determining your modified net profit in IRS Publication 560.
Other Benefits of a Solo 401(k)
There are a number of other benefits that come with the Solo 401(k).
As with other qualified plans, you may be able to borrow from the solo 401(k) up to (1) the greater of $10,000 or 50% of the balance or (2) $50,000, whichever is less. Check the plan document to determine if any other limitations apply.
5500 Filing May Not Be Required
Because the plan covers only the business owner, you may not be required to file Form 5500 series return unless your balance exceeds $250,000.
No Nondiscrimination Testing
Generally, certain nondiscrimination testing must be performed for 401(k) plans. These tests ensure that the business owners and higher-paid employees do not receive an inequitably high amount of contribution when compared with lower-paid employees.
Such tests can be very complex and may require the services of an experienced plan administrator, which can be costly. Because the solo 401(k) plan covers only the business owner, there is no one against whom you can discriminate, so these tests are not required.
Similar to other employer plans, the solo 401(k) allows you to deduct plan contributions of up to 25% of eligible compensation. For plan purposes, compensation is limited to $330,000 in 2023 and $345,000 in 2024. Earnings over that amount are disregarded for plan purposes.
Can I Have a 401(k) for My LLC?
Yes, any business is able to set up a 401(k). If you are self-employed, you can create a solo 401(k) as a limited liability company (LLC)—assuming you meet all the other eligibility requirements.
What Is the Minimum Number of Employees Needed for a 401(k)?
A business of any size can offer a 401(k) plan. A solo 401(k) is for business owners with no employees.
How Much Can a Small Business Owner Contribute to a 401(k)?
The maximum contribution for a small business owner to a 401(k) for 2023 is $66,000 ($73,500 if you’re 50 or older)—which includes contributions as the employee and employer. For 2024, the contribution limit is $69,000, and $76,500 if you are 50 or older.
The Bottom Line
If you own more than one business, you must check with your tax professional to determine whether you are eligible to adopt the solo 401(k). Ownership in another business that covers employees other than the business owner could result in your being ineligible for this type of plan.
About Avaya Inc
Avaya provides solutions to enhance and simplify communications and collaboration, including unified communications and contact center solutions. The company focuses on cloud communications and a multi-cloud application ecosystem to deliver digital workplace and customer experience infrastructure for clients in approximately 191 countries worldwide. Avaya customers include global companies like American Express, Apple, Barclays, Bank of America, Comcast, Citigroup, CVS/Aetna, GE, General Motors, MetLife, UPS, Walmart and more, along with SMB and mid-market organizations across a variety of indu... Read More
Avaya provides solutions to enhance and simplify communications and collaboration, including unified communications and contact center solutions. The company focuses on cloud communications and a multi-cloud application ecosystem to deliver digital workplace and customer experience infrastructure for clients in approximately 191 countries worldwide. Avaya customers include global companies like American Express, Apple, Barclays, Bank of America, Comcast, Citigroup, CVS/Aetna, GE, General Motors, MetLife, UPS, Walmart and more, along with SMB and mid-market organizations across a variety of industries. Avaya went public via and IPO in January 2018 and now trades as Avaya Holdings, under the ticker AVYA. Read Less
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