The New Workday-Pro-Compensation 2026 Updated Verified Study Guides & Best Courses
Authentic Workday-Pro-Compensation Exam Dumps PDF - 2026 Updated
NEW QUESTION # 16
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation, which are implemented as compensation grades in Workday. What role do compensation grades fulfill within the Workday compensation framework?
- A. To calculate which compensation basis is used for reporting.
- B. To determine the employee's eligibility for overtime pay.
- C. To provide guidance when entering pay rates during a transaction.
- D. To connect the salary amount to payroll earnings.
Answer: C
Explanation:
* Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.
* Their purpose isguidanceduring compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.
* They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.
Why not the others?
* B. Connect salary to payroll# That is done bycompensation elements, not grades.
* C. Overtime eligibility# Determined bywork hours & worker type, not grades.
* D. Compensation basis for reporting# Controlled bycomp basis setup, not grades.
References:
Workday Pro Compensation Training - Compensation Grades:Defines grades as "guidelines for pay ranges used during compensation transactions." Workday Community - Compensation Grades Overview.
NEW QUESTION # 17
What report allows you to view each worker's compensation details including total base pay, compensation package, and compa-ratio, for one or more organizations that you manage or support, and optionally their subordinates?
- A. Employee Compensation Details by Job Profile
- B. Total Rewards
- C. Compensation Spreadsheet
- D. Employee Compensation Audit
Answer: C
Explanation:
* TheCompensation Spreadsheet reportprovides a detailed view of:
* Worker'stotal base pay.
* Assignedcompensation package.
* Compa-ratio(position in range).
* Can be scoped by organizations and includes subordinates if required.
Why not the others?
* A. Total Rewards# Worker-facing summary report, not detailed comp admin view.
* B. Employee Compensation Details by Job Profile# Focused on jobs, not individual worker comp breakdown.
* D. Employee Compensation Audit# Audit mismatches, not full comp detail.
References:
Workday Pro Compensation - Reports Overview:Compensation Spreadsheet = detailed comp report by org.
NEW QUESTION # 18
A customer has several one-time payment plans within a tenant. They want to ensure that during a payment event a single one-time payment is submitted.
How should this be configured?
- A. Segment security to the Domain: One Time Payment
- B. Enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
- C. Use a rule-based business process definition
- D. Do not enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
Answer: D
Explanation:
* If you want to restrict employees so they can only submita single one-time payment per payment event, you must ensure thatMultiple One-Time Payments is not enabledin tenant setup.
* When disabled, Workday enforcesone plan per effective date/reason.
Why not the others?
* A. Segment security# Controls data access, not number of payments allowed.
* B. Rule-based BP# Governs approvals/workflow, not structural system behavior.
* C. Enable Multiple One-Time Payments# Would allow multiple entries (opposite of requirement).
References:
Workday Pro Compensation - Tenant Setup for One-Time Payments.
NEW QUESTION # 19
You create a new bonus plan to replace an existing bonus plan.
How can you easily remove the existing bonus plan from all employees?
- A. Edit the bonus plan with an appropriate effective date and mark the plan as Inactive.
- B. Use the Remove Compensation Plans from Employees task and select a compensation eligibility rule that identifies employees assigned to the plan.
- C. Use the Change Job task to remove employees from the existing plan.
- D. Use the Request Bonus Payment web service to remove employees from the existing plan.
Answer: B
Explanation:
* To retire or replace an existingbonus plan, you need to mass-remove it from all employees currently assigned.
* The standard Workday task for this isRemove Compensation Plans from Employees, which allows you to:
* Select thecompensation planto remove.
* Apply aneligibility ruleto identify affected employees.
* This is efficient and ensures employees no longer carry the outdated plan.
Why not the others?
* A. Mark plan inactive# Prevents new assignments but doesn't remove existing employee assignments.
* C. Request Bonus Payment web service# Used for issuing payments, not removing plans.
* D. Change Job# Not appropriate for mass plan removal.
References:
Workday Pro Compensation - Compensation Plan Lifecycle Management:Removing old plans requires theRemove Compensation Plans from Employeestask.
NEW QUESTION # 20
For the past four years, your company offered employees a $3,000 annual housing allowance plan. The company wants to increase this plan to $3,500 annually and make sure the existing employees on the plan get the new amount granted to them.
How would you make this change so that new and existing employees receive the new amount?
- A. Edit the allowance plan with the new effective date and change the Plan Amount.
- B. Create a new housing allowance plan for the new amount and add it to the compensation package.
- C. Use the Request Compensation Change process for the existing employees to edit the allowance plan to reflect the new amount.
- D. Run the Set Up Allowance Plan Adjustment task to change the amount and indicate that you want to adjust to new defaults for the employees.
Answer: D
Explanation:
* To increase thehousing allowance plan from $3,000 # $3,500and update both new and existing employees:
* UseSet Up Allowance Plan Adjustmentwith optionAdjust to New Defaults.
* This updates all employees on the plan to the new standard amount while ensuring future hires also default to the updated value.
Why not the others?
* A. Create a new plan# Creates unnecessary duplication, complicating reporting.
* B. Edit the allowance plan directly# Updates default for future, but not current employees.
* D. Request Compensation Change per employee# Manual, time-consuming, not scalable.
References:
Workday Pro Compensation - Allowance Plan Adjustments:"Adjust to New Defaults" is the method to update current assignments.
NEW QUESTION # 21
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City. What compensation basis will be this employee's primary compensation basis?
- A. Total Pay (Mexico)
- B. Total Compensation Non-Sales
- C. Salary and Seniority
- D. Total Compensation Sales
Answer: A
Explanation:
* The employee is afull-time support analyst in Mexico City.
* The relevant bases are:
* Total Pay (Mexico)# For Mexican employees.
* Total Compensation Non-Sales# For non-sales, full-time employees globally.
* Since the employee qualifies forboth, theranking determines priority.
* Ranking:
* (10) India
* (20) Non-Sales
* (30) Sales
* (40) Mexico
* Normally, thelowest ranking number (highest priority)applies. But becausegeography-based bases (Mexico)are more specific,Total Pay (Mexico)becomes the primary basis despite being ranked 40.
Why not the others?
* B. Salary and Seniority# Unranked, only applies when no ranked basis fits.
* C. Sales# Not a sales role.
* D. Non-Sales# Qualified, but Mexico-specific basis takes precedence.
References:
Workday Pro Compensation - Basis Ranking Rules:Geographic-specific bases override general ones if employee qualifies.
Workday Community - Configurable Compensation Basis Prioritization.
NEW QUESTION # 22
What is the primary purpose of assigning a Compensation Grade to a Job Profile?
- A. To establish employees' default compensation frequency
- B. To default the salary or hourly range for employees in that job
- C. To set employees' target compensation amount
- D. To determine employees' eligibility for bonus plans
Answer: B
Explanation:
* Assigning acompensation grade to a job profilelinks that job to adefined pay range(min, midpoint, max).
* This ensures that whenever employees are hired or promoted into the job profile, Workdaydefaults the pay range guidanceautomatically.
* Managers and HR can then use this information to propose fair and competitive pay.
Why not the others?
* B. Target compensation amount# Target comp is usually set at the employee or plan level, not the grade.
* C. Eligibility for bonus plans# Controlled viaeligibility rules, not compensation grades.
* D. Compensation frequency# Determined byplan setup (annual, monthly, hourly), not by grades.
References:
Workday Pro Compensation - Compensation Grades & Profiles:Grades default ranges for jobs, guiding compensation decisions.
Workday Community - Job Profile & Grade Integration.
NEW QUESTION # 23
What is the purpose of the compensation element?
- A. It ties compensation to the eligibility rules.
- B. It ties compensation to requisition compensation.
- C. It ties compensation to payroll earnings.
- D. It ties compensation to benefit deductions.
Answer: C
Explanation:
Acompensation elementin Workday is the foundational link between acompensation plan(e.g., salary, bonus, allowance) andpayroll processing.
* When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires a compensation elementthat directly maps to apayroll earning code.
* This ensures that the pay component flows into payroll correctly, appears on pay slips, and is taxable
/deductible as designed.
Why not the others?
* B. Requisition compensation- Job requisitions use compensation packages for recruiting, but elements are not tied to requisitions.
* C. Eligibility rules- Eligibility determineswhocan receive the plan, not the element itself.
* D. Benefit deductions- Those are handled bybenefit deduction elements, not compensation elements.
References:
Workday Pro Compensation Training:Compensation elements map compensation plans to payroll earnings.
Workday Community - Compensation Elements Overview:Confirms the purpose of elements is payroll integration, not eligibility or benefits.
NEW QUESTION # 24
On March 5, you need to award a group of employees an equity adjustment base pay increase effective March
1. It will be processed when payroll runs on March 31. You asked managers to communicate the change by March 20.
How can you ensure this increase will not be available to employees in Workday until March 21?
- A. Enter an Expected End Date of March 31.
- B. Enter an Employee Visibility Date of March 21.
- C. Change the Effective Date of the base pay changes to March 5.
- D. Enter an Actual End Date of March 1.
Answer: B
Explanation:
* Effective Date (March 1)= When the pay increase is valid for payroll.
* Employee Visibility Date (March 21)= When employees can actually see the change in Workday.
* This allows managers to communicate the increase by March 20, and employees only see it from March
21 onward, while payroll processes it correctly on March 31.
Why not the others?
* A. Expected End Date March 31# Used to close plans, not to control visibility.
* B. Actual End Date March 1# Would end the plan immediately.
* D. Effective Date March 5# Wrong; payroll needs it effective March 1.
References:
Workday Pro Compensation - Effective Dating & Visibility Dates:Visibility date allows decoupling of when changes are effective vs. when employees see them.
NEW QUESTION # 25
You need to create a car allowance plan. In order for your compensation plan to be paid by payroll, you determine you need to create a compensation element. What task do you use to set up the compensation element?
- A. Map Compensation Elements to Payroll Earnings
- B. Maintain Compensation Elements
- C. Maintain Compensation Element Groups
- D. Edit Tenant Setup HCM
Answer: B
Explanation:
When setting up acar allowance plan(or any allowance/compensation plan in Workday), you must ensure that it is tied to payroll through the correctcompensation element.
Here's the breakdown of the options:
* Maintain Compensation Elements#
* This task is where youcreate, configure, and manage compensation elements.
* Everycompensation plan(like salary, allowance, bonus) must be associated with acompensation element, which then links topayroll earningsfor processing.
* For acar allowance, you would create a new compensation element (type = allowance) so that payroll can recognize and pay it.
* Maintain Compensation Element Groups
* This is used to group multiple compensation elements together for easier administration, reporting, or eligibility rules.
* It does not create the element itself, so it's not the right task here.
* Map Compensation Elements to Payroll Earnings
* This step is necessaryafterthe element exists, to map the element to the correctpayroll earning code(so payroll knows how to pay it).
* However, you can't map something that hasn't been created yet.
* Edit Tenant Setup HCM
* This is a higher-level tenant configuration task for broad HCM settings (security, defaults, integrations, etc.).
* It is not used for creating compensation elements.
#The correct first step to create acar allowance compensation plan that can be processed by payrollis to use the taskMaintain Compensation Elements.
References (Workday Pro Compensation knowledge & training):
* Workday Pro Compensation Training:Compensation elements are the foundation for linking plans to payroll. The "Maintain Compensation Elements" task is where new elements are created.
* Workday Community - Compensation Element Setup Guide:Clarifies the difference between creating (Maintain Compensation Elements), grouping (Maintain Compensation Element Groups), and mapping (Map Compensation Elements to Payroll Earnings).
* Workday Payroll & Compensation Integration Documentation:Requires elements to be defined before they can be mapped to earnings.
NEW QUESTION # 26
Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD. The plan has three profiles:
* $110 CAD - all Toronto employees are eligible
* €80 EUR - all Paris employees are eligible
* $120 AUD - all Sydney employees are eligible
When you hire an employee in Dublin, Ireland, what amount does Workday default?
- A. $0 USD
- B. €0 EUR
- C. €80 EUR
- D. $100 USD
Answer: D
Explanation:
* The allowance plan has adefault = $100 USD, plusprofiles for Toronto, Paris, Sydney.
* Dublin (Ireland) does not have a profile yet, so Workday defaults to theplan default value.
* Since the default is$100 USD, that is the value assigned at hire.
Why not the others?
* A. €0 EUR# No such rule; Workday always uses defaults when profiles are missing.
* C. €80 EUR# That's Paris profile, not Dublin.
* D. $0 USD# Incorrect because the plan default is not zero but $100.
References:
Workday Pro Compensation - Allowance Plan Defaults vs Profiles:If no profile exists for location, the default value applies.
Workday Community - Compensation Plan Defaulting Rules.
NEW QUESTION # 27
A company wants to create a compensation basis for their sales team. This basis should include:
* Base salary
* Monthly commission earnings
* Quarterly bonus plan
How should they configure this compensation basis?
- A. Use the total salary and allowances compensation basis and add the bonus plan.
- B. Define a new compensation grade and assign the relevant compensation plans.
- C. Create a calculation compensation basis, including salary, commission, and bonus plan.
- D. Create a configurable compensation basis, including salary, commission, and bonus plan.
Answer: D
Explanation:
* Aconfigurable compensation basisallows you to definewhat plans contribute to compensation calculations.
* For the sales team, the basis should include:
* Base salary (salary plan).
* Monthly commission earnings (commission plan).
* Quarterly bonus plan (bonus plan).
* Configurable compensation bases are designed for flexible aggregation of multiple comp plans.
Why not the others?
* B. Total salary and allowances basis# Covers only salary + allowance, does not include bonus
/commission.
* C. Compensation grade# Defines ranges, not aggregation of comp plans.
* D. Calculation compensation basis# Not a Workday configuration type (confusion with calculated fields).
References:
Workday Pro Compensation - Configurable Compensation Bases: Allow inclusion of salary, allowances, commissions, bonuses.
NEW QUESTION # 28
An employee is currently in the process of being transferred to a new location via the change job business process. Prior to this transfer they were intentionally assigned an allowance plan that has no eligibility criteria, and should continue to hold this plan assignment after the transfer is complete. The compensation partner is responsible for ensuring this plan assignment remains unchanged during this business process.
What should the compensation partner do?
- A. Assign the plan via the Roll Out Compensation Plan To Employees task.
- B. Set up a Plan Adjustment for the Employees using a default target.
- C. Add the removed plan using the Request Compensation Change task.
- D. Restore the removed plan using the Propose Compensation Change task.
Answer: D
Explanation:
* During aChange Job, compensation may be recalculated, and plans withno eligibility criteriamay inadvertently be dropped.
* Thecompensation partnermustrestore the planafter the transfer usingPropose Compensation Change.
* This ensures the employee retains the allowance assignment without disrupting the change job process.
Why not the others?
* A. Roll Out Compensation Plans# Mass rollout, not individual fix.
* B. Plan Adjustment# Adjusts targets/amounts, not restores removed plans.
* D. Request Compensation Change# Typically for ad hoc changes; restoration during job change is handled viaPropose Compensation Change.
References:
Workday Pro Compensation - Change Job & Compensation Handling:Propose Compensation Change restores dropped plans.
NEW QUESTION # 29
What does the Gross Up checkbox on the one-time payment plan indicate?
- A. You want Workday to automatically adjust the one-time payment so the employee receives the full amount after taxes.
- B. You want Workday to apply taxes on the one-time payment.
- C. You want Workday to require a compensation partner to manually update the gross up amount when requesting a one-time payment.
- D. You want Workday to show the taxes to the user when requesting a one-time payment.
Answer: A
Explanation:
* Gross Up= Adjusting a payment so that after tax deductions, the employee takes home the intended net amount.
* Example: If you want an employee tonet $1,000, and taxes are 20%, Workday will calculate and issue
~$1,250 gross so the employee keeps $1,000 after taxes.
Why not the others?
* A. Show taxes to user# Not what Gross Up does.
* B. Manual update required# Gross up is automated, not manual.
* C. Apply taxes normally# Workday already applies taxes; gross up goes further by adjusting amounts.
References:
Workday Pro Compensation - One-Time Payment Plan Setup:Gross Up ensures net payment equals requested amount.
Workday Community - Gross Up Functionality.
NEW QUESTION # 30
A manager is proposing compensation for an employee and is only able to assign the car allowance. When the compensation partner approves the compensation change, they are able to assign any allowance plan configured in the tenant, even if the employee is not eligible for those plans.
What security domain allows the compensation partner to assign allowance plans that the employee is not eligible for?
- A. Worker Data: Compensation Plan Type
- B. Select Any Compensation Package
- C. Add Compensation Plans: Add Allowance
- D. Worker Data: Compensation for Managers
Answer: C
Explanation:
* The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.
* This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.
Why not the others?
* A. Worker Data: Compensation Plan Type# Governs visibility to compensation data, not bypassing eligibility.
* B. Select Any Compensation Package# Pertains to choosing packages, not adding allowance plans outside eligibility.
* C. Worker Data: Compensation for Managers# Grants managers ability to propose comp, but does not override eligibility.
References:
Workday Pro Compensation - Security Domains for Compensation Plans:"Add Compensation Plans: Add Allowance" allows assignment of ineligible allowance plans.
NEW QUESTION # 31
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?
- A. View Rollout Compensation Plan Rollout Process
- B. Employees Assigned Multiple Bonus Plans
- C. Compensation Spreadsheet
- D. Employee Compensation Audit
Answer: D
Explanation:
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.
NEW QUESTION # 32
Airplane pilots receive a base salary as compensation. They also receive compensation based on the number of kilometers flown. The more they fly, the more they get paid. You need to create a plan to show estimated wages based on kilometers flown to include in an offer letter. What type of plan should you create?
- A. Period salary plan
- B. One-time payment plan
- C. Unit-based allowance plan
- D. Unit salary plan
Answer: D
Explanation:
* AUnit Salary Planpays based onunits worked(e.g., miles, credits, or kilometers).
* In this case, pilots earn extra based onkilometers flown, makingunit salary planthe correct choice.
* It also supportsestimation of wagesfor offer letters since you can project based on expected units.
Why not the others?
* A. Unit-based allowance plan# Allowances are flat recurring payments, not tied to actual units worked.
* B. One-time payment# Used for bonuses or ad hoc payments, not recurring per-unit pay.
* D. Period salary plan# Handles additional pay periods, not per-unit payments.
References:
Workday Compensation Plans Training:Unit salary plans are designed for recurring, unit-driven pay like teaching credits or mileage.
Workday Community - Unit Salary Plans.
NEW QUESTION # 33
You want to award multiple one-time payments for an employee with different one-time payment plans and different scheduled payment dates while sharing the same reason and effective date.
What will you configure to allow this?
- A. Select Disable Pay Date Help Text for One-Time and Referral Payment Processes on Edit Tenant Setup
- HCM. - B. Select Enable Multiple One-Time Payments on Edit Tenant Setup - HCM.
- C. Edit the business process definition for Request One-Time Payment and add a Review step for HR Partner.
- D. Configure the same eligibility rules on all one-time payment plans and include them in the compensation package.
Answer: B
Explanation:
* By default, Workday restricts one-time payments so that onlyone plan per effective date/reasoncan be entered.
* To allowmultiple one-time payments(different plans and pay dates, same effective date/reason), you must enable:
* "Enable Multiple One-Time Payments"inEdit Tenant Setup - HCM.
Why not the others?
* A. Add Review step for HR Partner# Impacts workflow, not configuration.
* B. Disable Pay Date Help Text# Only changes help text display, not functionality.
* D. Configure same eligibility rules & package# Doesn't override the one-payment-per-effective-date limitation.
References:
Workday Pro Compensation - Tenant Setup for One-Time Payments:Multiple one-time payments option enables different plans under the same effective date.
NEW QUESTION # 34
When using the Set Up Allowance Plan Adjustment task to update an allowance plan amount, you must ensure employees Managed by Basis Total (MBT) will have no change to their primary compensation basis after their allowance plan amount is updated and instead will reallocate all other compensation in the MBT calculation.
How can you ensure this happens?
- A. Clear the Retain Basis Total checkbox on the employee's primary compensation basis.
- B. Clear the Manage Basis Total checkbox on the employee's primary compensation basis.
- C. Select Retain Basis Total for MBT Employees on the Set Up Allowance Plan Adjustment task.
- D. Select Adjust to New Defaults on the Set Up Allowance Plan Adjustment task.
Answer: C
Explanation:
* Employees managed byManage Basis Total (MBT)require theirprimary compensation basis totalto remain unchanged when allowance plan adjustments are made.
* By selectingRetain Basis Total for MBT Employees, Workday keeps the overall basis constant and reallocates other plans in the MBT calculation instead of increasing the total.
Why not the others?
* A. Clear MBT checkbox# Would remove MBT management completely.
* C. Clear Retain Basis Total# Opposite of required behavior.
* D. Adjust to New Defaults# Updates values, but doesn't enforce retention of MBT total.
References:
Workday Pro Compensation - MBT Handling in Allowance Adjustments.
Workday Community - Retain Basis Total Option.
NEW QUESTION # 35
You must make a change to an employee's salary without changing other worker details.
What task will you use to make the ad hoc change?
- A. Request Compensation Change
- B. Request Grade Change
- C. Transfer, Promote or Change Job
- D. Request One-Time Payment
Answer: A
Explanation:
* The taskRequest Compensation Changeis specifically forupdating salary or allowanceswithout affecting other worker details (position, job, location).
* This allows an ad hoc adjustment to salary while leaving the rest of the worker's profile unchanged.
Why not the others?
* A. Transfer/Promote/Change Job# Used when job details (title, location, org) change, not just pay.
* C. Request Grade Change# Alters grade, not salary directly.
* D. Request One-Time Payment# Temporary, ad hoc payments, not ongoing salary.
References:
Workday Pro Compensation - Compensation Changes Guide:Salary adjustments without job changes use Request Compensation Change.
NEW QUESTION # 36
While creating an offer, you realize that default compensation configured on the job requisition is defaulting on the offer. The location is changing, which may impact the candidate's eligibility to certain compensation elements.
How can you ensure that Workday runs eligibility rules during the Offer business process even when default compensation exists on the job requisition?
- A. Select the Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles setting in Edit Tenant Setup - HCM.
- B. Select the Run Eligibility Rules when there is Requisition Compensation setting in Edit Tenant Setup - HCM.
- C. Edit the Offer business process security policy.
- D. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.
Answer: B
Explanation:
* By default, if compensation defaults from the requisition, Workday mayskip eligibility re-checks.
* To ensure eligibility rules arealways executedduring the Offer process (especially if location, job family, or country changes), enable:
* Run Eligibility Rules when there is Requisition CompensationinEdit Tenant Setup - HCM.
Why not the others?
* B. Enable Defaulting Based on Guidelines# Controls guideline defaults, not eligibility evaluation.
* C. Edit Offer business process security# Security won't trigger eligibility rules.
* D. Enable Eligibility Rule Performance Enhancement# Improves performance but doesn't force rule execution.
References:
Workday Pro Compensation - Tenant Setup Options:Run Eligibility Rules ensures recalculation during Offer with requisition defaults.
Workday Community - Compensation Rule Defaulting in Offers.
NEW QUESTION # 37
A mobile allowance plan has an amount of $150 per month. The new amount will be $200 for those employees using the plan. Employees using an override amount will keep their current difference.
How will you update the plan target and maintain current differences?
- A. Change the allowance plan amounts and rollout the plan to all eligible workers.
- B. Use the Set Up Allowance Plan Adjustment task and select Adjust to New Defaults for Employees Using Override.
- C. Use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.
- D. Use the Remove Compensation Plan process and rollout the new plan to all eligible workers.
Answer: C
Explanation:
* The business requirement: Raise the defaultmobile allowance from $150 # $200, butkeep employees with override amounts at their current difference.
* UsingSet Up Allowance Plan Adjustmentwith the optionAdjust by Same Amounts for Employees Using Overrideensures that:
* The default is increased by $50.
* Employees with overrides will also receive a $50 adjustment (preserving their override difference).
Why not the others?
* B. Change plan amounts & rollout# Would overwrite override amounts, losing differences.
* C. Remove and rollout new plan# Unnecessary and disruptive.
* D. Adjust to New Defaults# Would reset overrides to default, eliminating differences.
References:
Workday Pro Compensation - Allowance Plan Adjustments:Adjust by same amount option maintains override differences.
Workday Community - Managing Plan Adjustments.
NEW QUESTION # 38
A customer configured a step-based grade with a progression sequence that uses eligibility rules. The design will progress an employee if the employee does not have a poor performance rating.
Performance is measured from 1 - 5, with selection list 1 being poor performance, and selection list 5 being outstanding performance.
The progression sequence is as follows:
* Step 1 is $25 Hourly
* Step 2 is $30 Hourly
* Step 3 is $35 Hourly
What should the conditional logic be?
- A. Step 1 and Step 2 require condition logic that evaluates if performance review rating is in the selection list 1.
- B. Step 2 and Step 3 require condition logic that evaluates if performance review rating is not in the selection list 1.
- C. Step 1 and Step 2 require condition logic that evaluates if performance review rating is not in the selection list 1.
- D. Step 1, Step 2, and Step 3 require condition logic that evaluates if performance review rating is in the selection list 1.
Answer: B
Explanation:
* The design requires thatemployees only progress if they do NOT have poor performance (rating = 1).
* Thus:
* Step 1= entry, no condition needed.
* Step 2 and Step 3require conditional logic:Performance rating # 1.
* This ensures employees can only progress beyond Step 1 if their performance is above "poor." Why not the others?
* A. All steps require condition logic rating = 1# Would block all progress (wrong condition).
* C. Step 1 and 2 require # 1# Step 1 is the baseline, no condition required.
* D. Step 1 and 2 require rating = 1# Opposite of requirement, would keep poor performers eligible.
References:
Workday Pro Compensation - Step Progression with Conditional Logic:Conditional rules can block progression based on performance criteria.
Workday Community - Step-based Progression Setup.
NEW QUESTION # 39
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