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Workday Workday-Pro-Compensation Exam Syllabus Topics:
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NEW QUESTION # 16
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 # 17
You are creating a compensation package.
What can you add to the compensation package?
- A. Future payment plan
- B. Calculated plan
- C. Retirement plan
- D. One-time payment plan
Answer: D
Explanation:
* Acompensation packageis a grouping of multiple compensation plans (salary, allowances, one-time payments, bonuses, etc.).
* Workday allows you tobundle one-time payment plansinto a package (e.g., relocation bonus, signing bonus).
Why not the others?
* A. Retirement plan# Benefits plans are not part of comp packages.
* C. Calculated plan# Standalone, not typically added to comp packages.
* D. Future payment plan# Not a Workday plan type.
References:
Workday Pro Compensation - Compensation Package Setup:Lists allowable plan types (salary, allowance, one-time payment).
Workday Community - Offer Package Setup.
NEW QUESTION # 18
Refer to the following scenario to answer the question below.
A company pays its employees a monthly allowance. Plan targets are dependent on plan profile eligibility rules. There are 100 different types of plan profiles, each with a specific target amount for the eligible population. Sample plan profile eligibility criteria include:
* Job Family = Human Resources $50 USD
* Job Family = Sales $70 USD
* Job Family and Country = Human Resources / Australia $78 AUD
* Job Family and Country = Sales / Australia $110 AUD
One of the compensation administrators has made changes to the eligibility rule for the Sales and Australian plan profile, removing Sales employees. What impact will changing this eligibility rule have?
- A. All Australian employees will automatically be enrolled in the plan.
- B. A system error will persist.
- C. Sales employees will automatically be removed from the plan.
- D. Any Australian employee will have an allowance automatically added during a job change and Sales employees will have their allowance automatically removed during a job change.
Answer: D
Explanation:
* If theeligibility rule for Sales / Australia profileis changed to remove "Sales," thenall Australian employees(regardless of job family) become eligible.
* As a result:
* Any Australian employee moving roles will be assigned the allowance.
* Sales employees will no longer qualify, so their allowances are automatically removed during compensation/job changes.
Why not the others?
* A. Sales removed immediately# Removal only happens at a transaction/job change evaluation.
* C. All Australians automatically enrolled# Not automatic, triggered during job/comp events.
* D. System error# Not how Workday handles eligibility changes.
References:
Workday Pro Compensation - Allowance Plan Eligibility Rules:Eligibility changes are enforced during transactions (hire, job change, comp change).
Workday Community - Compensation Profiles and Eligibility Handling.
NEW QUESTION # 19
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 # 20
How do you configure a salary plan to prorate an employee's scheduled hours?
- A. Compensation Element
- B. Exclude from Merit
- C. Apply FTE%
- D. Eligibility Rules
Answer: C
Explanation:
When configuring asalary plan, you can choose whether the plan amount should automatically adjust for part- time employees based onFTE% (Full-Time Equivalent percentage).
* Apply FTE%ensures that the salary plan prorates according to scheduled hours vs. full-time hours.
* Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to
$30,000.
Why not the others?
* B. Compensation Element- Elements link plans to payroll but do not control proration.
* C. Eligibility Rules- Define who is eligible, not how amounts are prorated.
* D. Exclude from Merit- Used in merit review processes, unrelated to proration.
References:
Workday Pro Compensation Training:Salary plans have a checkbox "Apply FTE%" to prorate salaries based on work schedule.
Workday Community - Salary Plan Configuration:Confirms FTE% is the method for automatic proration.
NEW QUESTION # 21
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 # 22
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 # 23
Refer to the following scenario to answer the question below.
A company pays its employees a monthly allowance. Plan targets are dependent on plan profile eligibility rules. There are 100 different types of plan profiles, each with a specific target amount for the eligible population. Sample plan profile eligibility criteria include:
* Job Family = Human Resources $50 USD
* Job Family = Sales $70 USD
* Job Family and Country = Human Resources / Australia $78 AUD
* Job Family and Country = Sales / Australia $110 AUD
The HR administrator has made some changes to the Sales job family. The job family now contains the job profile Sales Analyst. When accessing the Employee Compensation Audit report, what column will highlight the allowance plan for the Sales Analyst?
- A. This plan won't appear on the report
- B. Assigned Ineligible Compensation Components
- C. Assigned Eligible Compensation Components
- D. Unassigned Eligible Compensation Components
Answer: D
Explanation:
* TheEmployee Compensation Audit Reporthighlights mismatches betweeneligibility rulesand actual assignments.
* SinceSales Analystis part of Sales job family but eligibility rules may not yet reflect thisnew job profile, the allowance plan appears underUnassigned Eligible Compensation Components# meaning the employee is eligible but has not yet been assigned the component.
Why not the others?
* A. Won't appear# It will appear, because Sales job family has a profile.
* B. Assigned Eligible Compensation Components# Only if already assigned.
* D. Assigned Ineligible Compensation Components# Not correct, because Sales Analyst job profile makes them eligible.
References:
Workday Pro Compensation - Audit Reporting:Explains difference betweenAssigned Eligible,Unassigned Eligible, andAssigned Ineligible.
Workday Community - Compensation Audit Report Usage.
NEW QUESTION # 24
After creating a new allowance plan, how can you assign the plan to all eligible employees?
- A. Use the Rollout Compensation Plans to Employees task and select the Eligibility Rule that identifies your eligible population.
- B. Run the Compensation Plan Assignment Audit report to identify employees eligible for the plan and enter via Request Compensation Changes.
- C. Use the Employee Compensation Plans - Allowance report to identify eligible employees and enter via Change Job events.
- D. Use the View Compensation Plan Rollout Process task to assign eligible employees to the plan.
Answer: A
Explanation:
* After creating a newallowance plan, you must assign it to all employees who qualify.
* TheRollout Compensation Plans to Employeestask is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.
* This ensures bothcurrent and future eligible employeesreceive the plan automatically.
Why not the others?
* B. View Compensation Plan Rollout Process# Monitoring tool, not an assignment process.
* C. Compensation Plan Assignment Audit# Audit/reporting only, does not assign.
* D. Employee Compensation Plans - Allowance report# Reporting only; still requires manual actions.
References:
Workday Pro Compensation - Rollout Compensation Plans Process: Ensures eligible employees are assigned plans in bulk.
NEW QUESTION # 25
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
- A. The candidate is not eligible for a plan profile.
- B. The allowance plan has the No Override checkbox selected.
- C. The candidate is eligible for more than one compensation package.
- D. The allowance plan is not included in the compensation package.
Answer: B
Explanation:
* If the recruiter cannot change the allowance amount (e.g., from$50 AUD # $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.
* No Overrideprevents users from modifying the default plan amounts during transactions.
Why not the others?
* A. Plan not in package# If missing, it wouldn't appear at all, not appear but be locked.
* B. Eligible for more than one package# Doesn't prevent changing amounts.
* C. Not eligible for profile# Would prevent plan assignment, not lock override fields.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.
NEW QUESTION # 26
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 # 27
Refer to the following scenario to answer the question below.
A company with salaried and hourly employees has headquarters in London with additional offices in New York and Milan. What configuration allows the company to enter one total compensation amount for employees based in Milan?
- A. Eligible Earnings Override
- B. Manage Basis Total
- C. Total Salary & Allowances
- D. Total Base Pay
Answer: B
Explanation:
* The company wants to enterone total compensation amountfor Milan employees instead of entering salary, allowance, and bonus separately.
* This is achieved byManage Basis Total, which allows admins to configuretotal comp entryat the worker level while Workday allocates automatically across plans.
* This simplifies data entry for regions where comp is communicated as atotal package.
Why not the others?
* A. Eligible Earnings Override# Used for payroll overrides, not comp plan entry.
* C. Total Base Pay# Only includes salary + base pay elements, not full compensation package.
* D. Total Salary & Allowances# Not a standard Workday configuration option; the correct feature isManage Basis Total.
References:
Workday Pro Compensation - Manage Basis Total Functionality:Used when companies pay/track one total amount for comp.
Workday Community - European Compensation Configurations (Italy, Milan case).
#Final Verified answer: B. Manage Basis Total
NEW QUESTION # 28
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 # 29
A salary plan uses an eligibility rule that evaluates if pay rate type is salaried.
To minimize data discrepancies, what configuration do you complete next?
- A. Assign pay rate types to job profiles.
- B. Modify the eligibility rule to evaluate all job profiles.
- C. Assign a pay rate type to job requisitions.
- D. Assign the salary plan to job profiles.
Answer: A
Explanation:
* Since the eligibility rule evaluatespay rate type = salaried, you need to ensure every job profile has thecorrect pay rate type assigned.
* This prevents mismatches where employees may not qualify for the salary plan due to missing or inconsistent data.
Why not the others?
* A. Modify rule to evaluate all job profiles# Broadens scope incorrectly; doesn't ensure data integrity.
* C. Pay rate type on job requisitions# Impacts recruiting, not existing employee eligibility.
* D. Assign salary plan to job profiles# Comes after ensuring the pay rate type is consistently set.
References:
Workday Pro Compensation - Eligibility Rules & Job Profiles:Pay rate type must be assigned consistently at the job profile level.
Workday Community - Preventing Data Discrepancies in Eligibility.
NEW QUESTION # 30
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 # 31
An employee is eligible for these compensation bases:
* International Compensation (ranking 2)
* Management Compensation (ranking 1)
* Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?
- A. Sales Compensation
- B. International Compensation
- C. Total Base Pay
- D. Management Compensation
Answer: D
Explanation:
* When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).
* Rankings here:
* Management = 1
* International = 2
* Sales = 3
* Therefore,Management Compensationis the primary basis.
Why not the others?
* B. Sales Compensation# Ranked lowest (3).
* C. International Compensation# Ranked 2, lower than Management.
* D. Total Base Pay# Not listed among eligible ranked bases here.
References:
Workday Pro Compensation - Configurable Compensation Bases:Ranking determines primary basis (lowest rank wins).
NEW QUESTION # 32
When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment.
How can you prevent employees from updating these options?
- A. Remove Employee as Self from the Self-Service: Payroll security domain.
- B. Configure Optional Fields for Request One-Time Payment for Self to hide the fields.
- C. Configure Optional Fields for Request One-Time Payment to hide the fields.
- D. Remove Employee as Self from the Self-Service: Request One-Time Payment security domain.
Answer: B
Explanation:
* Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.
* To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.
* This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
* A. Optional Fields for Request One-Time Payment# Applies to manager/HR use, not self-service.
* C. Remove Employee as Self from self-service comp domain# Would block employees from initiating requests entirely.
* D. Payroll security domain# Payroll security doesn't control compensation request UI fields.
References:
Workday Pro Compensation - Configuring Optional Fields for Self-Service One-Time Payments.
NEW QUESTION # 33
You want to display only relevant compensation plan sections during the Propose Compensation Change step of the Change Job business process, either for an internal job change or an internal hire.
What setting will enable Workday to determine the relevant plan sections to display based on worker eligibility and the security permissions for the user performing the compensation change?
- A. Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles
- B. Hide Total Salary & Allowances
- C. Enable Compensation Setup Segment Security
- D. Enable Dynamic Display for Compensation Plan Sections
Answer: D
Explanation:
* TheDynamic Displayoption controls whether Workday shows onlyrelevant compensation plan sectionsduring transactions likePropose Compensation Change.
* It evaluates:
* Worker eligibility rules(which plans apply).
* User security permissions(what the initiator can see).
* This ensures users only see compensation sections relevant to their context, reducing clutter and errors.
Why not the others?
* A. Segment security# Controls data security, not dynamic display.
* C. Hide Total Salary & Allowances# Hides totals, doesn't manage section visibility.
* D. Eligibility Rule Performance Enhancement# Improves performance, not visibility.
References:
Workday Pro Compensation - Dynamic Display Settings:Ensures streamlined Propose Compensation Change process.
NEW QUESTION # 34
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