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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic
Details

Topic 1

Business Process Management (BPM): Business process management (BPM) involves using different approaches to identify, design, analyze, evaluate, refine, and automate business processes for better efficiency.

Topic 2

Configurable Security: This area of the Workday Pro Compensation exam assesses the expertise of Workday Security Administrators, emphasizing how configurable security maintains controlled access to compensation-related data and workflows.

Topic 3

Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.

Topic 4

Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.

Topic 5

Workday Human Capital Management: This area of the Workday Pro Compensation exam evaluates the skills of HRIS Analysts, concentrating on aligning compensation functions with the wider Workday Human Capital Management environment.

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WorkdayProCompensationExam Sample Questions (Q21-Q26):

NEW QUESTION # 21
A company's employees based in Italy get paid 13 times in the year compared to the rest of the employees.
What base pay plan supports additional months, weeks, or days of pay?

A. Salary plan
B. Hourly plan
C. Period salary plan
D. Unit salary plan

Answer: C

Explanation:
* APeriod Salary Planin Workday supports paying employees more than 12 times per year (e.g., 13 or
14 payments for regions like Italy or Spain).
* This allows payroll to spread annual salary across the correct number of pay periods.
Why not the others?
* A. Unit salary plan- Pays based on units (like per credit hour for faculty), not extra months.
* B. Hourly plan- Pays by worked hours, not relevant to salaried employees.
* D. Salary plan- Standard salary plan assumes 12 months and does not support extra pay periods.
References:
Workday Pro Compensation - Salary Plans Overview:Period salary plans are designed for geographies with >12 pay cycles per year.
Workday Community - Global Compensation Setup:Confirms Italy's 13-month pay is supported via Period Salary Plan.

NEW QUESTION # 22
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 2 and Step 3 require condition logic that evaluates if performance review rating is not in the selection list 1.
B. Step 1 and Step 2 require condition logic that evaluates if performance review rating is in the selection list 1.
C. Step 1, Step 2, and Step 3 require condition logic that evaluates if performance review rating is in the selection list 1.
D. Step 1 and Step 2 require condition logic that evaluates if performance review rating is not in the selection list 1.

Answer: A

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 # 23
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. Edit the business process definition for Request One-Time Payment and add a Review step for HR Partner.
B. Select Enable Multiple One-Time Payments on Edit Tenant Setup - HCM.
C. Configure the same eligibility rules on all one-time payment plans and include them in the compensation package.
D. Select Disable Pay Date Help Text for One-Time and Referral Payment Processes on Edit Tenant Setup
- HCM.

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 # 24
Where can you configure a guideline warning for a Compensation Package?

A. On the compa-ratio
B. On the primary compensation basis pay range
C. On the segment range
D. On the position in range

Answer: B

Explanation:
* Guideline warningsin Workday Compensation are configured at theprimary compensation basis pay rangelevel.
* These warnings alert HR/Managers if an entered amount isoutside the allowed range or guideline thresholds(e.g., 90%-110% of midpoint).
* They act as soft controls for ensuring compliance with comp policy.
Why not the others?
* A. Position in range# This is a calculation, not a configuration point.
* B. Compa-ratio# A metric comparing pay to midpoint; doesn't hold guideline warnings.
* D. Segment range# Related to segment-based ranges in variable comp, not base pay packages.
References:
Workday Pro Compensation - Compensation Basis & Pay Range Setup:Guideline warnings configured at compensation basis.
Workday Community - Pay Range Guidelines Configuration.

NEW QUESTION # 25
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. Unit salary plan
B. One-time payment plan
C. Period salary plan
D. Unit-based allowance plan

Answer: A

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 # 26
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