Workday-Pro-Compensation Related Exams, Workday-Pro-Compensation Exam Introduction
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Workday Workday-Pro-Compensation Exam Introduction | Workday-Pro-Compensation Official Cert Guide
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Workday Workday-Pro-Compensation Exam Syllabus Topics:
Topic
Details
Topic 1
Topic 2
Topic 3
Topic 4
Topic 5
WorkdayProCompensationExam Sample Questions (Q28-Q33):
NEW QUESTION # 28
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?
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 # 29
How do you configure a salary plan to prorate an employee's scheduled hours?
Answer: D
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 # 30
What is the advantage of using default compensation for requisition compensation?
Answer: C
Explanation:
* Default compensation for requisition compensationensures thatall hires from a requisition default to the same plan amounts/rates, supporting consistency in offers.
* This prevents discrepancies between candidates applying for the same role and requisition.
Why not the others?
* A. Guidelines on a position# Position compensation is separate from requisition compensation.
* C. Every employee in position receives same compensation# Controlled by position defaults, not requisition.
* D. Eligible plans view# That's determined bycompensation package setup, not requisition defaults.
References:
Workday Pro Compensation - Requisition Compensation Defaults:Ensures consistency of compensation values for all hires through the requisition.
Workday Community - Recruiting Compensation Configuration.
NEW QUESTION # 31
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?
Answer: C
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 # 32
You create a new bonus plan to replace an existing bonus plan.
How can you easily remove the existing bonus plan from all employees?
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 # 33
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