Workday-Pro-Compensation Exam Practice Test Instant Access

Question 1

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?

AUse the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.

BChange the allowance plan amounts and rollout the plan to all eligible workers.

CUse the Remove Compensation Plan process and rollout the new plan to all eligible workers.

DUse the Set Up Allowance Plan Adjustment task and select Adjust to New Defaults for Employees Using Override.

Answer : A

The business requirement: Raise the default mobile allowance from $150 $200, but keep employees with override amounts at their current difference.

Using Set Up Allowance Plan Adjustment with the option Adjust by Same Amounts for Employees Using Override ensures 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.

Workday Pro Compensation -- Allowance Plan Adjustments: Adjust by same amount option maintains override differences.

Workday Community -- Managing Plan Adjustments.

Question 2

A compensation partner runs the Employee Compensation Step Progression Audit report and notices seven employees listed on the report.

What should you do?

AUse the Schedule Automatic Step Progression task to move eligible employees to the next step.

BUse the Maintain Compensation Steps task and add a progression rule to the steps.

CUse the Change Job business process to move the employees on the report to a new compensation grade and step.

DUse the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.

Answer : A

progression but haven't yet been moved to the next step.

The corrective action is to run Schedule Automatic Step Progression, which processes all eligible employees and updates their step automatically.

Why not the others?

B . Maintain Compensation Steps + progression rule Only needed if rules are missing. If employees appear, rules already exist.

C . Change Job Not required; step progression is automated.

D . Set Up Grade Job Profile Adjustment Used for grade changes, not step progression.

Workday Pro Compensation -- Step Progression Process: Audit report + Schedule Automatic Step Progression ensures progression is applied.

Question 3

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?

AEnable Compensation Setup Segment Security

BEnable Dynamic Display for Compensation Plan Sections

CHide Total Salary & Allowances

DEnable Eligibility Rule Performance Enhancement for Compensation Plan Profiles

Answer : B

The Dynamic Display option controls whether Workday shows only relevant compensation plan sections during transactions like Propose 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.

Workday Pro Compensation -- Dynamic Display Settings: Ensures streamlined Propose Compensation Change process.

Question 4

A customer requires an additional month to be paid as per the country's legislative requirements.

How do you configure this?

ACreate an amount-based allowance plan with plan profiles for each month.

BCreate a percent-based merit plan.

CCreate a one-time payment plan.

DCreate a period salary plan with a multiplier of one month.

Answer : D

Some countries (e.g., Italy, Spain) legally require employees to be paid 13 or 14 times per year.

Workday supports this by using a Period Salary Plan with a multiplier, which allows additional months, weeks, or days of pay.

In this case, to meet the legislation for an extra month, configure the period salary plan with a 1-month multiplier.

Why not the others?

A . Amount-based allowance plan Allowances are supplemental, not designed for legislated base salary multipliers.

B . Percent-based merit plan Merit is performance-based, not a legislative requirement.

C . One-time payment plan One-time payments are ad hoc, not recurring annual extra months.

Workday Pro Compensation -- Period Salary Plans: Used for countries with 13th/14th month pay requirements.

Workday Community -- Regional Compensation Setup Guides.

Question 5

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?

AEdit the business process definition for Request One-Time Payment and add a Review step for HR Partner.

BSelect Disable Pay Date Help Text for One-Time and Referral Payment Processes on Edit Tenant Setup - HCM.

CSelect Enable Multiple One-Time Payments on Edit Tenant Setup - HCM.

DConfigure the same eligibility rules on all one-time payment plans and include them in the compensation package.

Answer : C

By default, Workday restricts one-time payments so that only one plan per effective date/reason can be entered.

To allow multiple one-time payments (different plans and pay dates, same effective date/reason), you must enable:

''Enable Multiple One-Time Payments'' in Edit 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.

Workday Pro Compensation -- Tenant Setup for One-Time Payments: Multiple one-time payments option enables different plans under the same effective date.

Question 6

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?

ASales employees will automatically be removed from the plan.

BAny 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.

CAll Australian employees will automatically be enrolled in the plan.

DA system error will persist.

Answer : B

If the eligibility rule for Sales / Australia profile is changed to remove ''Sales,'' then all 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.

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.

Question 7

What is the purpose of the compensation element?

AIt ties compensation to payroll earnings.

BIt ties compensation to requisition compensation.

CIt ties compensation to the eligibility rules.

DIt ties compensation to benefit deductions.

Answer : A

A compensation element in Workday is the foundational link between a compensation plan (e.g., salary, bonus, allowance) and payroll processing.

When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires a compensation element that directly maps to a payroll 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 determines who can receive the plan, not the element itself.

D . Benefit deductions -- Those are handled by benefit deduction elements, not compensation elements.

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.

Workday Pro Compensation Workday-Pro-Compensation Exam Practice Test