Workday-Pro-Compensation Exam Questions Instant Access

Question 1

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?

ACreate a configurable compensation basis, including salary, commission, and bonus plan.

BUse the total salary and allowances compensation basis and add the bonus plan.

CDefine a new compensation grade and assign the relevant compensation plans.

DCreate a calculation compensation basis, including salary, commission, and bonus plan.

Answer : A

A configurable compensation basis allows you to define what 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).

Workday Pro Compensation -- Configurable Compensation Bases: Allow inclusion of salary, allowances, commissions, bonuses.

Question 2

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

You want to give employees in Dublin, Ireland 90 EUR in the allowance. How can you ensure that employees in Ireland receive the correct localized amount during hire without affecting the rate for employees hired in the US?

AUse the Edit Allowance Plan task and add a 90 EUR plan profile for Ireland.

BUse the Request Compensation Change business process and update the amount to 90 EUR.

CUse the Set Up Allowance Plan Adjustment task and select the No Override checkbox.

DUse the Set Up Allowance Plan Adjustment task and update the plan default value to 90 EUR.

Answer : A

The correct way to give Dublin employees 90 is to add a new plan profile specific to Ireland.

Profiles localize allowance values by country/region, ensuring correct defaults without disrupting global defaults.

Why not the others?

B . Request Compensation Change Manual, per employee, not scalable.

C . Set Up Allowance Plan Adjustment -- No Override Adjustment applies to default, not region-specific.

D . Update plan default value Would wrongly affect US and all other non-profile employees.

Workday Pro Compensation -- Allowance Plan Profiles: Profiles localize compensation by currency/location.

Workday Community -- Setting Profiles in Allowance Plans.

Question 3

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?

AUnit-based allowance plan

BOne-time payment plan

CUnit salary plan

DPeriod salary plan

Answer : C

A Unit Salary Plan pays based on units worked (e.g., miles, credits, or kilometers).

In this case, pilots earn extra based on kilometers flown, making unit salary plan the correct choice.

It also supports estimation of wages for 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.

Workday Compensation Plans Training: Unit salary plans are designed for recurring, unit-driven pay like teaching credits or mileage.

Workday Community -- Unit Salary Plans.

Question 4

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 5

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 6

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?

ATo provide guidance when entering pay rates during a transaction.

BTo connect the salary amount to payroll earnings.

CTo determine the employee's eligibility for overtime pay.

DTo calculate which compensation basis is used for reporting.

Answer : A

Compensation grades in Workday define pay ranges (minimum, midpoint, maximum) for job profiles.

Their purpose is guidance during 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 by compensation elements, not grades.

C . Overtime eligibility Determined by work hours & worker type, not grades.

D . Compensation basis for reporting Controlled by comp basis setup, not grades.

Workday Pro Compensation Training -- Compensation Grades: Defines grades as ''guidelines for pay ranges used during compensation transactions.''

Workday Community -- Compensation Grades Overview.

Question 7

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?

A0 EUR

B$100 USD

C80 EUR

D$0 USD

Answer : B

The allowance plan has a default = $100 USD, plus profiles for Toronto, Paris, Sydney.

Dublin (Ireland) does not have a profile yet, so Workday defaults to the plan 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.

Workday Pro Compensation -- Allowance Plan Defaults vs Profiles: If no profile exists for location, the default value applies.

Workday Community -- Compensation Plan Defaulting Rules.

Workday Pro Compensation Workday-Pro-Compensation Exam Questions