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Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:
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NEW QUESTION # 27
A worker is providing feedback and they only want it to be visible to the feedback recipient.
What kind of feedback allows for this?
- A. Private
- B. Confidential
- C. Public
- D. Anonymous
Answer: A
Explanation:
* In Workday,Private Feedbackis visible only to thefeedback recipient.
* Confidential Feedbackis visible to both the recipient and their manager.
* Anonymous Feedbackhides the identity of the feedback giver but may still be visible to managers or admins depending on configuration.
* Public Feedbackis broadly visible across the organization or workgroup.
Therefore, the only feedback type that ensures visibilityonly to the recipientisPrivate Feedback.
References:
Workday Talent & Performance study material on feedback types.
Workday Pro Talent & Performance training notes: "Private feedback is restricted to the recipient alone; confidential feedback includes the manager, while public feedback is visible more broadly."
NEW QUESTION # 28
Refer to the following scenario to answer the question below.
Your organization is initiating employee reviews. There are several objectives for these reviews, including:
* Setting goals and reviewing them quarterly.
* Checking in with the new hire at 90 days.
* Annually reviewing performance.
* Performing multi-rater reviews.
You need to create a new annual review template with several sections, including Feedback, Goals, Questions, and Competencies.
What component is not a prerequisite to create a new annual review template with these sections?
- A. Review Questions
- B. Competencies
- C. Review Types
- D. Feedback Template
Answer: C
Explanation:
* To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:
* Review Questions# required if the template uses a questions section.
* Feedback Template# required if a feedback section is included.
* Competencies# required if competencies are included.
* Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.
References:
Workday Review Template setup guidelines.
Workday Pro training material: "Questions, feedback templates, and competencies must be configured to build corresponding review sections."
NEW QUESTION # 29
You want to launch a performance review with calibration. The Talent Administrator would like to verify that all performance reviews are complete before calibration launches.
How do you configure the business process to meet this requirement?
- A. Update Performance Review Rating for Manager Evaluation step on the Complete Manager Evaluation for Performance Review business process
- B. Shared Participation step on the Launch Calibration business process
- C. The Await Calibration Completion service step in the Complete Manager Evaluation for Performance Review business process
- D. To Do step on the Complete Manager Evaluation for Performance Review business process
Answer: C
Explanation:
* When usingcalibrationwith performance reviews, Workday requires reviews to becompleted firstbefore calibration begins.
* The correct configuration is to insert the"Await Calibration Completion" service stepinto theComplete Manager Evaluation for Performance Reviewbusiness process.
* This ensures that calibration will not launch until all manager evaluations are complete.
* Other options:
* To Do step# only generates a reminder, not an enforced process dependency.
* Shared Participation step on Launch Calibration# configures collaboration for calibration itself, not sequencing.
* Update Performance Review Rating step# controls how ratings are updated, not workflow dependencies.
References:
Workday Talent & Performance BP configuration documentation.
Workday Pro study materials:"Use Await Calibration Completion step in Complete Manager Evaluation BP to enforce review completion before calibration."
NEW QUESTION # 30
An enterprise wants to create their own list of skills and use them as search facets in reports.
What type of skills can they create to accomplish this?
- A. Maintained skills
- B. Crowdsourced skills
- C. Skills Cloud skills
- D. Synonymous skills
Answer: A
Explanation:
Comprehensive Detailed Explanation
* Enterprises can createMaintained Skills-custom-defined skills that are stored and searchable in their tenant.
* These can also be configured assearch facets in reports, supporting custom analysis.
* Incorrect options:
* Skills Cloud skills# Workday-delivered universal ontology, not customer-specific.
* Crowdsourced skills# skills suggested by workers, not controlled enterprise lists.
* Synonymous skills# system-recognized synonyms, not customer-defined lists.
References:
Workday Skills Configuration documentation: Maintained skills can be created for tenant-level use in searches and reports.
NEW QUESTION # 31
Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?
- A. Show Additional Rating to Employee
- B. Items Rated
- C. Load Relevant Goals
- D. Allow User to Add Existing Goals Manually
Answer: C
Explanation:
* To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
* This ensures the goals tied to the review period are pulled into the content automatically.
* Incorrect options:
* Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic.
* Show Additional Rating to Employee# provides extra rating display, unrelated to loading goals.
* Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active goals tied to the review period."
NEW QUESTION # 32
Refer to the following scenario to answer the question below.
Your organization is initiating employee reviews. There are several objectives for these reviews, including:
* Setting goals and reviewing them quarterly.
* Checking in with the new hire at 90 days.
* Annually reviewing performance.
* Performing multi-rater reviews.
For the annual multi-rater reviews, what template sections do you need to configure?
- A. Goals
- B. Feedback
- C. Questions
- D. Competencies
Answer: B
Explanation:
* Formulti-rater reviews, the essential template section isFeedback.
* This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.
* Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.
* Without a Feedback section, multi-rater reviews cannot function correctly.
References:
Workday Pro Talent & Performance documentation: "Multi-rater reviews rely on Feedback sections to collect input from additional reviewers." Workday template design best practices for multi-rater reviews.
NEW QUESTION # 33
A manager wants to request feedback about a worker.
They select a locked feedback template to initially populate questions. What can the manager do?
- A. The manager may add additional new questions.
- B. The manager may only use the default questions.
- C. The manager may edit the defaulted questions to better meet their requirements.
- D. The manager may add a question from a bank of previously written questions.
Answer: B
Explanation:
* Feedback templatesin Workday can be delivered aslockedoreditable.
* Alocked feedback templateensures consistency across the organization, meaning the manager cannot add, edit, or delete questions.
* Only the default questions included in the template may be used.
* Options A, C, and D would apply if the template were editable, but they are not possible in a locked template.
References:
Workday Feedback configuration documentation.
Workday Pro Talent & Performance certification study material:"Locked templates prevent managers from adding or editing questions. Only the delivered questions are used."
NEW QUESTION # 34
A manager starts the Assess My Team's Potential task.
What option allows them to suggest workers for a job profile and if enabled tracking potential successors for a succession plan?
- A. Nominations
- B. Review Rating
- C. Retention
- D. Achievable Level
Answer: A
Explanation:
* In theAssess My Team's Potentialtask, managers can makeNominations:
* Suggest workers for specific job profiles.
* Track potential successors for succession plans (if enabled).
* Incorrect options:
* A. Achievable Level # indicates ceiling level, not succession tracking.
* B. Retention # measures likelihood of leaving, unrelated to succession nominations.
* C. Review Rating # performance measure, not tied to suggesting successors.
References:
Workday Talent & Succession Guide:"Nominations in Assess My Team's Potential allow managers to suggest successors and link to succession plans."
NEW QUESTION # 35
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?
- A. Job Family
- B. Succession Pool
- C. Job Profile
- D. Organizations
Answer: D
Explanation:
* In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.
* The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).
* Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.
References:
Workday Talent & Performance documentation, Goal Management section.
Workday Pro Talent & Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."
NEW QUESTION # 36
An organization wants to assign the same employee on two succession plans.
What task should they use to complete this?
- A. Create Succession Pool
- B. Move Succession Plan
- C. Copy Succession Plan Candidates
- D. Manage Succession Plan
Answer: D
Explanation:
* TheManage Succession Plantask allows administrators or managers to assign employees to one or more succession plans, including assigning the same employee to multiple plans.
* Incorrect options:
* A. Create Succession Pool # creates a new pool, unrelated to assigning to multiple plans.
* B. Move Succession Plan # used for plan reorganization, not assigning individuals.
* C. Copy Succession Plan Candidates # duplicates candidate lists from one plan to another, but is not the standard method for assignment.
References:
Workday Succession Planning configuration documentation.
Workday Pro Talent & Performance study guide:"Use Manage Succession Plan to add workers to one or multiple plans."
NEW QUESTION # 37
You want each talent partner to create their own talent pools and be able to manually add or remove pool members.
If they choose to create a pool that is not shared with others, what type of talent pool will they create?
- A. Private Dynamic Talent Pool
- B. Private Static Talent Pool
- C. Restricted Dynamic Talent Pool
- D. Restricted Static Talent Pool
Answer: B
Explanation:
* Static Talent Poolsallowmanual addition and removalof members.
* Privatemeans the pool is only visible to the creator and not shared with others.
* Therefore, aPrivate Static Talent Poollets talent partners create their own pools, manage membership manually, and keep them unshared.
* Incorrect options:
* Dynamic Pools# membership is controlled by saved searches, not manual additions.
* Restricted Pools# visibility is limited to certain groups but still shared, not completely private.
References:
Workday Talent Pools configuration guide.
Pro certification training:"Private Static Pools allow personal management of membership without sharing."
NEW QUESTION # 38
You want to launch performance reviews with calibration. However, during calibration you do not want managers to receive performance review-related Inbox tasks.
What step should you add to the configuration to allow this?
- A. The Update Performance Review Ratings for Manager Evaluation step in the Complete Manager Evaluation business process
- B. A To Do step in the Launch Calibration business process
- C. The Await Calibration Completion service step in the Complete Manager Evaluation business process
- D. The Shared Participation step in the Launch Calibration business process
Answer: C
Explanation:
* To prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.
* This holds manager evaluation tasks until calibration is finalized.
* Incorrect options:
* To Do step in Launch Calibration# only provides reminders, does not prevent tasks.
* Update Performance Review Ratings step# allows updates after calibration but doesn't prevent tasks.
* Shared Participation step# controls collaboration in calibration, not blocking Inbox tasks.
References:
Workday calibration process documentation.
Workday Pro certification:"Use Await Calibration Completion to pause manager evaluations until calibration ends."
NEW QUESTION # 39
While configuring the Performance Review business process, you added a Complete Additional Manager Evaluation step. However, when testing, the manager is not receiving the Inbox task to select other managers.
What do you configure on the employee review template to route this step to the manager's Inbox?
- A. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
- B. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.
- C. Add a competencies section to the template.
- D. Require Additional Managers to enter a comment in the Overall section.
Answer: A
Explanation:
* When you add aComplete Additional Manager Evaluationstep in the Performance Review BP, the system only generates the Inbox task if the employee review template is configured to allow it.
* This is controlled in theOther Reviewer Options sectionof the template.
* You must enable"Additional Manager Evaluation for All Sections"for the task to route correctly.
* Incorrect options:
* A. Adding a competencies section is unrelated to routing.
* B. Requiring comments in the Overall section doesn't trigger the step.
* D. Applies To field rules limit applicability but won't control routing to the direct manager.
References:
Workday Employee Review Template configuration guide.
Workday Pro exam material: "Enable Additional Manager Evaluation for All Sections in the template to activate the BP step."
NEW QUESTION # 40
You want to configure your Performance Review business process so that other users can rate an employee's competencies.
Which subprocesses do you configure for this?
- A. Get Additional Reviewers for Performance Review and Complete Additional Manager Evaluation for Performance Review
- B. Get Additional Manager Evaluation for Performance Review and Complete Additional Manager Evaluation for Performance Review
- C. Get Additional Manager Evaluation for Performance Review and Complete Additional Evaluation for Performance Review
- D. Get Additional Reviewers for Performance Review and Complete Additional Evaluation for Performance Review
Answer: D
Explanation:
* To allow other users (besides the direct manager) to rate competencies:
* UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators.
* Then useComplete Additional Evaluation for Performance Review# routes the evaluation step to the selected additional reviewers.
* Incorrect options mix up "Additional Manager" with "Additional Reviewer." Managers are a subset, but to include broader participants, the correct subprocesses areReviewers + Evaluation.
References:
Workday Performance Review BP design documentation.
Workday Pro Talent & Performance exam material:"For additional reviewers (not limited to managers), configure Get Additional Reviewers + Complete Additional Evaluation subprocesses."
NEW QUESTION # 41
Refer to the following scenario to answer the question below.
An enterprise creates organizational goals that include the following criteria:
* The organizational goals span five years.
* Workers can align their individual goals with the organizational goals.
* Workers must provide a description for each individual goal.
* Each individual goal must fall within one of three groupings.
When workers create their goals, they need to include a goal description.
Where do you make the goal description a required field?
- A. Configure Organization Goals section
- B. Configure Individual Goals section
- C. Maintain Goal Units task
- D. Maintain Goal Categories task
Answer: B
Explanation:
* To make specific goal fieldsmandatory(such as requiring a goal description), you must configure this in theConfigure Individual Goals sectionof theMaintain Goal Setuptask.
* In this section, administrators define which fields are:
* Required(must be completed by the worker),
* Optional, or
* Hidden(not shown to users).
* TheMaintain Goal Categories taskonly sets up categories such as Innovation, Financial, Productivity.
* TheMaintain Goal Units taskconfigures measurement units (e.g., percentages, dollars).
* TheConfigure Organization Goals sectiongoverns how enterprise-level organizational goals behave, but does not control whether an individual field like "Description" is required.
Therefore, to enforce that workers must always provide a goal description, you configure this requirement in theConfigure Individual Goals section.
References:
Workday Talent & Performance Admin Guide: "Configure Individual Goals section allows fields such as description, due date, and measurement to be marked as required or optional." Workday Pro Talent & Performance study material confirms:"Goal description requirements are set in Configure Individual Goals, not in organization goal setup or categories."
NEW QUESTION # 42
You would like to use Skills Cloud as the primary source for skill searches.
What task would you access to meet this requirement?
- A. Maintain Skills
- B. Maintain Skill Item Categories
- C. Maintain Skill Vendors
- D. Maintain Skills and Experience Setup
Answer: D
Explanation:
* To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.
* This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.
* Incorrect options:
* Maintain Skill Item Categories# categorizes skills, not source priority.
* Maintain Skill Vendors# used for external vendor integrations.
* Maintain Skills# used for creating/editing skills but not selecting Skills Cloud as the default.
References:
Workday configuration guide: Skills Cloud setup.
Workday Pro certification prep:"Maintain Skills and Experience Setup controls whether Skills Cloud is the primary search source."
NEW QUESTION # 43
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