Question 1

An employee is eligible for these compensation bases:
International Compensation (ranking 2)
Management Compensation (ranking 1)
Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?

Accepted Answer

A

Explanation: In Workday, when an employee meets the eligibility criteria for multiple compensation bases, the system determines the primary basis by using the ranking number assigned to each. The compensation basis with the lowest ranking number is designated as the primary. In this scenario, Management Compensation has a ranking of 1, which is the lowest among the three options (International is 2, Sales is 3). Therefore, Workday will select Management Compensation as the employee's primary compensation basis.

Question 2

A customer has several one-time payment plans within a tenant. They want to ensure that during a payment event a single one-time payment is submitted. How should this be configured?

Accepted Answer

D

Explanation: The ability to submit single versus multiple one-time payments for a worker in a single transaction is a tenant-level configuration. The specific setting, "Enable Multiple One-Time Payments," is located within the Edit Tenant Setup - HCM task under the Compensation tab. To meet the customer's requirement of ensuring only a single one-time payment is submitted per event, this checkbox must be left unchecked (disabled). When disabled, the user interface for the Request One-Time Payment business process will only permit the selection and processing of one payment plan at a time for a given employee.

Question 3

You need to create a car allowance plan. In order for your compensation plan to be paid by payroll,
you determine you need to create a compensation element. What task do you use to set up the
compensation element?

Accepted Answer

C

Explanation: The Maintain Compensation Elements task is the specific function within Workday used to create and manage individual compensation elements. A compensation element is a required component that acts as a bridge between a compensation plan (like a car allowance) and a payroll earning. Creating the element via this task is the foundational step that must be completed before the allowance plan can be correctly processed and paid through the payroll system.

Question 4

What is the purpose of the compensation element?

Accepted Answer

A

Explanation: The primary purpose of a compensation element is to serve as the integration point between the Workday Compensation and Workday Payroll modules. It maps a specific compensation plan, such as base pay or a bonus, to a corresponding payroll earning code. This link is mandatory for any compensation that is paid through Workday Payroll, as it instructs the payroll system on how to process and tax the payment for an employee.

Question 5

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?

Accepted Answer

A

Explanation: The Set Up Allowance Plan Adjustment task is the designated tool in Workday for performing mass updates to allowance plan amounts for assigned employees. To meet the requirement of updating the plan's default amount while preserving the monetary difference for employees with an override, the "Adjust by Same Amounts for Employees Using Override" option must be selected. This option calculates the change between the old and new default amounts (in this case, $50) and applies this same adjustment to every employee's current amount, including those with overrides. This ensures their override difference relative to the default is maintained.

Question 6

You created a new one-time payment plan and enabled employees to request payments for
themselves. While testing, you notice that an existing custom validation for the Request One-Time
Payment process also applies to the Request One-Time Payment for Self process.
How can you ensure these validations do not run for employees requesting one-time payments for
themselves?

Accepted Answer

A

Explanation: The most direct and accurate method to control when a custom validation runs is by editing its condition rule. The Maintain Custom Validations task is the correct location for this configuration. Workday provides specific, context-aware fields for business process condition rules. The boolean field One Time Payment Event for Self is designed precisely for this scenario, enabling administrators to create a condition that prevents the validation from executing when an employee initiates the request for themselves, without affecting the validation for manager- or administrator-initiated requests.

Question 7

An employee is currently in the process of being transferred to a new location via the change job
business process. Prior to this transfer they were intentionally assigned an allowance plan that has
no eligibility criteria, and should continue to hold this plan assignment after the transfer is complete.
The compensation partner is responsible for ensuring this plan assignment remains unchanged
during this business process.
What should the compensation partner do?

Accepted Answer

C

Explanation: During a staffing event like Change Job, Workday's business process re-evaluates compensation. An allowance plan with no eligibility criteria will typically be removed by the system's defaulting logic. The Propose Compensation Change task is a standard step within the Change Job business process where a compensation partner reviews these system-generated changes. This interface explicitly shows which plans have been removed and provides an option to "Restore" them. By restoring the plan within this step, the partner ensures the employee's compensation package is correct before the overall business process is approved and completed.

Question 8

You are creating a compensation package. What can you add to the compensation package?

Accepted Answer

B

Explanation: A Workday Compensation Package is a container that groups various compensation components which can then be assigned to an employee. These components include compensation plans, grades, and grade profiles. A One-Time Payment Plan, used for non-recurring payments like spot bonuses or referral awards, is a standard type of compensation plan that can be created and directly added to a compensation package. This makes the plan available for assignment during compensation events or through ad-hoc requests.

Question 9

When employees request a one-time payment for themselves, they have access to view and update
the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment.
How can you prevent employees from updating these options?

Accepted Answer

B

Explanation: The most precise and correct method to control the visibility of fields on a business process initiation screen is by using the Configure Optional Fields for Business Process task. The question specifies that the action is performed by employees for themselves, which corresponds directly to the "Request One-Time Payment for Self" business process. By configuring this specific business process, an administrator can hide the "Gross Up" and "Send to Payroll" fields, preventing employees from viewing or editing them during the self-service request, while not affecting the same request when initiated by other roles like managers.

Question 10

You have a seniority dynamic calculated plan to increase the amount of the plan every three years of
an employee's employment. An employee reaches their sixth anniversary. What do you need to do
to make sure this employee's plan updates with the new amount?

Accepted Answer

D

Explanation: Dynamic calculated plans in Workday are designed to update automatically based on changes to the inputs of the calculation. For a seniority-based plan, an employee's length of service is a key input. Workday runs a background process, "Update Calculated Plan Assignments," which typically runs daily. This process re-evaluates the eligibility and calculation for employees assigned to such plans. When an employee reaches their six-year anniversary, this process will automatically detect the change in their years of service and update the plan amount accordingly without any manual intervention.

Question 11

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?

Accepted Answer

B

Explanation: In Workday, changes to compensation eligibility rules are not applied instantaneously across the workforce. An employee's eligibility for a compensation plan is re-evaluated during specific business process events. The Change Job event is a primary trigger that re-evaluates an employee's eligibility for all compensation components, including allowance plans. Therefore, when a Sales employee in Australia (who is now ineligible) undergoes a job change, the system will process the removal of the allowance. Conversely, if the rule change made other employees newly eligible, the allowance would be added during their next relevant staffing or compensation event. This event-driven architecture ensures that compensation changes are systematically managed and audited.

Question 12

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?

Accepted Answer

C

Explanation: The Employee Compensation Audit report is designed to identify discrepancies between an employee's assigned compensation and their eligibility based on current rules. When the 'Sales Analyst' job profile was added to the 'Sales' job family, employees in that role inherited the eligibility for the allowance plan tied to the 'Sales' job family. Since this change only established eligibility and the plan has not yet been assigned to the employee, the report will flag this as a component for which the employee is eligible but is not currently assigned. Therefore, it will appear in the 'Unassigned Eligible Compensation Components' column.

Question 13

What report allows you to view the compensation components that the worker is assigned and eligible for, unassigned and eligible for, and assigned and ineligible for?

Accepted Answer

B

Explanation: The Employee Compensation Audit is a standard Workday report designed specifically to analyze a worker's compensation against configured eligibility rules. It provides a detailed breakdown, highlighting discrepancies and confirming alignment. The report's output explicitly categorizes compensation components into three statuses: assigned and eligible (correctly assigned), unassigned but eligible (potential gap), and assigned but ineligible (requires correction). This functionality directly matches the requirements outlined in the question, making it the ideal tool for such an audit.

Question 14

You must make a change to an employee's salary without changing other worker details. What task will you use to make the ad hoc change?

Accepted Answer

B

Explanation: The Request Compensation Change business process is the designated task in Workday for making ad-hoc modifications to an employee's compensation package, including their base salary. This task is specifically designed to be initiated independently of other staffing events. It allows a user with the appropriate security permissions to alter salary, allowance plans, or other compensation components without changing the employee's core job details like their position, job profile, or supervisory organization. This directly fulfills the requirement of changing salary while leaving other worker details untouched.

Question 15

An employee is transferring from one supervisory organization to another and they are subject to compensation change. What compensation business process will the Change Job transaction trigger?

Accepted Answer

D

Explanation: The Change Job business process in Workday is the umbrella transaction for managing various staffing events for an existing employee, including transfers between supervisory organizations. When such a change also requires a modification to the employee's pay, the Change Job process is configured to initiate the Propose Compensation Change as a subprocess. This ensures that the new compensation details are formally proposed, reviewed, and approved as an integral part of the overall job transfer event, maintaining data integrity and proper workflow routing to relevant stakeholders like managers and compensation partners.

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