Question 1

You would like to use Skills Cloud as the primary source for skill searches. What task would you access to meet this requirement?

Accepted Answer

A

Explanation: The Maintain Skills and Experience Setup task is the central administrative task for configuring the overall behavior of skills and experience features within a Workday tenant. This includes enabling Workday Skills Cloud and, crucially, setting it as the primary source for typeahead searches. By configuring this setting, administrators ensure that when users search for skills, the comprehensive and standardized Skills Cloud catalog is prioritized over the tenant's manually created skill catalog, promoting consistency and relevance.

Question 2

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.
The New Hire 90 Day Check-In template has several sections, including Questions and Overall. As an
administrator, you want to schedule this process to route to all new hires each month.
What Employee Review Template configuration restricts the template to only new hires after 90
days?

Accepted Answer

D

Explanation: A multi-rater review, by definition, involves gathering input from multiple sources beyond the manager, such as peers or direct reports. In Workday, this is enabled by configuring a specific section in the review template that initiates the "Get Feedback on Employee" business process. This section allows for the nomination of feedback providers and the collection of their responses. While sections for Competencies, Questions, and Goals are common in annual reviews, the "Feedback" section is the essential and defining component that facilitates the multi-rater aspect of the process.

Question 3

The HR department wants to gather talent information from their employees and managers. What business process can they use?

Accepted Answer

A

Explanation: The Launch Talent Review business process in Workday is specifically designed to initiate the collection of comprehensive talent information. This process orchestrates the gathering of data from multiple sources, including self-assessments from employees on their career interests and skills, and evaluations from managers regarding employee performance, potential, and readiness. It serves as the primary framework for systematically collecting the inputs required for subsequent talent discussions and calibration sessions, directly fulfilling the HR department's objective.

Question 4

You want to ensure consistency when reporting responses on specific feedback templates. What functionality prevents workers from changing questions on a feedback template?

Accepted Answer

C

Explanation: The 'Lock Template' functionality is specifically designed to enforce standardization in feedback collection. When this option is selected on a feedback template's configuration, it prevents the worker initiating the feedback request from adding, removing, or modifying the predefined questions. This ensures that every recipient of feedback using this template responds to the exact same set of questions, which is critical for maintaining data integrity and enabling consistent, comparable reporting across the organization.

Question 5

Your annual performance review includes goals, feedback, and responsibilities. Your business process
includes these steps:
Set Review Content
Get Additional Reviewers
Assess Potential
Complete Manager Evaluation
What step will the workflow not use?

Accepted Answer

B

Explanation: The 'Assess Potential' step in a Workday Performance Review business process is specifically designed to evaluate an employee's potential for future growth, typically using a talent matrix like the 9-box. The question explicitly states the review's content includes only "goals, feedback, and responsibilities." Workday business process steps are conditional and context-aware. If the review template, configured during the 'Set Review Content' step, does not include a section for assessing potential, the 'Assess Potential' step in the workflow will be skipped because there is no corresponding content for it to action. The other steps directly map to the required components of the review.

Question 6

An employee had a manager from January through August. The employee then had a new manager
from September through December.
In the Start Performance Review business process, for the Complete Manager Evaluation step, what
security group would you use to route the step to the employee's manager that they had in January?

Accepted Answer

B

Explanation: The "Manager for Majority of Event" security group is specifically designed for performance reviews where an employee's manager has changed during the review period. It dynamically identifies and routes the task to the manager who supervised the employee for the longest duration within that period. In this scenario, the first manager served for eight months (January-August), which constitutes the majority of the annual review cycle. Using this security group ensures the manager with the most relevant performance insight completes the evaluation, fulfilling the requirement to route to the manager from January.

Question 7

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?

Accepted Answer

A

Explanation: Maintained Skills are a customer-defined, curated list of skills that an organization creates and manages directly within their Workday tenant. This type of skill allows an enterprise to establish a standardized skills vocabulary specific to their industry or organization. A primary function of creating a maintained skills list is to use it consistently across talent processes, including configuring them as searchable facets in custom reports to analyze workforce capabilities.

Question 8

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.
The New Hire 90 Day Check-In template has several sections, including Questions and Overall. As an
administrator, you want to schedule this process to route to all new hires each month.
What Employee Review Template configuration restricts the template to only new hires after 90
days?

Accepted Answer

A

Explanation: The "Applies to" section of the Employee Review Template configuration is the specific area used to define the eligibility criteria for the review. Administrators use this section to create and apply condition rules that determine the target population. To restrict the template to new hires after 90 days, a condition rule would be configured based on the worker's hire date (e.g., using the "Time Since Event - Hire" calculation) and placed in the "Applies to" section. This ensures that when the review process is launched, it is only assigned to the workers who meet this precise criterion.

Question 9

Your performance review template has three sections, in addition to an Overall section. The
template uses item averaging to calculate an overall rating.
Managers will enter ratings for multiple items in each of the first three sections.
What is the expected behavior when Workday calculates the overall rating?

Accepted Answer

A

Explanation: The "item averaging" calculation method in Workday Performance Management computes the overall rating by taking the simple mathematical average of all individual item ratings across all sections of the review. In a simple average, every component is treated as having equal importance. Therefore, each rated item contributes equally to the final calculated overall score, regardless of which section it belongs to. The system sums the ratings for all items and divides by the total number of rated items to determine the overall rating.

Question 10

You want to create a talent pool that automatically updates its members based on criteri
a. You also want those in the Manager role to only have permissions to the members of their
organization.
What type of talent pool do you create?

Accepted Answer

B

Explanation: The scenario requires a talent pool that satisfies two specific conditions: automatic membership updates and restricted visibility for managers. 1. Automatic Updates: A 'Dynamic' talent pool is configured with rules and criteria that automatically add or remove workers as they meet or cease to meet those criteria. This fulfills the first requirement. 2. Restricted Visibility: A 'Restricted' talent pool limits a user's view to only those members who are within their security context. For a manager, this means they can only see members who are part of their supervisory organization. This fulfills the second requirement. Therefore, a Restricted Dynamic Talent Pool is the only option that meets both criteria.

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