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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic	Details
Topic 1	Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.
Topic 2	Configurable Security: This area of the Workday Pro Compensation exam assesses the expertise of Workday Security Administrators, emphasizing how configurable security maintains controlled access to compensation-related data and workflows.
Topic 3	Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
Topic 4	Workday Human Capital Management: This area of the Workday Pro Compensation exam evaluates the skills of HRIS Analysts, concentrating on aligning compensation functions with the wider Workday Human Capital Management environment.
Topic 5	Business Process Management (BPM): Business process management (BPM) involves using different approaches to identify, design, analyze, evaluate, refine, and automate business processes for better efficiency.

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WorkdayProCompensationExam Sample Questions (Q55-Q60):

NEW QUESTION # 55
You added a signing bonus during the Offer event, but the signing bonus did not carry forward into the Hire event.
What is missing from your configuration?

A. You must add Request One-Time Payment as a subprocess of the Hire business process.
B. The Request One-Time Payment business process needs to include an approval step.
C. You must include the Signing Bonus one-time payment in the Compensation Package.
D. The Request One-Time business process security policy must include the Initiator for the Review action.

Answer: A

Explanation:
* In Workday, one-time payments (likesigning bonuses) must flow fromOffer # Hireto remain consistent.
* If the signing bonus added duringOfferdoesn't carry intoHire, it means theHire business processis missing theRequest One-Time Payment subprocess.
* Adding it ensures that any one-time payments from the offer are automatically included in the hire event.
Why not the others?
* A. Include in package# Package inclusion allows proposal but doesn't ensure carry-forward into Hire.
* B. Add approval step# Workflow step won't fix missing subprocess link.
* D. Update security policy# Security won't solve missing subprocess configuration.
References:
Workday Pro Compensation - Offer & Hire Integration:One-time payments carry into hire only if Request One-Time Payment is a subprocess.

NEW QUESTION # 56
Your company would like to automatically increase pay after 12 months of employment, but only after 400 hours worked. What configuration will achieve this on compensation steps?

A. Select the "Assign first step during compensation proposal" checkbox and set a progression rule that counts 12 months.
B. Set a progression rule that counts the number of hours worked.
C. Set a duration of 12 months.
D. Set a duration of 12 months and a step progression rule that counts the number of hours worked.

Answer: D

Explanation:
InWorkday Compensation, step progression is controlled through a combination ofduration(time-based eligibility) andprogression rules(additional conditions, like hours worked or performance).
Here's how the scenario breaks down:
* Requirement 1 - 12 months of employment
* Workday supports step duration, where you can specify that an employee must remain at a step for a defined period before being eligible for the next step.
* Setting a duration of12 monthsensures that the employee only becomes eligible for a step increase after completing a year in the role.
* Requirement 2 - 400 hours worked
* Workday allows you to configurestep progression rulesthat evaluate conditions beyond time, such ashours worked, performance ratings, or other calculated fields tied to the worker.
* Aprogression rule counting the number of hours workedensures that the pay increase is not triggered until the employee meets the required 400 hours.
* Why not the other options?
* A. Assign first step during compensation proposal + 12 months rule- This would only apply the first step, but it doesn't enforce the "400 hours worked" requirement.
* B. Hours worked only- This ignores the requirement of12 months of employment.
* C. Duration of 12 months only- This ignores the requirement of400 hours worked.
Thus, onlyD(duration + step progression rule) satisfiesboth conditions simultaneously.
References (from Workday Pro Compensation knowledge & learning resources):
* Workday Compensation - Step Progression Configuration:Duration enforces time-in-step, while progression rules allow conditions such as hours worked or performance-based eligibility.
* Workday Pro Training Materials (Compensation module):Step increase rules require combining durationwitheligibility/progression conditionsfor multi-criteria automation.
* Workday Community - Compensation Step Progression Guide:Confirms that when multiple criteria must be met (e.g., tenure and hours worked), they must be configured inboth the duration setting and the progression rule logic.

NEW QUESTION # 57
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?

A. Use Configure Options Fields for Request One Time Payment for Self to exclude the fields that are triggering the validations.
B. Use Maintain Custom Validations and use One Time Payment Event for Self field to exclude these types of events.
C. Remove Employee as Self from the Worker Data: Request One-Time Payment security domain.
D. Use Maintain Custom Validations and add new validations that should apply only for employees requesting one-time payments for themselves.

Answer: B

Explanation:
* Maintain Custom Validationsallows you to refine which events validations apply to.
* Workday distinguishes betweenRequest One-Time Payment(manager/HR initiated) andRequest One- Time Payment for Self(employee initiated).
* By using theOne Time Payment Event for Self field, you can exclude self-service events from being validated by the existing custom validations.
Why not the others?
* B. Add new validations# Would duplicate rules rather than exclude them.
* C. Remove Employee as Self from security domain# Would block employees from submitting requests, not exclude validations.
* D. Configure Options Fields# Controls fields displayed, not validation logic.
References:
Workday Pro Compensation - Custom Validations Guide:Validations can be scoped to specific business processes, including "for self" variants.
Workday Community - One-Time Payment Event for Self Validation Handling.

NEW QUESTION # 58
You enter a date in the Actual End Date field of a compensation plan.
When will Workday remove the plan from the employee's record?

A. On the last day of the month plus one day.
B. On the actual end date.
C. On the last day of the pay period plus one day.
D. On the actual end date plus one day.

Answer: D

Explanation:
* In Workday, when you set anActual End Dateon a compensation plan, the plan remains activethrough that date.
* Workday automaticallyremoves the plan the day afterthe entered actual end date.
* Example: If Actual End Date = March 31, the plan is removed effectiveApril 1.
Why not the others?
* B. Last day of the month +1# Too restrictive; not always tied to month-end.
* C. On the actual end date# Wrong; the plan is validthroughthe end date.
* D. Last day of the pay period +1# Not relevant; tied to end date, not pay periods.
References:
Workday Pro Compensation - Plan End Dating Rules:Actual End Date +1 day removes the plan.

NEW QUESTION # 59
For the past four years, your company offered employees a $3,000 annual housing allowance plan. The company wants to increase this plan to $3,500 annually and make sure the existing employees on the plan get the new amount granted to them.
How would you make this change so that new and existing employees receive the new amount?

A. Run the Set Up Allowance Plan Adjustment task to change the amount and indicate that you want to adjust to new defaults for the employees.
B. Create a new housing allowance plan for the new amount and add it to the compensation package.
C. Edit the allowance plan with the new effective date and change the Plan Amount.
D. Use the Request Compensation Change process for the existing employees to edit the allowance plan to reflect the new amount.

Answer: A

Explanation:
* To increase thehousing allowance plan from $3,000 # $3,500and update both new and existing employees:
* UseSet Up Allowance Plan Adjustmentwith optionAdjust to New Defaults.
* This updates all employees on the plan to the new standard amount while ensuring future hires also default to the updated value.
Why not the others?
* A. Create a new plan# Creates unnecessary duplication, complicating reporting.
* B. Edit the allowance plan directly# Updates default for future, but not current employees.
* D. Request Compensation Change per employee# Manual, time-consuming, not scalable.
References:
Workday Pro Compensation - Allowance Plan Adjustments:"Adjust to New Defaults" is the method to update current assignments.

NEW QUESTION # 60
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