Workday Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Exam Practice Test

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.

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.

In Workday’sannual performance review process, typical default steps are:

Set Review Content→ defines template contents (goals, feedback, responsibilities).

Get Additional Reviewers→ allows adding reviewers.

Complete Manager Evaluation→ manager provides evaluation.

Assess Potentialisnot part of the performance review process; it belongs toTalent Review / Succession Planning processes.

Therefore, the workflow will not useAssess Potentialin a performance review.

TheLaunch Talent Reviewbusiness process is used by HR and Talent Partners to gather, review, and calibrate employee information from both employees and managers.

It provides a structured way to collect talent-related data (performance, potential, risk of loss, impact of loss, etc.) for workforce planning and succession.

Incorrect options:

Complete Manager Evaluation→ part of performance reviews, not general talent data gathering.

Launch Calibration→ aligns ratings but does not broadly gather talent information.

Start Performance Review→ focused on annual/performance evaluations, not holistic talent review.

ADynamic Talent Poolautomatically updates membership based on the results of a saved search.

Making itRestrictedensures that access is limited—so onlyManagershave visibility/permissions to the members of their supervisory organization.

Incorrect options:

Open Dynamic→ open visibility, not restricted by role.

Open Static→ membership is manual, not automatic, and visibility is open.

Restricted Static→ membership is manual, not dynamic.

To ensure consistent reporting, feedback templates can be set asLocked.

ALocked Feedback Templateprevents managers or workers from modifying the questions—no additions, edits, or deletions are allowed.

Other options are not correct:

Condition Rules→ used for dynamic behavior and field visibility, not for locking questions.

Template Type→ defines type (e.g., Feedback vs. Review), not question editability.

Question Tags→ used for categorization and reporting but do not prevent changes.

Even when using ajob management staffing model, organizations useSuccession Poolsto group workers for succession planning.

Pools identify workers with potential to step into key roles in the future.

Incorrect options:

A. Development Plan → defines individual growth steps, not succession grouping.

B. Candidate Pools → used in recruiting, not succession.

C. Succession Plans → tied to specific positions or job profiles, not used for general grouping in job management models.

In succession planning, theReadinesstalent attribute represents thetimeframein which a worker is expected to be ready to move into a position (e.g., “Ready Now,” “1–2 Years,” “3–5 Years”).

Incorrect options:

A. Achievable Level → indicates the highest role/level a worker may reach, not timeframe.

B. Retention → risk of employee leaving, not succession readiness.

D. Potential → overall growth capacity, not time-based readiness.

TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.

To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).

Incorrect options:

Review Type→ categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.

Period Start/End Dates→ define review timeframe, not eligibility rules.

Layout Override→ controls template layout, not applicability.

Workday Skills Cloudis a delivered feature included automatically with Workday tenants.

It uses machine learning to normalize skills across the system.

Incorrect options:

A.Only accesses customer-tenanted skills→ false, it includes Workday’s universal skills ontology.

B.Prevents enterprises from adding skills→ false, enterprises can add custom skills.

C.Requires Innovation Services subscription→ false, Skills Cloud is included automatically, not a paid add-on.

This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.

Here’s why the correct choice isMass Rescind – Start Performance Review (including subprocesses):

Rescind vs Cancel

Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, because it clears the data and lets you start fresh with corrected configuration.

Cancel: Stops the process, but leaves historical records behind. This is not ideal for configuration testing, because it doesn’t fully reset the process state.

Why Start Performance Review only (not Calibration)

Calibration events are tied to performance reviews. If you rescind theperformance review, the associated calibration processes are also cleared.

If you attempt to rescind or cancel both Performance Review and Calibration separately, it can cause unnecessary complications.

Why including subprocesses

Performance Review has multiplesubprocesses(e.g., goal population, manager review, employee self-evaluation, calibration triggers).

To fully clear the faulty test run, you must include all subprocesses; otherwise, remnants of the process remain in-progress and may block future testing.

Incorrect Options Explained

A. Mass Rescind (Performance Review + Calibration, no subprocesses)→ Wrong, because calibration rescinds automatically when you rescind the review, and leaving out subprocesses creates incomplete cleanup.

C. Mass Cancel (Performance Review + Calibration, with subprocesses)→ Wrong, becauseCanceldoes not fully reset configuration testing.

D. Mass Cancel (Performance Review only, no subprocesses)→ Wrong, same reason:Cancelis insufficient, and leaving subprocesses active breaks cleanup.

References

Workday Pro Talent & Performance Study Guide – Calibration & Performance Reviews:“When testing configuration errors, rescind the performance review with all subprocesses. Do not cancel, as this preserves process history and does not allow a clean retest.”

ERP Cloud Training – Workday Performance Review & Calibration:“Rescind clears all subprocesses linked to the review, including calibration. Cancel only halts the process without fully removing it.”

Workday Community Documentation – Mass Business Process Actions:Confirms thatRescind fully clears test data, while Cancel leaves records intact.

Before creating a review template, you must define thesection typesavailable in reviews.

Since the template requirestwo different goal sections (professional and personal), you must configure them asEmployee Review Section Types.

Incorrect options:

A. Maintain Goal Periods → defines timeframes, not template sections.

C. Maintain Goal Setup → configures goal rules, not review template sections.

D. Maintain Employee Review Setup → overall setup but does not define section types.

Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.

This allows pool membership to update as workers meet or no longer meet the search criteria.

Incorrect options:

Compare Workers report→ used for side-by-side comparison, not pool membership.

Manual selection→ applies to static pools, not dynamic.

Custom report→ not the driver; Workday specifically requires saved searches for dynamic pools.

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.

Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.

When determining a worker’starget proficiency level,Positiontakes precedence over all other sources.

Order of precedence:Position > Job Profile > Job Family > Management Level.

This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.