Workday-Pro-Compensation WorkdayProCompensationExam Questions and Answers

The company wants to enterone total compensation amountfor Milan employees instead of entering salary, allowance, and bonus separately.

This is achieved byManage Basis Total, which allows admins to configuretotal comp entryat the worker level while Workday allocates automatically across plans.

This simplifies data entry for regions where comp is communicated as atotal package.

Why not the others?

A. Eligible Earnings Override→ Used for payroll overrides, not comp plan entry.

C. Total Base Pay→ Only includes salary + base pay elements, not full compensation package.

D. Total Salary & Allowances→ Not a standard Workday configuration option; the correct feature isManage Basis Total.

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.

When an employee undergoes aChange Job(e.g., transferring between supervisory orgs), Workday triggers thePropose Compensation Changebusiness process if compensation is impacted.

This allows HR/Comp to adjust salary, allowances, or other plans based on the new job/org details.

Why not the others?

A. Propose Compensation Offer→ Used duringhire/recruiting offers, not job changes.

B. Request Compensation Change→ Typically a standalone process, not triggered automatically by Change Job.

C. Propose Compensation Hire→ Used athire events, not transfers.

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 combiningdurationwitheligibility/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.

The employee is afull-time support analyst in Mexico City.

The relevant bases are:

Total Pay (Mexico)→ For Mexican employees.

Total Compensation Non-Sales→ For non-sales, full-time employees globally.

Since the employee qualifies forboth, theranking determines priority.

Ranking:

(10) India

(20) Non-Sales

(30) Sales

(40) Mexico

Normally, thelowest ranking number (highest priority)applies. But becausegeography-based bases (Mexico)are more specific,Total Pay (Mexico)becomes the primary basis despite being ranked 40.

Why not the others?

B. Salary and Seniority→ Unranked, only applies when no ranked basis fits.

C. Sales→ Not a sales role.

D. Non-Sales→ Qualified, but Mexico-specific basis takes precedence.

The business requirement: Raise the defaultmobile allowance from $150 → $200, butkeep employees with override amounts at their current difference.

UsingSet Up Allowance Plan Adjustmentwith the optionAdjust by Same Amounts for Employees Using Overrideensures that:

The default is increased by $50.

Employees with overrides will also receive a $50 adjustment (preserving their override difference).

Why not the others?

B. Change plan amounts & rollout→ Would overwrite override amounts, losing differences.

C. Remove and rollout new plan→ Unnecessary and disruptive.

D. Adjust to New Defaults→ Would reset overrides to default, eliminating differences.

The correct way to give Dublin employees €90 is toadd a new plan profile specific to Ireland.

Profiles localize allowance values by country/region, ensuring correct defaults without disrupting global defaults.

Why not the others?

B. Request Compensation Change→ Manual, per employee, not scalable.

C. Set Up Allowance Plan Adjustment – No Override→ Adjustment applies to default, not region-specific.

D. Update plan default value→ Would wrongly affect US and all other non-profile employees.

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.

ForTotal Cost (India), the requirement is that only50% of total compshould be allocated towardsalary plans.

This is achieved by using theManage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).

This ensures salary stays capped at half of total, regardless of other components.

Why not the others?

A. Fixed compensation basis→ Doesn’t handle percentage capping.

B. Remove retirement plans→ Irrelevant; retirement can stay, the key is controlling salary %.

D. Change ranking to 50→ Ranking only determines basis priority, not limits.

Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.

To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.

This limits their visibility and update access without affecting manager/HR workflows.

Why not the others?

A. Optional Fields for Request One-Time Payment→ Applies to manager/HR use, not self-service.

C. Remove Employee as Self from self-service comp domain→ Would block employees from initiating requests entirely.

D. Payroll security domain→ Payroll security doesn’t control compensation request UI fields.

Aseniority dynamic calculated planautomatically adjusts based onworker attributessuch as length of service.

Workday evaluates dynamic calculationsdaily, ensuring that once an employee reaches their 3-year, 6-year, or other milestone, the plan amount updates automatically without manual intervention.

Why not the others?

A. Audit report + Request Compensation Change– Unnecessary; dynamic plans do not require manual updates.

B. Schedule Automatic Step Progression– That applies tostep progression plans, not dynamic calculated plans.

C. Mass Operation Management– Used for bulk updates, but not required here because Workday auto-updates dynamic plans.

Employees managed byManage Basis Total (MBT)require theirprimary compensation basis totalto remain unchanged when allowance plan adjustments are made.

By selectingRetain Basis Total for MBT Employees, Workday keeps the overall basis constant and reallocates other plans in the MBT calculation instead of increasing the total.

Why not the others?

A. Clear MBT checkbox→ Would remove MBT management completely.

C. Clear Retain Basis Total→ Opposite of required behavior.

D. Adjust to New Defaults→ Updates values, but doesn’t enforce retention of MBT total.

The taskRequest Compensation Changeis specifically forupdating salary or allowanceswithout affecting other worker details (position, job, location).

This allows an ad hoc adjustment to salary while leaving the rest of the worker’s profile unchanged.

Why not the others?

A. Transfer/Promote/Change Job→ Used when job details (title, location, org) change, not just pay.

C. Request Grade Change→ Alters grade, not salary directly.

D. Request One-Time Payment→ Temporary, ad hoc payments, not ongoing salary.