Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Questions and Answers

This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.

Launch Talent Reviews business process security policy

This policy controls who has permission to initiate the Talent Review event.

Without updating this, the new Talent Lead group cannot start the review process.

Talent Review domain security policy

This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.

Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.

Incorrect alternatives

Option B (Launch Talent Reviews only):This would allow the group to initiate the process, but they would lack access to view or work with the reviews.

Option C (Talent Review business process security policy):There is no generic “Talent Review business process”; the correct one is “Launch Talent Reviews.”

Option D (Talent Review business process + domain security):Misstated. The business process in question is “Launch Talent Reviews,” not a general Talent Review business process.

Therefore, the correct answer is to updateboth the Launch Talent Reviews business process security policy and the Talent Review domain security policyso that the Talent Lead group has both initiation rights and access permissions.

References

Workday Pro Talent & Performance Certification Guide – Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.

ERP Cloud Training – Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.

Workday Community Documentation – Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.

In Workday, when managingSuccession Plans, you can directly add employees by searching for them in theFind Workers report.

Incorrect options:

A. Adding employees from a talent pool is possible for development, but not a delivered method for populating succession plans.

B. External candidates cannot be directly assigned to succession plans; succession focuses on internal talent.

C. Job profiles are the object succession plans are created for, not what you add via Find Workers.

Comprehensive Detailed Explanation

When creating anorganization goal, Workday defaults theGoal Periodfield to themost recent goal periodused in the specific supervisory organization.

It does not inherit from superior organizations, worker records, or the first goal period created in the tenant.

This ensures consistency within the supervisory organization’s existing goal cycles.

Formulti-rater reviews, the essential template section isFeedback.

This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.

Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.

Without a Feedback section, multi-rater reviews cannot function correctly.

To launch aTalent Reviewfor a group of workers who do not share the same supervisory organization, you can use aTalent Pool.

Talent pools allow grouping across organizations, job families, or geographies.

Incorrect options:

Job Family→ groups roles, not flexible enough for reviews across diverse workers.

Supervisory Organization→ too restrictive; only covers workers within that org.

Custom Organization→ useful for grouping but not directly designed for Talent Review events.

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.

In a performance review event spanning multiple months, Workday determines which manager should receive the evaluation step.

The optionManager for Majority of Eventensures that the manager who supervised the employee for thelongest portion of the review period(in this case, January–August) is the one who receives the task.

Incorrect options:

A. Manager → routes to current manager by default, not historical.

C. Matrix Manager → used for matrix org relationships, not standard review.

D. Primary Manager → is the current primary manager at the time of launch.

Feedback templatesin Workday can be delivered aslockedoreditable.

Alocked feedback templateensures consistency across the organization, meaning the manager cannot add, edit, or delete questions.

Only the default questions included in the template may be used.

Options A, C, and D would apply if the template were editable, but they are not possible in a locked template.

To make specific goal fieldsmandatory(such as requiring a goal description), you must configure this in theConfigure Individual Goals sectionof theMaintain Goal Setuptask.

In this section, administrators define which fields are:

Required(must be completed by the worker),

Optional, or

Hidden(not shown to users).

TheMaintain Goal Categories taskonly sets up categories such as Innovation, Financial, Productivity.

TheMaintain Goal Units taskconfigures measurement units (e.g., percentages, dollars).

TheConfigure Organization Goals sectiongoverns how enterprise-level organizational goals behave, but does not control whether an individual field like “Description” is required.

Therefore, to enforce that workers must always provide a goal description, you configure this requirement in theConfigure Individual Goals section.

ForAdditional Managersto evaluate, the template must include aCompetencies section.

If a review lacks competencies, additional managers cannot complete evaluations, and the system throws an error.

Incorrect options:

A. Feedback section → does not block additional managers.

B. Manager security group → any nominated reviewer with correct access can be added; not restricted only to security group membership.

D. Up to two additional managers → there is no hard limit of two; multiple can be assigned.

To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.

This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.

Incorrect options:

Maintain Skill Item Categories→ categorizes skills, not source priority.

Maintain Skill Vendors→ used for external vendor integrations.

Maintain Skills→ used for creating/editing skills but not selecting Skills Cloud as the default.

Private Feedbackensures that only thefeedback recipientcan see the comments.

This means managers have no visibility to peer-to-peer private feedback.

Other options:

Confidential Feedback→ visible to both the worker and their manager.

Feedback Badges→ recognition icons, not a visibility control.

Anonymity→ hides the feedback giver’s name but does not control manager visibility.