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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic	Details
Topic 1	Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
Topic 2	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 3	Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.
Topic 4	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 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 (Q15-Q20):

NEW QUESTION # 15
Where can you configure a guideline warning for a Compensation Package?

A. On the segment range
B. On the compa-ratio
C. On the position in range
D. On the primary compensation basis pay range

Answer: D

Explanation:
* Guideline warningsin Workday Compensation are configured at theprimary compensation basis pay rangelevel.
* These warnings alert HR/Managers if an entered amount isoutside the allowed range or guideline thresholds(e.g., 90%-110% of midpoint).
* They act as soft controls for ensuring compliance with comp policy.
Why not the others?
* A. Position in range# This is a calculation, not a configuration point.
* B. Compa-ratio# A metric comparing pay to midpoint; doesn't hold guideline warnings.
* D. Segment range# Related to segment-based ranges in variable comp, not base pay packages.
References:
Workday Pro Compensation - Compensation Basis & Pay Range Setup:Guideline warnings configured at compensation basis.
Workday Community - Pay Range Guidelines Configuration.

NEW QUESTION # 16
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. Create a new housing allowance plan for the new amount and add it to the compensation package.
B. Edit the allowance plan with the new effective date and change the Plan Amount.
C. Use the Request Compensation Change process for the existing employees to edit the allowance plan to reflect the new amount.
D. 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.

Answer: D

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 # 17
Refer to the following scenario to answer the question below.
A company with salaried and hourly employees has headquarters in London with additional offices in New York and Milan. How do you configure pay ranges for the Software Engineer job profile in each location?

A. Create one compensation grade with multiple eligibility rules.
B. Create one compensation grade with profiles for each location and attach it to the job profile.
C. Create three compensation grades and attach them to three job profiles.
D. Create one compensation grade for each location and attach it to the job profile.

Answer: B

Explanation:
* Compensationgradesdefine pay ranges, andgrade profilesallow variation bylocation, job family, or other attributes.
* In this case, the Software Engineer role exists inLondon, New York, and Milan, so the best practice is to:
* Createone compensation grade(Software Engineer).
* Addgrade profilesfor each location, each with its own pay range.
* Attach thegrade(with all profiles) to the job profile.
Why not the others?
* A. One grade per location# Duplicates maintenance effort; profiles exist for this purpose.
* B. Three grades tied to three job profiles# Unnecessary; job profile is the same role globally.
* D. One grade with eligibility rules# Eligibility determines who qualifies, not pay ranges per location.
References:
Workday Pro Compensation - Compensation Grades & Profiles Guide:Profiles allow different pay ranges for same grade across locations.
Workday Community - Global Grade Profiles Best Practice.

NEW QUESTION # 18
You are creating a compensation eligibility rule. The entry you are making in the Source External Field or Condition Rule column is displaying all valid fields and eligibility rules.
How can you exclude other condition rules?

A. Enclose your entry in brackets.
B. Enter your search in all capital letters.
C. Place an asterisk before your entry.
D. Enter the prefix "field:" first before your entry.

Answer: D

Explanation:
* In eligibility rule setup, theSource External Field or Condition Rulecolumn shows both fields and condition rules.
* To restrict your entry tofields only, Workday requires theprefixfield:.
* Example: enteringfield:Worker Typeensures only fields appear, excluding other condition rules.
Why not the others?
* B. Brackets# Not a recognized syntax.
* C. All caps# Doesn't change filtering behavior.
* D. Asterisk# Used for wildcard searches, not filtering.
References:
Workday Pro Compensation - Eligibility Rule Building Guide:Syntax uses prefixes such asfield:to filter available options.
Workday Community - Condition Rule Entry Best Practices.

NEW QUESTION # 19
A company's employees based in Italy get paid 13 times in the year compared to the rest of the employees.
What base pay plan supports additional months, weeks, or days of pay?

A. Salary plan
B. Period salary plan
C. Hourly plan
D. Unit salary plan

Answer: B

Explanation:
* APeriod Salary Planin Workday supports paying employees more than 12 times per year (e.g., 13 or
14 payments for regions like Italy or Spain).
* This allows payroll to spread annual salary across the correct number of pay periods.
Why not the others?
* A. Unit salary plan- Pays based on units (like per credit hour for faculty), not extra months.
* B. Hourly plan- Pays by worked hours, not relevant to salaried employees.
* D. Salary plan- Standard salary plan assumes 12 months and does not support extra pay periods.
References:
Workday Pro Compensation - Salary Plans Overview:Period salary plans are designed for geographies with >12 pay cycles per year.
Workday Community - Global Compensation Setup:Confirms Italy's 13-month pay is supported via Period Salary Plan.

NEW QUESTION # 20
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