Workday-Pro-Compensation Sample Questions Answers

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.

TheCompensation Rule Assignment reportlistsall compensation components (plans, packages, elements, etc.) that are using eligibility rules.

This helps administrators verify where and how eligibility rules are applied across the system.

Why not the others?

B. Employee Compensation Audit→ Focuses on mismatches between eligibility and assignments, not all rules in use.

C. Compensation Spreadsheet→ Shows comp details, not eligibility rules.

D. Compensation Changes→ Tracks transaction history, not rule assignments.

Assigning acompensation grade to a job profilelinks that job to adefined pay range(min, midpoint, max).

This ensures that whenever employees are hired or promoted into the job profile, Workdaydefaults the pay range guidanceautomatically.

Managers and HR can then use this information to propose fair and competitive pay.

Why not the others?

B. Target compensation amount→ Target comp is usually set at the employee or plan level, not the grade.

C. Eligibility for bonus plans→ Controlled viaeligibility rules, not compensation grades.

D. Compensation frequency→ Determined byplan setup (annual, monthly, hourly), not by grades.

Since the eligibility rule evaluatespay rate type = salaried, you need to ensure every job profile has thecorrect pay rate type assigned.

This prevents mismatches where employees may not qualify for the salary plan due to missing or inconsistent data.

Why not the others?

A. Modify rule to evaluate all job profiles→ Broadens scope incorrectly; doesn’t ensure data integrity.

C. Pay rate type on job requisitions→ Impacts recruiting, not existing employee eligibility.

D. Assign salary plan to job profiles→ Comes after ensuring the pay rate type is consistently set.

When configuring asalary plan, you can choose whether the plan amount should automatically adjust for part-time employees based onFTE% (Full-Time Equivalent percentage).

Apply FTE%ensures that the salary plan prorates according to scheduled hours vs. full-time hours.

Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to $30,000.

Why not the others?

B. Compensation Element– Elements link plans to payroll but do not control proration.

C. Eligibility Rules– Define who is eligible, not how amounts are prorated.

D. Exclude from Merit– Used in merit review processes, unrelated to proration.

Base Pay Elementson a grade profile determine which compensation plans/elements are included inTotal Base Pay.

In this scenario, Mexico employees already haveBase Pay + 13th Monthincluded. To ensureFamily Allowanceis also counted as part of total base pay, you mustadd the family allowance elementdirectly in theBase Pay Elements fieldof the Mexico grade profile.

This way, when Workday calculates total base pay, it aggregates all specified components.

Why not the others?

B. Create custom compensation basis→ Useful for reporting/eligibility but not tied to grade profile definitions of total base pay.

C. Put Eligible Earnings Override EIB→ This is a data load tool, not a configuration solution.

D. Compensation element group→ Groups are for reporting or eligibility, but they don’t define which plans contribute to total base pay.

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.

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.

When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).

Rankings here:

Management = 1

International = 2

Sales = 3

Therefore,Management Compensationis the primary basis.

Why not the others?

B. Sales Compensation→ Ranked lowest (3).

C. International Compensation→ Ranked 2, lower than Management.

D. Total Base Pay→ Not listed among eligible ranked bases here.

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.

By default, Workday restricts one-time payments so that onlyone plan per effective date/reasoncan be entered.

To allowmultiple one-time payments(different plans and pay dates, same effective date/reason), you must enable:

“Enable Multiple One-Time Payments”inEdit Tenant Setup – HCM.

Why not the others?

A. Add Review step for HR Partner→ Impacts workflow, not configuration.

B. Disable Pay Date Help Text→ Only changes help text display, not functionality.

D. Configure same eligibility rules & package→ Doesn’t override the one-payment-per-effective-date limitation.

After creating a newallowance plan, you must assign it to all employees who qualify.

TheRollout Compensation Plans to Employeestask is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.

This ensures bothcurrent and future eligible employeesreceive the plan automatically.

Why not the others?

B. View Compensation Plan Rollout Process→ Monitoring tool, not an assignment process.

C. Compensation Plan Assignment Audit→ Audit/reporting only, does not assign.

D. Employee Compensation Plans – Allowance report→ Reporting only; still requires manual actions.

The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.

This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.

Why not the others?

A. Worker Data: Compensation Plan Type→ Governs visibility to compensation data, not bypassing eligibility.

B. Select Any Compensation Package→ Pertains to choosing packages, not adding allowance plans outside eligibility.

C. Worker Data: Compensation for Managers→ Grants managers ability to propose comp, but does not override eligibility.