Workday-Pro-Compensation WorkdayProCompensationExam Questions and Answers

Acompensation packageis a grouping of multiple compensation plans (salary, allowances, one-time payments, bonuses, etc.).

Workday allows you tobundle one-time payment plansinto a package (e.g., relocation bonus, signing bonus).

Why not the others?

A. Retirement plan→ Benefits plans are not part of comp packages.

C. Calculated plan→ Standalone, not typically added to comp packages.

D. Future payment plan→ Not a Workday plan type.

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.

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.

If theeligibility rule for Sales / Australia profileis changed to remove “Sales,” thenall Australian employees(regardless of job family) become eligible.

As a result:

Any Australian employee moving roles will be assigned the allowance.

Sales employees will no longer qualify, so their allowances are automatically removed during compensation/job changes.

Why not the others?

A. Sales removed immediately→ Removal only happens at a transaction/job change evaluation.

C. All Australians automatically enrolled→ Not automatic, triggered during job/comp events.

D. System error→ Not how Workday handles eligibility changes.

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.

Acompensation elementin Workday is the foundational link between acompensation plan(e.g., salary, bonus, allowance) andpayroll processing.

When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires acompensation elementthat directly maps to apayroll earning code.

This ensures that the pay component flows into payroll correctly, appears on pay slips, and is taxable/deductible as designed.

Why not the others?

B. Requisition compensation– Job requisitions use compensation packages for recruiting, but elements are not tied to requisitions.

C. Eligibility rules– Eligibility determineswhocan receive the plan, not the element itself.

D. Benefit deductions– Those are handled bybenefit deduction elements, not compensation elements.

To retire or replace an existingbonus plan, you need to mass-remove it from all employees currently assigned.

The standard Workday task for this isRemove Compensation Plans from Employees, which allows you to:

Select thecompensation planto remove.

Apply aneligibility ruleto identify affected employees.

This is efficient and ensures employees no longer carry the outdated plan.

Why not the others?

A. Mark plan inactive→ Prevents new assignments but doesn’t remove existing employee assignments.

C. Request Bonus Payment web service→ Used for issuing payments, not removing plans.

D. Change Job→ Not appropriate for mass plan removal.

The allowance plan has adefault = $100 USD, plusprofiles for Toronto, Paris, Sydney.

Dublin (Ireland) does not have a profile yet, so Workday defaults to theplan default value.

Since the default is$100 USD, that is the value assigned at hire.

Why not the others?

A. €0 EUR→ No such rule; Workday always uses defaults when profiles are missing.

C. €80 EUR→ That’s Paris profile, not Dublin.

D. $0 USD→ Incorrect because the plan default is not zero but $100.

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.

Aconfigurable compensation basisallows you to definewhat plans contribute to compensation calculations.

For the sales team, the basis should include:

Base salary (salary plan).

Monthly commission earnings (commission plan).

Quarterly bonus plan (bonus plan).

Configurable compensation bases are designed for flexible aggregation of multiple comp plans.

Why not the others?

B. Total salary and allowances basis→ Covers only salary + allowance, does not include bonus/commission.

C. Compensation grade→ Defines ranges, not aggregation of comp plans.

D. Calculation compensation basis→ Not a Workday configuration type (confusion with calculated fields).

Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.

Their purpose isguidanceduring compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.

They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.

Why not the others?

B. Connect salary to payroll→ That is done bycompensation elements, not grades.

C. Overtime eligibility→ Determined bywork hours & worker type, not grades.

D. Compensation basis for reporting→ Controlled bycomp basis setup, not grades.

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.