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

When a performance review template usesItem Averaging:

Workday calculates the average rating acrossall rated itemswithin the sections.

Each item carriesequal weight, regardless of section or item weighting.

If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.

Therefore, item averaging =equal weight for each item.

In succession planning, theReadinesstalent attribute represents thetimeframein which a worker is expected to be ready to move into a position (e.g., “Ready Now,” “1–2 Years,” “3–5 Years”).

Incorrect options:

A. Achievable Level → indicates the highest role/level a worker may reach, not timeframe.

B. Retention → risk of employee leaving, not succession readiness.

D. Potential → overall growth capacity, not time-based readiness.

To prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.

This holds manager evaluation tasks until calibration is finalized.

Incorrect options:

To Do step in Launch Calibration→ only provides reminders, does not prevent tasks.

Update Performance Review Ratings step→ allows updates after calibration but doesn’t prevent tasks.

Shared Participation step→ controls collaboration in calibration, not blocking Inbox tasks.

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.

Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.

When determining a worker’starget proficiency level,Positiontakes precedence over all other sources.

Order of precedence:Position > Job Profile > Job Family > Management Level.

This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.

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.

Add Goal To Employeesis used for bulk assigning existing goals to workers, not for creating new organizational goals.

Maintain Goal Completion Statusesis used to track and update progress, not goal creation.

Create Goal for Workerapplies only to individual workers.

Manage Organization Goalsis the correct task for a manager to create a goal at thedivision or supervisory organization leveland cascade it to their direct reports.

Behavioral indicatorscan be tied to proficiency rating levels on a competency to describe expected behaviors at each level.

These indicators are assigned byJob Profile.

Other options (Supervisory Organization, Management Level, Talent Pool) are not used to define behavioral indicators.

Linking by Job Profile allows organizations to customize behaviors expected for different roles.

Talent Poolsare designed to group employees for development and succession planning purposes.

They help organizations track readiness, identify high potentials, and prepare workers for future roles.

Incorrect options:

A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.

B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.

D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.

Suggested skills functionality is enabled and configured using theMaintain Skills and Experience Setuptask.

This controls whether Workday will suggest skills to workers based on their profiles and activity.

Incorrect options:

Edit Tenant Setup – SystemandEdit Tenant Setup – HCM→ global settings, not skill suggestions.

Configure Optional Fields→ defines visibility of fields but not skill suggestion functionality.

To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:

Review Questions→ required if the template uses a questions section.

Feedback Template→ required if a feedback section is included.

Competencies→ required if competencies are included.

Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.