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

The Get Additional Reviewers subprocess is responsible for collecting reviewer nominations.

If you want the manager to approve reviewer names after a worker submits them, you configure an Approval step inside this subprocess .

It should be placed immediately after the initiation step to ensure manager approval occurs before reviewers are finalized.

Incorrect options:

A. Adding approval in the main Performance Review BP won’t tie it directly to the reviewer nominations.

B. Placing approval after “Complete Additional Evaluation” is too late—reviewers would already be acting.

C. Approval after manager evaluation is unrelated to reviewer setup.

In the Add Goal to Employees task, managers can cascade or assign goals to groups of workers.

The available grouping option is by Organizations (e.g., supervisory organizations, cost centers, custom organizations).

Succession Pools, Job Profiles, and Job Families are not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.

To ensure consistent reporting, feedback templates can be set as Locked .

A Locked Feedback Template prevents 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.

Static Talent Pools allow manual addition and removal of members.

Private means the pool is only visible to the creator and not shared with others.

Therefore, a Private Static Talent Pool lets talent partners create their own pools, manage membership manually, and keep them unshared.

Incorrect options:

Dynamic Pools → membership is controlled by saved searches, not manual additions.

Restricted Pools → visibility is limited to certain groups but still shared, not completely private.

To make specific goal fields mandatory (such as requiring a goal description), you must configure this in the Configure Individual Goals section of the Maintain Goal Setup task.

In this section, administrators define which fields are:

Required (must be completed by the worker),

Optional , or

Hidden (not shown to users).

The Maintain Goal Categories task only sets up categories such as Innovation, Financial, Productivity.

The Maintain Goal Units task configures measurement units (e.g., percentages, dollars).

The Configure Organization Goals section governs 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 the Configure Individual Goals section .

The Talent Review Status Summary report provides managers with visibility into their team’s current performance ratings, potential assessments , and status within the talent review cycle.

It also allows them to take action on assigned tasks during the process.

Incorrect options:

A. Employee Review Status Summary → shows progress of performance reviews, not talent reviews.

C. My Team’s Performance Reviews → focused only on performance review tasks.

D. Talent Snapshot → shows detailed worker profiles, not task/action tracking in talent reviews.

In Workday’s annual performance review process , typical default steps are:

Set Review Content → defines template contents (goals, feedback, responsibilities).

Get Additional Reviewers → allows adding reviewers.

Complete Manager Evaluation → manager provides evaluation.

Assess Potential is not part of the performance review process ; it belongs to Talent Review / Succession Planning processes .

Therefore, the workflow will not use Assess Potential in a performance review.

To configure Skills Cloud as the primary source for skill searches , you use the Maintain Skills and Experience Setup task.

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.

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

The option Manager for Majority of Event ensures that the manager who supervised the employee for the longest 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.

In the scenario, each worker’s goal must fall under one of three groupings: Innovation, Financial, Productivity .

These groupings are set up using Goal Categories .

The Maintain Goal Categories task allows administrators to define these categories and enforce categorization for goal entry.

Incorrect options:

Configure Goals in Review section → affects reviews, not groupings.

Configure Organization Goals section → applies to enterprise-level goals, not categorization.

Configure Talent Tags task → defines tags used for reporting, not enforced groupings.

In Workday, when managing Succession Plans , you can directly add employees by searching for them in the Find 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.

Even when using a job management staffing model , organizations use Succession Pools to group workers for succession planning.

Pools identify workers with potential to step into key roles in the future.

Incorrect options:

A. Development Plan → defines individual growth steps, not succession grouping.

B. Candidate Pools → used in recruiting, not succession.

C. Succession Plans → tied to specific positions or job profiles, not used for general grouping in job management models.